Essay Sample on Leadership as an Agent of Change: Transforming Organizations

Introduction

In an organization, leadership plays greater roles when it comes to the transformation processes. In most cases, they are the agents of change that direct every process and procedures. Essentially, the organizational leadership understands what is needed in an institution to alter the necessary processes for the benefit of the entire institution. Currently, organizations most organizations embrace and try to understand the importance of change. As a result, they usually prepare themselves to adopt both the current and future trends for them to achieve long term success. In the modern world, most of the organizational change fail to achieve their objectives as a result of poor leadership styles. Therefore, the process of change requires highly skilled and effective leadership that is capable of perceiving the most desirable features and as a result address the issues in an effective manner (Worley, & Mohrman, 2014). A competence leadership, i.e. democratic, visionary, as well as the transformational leadership with the innovative approaches to organizational management, can establish a more effective organizational change with great success.

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In many organizations, including the Delta Pacific Company, there are many leadership behaviors that impact organizational change. In most cases, organizational leaders model behaviors that are supposed to guide an institution through the change processes. In addition to changing the work processes and organizing the workforce to work towards the success of a company, leaders can establish code of conducts that can lead to the changes in an institution (Geldmann, Joppa, & Burgess, 2014). In Delta Pacific Company, there is a leadership that establishes a purpose to believe in, a scenario that can greatly impact the organizational change. In the company, changing from the manufacturing to the consulting in an attempt to prolong the operation of the organization is an ideal process that requires an establishment of a purpose. In Delta Pacific Company, leadership is

Involved in setting expectations that enable people to build the necessary skills required in addressing the new operational processes. The process of establishing expectations can prepare people to address the organizational change as evidenced in Delta Pacific Company. In the change process, one must plan to encounter different things (Worley, & Mohrman, 2014). For instance, resistance to change may be evident from some of the employees or even at the management level. Changing the normal operation of an institution from the original form may interfere with the work processes of some people

The cultural shift in Delta Pacific Company will be sustainable because of the competition in the market that results in the production of numerous products. Turning into an organization that fully embraces service delivery instead of the production of actually technological product will enable the company to increase the profits. Also, the cultural shift will be sustainable due to the expanding markets in technological products that need to be operated in various contexts (Worley, & Mohrman, 2014). In other words, the knowledge-based solutions will Delta Pacific Company to acquire more clients as compared to the present manufacturing processes. In addition, the shift to the service provider will only increase the workforce required by the organization and lower the production costs compared to the production processes that used to be undertaken earlier.

One of the top mistakes that leaders make during change is the firing of the current workers and the hiring of new workers to an organization. In most cases, it is ideal for the institutions to train the existing workforce on the new work processes that need to be undertaken. Using the existing workforce may lower the cost of service provision and increase the profit into an institution (Worley, & Mohrman, 2014). As in the case, of Delta Pacific Company, there is the need for the management to prolong the contracts for the existing workforce and impose training that will prepare every one of the new roles that that organization plans to achieve. During the process of change, some leaders often assume that everyone is motivated by the change being introduced into an organization. They forget that every member of the workforce is motivated by different factors. In the case of Delta Pacific Company, the management may assume that every worker is motivated by the transition that the company is undergoing.

The change in an organization may sometimes become irresistible due to the prevailing market conditions or a shift in the marketing processes. Therefore, leaders should be prepared to avoid making mistakes that come with the transformation processes. There is the need for the management, as in the case of Delta Pacific Company to train workers or the workforce on the new approaches of undertaking the new services that the company plans to offer. Also, leaders need to be well informed on the needs to make each employee make their own choice with the aim of establishing a conducive work environment for everyone. In most cases, organizational change begins the organizational change starts with managing individual change. In Delta Pacific Company, change is usually a difficult and a complex process. However, it is inevitable. Usually, the most commonly cited reason for the failure of projects is the problems associated with the people side of change.

References

Geldmann, J., Joppa, L. N., & Burgess, N. D. (2014). Mapping change in human pressure globally on land and within protected areas. Conservation Biology, 28(6), 1604-1616. Retrieved from: https://doi.org/10.1111/cobi.12332

Worley, C. G., & Mohrman, S. A. (2014). Is change management obsolete?. Organizational Dynamics, 43(3), 214-224. Retrieved from: https://doi.org/10.1016/j.orgdyn.2014.08.008