University Discussion: Leading and Managing Change, Spring 2020

This discussion post explores various facets of leading and managing change within organizations. It begins by examining the significance of motivation in driving individual and organizational change, highlighting both internal and external factors. The role of leadership as a strategic tool is then discussed, emphasizing how leaders can shape organizational vision and align employee strategies with goals. The post further delves into strategic approaches to change in a global context, including restructuring business plans and adapting to shifts in market dynamics, while also referencing Lewin's and McKinsey's models for effective change management. Organizational development strategies, such as team building and employee motivation, are presented as key elements in implementing planned change. Finally, the post contrasts planned and unplanned changes, arguing for the benefits of a proactive approach in preparing organizations for significant transformations. The discussion references various authors and models to support its arguments, providing a comprehensive overview of the complexities of change management.

Running head: LEADING AND MANAGING CHANGE
LEADING AND MANAGING CHANGE
Name of the Student
Name of the University
Author Note

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Motivation in change
Motivation in change is known for being a person’s personal drive to change his or her
own behavior and belief. Motivation is known for coming from within or it can come from an
external factor. This is when a person is reasoning for change are not for any reward or outside
again but instead it is initiated in order to bring a change within oneself and for one's own
happiness and wellbeing. Motivation is known for helping people to gain positive attitude
towards life, build a self-esteem, achieve various goals and AIMS in life and creates the power to
bring in the change effectively. According to the author Gorddard et al., (2016) change in the
workplace has been an issue which is popularly faced by every professional leader, manager and
as well as the employees who are working in the particular organization. Each and every person
working in an organization at certain point of time need to change their career with the help of
internal or external motivations. Therefore this is the main reason why self-motivation is one of
the most important thing to understand and then bring in or initiate the changes which might
create a better sustainable life.
Gorddard, R., Colloff, M.J., Wise, R.M., Ware, D. and Dunlop, M., 2016. Values, rules and
knowledge: adaptation as change in the decision context. Environmental Science & Policy, 57,
pp.60-69.
Leadership as a strategy
Leadership as a strategy can be referred to a manager's potential in order to express a
strategic vision for the particular organization (Lasserre, 2017). The help of leadership is the
strategy particular organization can in a way try to motivate and persuade other employees and

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workers working in the organization to acquire the same position he or she has been seen for a
long time. Leadership as a strategy can be used in order to encourage the employees in an
organization to follow down the ideas and vision of the top management so that the employees
can align their strategies with the organizational goals and help them to achieve the vision as a
whole. Leadership can be used as a strategy as because it is very important to set a good clear as
well as communicate effectively and efficiently to other subordinates and employees working in
the organization. With the help of proper leadership and management skills a person can provide
clear vision and give other employees and understanding of the organizational directions and as
well as make them realize and understand their own realistic responsibilities and roles they have
to serve throughout their career.
Lasserre, P., 2017. Global strategic management. Macmillan International Higher Education
Strategic approaches to change in global context
Strategic approaches to change in global context means restructuring of a particular
organizations business plan for their marketing plan. Talking a person's perspective strategic
approaches to change mind also be change in the behavioral approach for change in their
managerial or leadership approach in their particular life. Restructuring of business marketing
plan for organizational plan is typically performed in order to achieve few of the important aims
or objectives so that the business organization can function properly in the competitive market.
Talking on the other hand talking from my personal perspective change in global context
is important in order to gain something in life. For example strategic approach to change in
global context might include the shift in a corporation policy, shift in the target market of the
particular organization, shift in the mission or vision structure of the organization. Strategic

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approaches to change in global context will only be possible with the help of Lewin’s change
management model which includes the process of unfreeze, change and refreeze to the change
initiated. Also McKinsey7 s model can also be helpful in initiating a change in global context.
The 7 s model includes strategy building, structuring, and systems used sharing of values, style,
staff and skills which are essential to process the change (Crane, Mattten and Spence, 2019).
Crane, A., Matten, D. and Spence, L. eds., 2019. Corporate social responsibility: Readings and
cases in a global context. Routledge.
Organizational development in change
According to the author organizational development is a big field of study which is
known for addressing the changes which has been initiated by the organization and as well as
find out how it will affect the organization and the individuals working with the particular
organization. Strategies which can be used in order to introduce the planned change in
organization are such as team building efforts better leadership skills motivating employees in
order to bring in the change and rewarding the efforts of change.
These are a few of the organizational development strategies which can be used by the
top management or the managerial board of the company to improve the functioning of the
organization in the particular market so as by bringing the change in the operations. Also
according to the author (Ionescu and Bolcaş, 2018) organizational development in change is
known for using few of the organizational resources in order to improve the productivity and
efficiency in the workplace. Organizational development also helps boosting the moral of the
employees. The employees also should be e boosted up with moral so that they can feel more

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empowered and valued when the organization has particularly developed a change within itself
(Weston and Finkelstein, 2017).
Ionescu, V.C. and Bolcaş, C., 2018. Organizational Development through Change. Manager
(University of Bucharest, Faculty of Business & Administration), 28.
Weston, C., Ferris, J. and Finkelstein, A., 2017. Leading Change: An Organizational
Development Role for Educational Developers. International Journal of Teaching and Learning
in Higher Education, 29(2), pp.270-280.
Best type of change planned or unplanned
Both the planned and unplanned changes in the company can be provided on a small
scale, medium scale or company-wide change. Planned change is known for something where
the change has been planned before (Rojas, 2019). Plan change is known for something which is
provided from within the company itself, plan change are usually brought into the organization
from the managerial department whereas on the other hand the unplanned change is something
which has been forced to take on by the employees of the organization as because the company
might have faced few problems from the external factors which are outside the control of the
company.
Therefore for this reason the unplanned changes in the organization is known for bringing
more upheaval to the structure of the company rather than a planned change initiated inside the
managerial board of the company. However it can be said that plan change is always the best
possible way as because it aims to prepare the entire organization or a major part of the
organization to bring in addict to significant changes in the organizational goals and directions.

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Rojas, R., 2019. Insights into Organizational Conscience and Change: A Focus Group
Perspective. Organization Development Journal, 37(4).

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References
Crane, A., Matten, D. and Spence, L. eds., 2019. Corporate social responsibility: Readings and
cases in a global context. Routledge.
Gorddard, R., Colloff, M.J., Wise, R.M., Ware, D. and Dunlop, M., 2016. Values, rules and
knowledge: adaptation as change in the decision context. Environmental Science & Policy, 57,
pp.60-69.
Ionescu, V.C. and Bolcaş, C., 2018. Organizational Development through Change. Manager
(University of Bucharest, Faculty of Business & Administration), 28.
Lasserre, P., 2017. Global strategic management. Macmillan International Higher Education.
Lewis, S., Cantore, S. and Passmore, J., 2016. Appreciative inquiry for change management:
Using AI to facilitate organizational development. Kogan Page Publishers.
Rojas, R., 2019. Insights into Organizational Conscience and Change: A Focus Group
Perspective. Organization Development Journal, 37(4).
Weston, C., Ferris, J. and Finkelstein, A., 2017. Leading Change: An Organizational
Development Role for Educational Developers. International Journal of Teaching and Learning
in Higher Education, 29(2), pp.270-280.