Organizational Change: A Portfolio on Leadership and Implementation

This portfolio explores the critical aspects of organizational change management, emphasizing the importance of creating a sense of urgency and effective communication. It highlights the role of leaders as change agents and the necessity of charismatic leadership to foster employee trust. The portfolio underscores the significance of identifying key areas for change, addressing potential people issues, and providing regular feedback. It also emphasizes the importance of communicating the reasons for change and proactively managing resistance. Ultimately, the portfolio concludes that effective change management relies on a combination of strategic planning, strong leadership, and proactive communication to ensure successful implementation and positive outcomes. Desklib provides a platform to access similar solved assignments and study resources for students.

Organizational change
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TABLE OF CONTENTS
Introduction .....................................................................................................................................3
Portfolio 6 .......................................................................................................................................3
Conclusion.......................................................................................................................................4
References........................................................................................................................................5
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INTRODUCTION
In the present scenario, businesses are required to make frequent changes in their plans,
process and operations. Furthermore, it can be also argued that if changes are not then
organization cannot survive in market for long run. The present portfolio explains how changes
can be handled in the best possible manner.
PORTFOLIO 6
In order to handle changes and make them successful there are various tools and
techniques available which can be used by businesses (Khundrakpam and et.al., 2013). I
personally feel that creating sense of urgency is very important to make and manage changes. To
make changes at large scale, I need to make other people aware about requirement of change and
benefits associated with the same. In addition to this, I am also aware of the fact that during the
process of change, effective communication between staff members is must. This will help in
identification of the problem, issues and challenges faced by people during the process of
change(. On the other side of this, I also know that leader plays very important role in facilitating
changes. Leaders in organization also act as change agent and supports in delivering the best
possible outcome of implemented change. In order to handle change in effective manner, leaders
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are required to pay attention towards identification of issues faced by people within organization.
Other than this, I think that leaders needs to have vision which defines all the possible results
along with consequences of the implemented changes. Handling changes always requires
charismatic leadership style and strong trust of employees in top level of management. It can be
also argued that behaviour of leader needs to positive and he/she should understand problem
faced by workers in order to cope up with change.
I think changes can be handled easily if business has already identified key areas where
changes are required. Majority of time, transformation in organization leads to creation of people
issues. Therefore, few people in organization are required to take initiative and become
responsible for making changes. Other than this, it can be also argued that leaders are required
provide regular feedbacks and reviews to management at frequent intervals. I personally believe
that changes can be handled easily if organizations communicates reason of changes rather than
simply announcing the change itself. It might be possible that some people deny or disagree with
the need of change. I am required to keep my eye on people accepting the change or denying
with the same. Changes agents are required to demonstrate positive attitude so that changes can
be handled in more appropriate manner (Shafritz, Ott and Jang, 2015). However, it can be argued
that businesses should seek for ways through which barriers in handling changes can be
eliminated.
CONCLUSION
From the above study, it can be concluded that there are various ways using which
businesses can manage and handle changes. Along with this, it can be also stated that change
agent or leaders play very important role in making the entire process of change successful.
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REFERENCES
Books and journals
Khundrakpam, B.S. and et.al., 2013. Developmental changes in organization of structural brain
networks. Cerebral Cortex. 23(9). pp.2072-2085.
Shafritz, J., Ott, J. and Jang, Y., 2015. Classics of organization theory. Cengage Learning.
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