Academic Master

Business and Finance

Changes Needed in Organization

Change is essential for the betterment of any organization. The procedure I would like to change is the leadership style of my organization. The organization I work for basically works around the clock, so the work is tough for the slow learner. Currently in our organization authoritative leadership style is being practiced and most of the employees make more mistakes under pressure of following the authority.

Our boss dictates the policies and the goals to be achieved each month, has full control over the system, procedures, and policies, and involves less input from the team members. I would like to change this leadership style into democratic leadership in our organization. Democratic leadership is a management process in which people are given a fair amount of chances to provide their input and play their role in the decision-making process. This leadership involves a pattern of inaction by a member of authority (Iqbal, Anwar, & Haider, 2015). The profession of health care and nursing is people-centered, where we have to deal with different people on a daily basis, so leadership is crucial. Nursing managers use different types of leadership based on the context and situation, but they mainly use a supportive leadership style (Asamani, Naab, & Ofei, 2016). I would like our organization to use a similar style of leadership, which enhances the participation of the employees because Iqbal et al. have reported that the participative type of leadership has enhanced the performance of the employees, job satisfaction, and retention of the employees. An employee who feels empowered and knows that their opinions and suggestions are valued are more likely to work efficiently than those who are just told about the goals to be achieved.

The three videos have discussed the implementation process and how it should be done. Implementation is a crucial process and requires thoughtful planning and teams. For example, in the video of the implementation of the team, how teams are built, and their roles in the implementation process were discussed. The implementation team will generally be comprised of people who have knowledge and skills and those who are stakeholders in the change. Another clip discusses the importance of coaching in evidence-based practice, and when clinicians receive the right amount of coaching support, their practice becomes effective and efficient. The success of a change implementation depends on the planning and team assembled for implementation. Among these videos, the implementation team is the idea that would be most beneficial in organization leadership change in our organization. The implementation team would use its skills and experience to convince the higher authorities and managers that the change is necessary. Planning would be carried out beforehand, but the team plays the primary role, and representatives from different departments will also be present. The implementation team would require the right kind of support and plan to bring this change along with maintaining their regular work. Therefore, the selection of the team is a critical process as they will be leading and informing the change process along with long-term benefits.

The change will be implemented first by having background information, such as by surveying the employees and understanding how the current leadership is hampering the productivity of the organization. Then, with proper planning, a team will be selected, and members from each department will be involved. Meetings will be held to plan the change proposal. A second survey will be carried out, and the proposed change will be implemented as a pilot study. The difference in the result will be observed and discussed with higher management. The change will be introduced to the team members by holding an information session and during their weekly reporting meetings. The change will also be directly observed by the employees when they are dealing with management because the organization has been following the authoritative leadership style for a long time, and the change will be a gradual process. Change is not easy, but it is essential for productivity and employee retention in the organization. Communication is essential in any kind of change, so it will be ensured that the communication process is clear and that the stakeholders of this change will be informed transparently about the process. The performance of the implementation team will be monitored along with their information exchange with the employees and the higher authorities. Also, the behavior of higher authorities will be monitored by employees during monthly meetings, weekly updates, and any new policy-making process.

The change will be a gradual process, so the timeline will be six months. The change in leadership style will need time, and to observe the change, the process needs to be evaluated over a period of time. For example, the leadership change in our organization will be observed during the decision-making process of the higher authorities, monthly or weekly meetings, or in their behavior with the employees. The employees will also need time to adjust to the change as they are accustomed to having an authoritative style and always being told what to do. So, when they are asked for input and participation, the employees will not be open at first and will need time to adapt to the change.

Leadership in a healthcare setting is essential, and a competent leader must adapt to changes in leadership and the developmental process (Delmatoff & Lazarus, 2014). Once the change is implemented, it is important to evaluate the change process. The evaluation in our organization is carried out by observing the change in employee retention, job satisfaction, and enhanced productivity. The change will be observed by the productivity level before and after the change implementation. For example, it will be evaluated whether employees are most productive in autocratic leadership or Democratic leadership. The change was carried out because of employee job dissatisfaction and low productivity during work, but if the outcome is the same, then the change is not useful. It will also evaluate whether the change adaption was smooth or whether people had difficulties or issues with the change or shift made within the organization. The evaluation might require a modification in the implementation process or maybe a change in the overall goal, but the evaluation will be carried out to understand the impact of the change in the leadership. Also, participants will asked for their response to the change in the management style in general, and this will provide an overview of the change. The evaluation will be carried out throughout the process of implementation and, after that, to recognize the gaps in planning and implementation.


Asamani, J. A., Naab, F., & Ofei, A. M. A. (2016). Leadership styles in nursing management: implications for staff outcomes. Journal of Health Sciences, 6(1).

Delmatoff, J., & Lazarus, I. R. (2014). The most effective leadership style for the new landscape of healthcare. Journal of Healthcare Management, 59(4), 245–249.

Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review, 5(5).



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