Abstract
Change in the business world is inevitable due to the transformation in the economy and technology. Organizations have to transform their mode of operation to overcome the effects of economic downturns. They have adopted the changes in technology to ease their mode of operations. The company leaders are responsible for addressing change management in the organizations. The managers have taken new concepts and management styles to foster the changes in the organizations. The new methods include implementation of multiple management techniques, encouraging teamwork, and motivating the employees. This paper will analyze the new approaches that the organizational leaders have utilized in addressing changes in the modern business sector.
Keywords : Change management, leaders, leadership styles
Change Management and Management Styles
Change is necessary and familiar to every enterprise or firm. Generally, change takes in a company when the managers want to make improvements without influencing all the activities such as expenses and risks. According to Lorenzi and Riley (2000), change management is the process through which a firm focuses on their future operations and vision. They stated that change management involves various activities such as recording, analyzing, auditing, planning, implementing, and reviewing the organizational processes in a controlled way (as cited in Soomro and Bashir, 2010). Huth (2008) views change management as the transition process of the business activities which include budgeting, allocation of resources, and organizational procedures. Change is inevitable in an organization because they have to remain relevant in the business sector.
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Change management transforms the structures and internal activities in a company. The factors that have influenced change in many companies are the improvement in technology, the need for expansion, state policies, increased competition, and the transformation in carrying out the operations within the organization ( Huth, 2008) . Further, changes happen in the management approaches and the structure of a company. Most of the executives are adopting the paternalistic leadership style which is beneficial to the company rather than the autocrat. The customers around the world have gained access to information which has increased their awareness which has resulted in changes in the company particularly the governance styles ( Huth, 2008) .
Synthesis of Literature
The management of change needs planning, implementation, and holding discussions with the parties that are involved in the transformational process. There are various types of changes that managers encounter in the modern world due to the improvement in technology. According to Grajek (2015), the organizations face challenges in recruiting and retaining highly-qualified employees. Further, the companies have problems updating the experiences and knowledge of the existing IT employees which required changes. The managers have changed their approaches to hiring and retaining staff by adopting change management styles that promote the inclusion of the members of the company (Grajek, 2015). The current qualifications of the employees are different from those of the past years which have also increased the need for change management. The achievement of information technology in a company is attributed to a team of individuals with different experiences. These employees need to embrace the changes in technology as well as the non-technical behaviors. The managers have to adopt the changes for them to be the role models of the employees (Grajek, 2015). The managers have taken ways of promoting diversity in the work surroundings. The organizational leaders explain the aim of change to the member in a convincing manner for them to embrace the transformations willingly (Grajek, 2015). The changes in qualification, hiring, diversity, and retention of employees have prompted the organizational leaders to address change management.
Change comes as a result of making improvements in an enterprise. Change management is not a natural activity. The organization leaders have to uphold change management due to the consistent transformations taking place in the local and international businesses (Molinsky et al., 2012). The changes give the companies a chance to uphold additional duties, practices, and create room for advancements. The executives have to address change management to improve their employees' efficiency and adopt technical skills. Molinsky et al. (2012) in the publication, Three Skills Every 21st-Century Manager Needs, described the particular skills that managers should possess for them to overcome the present challenges in the modern world. The capabilities include:
Code-switching between individuals of diverse backgrounds
Handling the digital effects
Dividing attention purposely
Code-switching between various cultures focuses the right judgment, knowledge, and devotion. Besides, it entails the potential of managing the sentimental and intellectual that arise when cultural information is implemented (Molinsky et al., 2012). The leaders have to assess the problems, adopt proper conduct to eliminate distress and embrace the values of code-switching (Molinsky et al., 2012). The leaders have welcomed the code-switching practices to address change management in the organizations.
According to Molinsky et al. (2012), digital influence is necessary for the success of the organization. Technology improves the efficiency of business activities in a firm. It is essential for the executives to focus on digital influence for them to utilize online activities in establishing a network. It can be a strategy to build recognition and reputation of the firm. The scholars suggested that it is essential for the managers to ignore the challenges of digital influence to increase their productivity (Molinsky et al., 2012). The managers have addressed change management in the organizations by making assumptions about the effects of digital influence.
Another change that has the leaders have embraced is the implementation of the push techniques of production. The executives have given the employees an opportunity to design the products in a way that meet their needs ( Griffith, 2009) . The value stream has been an essential aspect of a product. The managers have implemented new regulations in the whole procedure of the pull setup which aims at increasing the value of the products. Most of the production processes do not add value to the products. The management has to formulate strategies to determine the problems that influence the production process. The discovery of the changes has led to the development of the production activities in the companies ( Griffith, 2009) . Many leaders have addressed changes in the production department for more natural management of events in the organization.
The managers focus on motivating employees to increase their efficiency in the company. They encourage teamwork for the employees to meet the goals of the company. In spite of the development in technology which has decreased the turnover of employees in the organizations, the executives have established changes whose purpose is to increase the skills of the staff for them to detect breakdowns or inefficiencies in the systems. These transformations have reduced labor expenses in companies (Vincent, 2006). The managers have embraced change management to foster teamwork in organizations.
The company leaders have also used techniques such as the Potter’s model to address changes among the employees. The model consists of stages that assist in meeting the desired change in a company. The executives are formulating policies that develop a sense of urgency in the company to prepare the employees to embrace the changes in the surroundings. The managers form guidelines, establish visions and strategies that support the difference in the companies. They communicate the shift in the internal and external members of the organization. The management encourages the employees to embrace the changes because they will improve the activities ( Hughes, 2006) . The managers have recognized the significance of employees in the organization which has prompted them to use the steps in Porter’s model to address the changes. Lastly, Porter suggested that companies should create strategic goals which contributed to the achievement of the vision and change becomes part of the company ( Hughes, 2006) . Leaders have implemented the proposition of Porter to address change management in the firms.
There have been changes in the management approaches in organizations. The managers are forming agreements to make sure that the employees take part in making decisions and designing plans. The change management approach is useful in creating a favorable environment where teamwork is encouraged to increase the efficiency of the employees. The transformations have also improved the quality of production in companies (Greener and Hughes, 2006) . The organization leaders have transformed the management processes to sustain change in the workplace environment.
The leaders use different management styles to meet the required change. An example is a coercive approach which is used by companies when they are going through transitions including acquisitions or turnaround because it emphasizes urgent actions to take place. The managers embrace particular managerial skills for establishing a long-term growth and benefits that occur in the period when the changes are implemented ( Gill, 2012) . The affiliate leadership approach is used by the leaders to form positive relationships with the employees to feel they are part of the company ( Gill, 2012) . The incorporation of the different leadership approaches is essential in encouraging the formation of groups in the period of transformation and assists the staff in solving their challenges including stress. The reliable leadership method is also used by the managers where the companies have to carry out significant changes in their activities. The executives mobilize teamwork in the firm for the employees to have similar goals. The approach encourages entrepreneurship in the company and devotion which helps the employees to focus on the long-term goals ( Gill, 2012) . The combination of the management styles has assisted the leaders to establish relationships with the subordinates and transform the company to adopt the changes ( Gill, 2012) . Previously, the leaders used one management style but are currently using multiple approaches due to the changes in the business environment, and they must overcome the demands of the sector. Many leaders are not using the autocratic management styles because they are engaging the employees in making decisions. The leaders are adopting the MBWA (Management by Walking Around) approach because they have to determine the issues affecting the employees and prevent them from influencing the changes in the company in a contrary manner ( Gill, 2012) . The managers have adopted the downward communication method because it is useful in developing their relationship with the employees. The advancement of information technology including posting the results of the company in their website has encouraged the employee to be open to the executives. Most companies have become open to the community about their activities. These changes have contributed to the long-term existence of multinational companies ( Gill, 2012) . The strategies and leadership approaches have assisted the managers to foster change management in the organizations.
Link of Changes to the Management Discipline
The field of management has changed due to the transformations that have taken place in the companies. Firstly, the area of management encourages the use of leadership styles that promote the inclusion of employees in making decisions. The autocratic leadership style is fading away in most organizations because the managers are retrieving ideas from the employees. Further, many managers have adopted the MBWA method to establish the issues that affect the employees to make sure that the changes take place n an efficient manner. Secondly, the managers are working together with the employees to foster teamwork in the organizations. The purpose is to improve the efficiency and embrace the changes that are taking place in the business industry. The current management is encouraging teamwork for the employees to have common goals. Managers are using theories of different scholars to foster changes in the organizations. For instance, the steps in Porter’s five models are used to sustain change in the companies. The organizational leaders are motivating their employees by giving rewards to improve their performance in the organizations. Finally, many managers have established communication channels in the organizations to facilitate the transformation process.
Recommendations
The management should improve consistently and implement the appropriate managerial practices for them to remain relevant in the business sector and adapt to the changes in technology. The leaders should perceive difference as a benefit and motivation to learn new things. The leaders should explore various areas of business for them to gain a competitive edge over their competitors which will build their reputation. The managers should embrace technology for them to make changes in their business activities. Besides, they should appreciate the difference in technology including proper communication, increased performance, and automation of operations. The managers should react to the changes immediately for the employees to embrace them.
In conclusion, change is continuous because technology and business process are improved after some time. It is the responsibility of the managers to embrace the changes and address them to the employees. The employees have adapted new concepts to discuss the differences among the employees including implementing multiple leadership styles, fostering teamwork, incorporating the MBWA method and motivating the employees. These methods have been useful in meeting the changing needs of the organizations. The leaders need to be the role models of employees for them to appreciate the changes.
References
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