Wk 4, LDR 535: Signature Assignment: Applying Leadership Theories
Purpose of Assessment
In this assignment, you analyze the organization you assessed in Week 2 and apply leadership theories and approaches to support organizational change that aligns to the organization’s mission and values. You will be measured on how you justify your assessment of the leadership approach.
Write a 700- to 1,050-word paper for your Leadership Styles Rationale. Address the following in your paper:
1. Restate the needed change within the organization.
2. Analyze the various leadership styles you explored in Week 3 in the context of the organizational culture and proposed change.
3. Justify which leadership style or approach would best support the organizational change.
a. Discuss how this style will support sustainable organizational success.
b. Discuss how this style integrates the organization’s mission and vision.
c. Discuss how this style will increase value for stakeholders.
Format your paper in accordance with APA standards, include in text citations (3 at a minimum), and use three references. Ensure you use note pages (Wk 3, LDR 535: Comparing Leadership Theories & Wk 2, LDR 535: Improving Organizational Change) ***Do not repeat the same information.
Improving Organizational Culture
Name
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University Name
LDR/535
Dr. R. Green
February 21, 2022
Hello and thank you in advance for your time in regards to improving organizational culture. My name is Name and I will be presenting content suggested for my current employer, Hendrick Health. Again, thank you for your undivided attention.
Introduction
Hendrick Health’s Current Culture
Change Management Plan:
Kotter’s 8-Step Model
Desired Outcome
Alignment Analysis
Conclusion
(Gardner, n.d.)
Improving Organizational Culture
Organizational culture is the strategies that an enterprise uses to succeed in its operations. They comprise the strategies used to carry out operations, values, missions, and visions. Over time, the goals of the organization and values that workers uphold may change, necessitating the enhancement of the culture to align with the transformations. Additionally, the prevailing strategies may no longer be effective, necessitating changes (Yaremchuk, 2020). In such a situation, it is necessary to transform the organizational culture so that it is in tandem with significant factors such as the enterprise's mission, vision, and strategies. This essay examines Hendrick Health's organizational culture to determine the areas that need improvement. It uses Kotter's 8-step framework to incorporate the necessary changes and afterward outlines the desired outcomes of the change. It also scrutinizes the resulting alignment of the organizational culture with the organization's mission, vision, values, and strategies.
Hendrick Health’s Current Culture
Respecting diversity
Encourages personnel to problem solve
Prioritizes well-being of employees and patients
Issues
Increasing conflicts between employees
Inadequate communication
(Hendrick Health, 2021)
Hendrick Health’s Current Culture
Hendrick Health has a distinct organizational culture that steers its operations. Some of the core cultural practices that define it include respecting the diversity present in society by employing employees from different cultural affiliations and treating them all equally. The organization also encourages its personnel to be innovative by finding creative solutions to the problems that arise in the organization (Harrison et al., 2021). Additionally, the organization prioritizes the happiness of its employees and patients. It also believed in giving back to society. Despite the efficiency of Hendrick Health's culture, several shortcomings have been noted in the organization that necessitates changes in its current culture. For instance, cases of conflicts emerging between workers have increased significantly over the past few months. The conflicts are attributed to inadequate communication at all levels of the organization (Alghamdi, 2018). Therefore, it is necessary to improve the organizational culture by making effective communication part of it.
Change Management Plan
Kotter’s 8-Step Model
| Creating a Climate for Change | ||
| Step 1 | Step 2 | Step 3 |
| Create an awareness for the need to improve communication | Identify the group/team of personnel who acknowledge and desire the need for change | Structure the change into a vision |
Change Management Plan
It is necessary to create a change management plan that will help transform Hendrick Health's culture to incorporate effective communication. Kotter's 8-step model is the ideal framework that provides eight steps to implement the desired change. The first step in the plan will be creating awareness about the need for the change, which is improving communication in the organization (Harrison et al., 2021). The process includes pointing out to all stakeholders the consequences of ineffective communication and enlightening them on the need to change the trend. The second step will be identifying a group of individuals who realize the need for the desired change. The selected team, which will contain individuals who conceptualize the essentiality of effective communication, will play a fundamental role in educating individuals in the organization about the necessity for the desired transformation and the impacts that it will have on the enterprise. The third step is structuring the desired change into a vision that the organization should strive to receive (Harrison et al., 2021). Structuring the change into a vision that needs to be accomplished will increase the chances of its being fulfilled because the employees will perceive it as a goal they need to accomplish.
Change Management Plan
Kotter’s 8-Step Model
| Creating a Climate for Change | ||||
| Step 4 | Step 5 | Step 6 | Step 7 | Step 8 |
| Enlighten personnel about the vision | Eliminate barriers that impede change | Keep moving forward by teaching personnel how to communicate effectively | Organization enforces change | Reinforcing implemented change |
The fourth step in Kotter's eight-step framework that will be used to transform the organizational culture is to enlighten the individuals in the organization about the newly created vision. Letting them know about the vision is a significant initial step geared towards its successful implementation (Yaremchuk, 2020). Afterward, the fifth step is eliminating any barriers that will impede the change from being implemented. Eliminating barriers is a significant step because it will simplify the process of implementing change. The next essential step, six, is taking small steps towards reaching the goal. For example, some of the workers can be taught how to communicate effectively, and their interactions observed to determine how the change impacts the flow of work in the organization. Next, step seven, the organization will focus on enforcing the change. The process will include implementing the transformation fully in all organization departments (Alghamdi, 2018). On the other hand, the final step, eight, will be reinforcing the implemented changes by encapsulating them as part of the organizational culture.
Desired Outcome
Develop a culture of communicating effectively
Clear direction from leaders to employees
Leaders provide clear feedback when appraising employees
(Mason, 2020)
Desired Outcome
The desired outcome of the proposed change is that the individuals in the organizations will develop a culture of communicating effectively. For instance, the leaders in the organization will provide clear directions to the employees on what their roles are and whom they should report to (Yremchuk, 2020). Subsequently, they will give them detailed feedback on how effectively they perform their roles to learn what changes to make to improve their competency in performing their designated tasks. This will ensure that all activities in the organization run smoothly.
Alignment Analysis
Mission: To disseminate quality care through performance and compassion
Vision: To Foster interconnection between the organization and community
Strategies: Collaboration and Core Values
Aligns How? Effective communication
(Watts, 2016)
Alignment Analysis
The mission of Hendrick Health is to disseminate quality care through exemplary performance and compassion. On the other hand, the organization's vision is to foster interconnection that makes those impacted by an organization, the community. The strategies that the organization uses to achieve its vision and mission include collaboration among its employees and core values such as working efficiently (Yaremchuk, 2020). These factors align with the change management plan in that it fosters effective communications, which is vital to performing different organizational functions effectively. For example, it facilitates effective teamwork that aids in resolving complex organizational processes.
Conclusion
Organizational culture contributes to effectiveness of employees
Use the change management plan that is effective for your organization
Always evaluate changes for alignment with the mission, vision, and strategies of the organization
(Blanche & Goff-Dupont, 2022)
Conclusion
Organizational culture is a significant factor that determines how effectively processes are carried out in an enterprise. At times it is necessary to make distinctive changes to change organizational culture. It is vital to use effective change management formulas,such as the Kotter 8-step model, during such instances. It is also necessary to evaluate the outcomes of the change process and determine how it will align with the mission, vision, and strategies used in the organization.
References
Alghamdi, F. (2018). Total quality management and organizational performance: A possible role of organizational culture. International Journal of Business Administration, 9(4), 186-200.
Blanche, A. & Goff-Dupont, S. (2022). How to navigate your coworkers’ communication styles. https://www.atlassian.com/blog/teamwork/how-to-navigate-diverse-communication-styles-at-work
Gardner, R. (n.d.). 12 types of organizational culture and HR’s role in shaping it. https://www.aihr.com/blog/types-of-organizational-culture/
Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021). Where do models for change management, improvement and implementation meet? A systematic review of the applications of change management models in healthcare. Journal of Healthcare Leadership, 13, 85.
References
Hendrick Health. (2021). Employee handbook. https://static1.squarespace.com/static/5f4038c2df537a466c6cd4de/t/60c241a14cc19f5743255668/1623343521531/Employee+Handbook_May2021Interactive.pdf
Mason, S. (2020). The art of effective communication. https://walton.uark.edu/insights/the-art-of-effective-communication.php
Watts, M. (2016). 5 keys of effective communication in the workplace. https://www.independenceplus.com/5-keys-of-effective-communication-in-the-workplace/
Yaremchuk, N. (2020). Organizational culture as a fundamental factor in improving competitiveness of an enterprise. Annali d'Italia.-Italy: Florence, 2020.-№ 10.-Vоl. 4.-Р. 66-71.
