Broadaway, Antwan; Figueroa, Ricardo; Gatlin, Kenyatta; Imbo, Samuel &

Zevallos, Edmundo

Leadership & Ethic for Managers Unit 4 Group Project

July 04, 2010

Participative Management AndChange-Oriented Leadership

Participative Management AndChange-Oriented Leadership

Presentation Overview

The purpose of this presentation is to analyze and discuss the change process. This research also talks about some elements necessary to successfully plan and implement change within an organization, and also talks about the way followers view it.

Participative schemes and Leadership

Employee participation benefits When to use Participation When not to use participation

Participative Management AndChange-Oriented Leadership

Participative Management

The role of culture The leaders role Self management teams

Participative Management AndChange-Oriented Leadership

Advantages and Disadvantages of Change-Oriented Leadership

Participative Management AndChange-Oriented Leadership

Change-oriented LeadershipADVANTAGES DISADVANTAGES

Maintain good human relations with the group. Is being updated on the topics of interest. He is the head and accountable to other guidelines Human meaning is given to the administration. You gain appreciation, gratitude and respect of people. The lead person builds a person.

It has too many responsibilities. Remove a lot of personal time. Be responsible when a member makes a

mistake. It is not easy; you have to maintain a

continuous and rapid learning. Group confidence is lost when the leader has

a failure in a project. It is the anxiety of the external environment,

creating stress and worries.

Expected Behaviors during the Change-Oriented Leadership Transition (1)

Magnitude of Change Propensity to Change

Number of stakeholders.Time to implement change.Number of people hit.Degree of cross-functional collaboration required.Impact on core competencies.Issues requiring simultaneous changes (technology, culture, organization, etc.)...

•Understanding the need for change.•Degree of consensus management.•Support from stakeholders.•Past history of changes.•Need for cultural change.•Resources devoted to change.•Number of simultaneous change initiatives.

Participative Management AndChange-Oriented Leadership

Participative Management AndChange-Oriented Leadership

Individual Limitation

Perceptions Personality Habits Threat to the power and influence Fear of the unknown Financial reasons

Organizational Design Culture Limitation of resources Inversions fixed International organizations agreements

Expected Behaviors during the Change-Oriented Leadership Transition (2)

HTI Achieving Change

Participative Management AndChange-Oriented Leadership

Visionary Leadership

Why Visionary Leadership and why this type?This type of leadership will increase efficiency which will move the decision making responsibility to our frontlines.

The only way to achieve efficiency is to limit supervision: Leaders must give workers the opportunity to

develop quality decision making skills. Leaders must learn to trust their followers

Participative Management AndChange-Oriented Leadership

Exemplary Leadership

There are five practices that are used for exemplary leadership:

Challenging the process Inspiring a shared vision Enabling others to act Modeling the way Encouraging the heart

Participative Management AndChange-Oriented Leadership

Implementing Change

Necessary steps for implementing changes:

Recognition of need for change Development of ideas for change Adoption of one or more ideas Implementing change Allocation of resources Evaluation of the change process

Participative Management AndChange-Oriented Leadership

Activities leading to successful Change

N.B: Each phase corresponds to one week of labor

Approach your followers with the idea of change in the organization Discuss ideas with followers and urge their participation Brainstorm on selected ideas Gradually put the new plan in place (in action) Assign tasks to followers, follow up the execution Use polls and meetings to evaluate the change process

Participative Management AndChange-Oriented Leadership

Conclusion

In this presentation we discussed the change process and its impact within the organization.

We also discussed the advantages and disadvantages of change-oriented leadership,

and proposed an implementation schedule for a successful organizational change which requires the leader to educate, and share the vision for change in order to empower followers.

Better planning of change can decrease the stress level and ease the transition.

Participative Management AndChange-Oriented Leadership

References

Barsh, J., Capozzi, M. M., Davidoson, J. (2010). Leadership and Innovation. Retrieved June 30, 2010, from http://www.bnet.com/2403-13501_23-243570.html

Kahan, Seth. (2010). Visionary Leadership. Retrieved June 30, 2010, from http://www.visionaryleadership.com/Articles_and_Resources/visionary_leadership.aspx

Thompson, R. (2010) The Five Practices of Exemplary Leadership , Retrieved June 30, 2010, from http://www.leaderinsideout.com/the-five-practices.html

Leadership (n.d.), Retrieved on July 02, 2010 from: http://www.monografias.com/trabajos15/liderazgo/liderazgo.shtml

Styles of Leadership (n.d.), Retrieve on July 02, 2010 from: http://www.gestiopolis.com/canales5/ger/elliderazg.htm

Organizational Behavior (n.d.), Retrieve on July 02, 2010 from:http://www.monografias.com/trabajos30/comportamiento-organizacional/comportamiento-organizacional.shtml

Nahavandi Afsaneh. 2009 The Art and Science of Leadership (5th edition) Upper Saddle River, NJ: Pearson Prentice Hall