A paper about change management and organizational leadership- Case Study

A paper about change management and organizational leadership- situation and how to deal with it using a style of leadership- collegue sample included - Case Study ExampleGood leaders ar those who clear deftly handle the paradoxes associated with the organization, and steer the organization to heights unimaginable. However, many managers always attest to the fact that handling changes can sometimes be challenging. Research show that it is the methods employed in handling implementation that sometimes ar not suitable for the prevailing circumstances in a particular organization, and thus the imminent chastisement witnessed in such situations.Consider a case in an organization, say ABC, in which the management wants to overturn an overhaul to the current humanistic values. As is the case with humans, change is never something that they are ready to welcome. This necessitates the subscribe to for a better approach that will not stir rebellion from the employee. Nickols (2010) fo r instance, presents an analysis of four strategies that are vital to managing change in any organization. He centers his argument on a number of aspects regarding the record of change. These aspects include the extent of the change i.e. more radical and transformative changes drive a strategy that is environmentally adaptive, and which energy fail when dealing with a less radical change. The other aspect is the interest that the change has, for instance, a change with high stakes requires the application of almost all the four strategies, while moderate stakes are totally against an approach such as the power-coercive strategy. The degree of oppositeness the change is bound to realize is another aspect, strong resistance favors the use of power-coercive and/or environmental-adaptive strategy while a weak resistance is more receptive to either or a combination of rational-empirical strategy and normative-re-educative strategy. Another aspect of considerable importance is the period within which execution of the change is to take place. Here, he notes that Short time changes require power-coercive strategy to execute, while long-term changes thrive well