Essay on a Change Oriented Leadership: A Sustainable Competitive Advantage Based on Creating a Change Ready Culture

Response to change is a great determinant of a competent firm. A change-oriented leadership style embraces adjustments and allows compatibility to the environment hence improving the organization’s efficiency. According to (Et al., 2019), several methodologies, frameworks, and techniques are always suggested to assist in coping up with uncertainties to gain market competitiveness. Competitive intelligence contributes abundantly to the changes in organizations which influences access to both new and existing markets. Additionally, leadership plays an important role in enacting change, where it acts as an input influencing a firm’s outcome both directly and indirectly through continuous shaping of employees’ attitudes and moderating the roots to their susceptibility to change (Kinicki & Fugate, 2016). The context of the article is to discuss change-oriented leadership: A sustainable competitive advantage based on creating a change-ready culture.

Competition in a business environment in any organization is a key factor that must embrace change. A firm’s ability to cope with the changes in the market gives them a powerful competitive advantage, in that; they can identify and capture opportunities ahead of their rivals and therefore have an escape plan in tackling any competition-based outcome. Also, change-oriented leaders have to ensure a change in mind-set and cultural shift of the staff to have a competitive attitude. As reported by (Cumming & Worley, 2015) all managers and administrators have a responsibility to supervise and make sure every department is improving their performances and can cope with the changes in the market to realize profits. Furthermore, through the knowledge of dynamic market capabilities, senior executives can know the orientation to create customer value and improvement of the bargaining position of a customer hence contributing to a timely address of consumers’ needs and requirements. Therefore, for competitive intelligence to be realized in the organization, leadership must remain flexible and able to transition both the human resource and assets towards the changing environment.

Productivity is a measurable factor of a firm’s performance; when productivity is low, it is enough evidence that the organization is doing terrible. Consequently, productivity is influenced by the willingness of employees to work and be productive; for example, when employees are provided with equipped training to perform their jobs with ease, they are likely to give better returns to the organization. According to (Fontalvo et al, 2017), managers should spend more time planning, coordinating, and controlling activities in the organization to improve productivity, especially ensuring employee quality of work and life. A firm’s priority should therefore be human resource management to have better productivity. Similarly, change has the capabilities of having significant and positive effects upon the abundance in production.

Technology is a powerful tool in every organization. Improved technologies and innovations impact greatly the day to day firm engagements, especially in the provision of the value of services and manufactured goods. Computers facilitate and accelerate communications that occur internally, and also swiftness in the adoption of innovations supports the use of software that helps in processing data quickly. Leaders in every firm have the responsibility of implementing new information technology and supervise the adoption of new software that improves the competitiveness of the organization. In that regard, firms that respond to change in the varying technology requirements remain thriving considered to other firms which are rigid to adjustments.

Sustainable organization growth results from change-oriented leadership. Researchers and investors are attracted by high-performing managers and leaders of an organization hence making the firm more viable and outstanding. Managerial innovation must be therefore encouraged in every department in an organization, effecting new skills, motivation, networks, and frequent pieces of training provide leaders with new ways of thinking which increases their flexibility to adopt changes. Besides this reduces resistance from the staff towards the changes because before sharing them with the staff, the managers have tried it themselves hence leading to a smooth transition without facing denial reaction from the people. In that case, managers and senior executives should be open to shift and transition to boost their performance in the competitive market.

Change-oriented leadership in an organization makes it resilient to shock and unstable environments. When positive change is applied correctly, an organization can make smart choices hence increasing productivity while reducing the costs, risks, and waste that have occurred when the managers ignored to make necessary adjustments. Besides the company’s survival in the competitive market, it should be able to reinvent itself to meet its purpose and that of the people who depend on it especially the customer’s needs. The article met its goal in discussing change-oriented leadership: A sustainable competitive advantage based on creating a change-ready culture. In that regard, leaders and managers in every firm have the mandate to determine the changes required in the business environment, propose, create and try new approaches which are key to the realization of positive outcomes, especially in the competitive market.

References

Cummings, T. G., & Worley, C. G. (2015). Organization development and change. Cengage learning.

Et al., I. (2019). The Impact of Agile Methodologies and Cost Management Success Factors: An Empirical Study. Baghdad Science Journal, 16(2), 0496. https://doi.org/10.21123/bsj.2019.16.2(si).0496

Fontalvo-Herrera, Tomás José, et al. “Productivity and Its Factors: Impact on Organizational Improvement.” Dimensión Empresarial, vol. 16, no. 1, 26 July 2017, 10.15665/rde.v15i2.1375. Accessed 22 Aug. 2020. http://www.scielo.org.co/scielo.php?script=sci_arttext&pid=S1692-85632018000100047

Kinicki, A., & Fugate, M. (2016). Organizational behavior: a practical, problem-solving approach. New York, NY Mcgraw-Hill Education.