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Organizational Leadership

In: Business and Management

Submitted By porsche77
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Any organizational changes of significance require management and formal leaders to do what they are paid for and that is to lead. That applies to negative, painful and traumatic changes like downsizing and layoffs, but it also applies to positive changes that affect the working lives of those in the organization. When change is imposed (as in downsizing scenarios), clearly the most important determinant of "getting through the swamp", is the ability of leadership to lead. The nature of the change is secondary to the perceptions that employees have regarding the ability, competence, and credibility of senior and middle management.
The Role of Leadership
In an organization where there is faith in the abilities of formal leaders, employees will look towards the leaders for a number of things. During drastic change times, employees will expect effective and sensible planning, confident and effective decision-making, and regular, complete communication that are timely. Also during these times of change, employees will perceive leadership as supportive, concerned and committed to their welfare, while at the same time recognizing that tough decisions need to be made. The best way to summarize is that there is a climate of trust between leader and the rest of the team. The existence of this trust brings hope for better times in the future, and that makes coping with drastic change much easier.
In organizations characterized by poor leadership, employees expect nothing positive. In a climate of distrust, employees learn that leaders will act in indecipherable ways and in ways that do not seem to be in anyone's best interests. Poor leadership means an absence of hope, which, if allowed to go on for too long, results in an organization becoming completely nonfunctioning. The organization must deal with the practical impact of unpleasant change, but more

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