Participative Leadership Case Study

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I. INTRODUCTION In this essay, we will explore the importance of leading and managing people’s issues in the process of managing and implementing change. We will also look at taking into account the factors involved that influence people during the course of the transformation. We then close the discussion with an examination of various people issues that needs to be considered in the change process. II. LITERATURE REVIEW 1. Walley, P. (2013) Stakeholder Management: The Sociodynamic Approach This paper investigates the traditional methods in sociodynamic profiling and whether or not they are useful as a management approach in managing stakeholders that might experience a relatively high degree of resistance to change. The authors of the…show more content…
S., Kushalappas, Pakkeerappa, P. (Jul/Sep 2014) Participative Leadership Style: An Effective Tool for Change Management This paper explains the role of participative leadership styles in change management. It cited that organizational change is the modification of work environment that implies a new symmetry in various organization components such as structural management, technology, job design and people. In today’s world, rapid changes are taking place that cannot be controlled by traditional management concepts. The management of change is considered as a skill which leaders and managers needs to be competent with. Leaders serve as a major role models for change and provide motivation to keep the change efforts striving forward. Participation has been defined as a process which people who are affected by the change are brought to recognize and understand the change; to encourage people to bring out what they want to say about any feature of the change which accordingly gives a feeling of importance. This paper believes that among the methods of change management, the most important and effective tool is employee participation and involvement in the change process as participation tends to develop performance and job satisfaction. When participation preconditions are met, it can provide the most effective ways to manage…show more content…
Good and proper communication builds a concrete probability of bringing the changes to fulfilment. It mentioned that studies have shown that leaders must communicate the message at least seven times before majority of the people will start to actually understand it which is a challenge for most leaders. Leaders needs to take the vision down from haughty ideals it represents and translate it to actual and real examples that people can embrace and practice in their positions and create a clear and vibrant message in a way that people will understand. Leaders needs to communicate the new vision, but it is more important to communicate how it was created to show that it is not something that came up after glasses of martinis but that is a result of vigorous and disciplined process. It suggested various methods to communicate the change initiative such as distributing an initial correspondence about the initiative and the process involved, display the statements in a laminated handout around the organization, run a series of articles in the organization’s newsletter, hang banners near the podium at every meeting, conduct meetings to explain the initiative, and establish an open-door policy to get feedback, comments and suggestions. This study referred these efforts to as “bump into” factor where you put out the words so people will

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