Leading and Change for Organization Development- MyAssignmenthelp

Question: Discuss about theLeading and Change for Organization Development. Answer: With relation to the team problem of lacking focus on goals; Put Emphasis on Goal Focus, by ensuring the goals are clear to them and make an agreement on how this goal is a motivation to the team. Restructure for Results; Come up with a structure of a plan, vision, organize and clarify each members roles in the future. Develop Standards of Excellence by assessing and analyzing both individual and team performance towards goal achievement and addressing any inadequate performing (Ferkins, Erakovic. and McMorland, 2015). Train Team Members in Skills of Task; Ensure that team members acquire the necessary skills through training so as to help achieve the goals. Satisfy Individual member needs through building trust, support on some issues, and socialize with the members as well as recognizing and rewarding successes. To deal with the problem of continuous fighting of members against each other as a team leader, I will ensure enhanced collaboration by encouraging the involvement of each member in matters of team affairs (Fullan, 2014). Manage Conflicts and power issue by avoiding compromising issues to group think but instead ensure that any conflict and power issues are as per the rules and power of my position as well as treating members fairly. To handle the issue of not recognized and getting support from top management I will; Find out the reason behind the lack of recognition by directly confronting the top management on behalf of the team. Carry along, and advice on the reasons given out by the top management and motivate the team to work even hard so as to work as expected in return of support and recognition from senior management. Inspiration and intellectual stimulation elements help categorize Dr. Cook as a transformational leader Inspiration Dr. Cook is a transformational leader because he physically inspires the students on the trip to archeological digs, by showing personal interests of the voyage because of his love on archeology as well as advancing on his scholarly work. Through his interest in the trip as a leader, he can influence students to go on those digs and also take part in projects that add value to their careers at large (Henderson, Gulati and Tushman, 2015). Dr. Cook also tells the current group about the return of ten veterans who had been to the trip; this is a way of inspiring the team that is about to go for the journey on the importance of that dig that one should know and possesses those skills in life. Intellectual Stimulation Dr. Cook is a transformational leader as he knows how to stimulate his group intellectually. The story about the experience with another group is a way of stimulating on how the current group views the dig. By him telling them on how some digs were humorous and highlighted accomplished apparently set the group about the digs (Cummings and Worley, 2015). He also explained to them on how the different skills and resources posted can be used to accomplish the mission also triggered the students on how they should relate and what is their responsibilities during the digs. Women in the bank are affected negatively by the selection process the bank uses to choose top management officials. The women in the bank face the lifestyle conflict. The issue of lifestyle conflict is brought about by the additional family roles that are attached to the women apart from the functions of the bank. Promotion chances to the women are sometimes futile as most of them cannot bear the demand of the jobs and rather choose their family (Michie, Atkins and West, 2015). The selection process of the bank allocates few chances for women top positions, therefore, hindering women from getting these posts, and also most women lack the required level of general managerial skills and line experience which is a requirement for the top positions thereby hindering them from getting these posts. Recommendations With the barrier of the selection process, the bank should restructure its position vacancies that can be undertaken by women by probably selecting the same number of men and women to fix them in the available top positions. It will increase the number of women on those posts. With lifestyle conflict, the bank should ensure that women can get top positions that don't give them much pressure that they are forced to choose between their family and their new job (Riemer et.al, 2014). In a much demanding job, the women have measures put like having an assistance who is not faced with many family issues like the one on the highest post so as work is without many problems. Ibrahim, I have noticed some changes in your behavior towards the task assigned to you, and I want to inform you that I have decided to change from my previous leadership style and I am adopting the participative leadership style. From my study, I have realized that you are not excited by the department project, from that it shows me that something feels wrong to you about the new projects developed in our department. I have resorted to having you participate in matters concerning those plans, and we shall solve the problem accordingly. You are less motivated in your job; I can relate that to past unfulfilled rewards that were from your previous success. As your manager, I promise to fulfill those rewards and also come up with new ways to motivate you even more. I realized you no longer contribute your ideas and thoughts in issues concerning your job though I clearly understand that you have the ability to participate in these matters. Of late I have been not putting in place and practice your ideas and thoughts and only consider on what I decide. I will allow you to participate and share on what you feel me right and best in matters of your concern. (Henderson, R., Gulati, R. and Tushman, M. eds., 2015.Leading sustainable change: An organizational perspective. OUP Oxford.) Before I decide of adopting either a policy or procedure I will always sit down with you and help me come with the best. Impacts of the trend innovation in leadership in the 21st century include; The revolution on entrepreneurial activities in the world; currently in the 21st-century Entrepreneurship is an activity that catalyzes change in the current world business. The ability of entrepreneurs to see a business niche in a situation that may be contradicting to someone else has taken the entire world of operations to a much better level. The Globalized Opportunity on Women Leadership; Increased mobilization and sensitizing has critically lead to women's globally equality and ensured women a greater chance of taking up leadership roles without the fear of discrimination. Teamwork in Leadership; Teamwork as a strategy that can be of use in the administration has proved to be of much use and increased productivity in a firm in the 21st century. As a leader, I will choose these strategic capabilities o; Creating Multiple Paths for developing ideas, allow all the people in the firm raise their thoughts and options on the table as these ideas create entrepreneurial chances for the company (Canavan et.al, 2015). An example is Google company which has developed new channels to enhance innovation like the Google cafs which enables innovative interaction among employees. Recognize that Leadership Development is a no End Process Realizing this enables a leader to continue sharpening their roles on how to handle leadership roles like working with women as well as creating a space for one to fill in the posts as I advance to something better and productive. (Henderson, R., Gulati, R. and Tushman, M. eds., 2015.Leading sustainable change: An organizational perspective. OUP Oxford.) References Ferkins, L., Erakovic, L. and McMorland, J., 2015. Leading organisational change.Leadership in Sport, p.121. Fullan, M., 2014.Leading in a culture of change personal action guide and workbook. John Wiley Sons. Henderson, R., Gulati, R. and Tushman, M. eds., 2015.Leading sustainable change: An organizational perspective. OUP Oxford. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Turner, J.R., 2014.The handbook of project-based management(Vol. 92). New York, NY: McGraw-hill. Michie, S., Atkins, L. and West, R., 2014. The behaviour change wheel: a guide to designing interventions.Needed: physician leaders, p.26. Riemer, M., Voorhees, C., Dittmer, L., Alisat, S., Alam, N., Sayal, R., Bidisha, S.H., De Souza, A., Lynes, J., Metternich, A. and Mugagga, F., 2016. The Youth Leading Environmental Change project: A mixed-method longitudinal study across six countries.Ecopsychology,8(3), pp.174-187. Benn, S., Dunphy, D. and Griffiths, A., 2014.Organizational change for corporate sustainability. Routledge. Canavan, J., Coen, L., Ozan, J. and Curtin, C., 2014. Leading Community Change: Delivering Better Outcomes in an Irish Community. Childhood Development Initiative Final Process Evaluation Report.Dublin: Childhood Development Initiative.