Managing Organization For Business Culture And Behavior

Key Concept A: Impact of leadership style and theory in managing change of an organization

Discuss about the Managing Organization for Business Culture and Behavior.

With the dynamic progress of business industry organizations have to change their strategies and policies as per current needs and demands of the customers. Implementing change management renders innovation on business policies. As a result, organizations are able to maintain sustainability in market. Change management does not signify rendering innovation in organizational cultural, behavior or ethics. Change indicates the entire management of an organization based on which the company would be able to implement innovation within the business method (Hayes 2018). Managerial policy, leadership policy, overall organizational strategy, business culture and behavior is included within change management.

This very specific study has however provided detailed overview about the impact of managing and leading change on business organization. “If you want to make enemies, try to change something” stated by Woodrow Wilson is truly apt in the business field. In order to create a market threat organization needs to implement change within process. This study is primarily constituted with three major concepts. The first concept has concentrated to focus on change management in the field of leadership (Hechanova and Cementina-Olpoc 2013). The second concept is based on Lewin’s change management model. The third concept has provided detailed overview on how managerial cultural and behavior renders change on workplace.

With the gradual progress of globalization the customers’ needs and demands are changing gradually. In order to meet customers’ demands the business experts have to implement new business strategy and policy. Changing leadership is a part of managerial decision based on which the organizational success is highly dependent. Business experts decide to change leadership style as per situation demands. The success of a business organization is partially dependent on the performance level of employees (Agrawal et al. 2013). Therefore, as per the performance level of employees the organizational managers have to make changes on leadership style as well as leadership theory. This very specific study has focused to make detailed analysis on how Lewins’ three phase of model is highly effective in rendering organizational changes (McCarthy and Eastman 2013). This model can guide the business managers on how to change strategies and policies at the workplace when necessary.

Impact of leadership style and theory in managing change of an organization

Gattermeyer and Al-Ani (2013) stated that leadership style varies from one workplace to another. Organizations sometimes have to change their leadership style for making their managerial policy rhythmic. In numerous situations, it is observed that business experts intend to follow autocratic form of leadership style at the workplace. This style of leadership does not involve the employees in providing their point of views regarding business goal. Managers intend to impose their own decision on the employees. Consequently, it is identified that the employees show their reluctance in providing their best services in working in such claustrophobic environment. However, after evaluating the employees’ issues and their concern it is decided to change the business leadership style at workplace.

Key Concept B: Role of Lewin’s change management theory in leading an organization towards change

 From autocratic style of leadership the managers decided to implement participative leadership style. In participative style of leadership the employees do not have to face challenges in sharing their own opinion regarding the business services (Appelo 2012). As a result, the employees get motivated in performing well towards gaining organizational success. In addition, participative form of leadership style enables the business experts in taking immediate decision by involving the employees as well. As a result, employees have direct involvement towards the business process. Millar, Hind and Magala (2012) stated that business experts have rendered effective leadership theory for bringing change within workplace. Managers intend to implement motivational theory at the workplace. Motivation theory implies on how the employees would get their enthusiastic attitude in performing well towards the services. As per Maslow’s hierarchy of needs theory, self-actualization indicates self-attitude attitude of an employee. Business managers need to give a scape to working individuals of an organization so that they can maintain their self-dignity. As opined by Langley et al. (2013), safety needs indicate that employees need to get security about the health issue while working. In order to become an efficient employee, a person has to give immense effort towards the services. However, while working on the floor employees need to get proper health assistance from employers. The organizations need to follow health and safety act the workplace strictly. However, this very specific concept has believed that fulfilling social needs and desires is highly significant based on which the emotion and sentiment of an individual employees is taken care.

It is however believed that providing reward and recognition to employees, giving their additional monetary benefit, providing their social recognition are the most effective ways of giving immense motivation to the employees (Brown 2012). This very specific study however believes that business experts in order to break the monotony of flow should focus on rendering change by implementing change policies on leadership style and leadership theory.

Role of Lewin’s change management theory in leading an organization towards change 

In order to discuss the role of Lewin’s change management theory in leading an organization towards change the study would like to give detailed overview on how Lewins’ three stages of change management theory is highly important for rendering a business innovation. It is undeniable that the business managers have to take immense challenges in taking the decision of change. Booth (2015) stated that amidst innumerable risk factors the study would like to focus on giving detailed overview about the significance of Lewin’s change management model. The very first stage unfreeze is the stage where the business experts have to identify the issues within business policies. Based on the issues the managers need to identify where the changes need to be done.  People are from different geographical backgrounds and attitudes associated with the business process. Paulsen et al. (2013) opined that due to psychological barrier employees may face challenges in maintaining good team rapport. After evaluating this issue the role of an efficient business manager would be taking effective initiatives within work floor so that the employees can get the scope to share their views and thoughts with each other.

Chien and Tsai (2012) stated that change is the second phase where the managers have to implement the entire plan into action. In this very specific phase the business managers implement new business policies based on which employees can overcome the barrier. Based on the above issue the business expert can implement fun games on the workplace. As a result, people from diverse cultural backgrounds and attitudes would get the scope to come closer. In addition, while arranging fun games the employees can get opportunities to exchange their thoughts and perceptions as well through numerous fun activities. Automatically, the managers would not have to face difficulties in taking collective decision at the workplace.

Refreeze is the final stage where the managers have to evaluate advantages and disadvantages of implemented policies. After implementing change policy the organization may have to face two types of response, either positive or negative. Geppert, Matten and Williams (2016) stated that if the managers have to receive negative response there is high chances of coming risk factors. After evaluating risk factors the role of organizational manager is to implement alternative strategies and policies. As a result, the organization can overcome sudden crisis faced by the business experts. Lewin’s change model is highly appreciable for rendering innovation within business services.

How managerial cultural and behavior renders change on workplace

This third concept has provided detailed overview on how the organization has to bring change policies in organizational culture and behavior as well long with the rhythmic process of business. It is however observed that managerial culture and behavior leaves major positive impact on organizational success. Al-Haddad and Kotnour (2015) stated that in order to meet gradual needs and demands of the customers’ business managers have to make mechanical relationship with the employees being extremely professional. In this situation, the employees feel de-motivated in working together and maintaining sustainability. In order to change this situation, the organizational managers prefer to maintain effective relationship with every individual employee. By arranging group discussion session employees are involved in making collective decision. In addition, business managers intend to make interpersonal communication with every individual employee. They tend to know their issues due to which employees are unable to perform well towards business. Maintaining an effective interpersonal communication is highly effective in motivating employees.

While running the entire business process employers have to follow specific organizational values, ethics and beliefs. It is observed in business cases that employees feel the lack of health security at the workplace. Employees do not get health assistance from the business managers while working within the flow. This specific issue has become a major challenge for organization to maintain employee sustainability. The rate of employee turnover increased gradually. In this kind of situation it is observed that business organization had implemented change management. As per the opinion of Von Krogh (2012) they implemented health and safety act which ensures that company will bear the health cost of an individual employee facing sickness at the workplace. In addition, the employers would provide sufficient sick leave to that employee with full pay structure. This specific initiative was highly appreciated at the then business scenario and the employees did not create issue regarding leaving the organization immediately. In addition, it has also been observed the organizations fail to maintain data confidentiality due to the lack of knowledge in maintaining data security. Devices used by the business experts were not password protected. In this kind of situation, the data recoded within the system was highly manipulated (Shirey 2013). This issue was fervently affecting organizational culture. In order to overcome this kind of situation, business experts decided to implement encryption method within devices. Based on encryption policy an unauthorized person would not be able to access and operate the system. Ultimately, organization would not have to face challenges in maintaining data security at the workplace.

Conclusion: 

The entire study is highly based on three major concepts of managing and leading change. Change management does not signify rendering innovation in organizational cultural, behavior or ethics. Change indicates the entire management of an organization based on which the company would be able to implement innovation within the business method. This study is primarily constituted with three major concepts. With the gradual progress of globalization the customers’ needs and demands are changing gradually. In order to meet customers’ demands the business experts have to implement new business strategy and policy. This very specific study has focused to make detailed analysis on how Lewins’ three phase of model is highly effective in rendering organizational changes.

While implementing change, it is observed that business experts intend to follow autocratic form of leadership style at the workplace. It is analyzed from the above concept that autocratic style of leadership does not involve the employees in providing their point of views regarding business goal. Managers intend to impose their own decision on the employees (Al-Haddad and Kotnour 2015). It is however found that providing reward and recognition to employees, giving their additional monetary benefit, providing their social recognition are the most effective ways of giving immense motivation to the employees.

After evaluating the study, it is undeniable that the business managers have to take immense challenges in taking the decision of change. After implementing change policy the organization may have to face two types of response, either positive or negative. If the managers have to receive negative response there is high chances of coming risk factors. After evaluating risk factors the role of organizational manager is to implement alternative strategies and policies. In order to meet gradual needs and demands of the customers’ business managers have to make mechanical relationship with the employees being extremely professional. By arranging group discussion session employees are involved in making collective decision. In addition, business managers intend to make interpersonal communication with every individual employee. They tend to know their issues due to which employees are unable to perform well towards business. By rendering this kind of innovative policies business experts can maintain sustainability in market.

Reference List:

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Gattermeyer, W. and Al-Ani, A. eds., 2013. Change Management und Unternehmenserfolg: Grundlagen—Methoden—Praxisbeispiele. Springer-Verlag.

Geppert, M., Matten, D. and Williams, K. eds., 2016. Challenges for European management in a global context: Experiences from Britain and Germany. Springer.

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Langley, A.N.N., Smallman, C., Tsoukas, H. and Van de Ven, A.H., 2013. Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal, 56(1), pp.1-13.

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Von Krogh, G., 2012. How does social software change knowledge management? Toward a strategic research agenda. The Journal of Strategic Information Systems, 21(2), pp.154-164.