As Alan Murray write in his essay “Guide to Management” “The manager’s job is to plan, organize and coordinate. The leader’s job is to inspire and motivate”. Ref: Adapted from “The Wall Street Journal Guide to Management” by Alan Murray, published by Harper Business. Since leadership and management must go together all the way. They are not the same thing, but they are automatically allied, and harmonized. Separating the two is likely to cause more problems than it solves. The mission is to lead people. And the target is to make fruitful of the particular strengths and knowledge of every individual, while is linked with taking an organization into the future, finding opportunities that are coming at it faster and faster and successfully exploiting those opportunities. Leadership is about visualization, about people buying in, about empowerment and, most of all, about producing valuable change. Leadership is not about attributes, it’s about actions. And in an ever-faster-moving world, leadership is increasingly needed from more and more people. Clothes and Accessories a European company that launched its Brazilian operations in 1970s was the national leader in the fashion retail industry, holding a considerable lead over the competition. Its strong brand and economies of scale had driven the growth of the Brazilian fashion industry during the 1990s. Overall revenues, number of stores, and same-store sales were soaring. It was a golden age for the company. The last two decades had been fantastic retail industry in Brazil. Economy was stable that made middle and poor classes increase their consumption and discretionary products and services. Prado the leader of Clothes and Accessories Company was not only known for being a great mentor and catalyst of personal development, but also on the fast track for future top-management responsibilities. This company had strong systems in place for evaluating and developing talent in key functions. These included well-crafted systems for performance reviews and 360-degree feedback, and for collecting input from corporate functions. Organizational change management and transformation have become permanent features of the business landscape. Oliveria needed a good change management training which is essential for supporting leaders and managers to effectively drive change throughout their organizations. As experts suggested with organizational change management that there are three major stages to overcome in implementing changes: 1. Communicate the Rationale behind the Need for Change
The first stage of introducing any change is to explain to employees why it is important for the change to occur and the intended benefits. This needs to be handled carefully and communicated to all affected parties. There should also be adequate opportunity for people to voice their concerns and contribute their thoughts, views and opinions. Missing out on this stage of the process will almost certainly damage the change process before it has even properly begun. 2. Implement the Change in Phases
Change is usually best received when it is implemented step by step. Most change can be broken down into phases that can be reviewed along the way. Teamwork is the key so, having a lead group of employees to test the change before it is fully set in is a good way to ensure that more people ‘buy in’ to what is happening and why. 3. Evaluate, Review and Report on Change
Careful monitoring of the entire change process is important in order to be able to determine its impact and evaluate its success. People need to be kept informed about how things are progressing, the results that are occurring and whether the change program has met its objectives. An organization’s intention when it decides to embark on a change program is usually to make improvements. It is, therefore, important that employees understand whether the change has had the desired effects and what is to be done if further work is...
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