Impact of Management Styles on Organizational Change and Responses

This presentation provides an overview of management styles, focusing on pacesetting and directive approaches, and their impacts on organizational change. It examines how these styles affect a manager's role and the responses of organizational structure and culture during periods of change. The presentation highlights that while pacesetting and directive styles can be effective, they may falter in organizations lacking strong communication and cooperation. It also explores the role of individuals and groups in managing change, emphasizing the importance of adaptability and clear communication of organizational values. Models like Peter's analysis and Mintzberg's model are suggested as tools for analyzing strategies to achieve success during change. The presentation concludes that fostering a learning environment and promoting open communication are crucial for effectively managing organizational transitions. Desklib provides access to similar solved assignments and study resources.

INTRODUCTION
TO BUSINESS
Name of the Student
Name of the University
Author Note

INTRODUCTION
The role of managers in an organization is
crucial. The decision are made on the
basis of various strategies that the
manager has to keep in mind. The
presentation will provide with an overview
of the management styles that affect the
role of a manager and responses of the
organizational structure and culture while
manifesting changes. It will also show the
roles of the individuals or groups while
managing change.

IMPACTS OF
MANAGEMENT STYLE
 Pacesetting and directive style was
practiced in the organization by the
manager (Drucker and Koontz 2016).
 Both are effective styles of management
and are practiced to accomplish high
standards of excellence, and overcome
crisis.
 However, there exists critiques related to
both the style of management while
practiced by a manager.
 Not effective if the organization lacks
intercommunication and cooperation.

RESPONSES
 To overcome changes the organization hired
new market analyst and designers to bring
fresh perspectives to manage the situations.
 The responses also include resignation of
new hired designers.
 One sided decision making lead to lack of
communication and conflicts within the
departments.
 The Peter’s analysis model and Mintzberg’s
model are suitable tools to analyze strategies
to achieve success while managing change
(Knoke 2018).

ROLE OF INDIVIDUAL AND
GROUPS
 Adapt to learning ability to contribute
towards managing the changes (Hayes
2014).
 The organization should focus on
building strategy by promoting
communication flow between the top
management and the employees.
 Clarity regarding organization’s values
and missions are to be communicated
with the employees.

CONCLUSION
From the above discussions of the
presentation it can be observed that both the
pacesetting and directive style of
management is practiced but it is also noted
that if the organization lack communication
and coordination, the these styles are not
effective in the situation. It is also seen that
ability to learn is another effective practice to
manage changes. Responses during changes
can be measured through two popular model
namely Mintzberg’s and Peter’s model which
help to develop strategy to handle change of
the market situations.

REFERENCE
 Hayes, J., 2014. The theory and practice
of change management. Palgrave
Macmillan.
 Knoke, D., 2018. Changing
organizations: Business networks in the
new political economy. Routledge.
 Drucker, P. and Koontz, H., 2016.
Leadership and
Management. Leadership.

Thank you