A REPORT ON CHANGE MANAGEMENT AND CHANGE LEADERSHIP Essay

on that point is a fundamental difference in the definitions of variegate management and change leaders. Change management is an pattern of processes and mechanisms that be designed by an fundamental law to effect transformation within the ranks of an organization. Another process that is much mistaken with change management is change leadership, although the two processes might have the same conation, change leadership involves planning and implementing processes, tools or mechanisms that are associated with large scale changes across an organization, it involves putting structures in enter to pull out the institution process go faster, smarter and more efficiently. It should be noted however that with both processes, it is critical to sustenance things under overcome as at that place would be outflow of resources to ensure that the change is kept in perspective.From the above definitions, it is evident that when change management works efficiently, it tends to be associa ted with smaller structural changes in an organization while change in leadership is fundamentally different as it involves putting structures in place that have the potential to take things out of control it also involves implementing big visions, empowering people and institutions by placing undergo and dedicated persons at the helm of affairs to minimize risk of failure. Due to the scope of events involved in change leadership, the business world often clamours for change management as change leadership involves big leaps, investments, entering windows of opportunity at a fast and challenging pace. It is important however to note that no matter the change effort implemented whether management or leadership, for change to be successful, it must flummox with an individual or group of individuals or some group(s) who have to study the current state of the business, reflect on the organizations financial performance as well as its market localize and initiate a process that requ ires cooperation from all individuals as without proper motivation, all change effort would be futile.When organizations begin, often much emphasis is placed on leadership and short on management. People responded speedily to change. Organizations could, and often did, roll out new programs promptly without challenges, however as organizations develop the dynamics are different slower, costlier, stuck in red tape, less tangible, less experimental. That is because big organizations are complex and have to continually evolve toremain relevant. When organizations are accosted by complexity, people get anxious hence the need for matter of course and coordination in the form of structures, policies, responsibilities, and rules to push that fear away. We cannot change our fear of complexity rather there demand to be a paradigm shift from management to leadership. Organizations have to remain robust even as they grow, they must ensure that innovation does not get crushed with the ad vent of globalization. When organizations have high competencies in management and leadership, they are able to meet challenges today and in the future as businesses should be send on looking. However, virtually organizations are usually lacking one or the other. When management exists without leadership, the company is often uneffective to change.However the management methodologies that helped successfully develop organizations a century ago are no long-life sufficient. Achieving continuous growth in an ever-increasing, fast paced society requires a change. The key to survival is a sober blend of change leadership and change management.Change LeadershipThe management methodologies that helped successfully develop enterprises throughout the 20th century are no longer sufficient. Driving results in a world of ever-increasing change requires a new kind of leadership. Management is about coping with complexity. Its practices and procedures are largely responses to one of the most significant developments of the twentieth century the emergence of large organizations. Without good management, complex enterprises tend to pass away jumbled in ways that threaten their very existence. Good management brings a degree of order and consent to key dimensions like the quality and profitability of products. Leadership, by contrast, is about coping with change. Part of the reason it has become so important in recent years is that the business world has become more militant and more volatile. Faster technological change, greater international competition, the deregulation of markets, overcapacity in capital-intensive industries, an unstable oil cartel, raiders with scrap bonds, and the changing demographics of the work-force are among the many factors that have contributed to this shift.We should not try to fight the natural tendency toward coordination and control rather we should embrace change. As a matter of fact, some people will argue against the benefits of u nion as rules they claim offer consistency and, so the theory goes, coherence throughout the organization, but there is a better way to do this than to insist on rigid rules.