MGW3263 Integrating Leadership and Management Experience Assignment Sample

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Introduction: Integrating Leadership and Management Experience

Integrating leadership and management experience is ability to influence the organization with the strict moral codes to boost the actions and decisions which are governed by set of ethical standards and inflexible values. This combining the range of skills with the capability to see oneself and others as well and also understand the larger reality. The management theme is based on the change management, this focuses on the need for communication and careful planning at the time of organizational changes to make sure about the all members within team can support and understand the changes. The sub themes are importance of effective change, resistance to change and implementation of change. The change management is kind of systematic approach to deal with the transformation and transition of the organization’s processes, technologies and goals. The major purpose of change management is significant to implement strategies for controlling and effecting change and help the workers to adapt the change. With the support of an Assignment Helper, such concepts can be better structured into academic writing and practical applications.

This reflects how to manage and anticipate the resistance from the each member within team, offering the important support to reduce the concerns. This also highlights the demand for training, precise guidelines and offer support at the time of change implementation procedure. The leadership theme is based on Leadership in performance management. The sub themes are based on Alignment and goal setting, communication and continuous feedback, Training and employee development. This is effective and discusses the significance of the achievable goals; setting clear goals which are align with the objective of organization and make sure that team members can understand the roles. The feedback and on-going communication is important within the performance management to understand the strengths and weaknesses. The training and employee development mainly focuses on the on-going development of the workers via the skills enhancement and regular training to boost the performance and future growth.

In the critically evaluation of the leadership and change management theories within the professional experience, this plays a major role in evaluate how the effective theories may align with the effective and practical reality. The different aspects of the theories such as transformational leadership and change management model, this has been fit with the observed outcomes and structured process. Moreover, the theories are offering different responses and valuable framework from the various stakeholders which showcases approach of the one size fit all and its limitation. This analysis is strongly related to MGW3263 - Integrating Leadership and Management Experience, where leadership and change management principles are applied in real-world professional contexts.

Theme 1 (Management)

Change management is kind of systematic approach which monitors how the organization can implement the effective change; it might be related to technologies, processes and organizational structure. The academic literature refers that the change management is kind of structured approach which can include equipping, preparing and providing the support to individuals to effectively adopt the changes within the organization to boost the outcomes and success. The theme is majorly aligned with the different theories such as John kotter’s 8 step model, Kurt lewin’s change management model and ADRAK model (Lewin's Change Management Model, 2023). This provides the various viewpoints on the change management within the organizations. The lewin’s model focuses on the refreezing stages and unfreezing, changing, this emphasises on the understanding the different stages which can maintain the resistance change and make sure about the smooth transition. Kotter’s model offers the step by step and detailed approach which demonstrates on the significance of developing coalition to provide support in change process and create the urgency (kotter's 8-step model, 2023). The academic debate focuses around applicability and practicality of models within the dynamic environment, in which nature of change may vary from traditional framework within the models, can be developed.

MGW3263 Integrating Leadership and Management Experience Assignment Sample

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Sub theme 1: Resistance to change

Academic debate: The change resistance is a major challenge within the process of change management. (Pereira et al, 2019), Argues that the resistance mainly misunderstood as the negative force, this may offer valuable feedback which can boost the process of change. It suggests that the resistance is major sign related to unwillingness and also underlying issue which need to be resolved. On the contrary hand, (White et al, 2020) in opinion the resistance as the effective natural response which need to be managed via the negotiation, participation and communication. They promote the utilisation of communication and education to decrease the resistance, this focusing on the understanding the effective reasons related to the resistance, this is important for effective change implementation.

Application to the professional experience: Within the professional experience, the resistance related to the change was the major challenge at the time of implementing the novel digital system within the organization. Resistance developed from the lack of understanding related to benefits of system and the fear related to the unemployment among the workers. On the academic perspective, the resistance were replicated about the organizational approach in reducing the challenges. For example, Schlesinger and kotter’s approach, initially the management is emphasized on the benefits of communicating about the novel system and this including the employees within the procedure to the opposition and decrease anxiety. It is mainly aligns with resistance which may be mitigated via participation and effective communication.

However, procedure also showcases significance of identifying the issues about the resistance as it is suggested by .Resistance within the case was related to job security, this demand for nuanced approach (Sánchez‐Prieto, et al, 2019). By resolving the concerns is helpful in increasing the smoother transition and decreasing resistance within organization.

Critical evaluation: By mapping the resistance theories to change with the effective professional experienced has showcased the gaps and alignment. It focuses on participation and communication because it is important to decrease initial resistance. On the other hand, theory is not able to resolve the deeper concerns, this may involves job security, this is critical within the organization. On the Goldberg’s and Dent perspective related to the resistance as the major source of feedback which is applicable, this permits for the reason of resistance and depth understanding. The effective experiences focuses on the theoretical model, this offers the effective foundation, these demanded to be in concerns and specific context within the organization. The theories and communication strategies play an effective role in flexible interpretation. This resolves the challenges at the time of change procedure.

2.2 Sub-theme The importance of effective change

Academic debate on the sub theme: The significance of effective change management plays a major role as it is recognised within the academic literature. This focuses on the major role in making sure about the organizational success. The eight step of Kotter, for instance, this showcases the structured approach for managing change, it demonstrates on urgency needs in developing the novel approaches and guiding the coalition within the organizational culture. The Lewin’s three step model related to changing, unfreezing and refreezing underlines needs of psychological process for the effective change for the workers. The efficiency related to the change management, the debate is focusing on the major alignment with the effective organizational culture (Valoyes-Chávez, 2019). It has been said that change need to be aligned with the values of culture and incremented to reduce the resistance, while others showcases for the effective transformational change which can develop the innovation and challenge the effective status quo. Debate focuses on the leadership role along with the transformational leaders which plays an effective role in developing the change by motivating and inspiring the workers. However, transactional leadership focuses on the punishment and rewards, it can be criticised for not effectively works reducing the challenges on change processes.

Application to professional experience: Within the professional change, the significance of efficient change management played a major role in restructuring the procedure within the organization. The effective change may include major changes in the responsibilities and roles, execution and careful planning. By drawing the model of kotters, the team of leadership focuses on change urgency, communicating about the benefits which it can offer reason of restructuring. The approach provides help in reducing the resistance from the workers. Moreover, it developed the guiding coalition which is important in making sure about the change need to be implemented in the smooth manner within the organization. On the other hand, apart from the efforts, this also provided the different challenges as well while implementing the change within the organization with the existing culture. Kholeif and Jack, 2019 As recommended, misalignment among the cultural values and change initiatives which mainly led to resistance mainly among the workers with the long serving which are stuck with the old working method. The effective experience showcases the issues in managing the change in the culturally sensitive and effectiveness.

Critical evaluation of application

 By demonstrating on the implementation of the effective theories of change management to the professional experience highlights the limitation and strengths. By making use of the kotter’s model, this offered the clear guidelines and framework for change process. This focuses on the coalition building and communication, these were important in achieving the buy-in from the workers. On the other hand, experiences also showcased the limitation within the approach of one size fit in the change management (Schulz-Knappe et al, 2019). While the model of kotter, this demonstrated on the urgency need, the factor of change developed the anxiety among the workers, this can be mitigated with the culturally and gradual aligned approach. Furthermore, the resistance increased because of the cultural misalignment which showcases the significance of different characteristics of the culture within the organization while implementing and planning change. The effective experiences outlined that by implementing the models of change management can offer the valuable guidance, these need to be adapted to use in work within the major context of the organization. The application of the different theories within the experience has focused on the effective change management needed the balance among being responsive and establishing the framework to the physical and cultural needs of the workers.

Sub theme 3: Implementation of change

Academic debate on the change implementation: The change implementation plays a major role within the change management and this focuses on the academic discourse. The different scholar has highlighted that the success related to the change initiatives is majorly dependent on the how the implementation can be managed. The model of kotter’s 8 step, this focuses on the developing powerful coalition, sense of urgency and developing the novel approaches within the culture as the important step within change implementation. However, the kotter’s model is not account for the interactive nature, complex of the modern organizational change. The change management model of lewin’s including the changing, unfreezing and refreezing which is the foundation of theory (Weiner, 2020). This is been critiqued for not resolving the on-going change nature and simplicity within the dynamic environment. The different contemporary perspective which may include continues change model, this is utilised for on-going and fluid approach, in which the change can be seen constant. The debate showcases the evolving understanding and analysing how the change needs to be implemented within the organization.

Application of academic debate to the professional experience: Within the professional experience, this reflected, this is increased the successful change initiatives in the organization have been mainly dependent on effective approach. For example, when the company applied the novel digital platform to develop the smooth operations, the change met along with the resistance. The team of leadership utilised the kotter’s model by developing sense of urgency within the need and demand for effective digital transformation, this helped within rallying support (Williams et al, 2020). The key stakeholders’ coalition was developed to increase regular communication and change, this makes sure that everyone can understood advantages of novel system. On the other hand, as the academic debate, the kotter’s perspective nature comes with the different challenges. While the implementation, it faces the different challenges which needed the adjustments. Similarly, the Lewin’s model has been useful in developing the transition (by unfreezing the old approaches and refreezing novel, it showcases that change is not about the one-time event, it is particularly is on-going process. The experience has underscored the significance of the developing implementation approach and flexibility to the organizational context.

Critical evaluation of application: By critically analysing the change initiatives within the organization, this has evident while the lewin’s and kotter’s models offered an effective framework, these are not adequate in the resolving the complexity of effective change procedure (Lewis 2019). The models mainly made it tough to respond to the interactive approach and challenges. On-going change nature has become relevant because the organization may direct via different digital transformation phases. Log details showcase that while taking kotter’s model steps has provided help in achieving the momentum. The Big stages demand for the on ground decision making and flexibility which can be diverged from the original plan.

Theme 2 (Leadership)

The leadership within performance plays a main role in organizational success; this plays a major role in team and individual performance. The leadership academic discourse within the effective performance management which mainly revolved around the effectiveness and leadership styles within driving the performance. The transformational leadership which has discussed in the learning log showcases for its capability to motivate and inspire the workers to boost the expectations (Draghici et al, 2021). The effective leadership style mainly emphasises on the developing supportive culture, vision and encourages the innovation, these all are important within the effective performance management. However, the transactional leadership focuses on the punishment and rewards based outcomes of performance, this is recognised for managing the accountability and managing the clear expectations.

2.1 Sub-theme 1 the role of leadership

The concept related to alignment and goal setting within the leadership plays a major role in leadership. The goals setting theory of Edwin is major model within the area, focusing on the challenging the specific goals. This leads to boost the performance compared to the easy and vague ones. (Hartinah et al, 2020) enhanced the theory; this showcases the significance of feedback, commitment and task complexity in developing the performance and motivation. On the other hand, the theory is mainly accepted, the different scholars argues, this simplifies the organizational dynamic complexity (Audenaert et al, 2019). For example, the rigid goals setting’s negative effects can involve decreased intrinsic motivation, unethical behaviour, this also suggesting over focuses on goals achievement which requires emphasising on organizational needs. The debate focuses on the demand to balance and manage the goal setting practices.

Application to professional experience: Within the professional experience which is detailed in the logs. This has increased challenges and benefits as well of alignment and goals setting. While initiatives of organizational change, challenging and clear goals has been set to boost the productivity of team and effectively align with the strategic vision of company. The goals were provided and communicated in the effective manner, the on-going feedback sessions have been organized to monitor the effective progress, boost the goal setting principles (Helmold and Samara 2019). The effective approach leads to increase productivity and motivation, as the each team member is clear on which is expected from them and this helpful in meeting the achievements, goals. On the other hand, initiative progressed; it has increased the unintended consequences. For instance, the main focus on meeting the particular targets which aligned with narrow approach in which some of the members within team focused on achieving the goals.

Critically evaluation of the application: The goals setting theory application within the experience showcases limitation and as well as strengths. The strategy success focuses on the effectiveness of challenging and clear goals in improving the motivation and performance. The individual’s goals alignment within the strategic objective of organization also make sure about the efforts which directed by the overall vision of organization (Van Waeyenberg et al, 2022). On the other hand, challenge encountered focuses on rigid goals which are potential downsides. The narrow emphasise on gaining the specific targets, underscores the significance of flexibility and demand of managing the goal pursuit in the organizational priorities.

2.2 Sub-theme 2 Leadership styles

The academic debate on continues feedback and communication: The different leadership styles play an essential role in organizational success. Within the academic context, this showcases the effectiveness of continues feedback for boosting the organizational performance and employee development. In accordance with (Prasetyo et al, 2021) feedback plays an effective role in attracting the task direction, performance management and promoting the learning. Moreover, this focuses on the significance of open communication channels and on-going feedback which offer support in continuous development. On the other hand, (Aguinis 2023) the different scholars raised their concerns related to the feedback potential as this is important in the micromanagement. This leads to decrease motivation and autonomy. Debate suggests related to on-going feedback which is important for aligning with the organizational goals.

Application to professional experience: Within the professional experience, communication and continuous feedback are important in maintaining the performance of team at the time of critical project, this is detailed in log. Within the project, the on-going feedback sessions were applied with the objective of project and resolve the challenges. Approach is mainly based on the effective communication and feedback which focuses on the offering the feedback from specific task which can boost the improvement and learning. Moreover, different open communication channels which were established, this permitting the each team member to provide ideas and concerns freely.

Critical evaluation of application: The application of communication and continuous feedback within experience showcases the significance of balancing the feedback deliveries to boost the effectiveness. The positive results gained within the project, this can include objective alignment and sustained motivation, this focuses on continues feedback values within improving the performance. The different open communication channels develop the effective and collaborative environment, the argument is supported by (Krackov et al, 2021) the effective feedback contributes effective and positive organizational culture. On the other hand, the challenges are related to feedback’s potential downsides which happen if it is not managed in the careful manner. The experience offer suggestion to develop communication and on-going feedback which can be paramount for effective management of performance, they needed the nuanced approach which can be consider emotional response and perception of individual. The theory mainly works well within the experience, this showcases the leaders need to be focused on providing the feedback in both manner developmental and supportive. This makes sure that this can foster the performance and growth.

2.3 Sub-theme 3 - Personal skills required to lead and manage: self, individuals, and teams within

The personal skills can be developed by the training and development. The employee development and training plays an effective role in the performance management and leadership. The personal development mainly focuses on the being emotionally intelligence which is the major ability to understand the emotions of others as well. Academic discourse may focuses on the training and development role in boosting the workers engagement, competencies and effective organizational performance. The programs related to the employee development are designed to align with the goals of organization which make sure that the workers can acquire the skills which can be essential in objectives (Raman et al, 2019). The continuous professional development concept is mainly assimilating the discussion as this suggests demand of changing industry and adaption. Moreover, the different leadership theories such as transformational leadership offer suggestion for leaders to be wholly involved in the employee development boost the growth, on-going culture. On the other hand, it is also having the critical view which showcases the challenges while implementing the effective training programs.

Application to the professional experience: The professional experience related to employee training and development has been important at the time of implementing the novel system of consumer relationship management, as this is defined within the Log. This also required the personal skills such as emotional intelligence which plays a major role in understanding the situation of workers. The company recognised that to develop the capabilities to work with the novel system, the workers are required to have comprehensive training which need to be aligned with the strategic goals and technological requirements. The training has developed to make sure that the workers effectively utilise the CRM system to boost the sales growth and consumer service. Furthermore, the training session focuses on the on-going professional development and also permitting the workers to increase their knowledge related to technical aspects, also increase the depth understanding related to CRM system (Carless 2019). The leadership is essential which plays a major role within the procedure and the managers which mainly adopting the effective transformational approach to encourage and motivate the workers to engage in the training. On the other hand, experience also provided different challenges, majorly makes sure that the training is relevant to the workers.

Critical evaluation of application: The training and employee development within the experience underlines the significant of alignment with the different training programs with the employee needs and organizational goals. The successful implementation of the CRM system, this might be focused on the training which is well structured (Akdere and Egan 2020). The continuous development inclusion also makes sure about the training need to be remained related to the project needs. On the other hand, challenges which showcases the key issues within the academic debate, the applicability and relevance of training to boost the roles of each worker. The different responses to the effective training programs guide that if the training is designed poorly and irrelevant, this can increase the disengagement. This showcases that the theory mainly aligns with the different experiences which focuses on the tailored approach to offer training to fulfil the diverse training.

Conclusion

Conclusively it states that the effective management and leadership play a major role in organization. The exploration of the leadership within the performance management and change management showcases the different key insight. The effective management plays a major role in organizational goals and workers engagement, this is essential in the professional experience and academic literature as well. The significance related to the strategic planning, clear communication and on-going employee development is enhanced by the different theories of lewin and kotter (kotter's 8-step model, 2023). These mainly advocates the inclusive and structured approach to the maintaining the change. The Leadership plays a major role within the appropriate performance management. Majorly in the goals setting, employee training and on-going feedback, these are important in the employee development. The transformational leadership showcases the leaders necessity in the in developing the environment which can provide support in organizational and individual growth.

The connections among the section 3 and 2 is related to how the effective strategies of change management can be implemented, performance management effectiveness. Independence particularly suggests the different areas which need to be resolved to make sure about the organizational success. The different academic perspectives can include those from the Bass, Noe and Garavan, this boost the significance of aligning with the initiatives of change with the different leadership practices to gain the desired results. The leadership and change strategies are entangled which demanding the balanced focus on adaptability and on-going improvement within the organization. The change management and leadership performance management play a major role in developing the organizational culture. The changes within the organization can be related to the organizational structure, culture and effective processes. The change management is refers to the supported approach which can effectively works with the managing the change. The leadership within the performance management plays major role in success of organization which is important in the individual and team’s performance. The sub theme alignment and goal setting which is essential within the effective role in leadership. The training and employee development is important in leadership and effective performance management.

Recommendations

• The organization needs to prioritise transparent and open communication at the time of change initiatives. It involves the feedback loops, regular updates and including the workers within the procedure of decision making to decrease the resistance and boost the engagement.
• The organization should implement the different programs for the leadership training which focuses in the transformational leadership skills which can include as motivating the workers via the change. It would make sure about the leaders are prepared to maintain the effective changes and particularly align with the goals of performance management.
• The organization recommended investing in the CPD programs (Continuous professional development) which are align with the strategies of change management. The effective approach make sure about the adaption of the novel roles and responsibilities, this can provide support in the long term goals of the organization.
• By implementing the system related to the comprehensive performance management which focuses on the continuous feedback, goal setting and development of workers. It will make sure that the change initiatives ought to be supported by the effective framework in developing the growth and accountability.
• The organization should encourage the culture which can value continues development by refining and reviewing the leadership strategies and change management. It will provide help in organization to resilient and adaptable in reducing the on-going challenges.

References

Books and journals

• Aguinis, H., 2023. Performance management. Sage Publications.
• Akdere, M. and Egan, T., 2020. Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance. Human Resource Development Quarterly, 31(4), pp.393-421.
• Audenaert, M., Decramer, A., George, B., Verschuere, B. and Van Waeyenberg, T., 2019. When employee performance management affects individual innovation in public organizations: The role of consistency and LMX. The International Journal of Human Resource Management, 30(5), pp.815-834.
• Carless, D., 2019. Feedback loops and the longer-term: towards feedback spirals. Assessment & Evaluation in Higher Education, 44(5), pp.705-714.
• Draghici, A., Fistis, G., Carutasu, N.L. and Carutasu, G., 2021. Tailoring training programs for sustainability management based on the training needs assessment. Human Systems Management, 40(4), pp.549-566.
• Hartinah, S., Suharso, P., Umam, R., Syazali, M., Lestari, B., Roslina, R. and Jermsittiparsert, K., 2020. Retracted: Teacher’s performance management: The role of principal’s leadership, work environment and motivation in Tegal City, Indonesia. Management Science Letters, 10(1), pp.235-246.
• Helmold, M. and Samara, W., 2019. Progress in performance management. Springer International Publishing.
• Kholeif, A.O.R. and Jack, L., 2019. The paradox of embedded agency from a strong structuration perspective: An illustrative case study of resistance to change in budgeting processes. Qualitative Research in Accounting & Management, 16(1), pp.60-92.
• Krackov, S.K., Peters, A.S., Pohl, H.S. and Sargeant, J.M., 2021. Feedback, Reflection and Coaching: Tools for Continuous Learning. A Practical Guide for Medical Teachers, E-Book: A Practical Guide for Medical Teachers, E-Book, p.305.
• Lewis, L., 2019. Organizational change. In Origins and traditions of organizational communication (pp. 406-423). Routledge.
• Pereira, V.R., Maximiano, A.C.A. and de Souza Bido, D., 2019. Resistance to change in BPM implementation. Business Process Management Journal, 25(7), pp.1564-1586.
• Prasetyo, I., Endarti, E.W., Aliyyah, N., Rusdiyanto, R., Rochman, A.S.U. and Kalbuana, N., 2021. Performance is affected by leadership and work culture: A case study from Indonesia. Performance Is Affected By Leadership And Work Culture: A Case Study From Indonesia, 20(2), pp.1-14.
• Ramani, S., Könings, K.D., Ginsburg, S. and van der Vleuten, C.P., 2019. Twelve tips to promote a feedback culture with a growth mind-set: Swinging the feedback pendulum from recipes to relationships. Medical teacher, 41(6), pp.625-631.
• Sánchez‐Prieto, J.C., Huang, F., Olmos‐Migueláñez, S., García‐Peñalvo, F.J. and Teo, T., 2019. Exploring the unknown: The effect of resistance to change and attachment on mobile adoption among secondary pre‐service teachers. British Journal of Educational Technology, 50(5), pp.2433-2449.
• Schulz-Knappe, C., Koch, T. and Beckert, J., 2019. The importance of communicating change: Identifying predictors for support and resistance toward organizational change processes. Corporate Communications: An International Journal, 24(4), pp.670-685.
• Valoyes-Chávez, L., 2019. On the making of a new mathematics teacher: Professional development, subjectivation, and resistance to change. Educational Studies in Mathematics, 100(2), pp.177-191.
• Van Waeyenberg, T., Peccei, R. and Decramer, A., 2022. Performance management and teacher performance: the role of affective organizational commitment and exhaustion. The International Journal of Human Resource Management, 33(4), pp.623-646.
• Weiner, B.J., 2020. A theory of organizational readiness for change. In Handbook on implementation science (pp. 215-232). Edward Elgar Publishing.
• White, K.R., Kinney, D., Danek, R.H., Smith, B. and Harben, C., 2020. The Resistance to Change-Beliefs Scale: Validation of a new measure of conservative ideology. Personality and Social Psychology Bulletin, 46(1), pp.20-35.
• Williams, N.J., Wolk, C.B., Becker-Haimes, E.M. and Beidas, R.S., 2020. Testing a theory of strategic implementation leadership, implementation climate, and clinicians’ use of evidence-based practice: a 5-year panel analysis. Implementation Science, 15, pp.1-15.

Online

• kotter's 8-step model, 2023. Online. Available through https://www.mindtools.com/a8nu5v5/kotters-8-step-change-model
• Lewin's Change Management Model, 2023. Online. Available through <https://www.mindtools.com/ajm9l1e/lewins-change-management-model>