The need for a consumer-driven economy has grown recently as many companies strive to achieve it. With globalization and increased competition, markets have changed rapidly and most organizations have constantly changed their operations to adapt. Subsequently, change management has become an integral part of companies today. Changes are often brought to a company for long-term benefits; However, this may have negative effects in the near future, such as layoffs and a merger crisis (Clayton, 2015).
The need for a consumer-driven economy has grown recently as many companies strive to achieve it. With globalization and increased competition, markets have changed rapidly and most organizations have constantly changed their operations to adapt. Subsequently, change management has become an integral part of companies today. Changes are often brought to a company for long-term benefits; However, this may have negative effects in the near future, such as layoffs and a merger crisis (Clayton, 2015).
Therefore, expertise in managing change and its resulting outcomes is essential. Apparently, leadership was considered the only factor that can balance change and its results. It includes management practices, styles used by managers and management practices. Staff engagement is of the utmost importance when dealing with the issue, and effective leadership styles must be employed to guide and inspire staff to show commitment.
Changes have become a process that requires regular review due to constantly evolving technology; therefore, a mandatory procedure is required. I remember a situation in a retail store where I work as an HR manager; one day a manager asked me to lead a change initiative. He told me about the need to introduce the clothing department in our company and gave me a list of places to change in the next six months. These included redesigning the workplace to create space for clothes, changing opening hours and introducing staff uniforms. At first, it seemed unusual and unattainable during the time before the evaluation and self-evaluation of the task.
Online leadership style quiz helps to assess the nature of leaders and show them the techniques they apply. Using Perrotta’s (2019) assessment tool, my answers indicated that I lean toward a democratic or participative leadership style. Although I set the work parameters and the boss has a say in decision-making, I actively involve my team members. Comparing my two main leadership styles was not much different because I use instructional leadership which involves subordinates, helps them understand their opinions and also gets to know their motivations.
Democratic style has a significant impact on change management and employee motivation in an organization. According to Mansaray (2019), leadership will continue to be the touchstone of the organization’s future, and in relation to change, leaders are seen as supporters and influencers of development. In this light, they should involve employees in the communication and let them participate in learning about the proposed idea. A democratic style increases employee engagement because they feel that their contributions and efforts are valued. They receive positive reinforcement so that they learn what is expected of them. When employee input is encouraged, employee loyalty increases and operational results are achieved.
Supervisor B (Brooke B. Haven) and D (Deryl) are best suited for a store change initiative. The effectiveness of managers is determined by what they do or how they behave (Mansaray, 2019). Behavioral Manager Brooke is a good listener and always inspires employees to do better. In this initiative, he fits the role of communicator, where he is tasked to represent the face and voice of change and convey information and keep staff informed. Deryl also believes in handling different situations, applying different tactics, delegating tasks to employees and involving employees in decision making (Mansaray, 2019). The teacher acts as a lawyer based on his knowledge and the application of various techniques. The supporter does not let the change program distract him and is fully prepared to implement it.
To capitalize on his strengths and work on his weaknesses, a manager should familiarize himself with training programs. Kuligowski (2019) states that instead of a boss, employees need someone to lead them; Also, when a supervisor uses this type of leadership style, they are excellent. However, improvement is recommended if their style does not match these principles and can be achieved by teaching subordinates clear expectations. Although in democratic management it is important to involve employees in decision-making and trust them to work with less supervision, this does not mean that the manager should not set goals for individual employees (Kuligowski, 2019). They should present the vision and desired result of each team member in line with the overall goal of the company.
The application of motivational theories can be the success of a change initiative by inspiring employees to push it forward, and in this case Maslow’s Hierarchy of Needs Theory is appropriate. The needs of employees are divided into psychological, security, belonging, esteem and self-actualization, and each set must be satisfied before moving on to the next (Bui, 2020). An employee’s full potential at work is related to their self-actualization, which means that managers must help employees reach their best potential, and in return, employees must deliver competent results.
Although the democratic method is just applied, I should develop my skills to make the change initiative successful. For example, while I believe in employee participation and consider their needs, that doesn’t mean I expect the same from them. Employees cannot always be trusted to know the needs of the company. Control should be withdrawn from the team to improve. While it is true that employees respect strong leaders, they feel more comfortable with a democratic leader.
In conclusion, leadership is an integral part of successfully embracing change in any organization, especially considering the increasing market competition and global trends. Senior management leaders must drive change because they are seen as advocates and advocates. In addition, they must guide and motivate their employees towards the achievement of the company’s goals. Maslow’s Hierarchy Theory of Motivation explains that satisfying the needs of employees is necessary to keep them engaged and productive. Finally, there are many leadership styles, but it is important to explore what is most effective in managing change.
