why is a strong emotional bond with the company especially important in times of
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why is a strong emotional bond with the company especially important in times of change? what specific steps can leaders take to create such a bond?
od/forum/view.php?id-124117 sson 7 Discussion Chapter Seven Discussion Questions What leadership steps did John Chambers take to ensure that Cisco remained flexible and adaptive? 2. It is said that if you are not leading change, you are not leading. Do you agree or disagree with that statement? Explain. 3. Why is upward communication so difficult to achieve in organizations? Explain the barriers that exist and how leaders might overcome thenm 4. Why is a strong emotional bond with the company especially important in times of change? What specific steps can leaders take to create such a bond? 5. Do you agree that traditional approaches to leadership development can hurt a company's effort to develop effective change leaders? Explain DO YOU WANT TO ASK A QUESTION ABOUT THIS WEEK'S MATERIALS? CLICKHERE You will be graded using the following rubric and standards. Content/Points Column 1: 12 Points Column 2: 8 Points Maximum Column 3: 4 Points Maximum Maximum Student's response to issues Student provided under consideration was rich substantial information rudimentary and n content, full of thought and thought, insight, and superficial information insight, and analysis Between 400 to 500 words. (3 Between 400 to 500 is displayed. Less than pts. max.) Student provided Critical Thinking analysis has taken place. No analysis or insight words. (2 pts. max.) 400 words. (1 pts. The students displayed The student did not max.) The student displayed clear connections to previous and some ideas and eurrentknoledae of tha Connections make adequate VERIFIED&S;Explanation / Answer
In the times of change that an Organization is undergoing, there is always an atmosphere of tense and fear created of the minds of the employees working in the Organization. Will they be sacked or continue to serve the Organization? Will they be able to cope with the changes and adapt to a newer structure or method that the Organization intends to adopt to? How comfortable would they be overall with such a planned change?, etc. , are few of the questions that can make an employee highly vulnerable to non-performance criteria in the Organization. Hence, such an act is itself a delicate and needs to be a carefully-drawn program. In such a time, if a strong emotional bond with the Company is created, then these employees are lesser apprehensive of the negative impact of the Change and could be possibly more driven towards contributing in the change scenario in more effective way. The trust of the employees towards the Management would remain intact, which is highly essential at the time of change. An ambience of mutual cooperation and willingness to the Act of Change could hence be well facilitated among the employees of the Organization, in this regard.
In terms of Change, it is to be noted that the Change programs cannot be successfully implemented in the Organization if the people by whom the change is expected to be undertaken, do not support the idea of the change management programs and show resistance towards implementation of the same thereby making the change programs ineffective. The resistance to change is a natural phenomena which is observed in human beings and therefore most change programs also fail due to this very reason. Also, the Change Management is a challenge by itself because Leaders often find it difficult to be effective in a turbulent environment while still maintaining its ethical core and exercise efficient convincing skills. In such a case, as a Leader, the role of Action Planning is extremely critical. If the Plan is consciously built, that can certainly guarantee the better chances of its success.
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