Hughes (2018) emphasized the role of transformational leadership and human resource management in organizational change. The workforce incorporates both managers and employees who have integral parts in establishing organizations’ policies and operations. Leadership is not only confined to the role of management but rather to the development of expertise and specialization through the sharing of knowledge and skills (Rosenbaum et al., 2018). It encompasses a two-fold theory that accommodates both personal and organizational leadership. Personal leadership relates to the influence managers have on their employees based on their conduct and principles (N. A. et al., 2020). Alternatively, corporate leadership is determined by the strategies developed for replication across the entire organization.
The people-centric approach to organizational change is heavily reliant on effective communication. Implementing an organization’s objectives depends on the comprehension and interpretation of the roles relayed by the company’s leadership through communication channels. According to Vartto (2019), one of the characteristics of a reliable and effective team is the flexibility to adapt and embrace change. The people-centric approach assessment can be determined by evaluating employees' ability to improve skills and take on new responsibilities (Arazmjoo & Rahmanseresht, 2019). Transformational leaders must acknowledge change as an independent entity and separate it from strategic management, which composites people's leadership and management.
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Biblical Integration
Jesus acknowledged the significance of the People-centric approach and utilized it in recruiting his disciples. He understood that for an organization to operate effectively, the leader must incorporate a team. Jesus involves his disciples in the teachings by accepting questions and teaching them the Lord’s Prayer (Luke 11:1-13). The disciples recruited by Jesus play crucial roles in spreading the gospel and healing the sick after Jesus’ departure to heaven (Acts 3: 1-21). Jesus, the ultimate leader, portrays through his actions that an organization is as strong as its leaders and the team.
References
Alexander, M., & Kusleika, R. (2018). Access 2019 Bible . Wiley.
Arazmjoo, H., & Rahmanseresht, H. (2019). undefined. Management Decision , 58 (3), 526-543. https://doi.org/10.1108/md-07-2018-0795
Hughes, M. (2018). Studying organizational change. Managing and Leading Organizational Change , 33-46. https://doi.org/10.4324/9781351265966-3
N.A., M. D., & Dey, A. K. (2020). Mediating role of job crafting in the relationship between organizational culture and employee engagement. International Journal of Indian Culture and Business Management , 1 (1), 1. https://doi.org/10.1504/ijicbm.2020.10030891
Rosenbaum, D., More, E., & Steane, P. (2018). Planned organizational change management. Journal of Organizational Change Management , 31 (2), 286-303. https://doi.org/10.1108/jocm-06-2015-0089
Värttö, M. (2019). The democratization of the organizational change process through deliberation. Leadership & Organization Development Journal , 40 (7), 791-802. https://doi.org/10.1108/lodj-02-2019-0066
