Analysing The Impact Of Leadership Governance †MyAssignmenthelp.com

Question: Discuss about the Critically Analysing The Impact Of Leadership Governance Management On Organsational Change. Answer: Introduction Due to the advent of globalisation and modernisation, the change in the organisation has become an important element to grab the market opportunity and market sustainability. The leadership and governance encompass the organisational policies, plan and strategic direction of organisational activities. This oversight on the organisational regulation and employee motivation also affects the business activities. Change in an organisation involves cultural, technological and procedural changes that required proper intervene for appropriate execution. However, in this particular essay, it will be identified whether leadership, management and governance affect the organisational change or not. In this particular essay, the perspective of management, governance and leadership will be discussed to understand its influences on the organisational change management. Finally, the required intervention process to gain organisational change sustainability will be evaluated to establish the thesis statement. Impact of management, corporate governance and leadership to achieve sustainable change within organisation Leadership is considered to an action in order to lead a group of people to attain the organisational objectives. Crevani et al. (2010, p.78) stated that the responsibility of a leader within an organisation is to influences the behaviours of other employees by improving their perspectives. This influence also contributes in motivating employees for gaining the productivity. Leaders ensure guidance for the employees to develop organisational morale. In order to discuss the role of leader in organisational activities at first required to develop a clear vision for the leaders. As argued by Chaudhry and Javed (2012, p.7) is the leaders do not possess a clear vision of organisational objection they will not be able to communicate the objectives to the team to ensure the success of organisation's goals. Another responsibility that a leader holds is employee motivation by ensuring working relationship and work culture. As argued by Crevani et al. (2010, p.79) an organisation cannot acquir e performance enhancement, it the employees is not motivated. The success of organisation largely depends on the productivity of the employees. For performing own job role or responsibilities, employees require guidance from leader which needs to be positive and optimistic enough. The leaders based on the organisational structure undertake leadership style that influences the leadership approach. According to Lewins leadership style, leaders mainly undertake the leadership style of autocratic, democratic and laissez-faire leadership style. By implementing the autocratic leadership style the ensure no-participation of team members in the decision-making process which leads to the sense of absenteeism and huge employee turnover. Chaudhry and Javed (2012, p.5) observed that on the other hand, democratic leadership style consider the involvement of employees in the decision-making process which may hinder the quick decision-making process. Instead of delivering full freedom to the employees in laissez-faire leadership style, it may lead to mal-function time management by the team members. As argued that laissez-faire leadership style also deliver job satisfaction for the employees and contributes to improving their productivity. Corporate governance encompasses through the policies, practices and rules according to which the organisational activities are being governed. Foss et al. (2010, p.456) stated that with the help of corporate governance, the organisation tries to consider the interest of the stakeholder, which includes the suppliers, shareholders, customers, government, management, community and financiers. It also attains the framework to achieve the objectives and goals corporate governance is associated with every activity of the management of the organisation, which includes the business action plan and organisational internal policy. Governance contributes in the change management philosophy as change defines how the change will be incorporated and who will be affected by this. Ebrahim et al. (2014, p.82) pointed out that this helps to measures the performance of the organisation and contributes in corporate disclosure. Positive and negative corporate governance can understand the impact of corp orate governance on the managerial actions of an organisation. As argued by Richey et al. (2010, p.238) negative corporate governance delivers uncertainty in organisations reliability. However, it can be counter argued that positive corporate governance implies proper implementation of company rules and regulation that is able to deliver organisational reliability. Management is considered an exercise, which is mainly unstructured that entirely, contributes to the performance of the organisation. Within an organisation, an efficient manager holds the responsibility to implement every function to increase the ability of the employees by attaining organisational goals. It can be argued that only an efficient manager can ensure the success of a business organisation and gain competitive advantage. The major responsibilities of a manager are planning and organising the business activities, which can be resource allocation or time management. For ensuring the organisational goals, management can adhere to the directive managerial style that helps a manager to establish the organisational vision among the employees without being a dictator. According to supportive management style, a manager tends to be empathetic towards the employees which job satisfaction, however, can also lead malfunction of time management. To understand every stage of organisa tional activities, a manager can adapt with participative management style. As counter argued by Trkman (2010, p.126) this can obstruct the management of other departmental activities. The achievement oriented management style ensures less productivity among the employees. Leadership, governance and management are the elements, which are, correlated as a change in one element thoroughly effects on other elements. As argued by Myers (2013, p.7) these three factors have contributed to the organisational change in different aspects. As change is a team that is thoroughly associated with organisation improvement, to increase the market opportunity and gain competitive m advantage it is required to incorporate a change in organisational culture and business planning. The main reason for which the management undertake the decision of change is to continue with the ever-changing and emerging world market and technology. If an organisation does not acquire, the business activities become monotonous which also hinders the productivity. As opined by Bryman and Bell (2015, p.4) other aspects for which management prefers change with organizational performance is to mitigate the gap between customer requirements and final out. As the requirements of the customer ar e ever changing, it also requires continuous change and improvement in the results or output. Galliers and Leidner (2014, p.3) said that the process of implementing change can be identified through Kurt Lewins Model of change management where the employees are being informed to be ready for change (Unfreeze)and then execute the proposed change (Change) and finally change become permanent (Refreeze). An organisation decides to bring change in the decision-making process by neglecting team members participation. For introducing a new group for the decision-making process, it will be required to follow the Kurt Lewins change management stages. The leaders participate in change management by playing the role of a sponsor who will not let the activities and objectives of change management stop performing. Leaders continuously keep the spirit of acceptance of change among the team members. As counter argued by Chang (2016, p.4) the leaders not only be promote change however also be a role model for other team members by accepting change first. As the company has decided to eliminate the team members from decision-making process by appointing new representatives for them, the leaders have to communicate the process of change and mainly the objective of change to reduce the chances of employee resistance. As this change can develop a sense of absenteeism among the team members, the lead er has to contribute to the employee motivation and employee engagement in change management process. Peppard and Ward (2016, p.6) stated that the leaders need to hold the accountability or the responsibility of the team members participation in the change management process to gain the motive or goal of organisational change. Change management is mainly the approach where teams, individual and entire organisation become transition for ensuring a new organisational activities or existence, however, on the other hand, corporate governance refers to the practices and rules, which controls and directs the change implementation process. As stated by Donate and Pablo (2015, p.361) change management brings a resistance among the employees due to the lack of acceptance. This develops elimination of organisational alignment or mutual efforts in performing business activities. The organisation's decision of adopting a change in the decision-making process, which may not be, agreed all the employees. The management can incorporate change however, it will be difficult to maintain the changes in the organisational objectives and goals align. Birasnav (2014, p.1623) pointed out that to address this particular problem, the organisation can undertake assistance of corporate governance. DInnocenzo et al. (2016, p.1965) argued that on the other hand, corporate governance contributes in answering what is changing and why it is being implemented. As the organisation wants to bring change in the decision-making process by appointing a new group decision maker as representatives of team members, the board of directors of the organisation has to ensure effective cultural change, proper procedure of change implementation without avoiding company's main objectives or value. The managers can undertake consultancy with board members to reduce the chances of employee resistance. In the case of managers, to incorporate change management within the organisation, the managers have to undertake a change in individual self and then change among employees. Wang et al. (2014, p.182) counter argued that to ensure individual change a manager has understood the role of the manager in that particular change and then adapting the changes to understand its impact on individual self. Finally, the manager needs to identify the possible approaches to tackle the changes. Yarbrough and Yarbrough (2014, p.5) argued that the manager has to inform the employees regarding the managerial decision of eliminating team members from the decision-making process. After that, the manager will need to manage employees resistance by applying corporate governance and finally reinforce the change process to make it sustainable. Leader and managers have to work aligning with corporate governance to implement successful change process within the organisation. In order to make the organisational changes sustainable, the board of directors and managers have to make interventions in the change management process properly. Mller et al. (2014, p.1309) stated that to understand intervene process Kurt Lewins Model can be applied. In the stage of unfreezing, the leaders and managers have taken the responsibility to inform the employees regarding the changes. At first, the manager has to announce that a new group decision maker will be appointed to making effective and advanced decisions. The decision-making group will be mainly the representative of the views of team members. As argued by Filatotchev and Nakajima (2014, p.290) the leaders will have to perform the role of making the team members understand why the change is being implemented. The skilled decision maker will have more market knowledge and will be able to make a quick decision. However, this is not making the staff neglected by giving opportunity to perform their job properly. In th e unfreeze stage the responsibility of the managers and the leaders to advise the team members to get ready for experiencing changes. According to the model, the next stage changes require the assistance of corporate governance. Too and Weaver (2014, p.1383) counter argued that to execute the change the board of directors have to develop new rules and policies, which the staff members have to follow. Corporate governance helps to ensure that the implementation of change management is being done through a proper process. Cheng et al. (2014, p.178) stated that the corporate governance can lead develops a systematic approach to change management within the organisational culture. On the other hand, change intervene requires employee motivation. The company can motivate the employees by performance recognition through a reward system. The final stage of Kurt Lewins model is refrozen in which the board members of the organisation make the implemented change permanent. For making sure that the change is permanent, a continuous monitoring process has to be implemented. The HR department of the company will have to monitor and needs to eliminate the hindrances in the way change management to acquire business objectives successfully. Conclusion In this essay, the impact of management, governance and leadership has been presented. The leadership and management are the key components of managing organisational activities. The importance of systematic approach in organisational activities has identified here. To receive proper change management the employees need to get aware of change by managers and leaders. This has ensured the importance of communication between leaders or manager with team members. It has found that if the leader fails to become a role model for the team members to make them understand the importance of change then the organisation will not be able to acquire continuous success. Even the management also need to receive an individual change to understand required competencies to manage change. 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