Leadership Internal and External Changes in an Organization

Question: Discuss about the case study Leadership for Internal and External Changes in an Organization. Answer: Introduction: The discussion focuses on the leadership behaviour that the leaders of different organization might undertake to manage the internal and external changes in an organization. For the same purpose, three different situations of three different leaders will be analysed in this paper. Leadership behaviour of a CEO of a multinational company adapting to change in organizational culture With increasing globalization, there has been a drift in the organizational culture. In respect to this change, there are certain effective leadership principles that have been identified that must be adapted by a leader of a multinational company. These are: A perfect vision towards mobilizing people to adopt the changes Serving the employees by building an emotional bond with them By developing people to undertake future responsibility As commented by Muhonen et al. (2013), these principles are the effective climate drivers that will create a positive impact on the working of an organization. Same kind of approach has been observed from the recent CEO of Yahoo, Marissa Mayer. She has recognized the limitations of their own cultural norms and tried to adapt to the culture of other countries. Participative or democratic leadership style is the most effective form of leadership in a situation like this where the employees and others will be recommended to participate in any organizational operation. There has also been an organizational change in British Airways as well. For a short time, the company noticed drawbacks in utilizing their resources. However, a drift in the organizational structure proved a gaining opportunity for the company. It was in the mind set of the leader that there should be understanding based on the limitations of their own culture and acquire a multi-cultural mind set. In the view point of Mahdi, Mohd and Almsafir (2014), a successful leader is a servant of the people of the organization. The leader is the one who is responsible for building an emotional bond with people and build a trust among them. With the increasing globalization operation, the cultural barriers have often found to increase. A successful leader is the one who will be able to blend the multicultural norms successfully in their business. In both the above mentioned situations, the leaders were successful in fulfilling their roles as a global leader. Leadership behaviour of a Sports coach adapting to changes in organizational structure The position of a sports coach represents a turbulent structure and it is the leader who is responsible for the overall performance of the team. Traditionally, a coach has been prescribed with a number of responsibilities that also include the planning of the integrated athlete preparation. In such situation, if certain organizational changes with respect to its operational structure take place, the duties and responsibilities of a coach automatically increases. Ross Smith, the manager at AIS had to face such situation in a recent time. Smith very thoughtfully dealt with the situation and started certain developmental programs to adopt with the changes. In such situation, autocratic style of leadership has been recognized, that allows the managers or the top authorities to make decision regarding any operation in the organization. According to the behaviour theory of leadership, leadership quality varies from one person to another depending upon the position they hold. Contingency theory suggests that it depends on the leadership style of an individual to adjust with the change in the organizational structure. Again, transformational theory claims that it completely depends on the compatibility equation of the leadership style and the current situation of the organization (Cheng et al. 2014). Michael Cheika, the coach of Australian Rugby Union held the same professional strength and he will definitely have the strength of leadership in spite of any kind of change in organizational structure. In order to achieve certain dynamic in the staff activities, it is important to look forward to a change in the setup of organizational structure. In addition to this it has been commented by House et al. (2015), that leadership approach is always affected by a kind of professional strength. Michael Cheika continued to consider himself as a legitimate member in the sports organization (Chang, Chen and Chiou 2015). However, his approach towards the change is expected to promote the innovation that has been adopted as a part of the change strategy. Leadership behaviour of an emergency rescue squad with respect to change in organizational internal communication In the age of technological advancement and increasing craze of social networking sites, there have been shift in the internal communication of different organizations. CEOs of big and small companies are using these platforms to communicate with internal staffs and members (Akkermans 2014). However, for traditional leaders adapting with these approaches might prove to be challenging. For emergency situation, transformational leadership style is recommended, where the decision making capability can be transformed from one person to other depending on the situation. If the situation of an emergency rescue squad is to be taken, then the person is responsible for taking prompt decision. Mr. Lapsley, one of the fire fighters of aircraft fixed the situation on the decision taken by him that resulted in the survival of people and place (Holloway 2013). It was only due to a proper and static internal communication holds great importance in the working procedure of an emergency rescue squad. When changes are found to be advantageous, they are forced to get implemented resulting in certain changes in the organization. In such situation, the expected behaviour of the leader should be extremely co-operative and democratic. Communicating with each member and narrating them the changes in detail would bde beneficial. According to Demirtas and Akdogan (2015), the leader must understand the initiative that has been taken to formulate the change. Lance Godwin, the assistant commissioner of the Northern Territory of Australia drawn up to such situation and made meaningful attempt to fix various situations. He helped the squad in understanding the communication strategies. Necessary trainings and tutorials was provided to make things work in the desired direction. Engagement and visioning of all the staffs with respect to the change is important. The leader is expected to share the information with others at the earliest (Akkermans 2014). Establishing a sense of emergency among th e workers should be the primary motive of the leader and sustaining new approaches in the operation of the organization. Conclusion: By the end of the discussion it can be ascertain that changes in the operation and function of an organization is inevitable. It falls on the responsibility of the leaders to adapt to those changes and help to achieve the objectives of the organization. References: Akkermans, H., 2014. Organizational climate as an intervening variable between leadership behavior and innovative productivity: an exploratory study. Chang, T.Z., Chen, S.J. and Chiou, J.S., 2015. Management Leadership Behavior and Market Orientation: The Relationship and Their Effects on Organization Effectiveness and Business Performance. 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