Management and Leadership: Strategies for Organizational Success

This essay examines the critical roles of management and leadership in organizational success, emphasizing their adaptability to environmental changes and the importance of performance imperatives. It highlights how leaders must align organizational behavior with environmental shifts to capitalize on opportunities and increase productivity. The essay discusses the need for flexible leadership, the impact of internal and external factors on organizational performance, and the significance of change management. It also explores strategies for navigating crises, leveraging resources, and updating performance metrics to remain competitive in a hyper-competitive market. The essay also touches upon change management techniques like the ADKAR model and stresses the importance of managers' role in communicating a clear vision during times of change. It stresses the need for managers to fundamentally rethink and restructure the business while process it on a day to day basis.

Essay

Management and leadership are the most critical factor which define the success of the
organization. Uncertainty is the nature of management, as there has been a huge gap we can feel
in the managers work previously or now. Organization hits with the need to expand their current
structure and it is expected from the managers and leaders that they fulfil the responsibility of
aligning the environmental changes with the organization behaviour so that organization will get
benefit out of it. The competition is increasing at a rapid pace and leaders encounters the need of
change in their traditional way of decision making. More productivity is on the primary list of
the managers and they want to act immediately for increase the efficiency and effectiveness of
the organization. Previously mangers were work in a predetermined structure but according to
present scenario the uncertainty is become the nature of the business and managers wants to be
ever-ready to respond to the environmental changes and fulfil the organizational requirement
immediately.(Beitsch, Yeager & Moran, 2015)
Flexible leadership became a necessity for developing new vision and generate new
concept so that leaders will be able to mobilize the organization and bring it to the level where
organizational vision is possible to achieve. As all the organizations exist in the environment and
they have to perform their activities in the environment. The environment provides the
organization all the resources so they can transforms it into the final outcome, but the vulnerable
and flexible nature of environment with decreasing the amount of resources it makes difficult for
organization to fulfil the organization requirements. Therefore in order to survive the
organization managers have to pay attention to the environment and need to align their activities
with the ever changing environment conditions.(Vassallo, 2014)
Leaders and managers are play a vital role in the success of the organization and
considers as primary driver of success as they set the organizational plan, define route, build the
culture , design the architecture, implement plans, monitor process, manage resources, develop
work force and so on. With the time changes the nature of organizational environment in terms

of both internal and external also changes, here mangers are shaping up the every aspect of the
organizational life in the accelerating pace of change and increasing complexity within the
environment around the organization.(Paul, and et.al 2016) Managers requires the various
performance imperatives to build balance in organization by controlling the environmental
changes. External environment is made up various factors such as political, economical, socio-
cultural, legan and technological variables which are beyond the organization control. AS other
hand internal environment is within the control of the organization which also consist various
factors such as financial resources, human resources, technology, process, strategies and
structures which influence the activities of the organizations. The performance imperative of
mangers requires to maintain balance between both internal and external environment of
organization, as external factors are uncontrollable in nature so managers tries to build a
structure so they can match their operations and activities to the external environment in order to
survive and succeed in the adverse and unpredictable environment.(Burke, 2015)
Organizations are complex system with high degree of uncertainty, this is why it is
difficult to them to adopt change immediately because a slight change can generate ample
amount of complex situations. In the present scenario there has been so many cases where
managers and leaders fills that something is not right within the organization and extra effort
required to survive. Managers have the understanding that the event of crisis brings opportunity
also and organization have to perform by leaving their comfort zone. For an effective and
efficient manager the time of crisis bring a chance to build the agenda for change and also
mangers also took the responsibility in a way so the whole organization will be delighted with
the radical improvements. Prudent management is an important tool for overall effectiveness by
expanding the amount of the resources and make optimum use of them. This brings the real
challenge to managers as they are the one who have responsibility to figure out a systematic
method to accomplish this and find the answer of the questions such as ''where to start?'', ''what is
more important'', and ''how to assess the management and operations of the organization''.
Managers have to leverage various subsystem to leverage the organization even after the
environmental changes some of them are strategy, performance, planning, human resource and
information technology. (Reddy & Manohar, 2014)
Mangers are concerns with the developing the strategies which will resulted benefits to
the organizations. Many mangers feels that it is difficulty to fix the sudden occurred problems

and they are not in a position where they can develop an immediate strategy for the problems.
The moments of technology disruption and economy crisis brings opportunity to organizations
and managers where they have responsibility to build the strategies to increase the performance
of the organization and get the superior position in the market. The new performance imperative
force the mangers to take tough decision for the betterment of the organization such as downsize
vs expansion, Remain vs upgrade the structure and Diversify vs specialization. The time of the
environmental change it is important to review on how or what we measure, analyse and then
react on. The common problems which managers observes are in the new reality performance
indicators does not provide any success factors, performance indicators are tracked formally,
Organization's strategic goals does not match with the individual performance throughout the
organization, management is focusing only on the the short term targets and so on. In these
context managers requires to update their performance imperatives as traditional one are no
longer effective and seems useless because of the fluctuation in the environment.(Fitzgerald,
Kruschwitz, Bonnet, & Welch, 2014)
Change management is become necessary tool for the managers to respond prudently of
the environmental fluctuation as it is a tool with the process to move from current to future
desired position in order to achieve the set objectives. Performance imperative of managers in
the context of change management has lot of impact. For the effective change management
managers are often use technique named as 'ADKAR model' which abbreviated as awareness of
need to change, desire to participate and support the change, knowledge of how to change, ability
to implement the change on day to day basis and reinforcement to keep the change in place.
Mangers use all these factors for effective decision making at the time of any environment
change occurred. The new role of the managers in the managing change cannot be
overemphasised, successful alterations occurs only when mangers sustain, mobilize and hold
resources within the organization. According to various new online survey those who are
managing the change have not only knowledge about the drivers of specific change but also
have proper communication of the vision that what the change will bring for the organization.
(Kim and et.al 2015)
Hyper-competitive market is more dynamic and has almost environment which cannot be
predict. The condition of hyper-competition requires creative, innovative and flexible
organizations which are able to adopt the change. The old performance imperatives are mostly

concentrated upon the internal factor of the organization and in the case of hyper-competition it
will be give rise to problematic situations managers will focus only on the internal environment
of the organization. The competition is getting merciless day by day as to remain sustain and
strong in the market managers have to upgrade themselves and improve the performance
imperatives in order to improve the efficiency and effectiveness of the organization. Now
organizations find themselves in the environment where pressure is increasing on day to day
basis and they are no longer secure. Managers has to develop themselves in such a way so that
they can be take flexible decision making and they have to increase the performance imperative
level in order to align with the competition.(Payne & Frow, 2014)
Managers have to fundamentally rethink and restructure the business while process it on
a day to day basis. Managers have to keep all the dimensions in their mind so that they can build
a strong structure for the organization. The performance imperatives force a manager to act
articulately and take charge of the financial stability and accountability throughout the
organization, examine the deficiencies in the current system and explore all the environmental
factors which can bring any change, Managers should create and communicate the vision for any
environmental change with their team, System must be upgraded as per according to the
organizational requirement, Manager should be persistent enough with the goal for moving
organization towards its objectives and vision, If any change occurs then implementation of the
counter strategy should be in a manner which systematically sharing with the values,
organizational structures, staff, style, skills and so on. It is managers responsibility to monitor the
environment for change and it something goes wrong or not working then adjust it. (Kavanagh
& Szweda, 2017)

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