MANAGING ORGANIZATIONAL CHANGE Table of Contents Part One...........................................................................................................................................4 Introduction......................................................................................................................................4 Relationship between Attitude, Job Satisfaction, Commitment..................................................5 Attitude....................................................................................................................................5 Job Satisfaction........................................................................................................................6 Commitment............................................................................................................................6 Key Issues influencing Motivation..............................................................................................7 Theoretical Approaches to Motivation........................................................................................8 Maslow’s Hierarchy Needs......................................................................................................8 Equity Theory..........................................................................................................................9 McGregor’s X and Y...............................................................................................................9 Practical Applicability...............................................................................................................10 Usefulness of motivation theories for managers/leaders...........................................................10 Team Working: Individual and Organizational Needs..............................................................10 Recommendations......................................................................................................................11 Conclusion.....................................................................................................................................11 Part Two.........................................................................................................................................12 Introduction....................................................................................................................................12
MANAGING ORGANIZATIONAL CHANGE Findings and Discussion................................................................................................................12 Leadership in an Organization...................................................................................................12 Organizational Change..............................................................................................................14 Leadership in Organizational Change.......................................................................................15 Leadership Traits.......................................................................................................................16 Impact on Organizational Traits................................................................................................16 Explaining leadership theories...................................................................................................17 Transformational Theory of Leadership................................................................................17 Situational Theory of Leadership..........................................................................................17 Democratic Theory of Leadership.........................................................................................18 Practical limitations of Leadership Theories.............................................................................18 Conclusion.....................................................................................................................................19 References......................................................................................................................................20
MANAGING ORGANIZATIONAL CHANGE Part One Introduction In a retain organization, Mr. Simon has served as a line manager for over twelve years now. He has been diligent and a valuable employee for the company over the years. He has been looking forward to promotions for the performances he has put up for the company in the years of his service. He has been one of the candidates who were considered for promotions in the last three years. The process which was followed was formal and he was also interviewed during it. However, both the attempts were unsuccessful. The candidates with whom he was interviewed, had more qualifications than him, because of which his candidature was cancelled. It was heartbreaking for Simon as he had more experience of service for which while the candidates who qualified for the promotion had better qualification. Even though he had served the company for twelve years, he could not get the recognition and value he was looking for. Simon was again one of the employees who were shortlisted for the promotion process, however, he was rejected for the third time, due to which he was disillusioned. The team leader heard that Simon was very upset for the rejection for three times now and he was skeptical about the chances of advancement in this company for which he was convinced to look for better options for growth in his company. Despite being hardworking he could not get promotion in the company in which he contributed with his performance for over a decade, when he was looking for a recognition. The abilities and skills which he possesses are hard to replace in the company which makes him a valuable employee even though he has not received acknowledgement for the same. The key issues which are associated with motivation, job satisfaction, attitude and commitment shall be discussed with respect to theories and models. Issue
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
MANAGING ORGANIZATIONAL CHANGE The situation which were faced by Simon for three times consecutively, had led to demotivation and dissatisfaction which is extremely important for the employees to have in order to perform well and put in their best efforts for the company’s growth. Even though the candidates who qualified for the promotion had better qualification, Simon possesses great abilities and skills which helped the company grow in the years of his service.Theseledto de motivation and feeling of being less valued by the company. Simon was compelled to feel that he had to move to something better for better acknowledgement and recognition. These approaches and organizational behavior leads to dissatisfaction and demotivation which results in poor productivity of an organization and turnover of employees. Job satisfaction is very employees to feel dedicated and committed towards the work which they do. Relationship between Attitude, Job Satisfaction, Commitment Attitude Attitudes in an organizational setting can be referred to as the judgments and responses employees have towards events, objects and people. Attitude in an organizational setting, has been studied by experts and psychologists with respect to three key factors which include behavior, affect and cognition. In a workplace it is important to evaluate responses of employees and their attitudes towards people, work, events and objects to understand the negative and positive feelings which people have regarding their place of work and culture (Yousef, 2017). Various authors have highlighted that attitudes of employees are very important to determine motivation and satisfaction employees have from the work which they do. If employees have negative attitude towards their work, other employees may as well tend to be affected to feel negative and less pride about the work which they do. Managers should make it certain that the employees feel good about their work and do not develop questionable attitudes (Yousef, 2017).
MANAGING ORGANIZATIONAL CHANGE These attitudes may tend to arise due to lack of appreciation and job satisfaction. Therefore, commitment and job satisfaction are directly related to attitude and motivation people have regarding the work which they perform. Job Satisfaction Motivation is linked to the level of job satisfaction employees have regarding their work. It is very important for the manger to understand job satisfaction and its growing need. The employees should be satisfied with their in order to be motivated to work towards improvement and to put their best performance towards the growth of the company (Yousef, 2017). It has been foundoutbypsychologistsanddiscussedbyauthorsthatjobsatisfactionislinkedto commitment and their responses towards work (Osabiya, 2015). An employee feels more determinedand committedto perform better. It might be difficult for the employeesto understand whether the employees are actually satisfied with their work as it involves critical and complex analysis of the managers (Lăzăroiu, 2015). The job experience should be enriching for the employees while they should also be given appraisals, recognitions and various benefits for the association which exists between the employee and the organization. Job satisfaction is directly relatable with attitude and commitment among the workers, which Simon was unable to attain as he did not receive promotion three consecutive times, while others who were less experienced received based on their educational qualification. Commitment Commitment of employees rise from their positive attitude and job satisfaction. If the employees in an organizational setting feels individual motivation about their work, they are most likely to feel more committed to perform better and contribute to take the company to newer heights (Lăzăroiu, 2015). Work commitment can be referred to as the construct of relative
MANAGING ORGANIZATIONAL CHANGE importance one feels about one self and the work which they do. In other words, it can also be defined as one’s dedication to work ethics, job involvement, and commitment to career growth andto theorganizationtheyareassociatedwith(Yousef,2017).If thereishighwork commitment among employees, the changes of high performance and success are intensified (Farndale, Pai, Sparrow & Scullion, 2014). Commitment is relate to job satisfaction and attitudes which employees possess. Simon was a dedicated employee who served the company but eventually started feeling unappreciated and unacknowledged for the work his diligence and performance, even after his service to the organization for twelve long years. Key Issues influencing Motivation There can be several factors which affect and influence motivation of employees in a company. It is important to keep employees motivated as it will help the organization achieve more success and enhance performance of the employees (Farndale, Pai, Sparrow & Scullion, 2014). The responsibility also lies with the management and leaders to correctly find out the factors which motivate the employees. However, there are several factors which also contribute to demotivation of the employees. These can negativelyimpact the organizationand its performance. These should be identified and corrected to improve chances of success for the company. Some of the factors which can cause demotivation among the employees are discussed as follows: Poor Leadership:If there is ineffective leadership structure which is followed in the company then there might be mismanagement and lack of motivation among the workers. This might happen due to lack of proper direction and inspiration to follow (Osabiya, 2015). If there is lack of hierarchy in the organization there can also be confusion regarding roles and responsibilities of the employees.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
MANAGING ORGANIZATIONAL CHANGE Workplace conflict:If the organizational culture is not positive and employees tend to exhibit negative attitude towards one another, conflicts might arise. Workers may tend to get in disagreements which will, as a result, affect productivity and success of the company (Osabiya, 2015). Conflicts make the professional environment toxic leading to demotivation among employees. Limited opportunity for growth:If the employees are not provided with enough opportunities for growth, there might be changes that the workers will feel restricted and discouraged about the work. Whereas, if there are ample areas of growth for the employees, they will feel motivated to work towards improved performance(Lăzăroiu, 2015). The employees should be given with opportunities to receive acknowledgements, recognitions, bonuses and incentives Lack of Appreciation:Employees feel motivated if they are appreciated for the good work. The management of a company can value and encourage the performances of the employees by recognition, incentives, promotion and other benefits(Lăzăroiu, 2015). However, the lack of the same might lead to dissatisfaction, which has been the case for Simon. Theoretical Approaches to Motivation There are theories which have been designed by researchers and psychologists by analyzing motivation and how it is important for employees and the growth of the company as a whole (Lăzăroiu, 2015). Motivation, thus can be understood with the help of various models which are further discussed in this report.
MANAGING ORGANIZATIONAL CHANGE Maslow’s Hierarchy Needs The theory is based on motivation styles and the factors which should be taken into consideration by the organization in order to motivate the person. The needs of the employees are contained within a pyramid of five layers in which the bottom layer is based on the physiological needs which include food, shelter and sleep (Cherry, 2014). In the second layer comes safety, while in the third layer, belonging is placed as needs. The forth tier of the pyramid comprises of esteem while the topmost with self actualization (Cherry, 2014). The organizations which are most successful focus on the top two tiers which allow employees to achieve recognition as well as have ample opportunities of growth according to how they perceive of themselves and their growth. If the companies focus on these two tiers, most of the other needs are served while the employees also feel valuable to the company. Equity Theory According to Equity theory, employees feel motivated when there is equal treatment. Motivation, is stated, to be directly proportion to the treatment which the workers feel at their place of work. Unequal treatment of employees might make them feel demotivated which will effect productivity (Ryan, 2016). Therefore, if there are unfair treatments such as favoritism and discrimination, it will give rise to demotivated employees and negative environment of work. Whereas, fair treatment will encourage the employees to improve their performances and exceed their own limits to achieve more (Ryan, 2016). Every employee, thus should have equal right and chance to earn bonus, benefits and appraisals for their performances. McGregor’s X and Y A contrasting theory was developed by social psychologist McGregor on management style and how it motivates employees. The two theories are contrasting and are categorized as
MANAGING ORGANIZATIONAL CHANGE Theory X and Y. According to the theory, employees who are less motivated and often tend to grow disliking about their work are better handled by the mangers when authoritarian style of management is practiced (Lawter Kopelman & Prottas, 2015). On the other hand, employees who are proud of their work and like to take up challenges are better managed by adopting participative management (Lawter Kopelman & Prottas, 2015). This allows the employees to take responsibility and ownership of their own job, who are already motivated and feel pride about their work. These two contrasting theories, X and Y can be effective to enhance ability of the members based on their approaches to work as well as keep them motivated. Practical Applicability The companies should identify the issues and adopt effective style of management and theories to bring about positive changes to keep the employees motivated, satisfied and dedicated towards work. The theories are very effective to keep the employees motivated. However, it is very important to adopt the most effective theory according to the crises and issues which are faced. A company can adopt an effective model for growth even without having issues to ensure proper management of employees. Usefulness of motivation theories for managers/leaders It is very important for managers to effectively use them to understand the factors which affect the attitudes and responses of the employees. The theories provide ideas about what would be the best motivator for an employee to perform better and handle crises for the company. The managers can use the theories as tools for motivation to understand how the staffs can be utilized in a positive way to help the company grow as well as provide opportunities to all the employees for personal growth, satisfaction and achievement of personal needs.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
MANAGING ORGANIZATIONAL CHANGE Team Working: Individual and Organizational Needs Team work is extremely important for a company to achieve positive growth as it ensures better performance of employees. High performing and coordinating teams would ascertain more chances of success for the company. Team work helps to build better trust and communication among employees. Capabilities of the employees are improved which makes them able to adapt to varying conditions. The team members can show confidence in one another to overcome challenges and solve challenging problems. High performing and creative teams are most likely to fulfil the organizational needs for the company. Recommendations The company in which Simon works, should employ Maslow’s theory of Hierarchy needs to motivate the employees achieve the components which are placed in the first two tiers from the top of the pyramid. However, the management should make it certain that the employees have enough opportunities of growth and success. There should be fair treatment of all employees where everyone should be valued. Conclusion The conclusion can be drawn that Simon has been serving the country for twelve years and has been part of the organization and its growth for a long period of time. He has not received promotion for three consecutive times, even though he was more experienced than the other employees solely on the basis of educational qualification. He has been demotivated and convinced that he deserves better which can only be received and acknowledged elsewhere. The managementmustconsiderhiscontributionsandperiodofservice,asheisavaluable employees. The skills which are possessed by Simon are difficult to replace, for which the
MANAGING ORGANIZATIONAL CHANGE company must adopt the most effective theory for motivation, which can be Maslow’s Hierarchy needs. .
MANAGING ORGANIZATIONAL CHANGE Part Two Introduction Leadership can be referred to be the act of setting direction and leading workers towards progress and set objectives, in an organizational setting. Leadership is very important to determine productivity and performance of employees as leaders help the employees follow a vision. Leaders influence the workers in a manner that it gets reflected in behavior and attitudes. Leaders, therefore, can be regarded as inspirations for the employees for setting clears goals and objectives for the growth of the company (Osabiya, 2015). Good leadership style can take a company to newer heights and achieve great success, while an effective style of leadership can yield negative outcomes and hinder growth of the employees. Therefore, it is very important to adopt correct style of leadership, especially during the time of organizational change, as it is a crucial period of transition. An effective style of leadership and good leaders will be able to set effective goals and objectives for everyone, based on their potentials and capabilities, which can be executed and implemented for positive outcomes. Findings and Discussion Leadership in an Organization In an organizational setting, leadership plays a very important role to determine direction of growth for the company and implementation of ideas and strategies. During organizational change, it is important to proper goals and visions set which can be easily understood by the employees to be followed. This would encourage the employees for their perusal. A good leader will always be able to encourage the employees to be able to inspire followers, who are the
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
MANAGING ORGANIZATIONAL CHANGE workers of the company to fulfil their duties according to the set roles and responsibilities which will affect the company towards positive growth (Naile & Selesho, 2014). The roles and responsibilities should be well understood by all the members of the group which will lead to better outcomes as they become more apt to be followed by the employees whom it concerns. One of the key responsibility of the leader is to keep the employees motivated and dedicated towards the work which they are supposed to perform in the company. The leaders should be able to recognize contributions, efforts and performance of the employees and motivate them towards betterment and reaching their full, potential through various rewards and recognition programs in the company as it is very essential to remind the employees how important they are to the company and their attempts at growth helps the company, as a whole to grow and achieve more success, overall. Employees feel more motivated if the company, leaders and management pay importance to their needs and wants and aim at giving them with the opportunity to fulfil them (Ibrahim & Brobbeym 2015). A good leader will always be able to communicate these needs and wants of the employees while they work for the company and strive towards achieving these components from their work and remuneration. Recognition and opportunities will make the employees feel motivated and dedicated towards their work and feel a sense of belonging with the company. A leader also help the employees get the tools and amenities which are required for personal as well as professional growth which helps the employees grow. These help the employees participate and perform the duties which are expected of them and even excel at them. A leader also considers it to be very important to build morale of the employees (Ibrahim & Brobbeym 2015). It is very important for all the employees to actualize the common goals towards which everyone should work towards. Work might be stressful but with the help and
MANAGING ORGANIZATIONAL CHANGE contribution of everyone, even complex work can be done. Therefore, it is important to face challenges and overcome them. During these times, when the employees feel challenge to perform their work, it is important for the leaders to be there and show direction and motivate them to face odds and overcome obstacles (Ibrahim & Brobbeym 2015). This will ignite spirits and build strong morale among the employees which will intensify chances of success and victory. Organizational Change Organizational Change can be defined as the process in which a company might have changes in its operational methods, structure, technology, strategies and so on. These processes are usually complex and have various affects which are caused in the organization and the employees during the ongoing process(Cameron & Green, 2019). Organizational change might be a need which a company might feel the need to actualize out of internal or external forces. Therefore, the management or the company might feel the need to modify or review the processes especially for businesses purposes and enhancement. The organizational change is intended to foster new and improved outcomes for the company(Cameron & Green, 2019). Companies might face competition in a great market, which makes it feel the need to improve and review the existing process to achieve success in the environment. However, there might be internalpressuresarisingfromchallengingsituationscompellingcompanytoreviewits processes for betterment. Smaller and newer companies need to adapt and change in order to survive in the presence of large companies in the market. Organizational change can be done in order to ensure that a company is not falling behind and be ahead of the rival forces(Tidd & Bessant, 2018). A business strives to make its operation more efficient in the market as well as make the process cost effective. However, it is very important to make the process of change
MANAGING ORGANIZATIONAL CHANGE smooth by various strategies and model as organizational change may lead to positive as well as negative results as it is a complex process. Leadership in Organizational Change Change is an integral part of business in the modern day. The environment of business gets subjected to changes very frequently due to external and internal environment of the company. Organizations come under extreme pressure of being up to date with business functions and be able to adapt to the changes to sustain in the changing conditions of the time. The changes may range from being technological to economical(Tidd & Bessant, 2018). In the global business environment, these changes are to be quickly executed in the companies to be able to adjust to the changing conditions to be ahead of the competing forces in the market. Demographic changes have emerged to be very crucial for business understandings as it very often determines the direction and chances of success of the ideas and strategies which concern the target audience and the employees within. Therefore, companies need to be proactive to be able to rapidly respond to the changes and modify systems and strategies which are best suited for the company. The most rapid changes which occur is technological and social changes which aretobetakenintoconsiderationtobeabletosustainandoptimizeproductivityand competitiveness. The leaders should be able to show direction to the followers in such a period when change is needed in an organization (Ibrahim & Brobbeym 2015). The leaders play a very vital role as they are the visionaries in such situations and managing change depends on their responses and attitudes during change (Naile & Selesho, 2014). Their approach, goals and objectives, which are set for the followers to follow determine the outcomes on how effective the change is going to be.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
MANAGING ORGANIZATIONAL CHANGE Leadership Traits A leader must possess in order to maximize efficiency in the company and be the visionary for the followers. Leadership can be defined as the quality of being able to guide peopleandanorganizationtowardsgreatersuccessandfulfilmentoftheorganizational objectives and goals (Zaccaro , Dubrow & Kolze, 2018). It is very important to be able to effectively manage strategies, ideas and future goals. Leaders motivate individuals to become best versions of themselves and reach their best potential. Leaders also enhance the environment of work and help build morale among the employees. A successful leader who is effective to initiate action and change great communicators, responsible and accountable for success as well as failures. Leaders think in terms if future and long term and have newer approaches to challenges and obstacles. A great leaders is always self motivated and strive to exceed people’s expectations (Zaccaro , Dubrow & Kolze, 2018). People oriented leaders are always able to take better decisions and encourage individuality by allowing people to participate in decision making process. Impact on Organizational Traits Leaders are people who set direction for an organization. The leaders are given with great responsibilities which they need to fulfil as they have great power coming along with it. Thus, their responses, approaches and traits immensely influence the organization. There ar4e great examples of leaders who have successfully taken an organization to great heights and enhanced the environmentof the companypositively.However, there also are exampleswhen an organization has been impacted negatively due to the leadership which has been adopted in the company and the leadership trait of the person who is followed and drawn inspiration from, by the employees (Naile & Selesho, 2014). The employees are driven towards goals and objectives
MANAGING ORGANIZATIONAL CHANGE according to the culture and motivation in the company. They follow the path set by the leader and work in a unified manner to achieve the common goal. Whereas, if the leader is critical and negative in the approach, it might impact the attitude and responses of the employees. The organizationalculture mightexhibita downward slope leadingto poor performanceand productivity of the company. Culture and organizational traits are transmitted in the organization, from one person to another. Leaders set values and ethics in the company which get transmitted and build up the organizational trait. Therefore, leadership directly impacts the organizational traits. Explaining leadership theories Transformational Theory of Leadership Transformational leadership is based on several different factors of personalities which inspire employees and followers. These factors are attention of the person, charisma and rational recreation. The employees in such a leadership model in practice get inspired and motivated by the transformational leaders. The leaders in such a situation work to identify the changes which are needed and aid in the process of implementation of the change by creating a vision (Ghasabeh, Soosay & Reaiche, 2015). The leader communicates the ideas clearly with everyone which allows everyone in the organization to achieve the common goal. This is often considered to be the best leadership theory to be practiced for optimum results. Situational Theory of Leadership Situational Leadership can be defined as the style of leadership in which the leader should understand the correct form of leadership which is to be followed to influence and help in the development process of the company. The leader will, thus have to adjust the style of leadership o the needs of the company a situation. Situation leadership allows the leader to
MANAGING ORGANIZATIONAL CHANGE change the style of leadership to influence the company and the employees in the best way possible(McCleskey, 2014). Therefore, situational leadership can be very effective to maintain balance for the organization by adapting to the needs of the team. Democratic Theory of Leadership Democratic leadership can be referred to as the style in which people can take part in the process of decision making. It is also called the participative style of leadership. The members or employees are provided with the opportunity to be a part of the decision making process and free flow of ideas and opinions. The individuals who are part of the group or organization are considered to be equals and possessing equal powers according to hierarchical standards (Khan et al. 2015). The emphasis is laid on collaborative process of work in democratic style of leadership. The style is most functional and effective when the leader is working with a group of skilled employees as it provides opportunity to the employees to showcase their creativity and strength which can help the company grow (Khanet al. 2015). The leaders who follow this leadership style encourage communication. Practical limitations of Leadership Theories Transformational leadership may tend to be disruptive and risky for the organization adopting it, if it is not followed precisely and effectively. It requires continuous feedback for being functional, which might not be feasible in a large scale company. The limitations of situational leadership is that the focus lies mostly on short term and immediate needs rather than future oriented, long term goals. If the environment based, then situational leadership might be very ineffective to carry out. Situational leadership is also considered to be confusing when it comes to understanding of needs, expectations, roles and responsibilities. Democratic leadership alsohaspracticallimitationswhichincludenegativeemotionsandreactionsasitisa
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
MANAGING ORGANIZATIONAL CHANGE participative style of leadership. The decision making process might be very lengthy as it provides opportunity to people to be able to place their ideas and opinionsThere can be very less accountability of the members if there is failure. Conclusion It can thus be concluded by saying that leadership is very important when it comes to an organization. During the process of change, leadership plays a very important role, as leaders are the visionaries who show directions to the individuals. The members follow the paths set by the leaders to achieve common goals and objectives. There are various leadership theories which can be adopted by companies to be able to facilitate change in organization in a rapidly changing world and business conditions. The traits of a leader directly influences the organizational traits. However, the leadership theories which can be followed, also has its own practical limitations. It is because of the same, that organizations should choose leadership style efficiently, based on the need as it is very crucial for success.
MANAGING ORGANIZATIONAL CHANGE References Cameron, E., & Green, M. (2019).Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Cherry, K. (2014). Hierarchy of needs.Retrieved Aug,16, 2014. Farndale,E.,Pai,A.,Sparrow,P.,&Scullion,H.(2014).Balancingindividualand organizational goals in global talent management: A mutual-benefits perspective.Journal of World Business,49(2), 204-214. Ghasabeh, M. S., Soosay, C., & Reaiche, C. (2015). The emerging role of transformational leadership.The Journal of Developing Areas,49(6), 459-467. Ibrahim, M., & Brobbey, V. A. (2015). Impact of motivation on employee performance.The case of some selectedMicro Finance Companies in Ghana,2(5), 45-62. Khan, M. S., Khan, I., Qureshi, Q. A., Ismail, H. M., Rauf, H., Latif, A., & Tahir, M. (2015). The styles of leadership: A critical review.Public Policy and Administration Research,5(3), 87-92. Lawter, L., Kopelman, R. E., & Prottas, D. J. (2015). McGregor's theory X/Y and job performance: A multilevel, multi-source analysis.Journal of Managerial Issues, 84-101. Lăzăroiu, G. (2015). Employee motivation and job performance.Linguistic and Philosophical Investigations, (14), 97-102. McCleskey,J.A.(2014).Situational,transformational,andtransactionalleadershipand leadership development.Journal of Business Studies Quarterly,5(4), 117. Naile, I., & Selesho, J. M. (2014). The role of leadership in employee motivation.Mediterranean Journal of Social Sciences,5(3), 175.
MANAGING ORGANIZATIONAL CHANGE Osabiya,B.J.(2015).Theeffectofemployees’motivationonorganizational performance.Journal of public administration and policy research,7(4), 62-75. Ryan,J.C.(2016).Oldknowledgefornewimpacts:Equitytheoryandworkforce nationalization.Journal of Business Research,69(5), 1587-1592. Tidd, J., & Bessant, J. R. (2018).Managing innovation: integrating technological, market and organizational change. John Wiley & Sons. Yousef,D.A.(2017).Organizationalcommitment,jobsatisfactionandattitudestoward organizational change: A study in the local government.International Journal of Public Administration,40(1), 77-88. Zaccaro, S. J., Dubrow, S., & Kolze, M. (2018). Leader traits and attributes.