How to organize to transform the leading role, is the best understanding?

The leadership of head

The person in charge to command the leadership role of the long-range strategic framework for organizational change, common in bureaucratic organization theory methods. Head may need to re-educate a normative approach, the impact of physical responses to stimuli; assert the strength of the material and spiritual, to affect the authority to compel the change; or making decisions to improve the physical well-being of the implementation of a better reasonable experience of leadership.

Leadership role in this area relies heavily on bureaucratic position, political power, authority and an implicit assumption that all change is a plan to change the result of a strategy, whether it is continuous or episodic. It also assumes that it is from a linear way affect your body how to respond to the top of the drive. This makes the process of change modeling, simplify, and hinted that the head to know that will happen, and can control the events and changes in the body, on the basis of rational decision-making. Therefore, the first provides a standardized method to determine the beginning, middle and end of the process of change and the body is socially constructed entity, domination, control and power conditioning.

Human biology openly the limitations of this perspective. The case of the physical reactions are often subconscious. Mind over matter, does not account for the complexity of the system response. Competent leadership is not accountable to the background or causal relationship, means that organizations operate in a vacuum. It also focused on the forces to promote changes in senior management, the program does not recognize the impact of ethnic minorities, the reality of the incremental strategy, while ignoring the success of planned change programs from the high level of mistakes and failures.

Leading heart

The heart is positioned as the leading role of change agent. Focus charisma and leadership qualities of the heart through the power of individuals, more often the changes to adapt to organizational change and the interpretative paradigm. The heart is still in the center of the body to respond to the needs of sensitive environments, connections, and each member of the body part. Although I provide support for the followers, it can take precedence over other people are concerned about the analogy to withdraw support to protect the core organs from the limbs.

"Raison d'être" is often used to describe an organization's vision, values ​​or purpose. The heart has its own rules, attracted from the internal strength and the desire to create with words or fear of an organization change. The core leadership as the creed of the human relations and post-bureaucratic theory of human nature, and individualises organizational change, including fairness and consistency, reducing the concept of resistance. However, the heart may resist change, which is the interaction between the hard evidence of heart and body and process.

Physiological demonstration of the body after bureaucratic parameters difficult. The heart is still the power and control status. The heart assumes that charm to provide energy for change, and suggested that the visual result of the failure described in Heart Failure. But may only be able to lead a charismatic leader's followers shared, because the vision, values ​​and purpose in the first place. Sincerely hope that changes, if the body is not suitable, failure will occur, although the leader of the charm. Unlike the head, change the control method, a recognized role as a leader in the heart, like the donor organ, can accept or reject the body.

Body

Institutions operating parts together to provide a healthy organizational change, the dependence of each part of the system and influence other elements of the body is equal to the sum of its parts. The body of organizational change, the need to consider not only a leading role, but its influence and impact the organization's stakeholders, process, leadership and staff representatives of the socio-economic techniques. But this panoramic viewfinder, you can make the abstract and unrealistic organizational change.

Rely on the body to maintain the same leadership role of empirical methods, and mechanical control methods can be cloned. But a decision on the point of view of the human body that it has its own DNA, interactionism, control and ability to create a unique background of organizational change.

Call an OD point of view, each element of the body part of a determined and systems products. Change any one organization part of a deliberate or accidental, and organizational change. Work on the body and resistance, resistance, and natural barriers, opportunities for healthy changes. Institutions and participatory change and become self-sufficient.

Such as physical changes inside and outside the organization in control. Organization change, changes and adjustments can be controlled through the planning scheme changes.

Not against the organizational context, trying to impose an unnatural order, aimed at finding a balance and use of natural resources, promote the cycle and control of organizational change in the leadership role.

Headless or heartless

The human analogy The unitarist the construction organization and the organizational change is inevitable, a realist assumptions, and the changing health of the organization is necessary, change the momentum will continue. Such as leadership, organizational change is a social construction. No knowledge of organizational change will occur, in any case, it is difficult to understand what impact the leadership role, to do or does not have its meaning, interpretation or reason. To determine the health assumption that there is evidence that no change will be more or less healthy organizational change, organizational change, leadership action results.

A body needs to survive in the head and heart. Power and politics are often portrayed as bad, rather than the appreciation of the politics and power to help resolve the competing demands of stability and change.

The role of the guidance of the party's leadership and management of organizational change, you need two head and heart. Headless heart may lead to inappropriate or unnecessary changes, but no heart may lead to the head of the resistance.

The metaphor of the human body, it is important to accept the leadership of rationality and control, which is more appropriate to the classical organizational change and leadership.

Conclusion

The role of leadership is difficult to define, rather than just as a concept, and its meaning, interpretation, or the reasons of organizational change. The role of leadership is a product, the impact of organizational change and the organization in its business is unique. If we accept the structure, organization, change is inevitable, part of the answer of the bureaucratic and post bureaucratic schools about the role of leadership in organizational change. Although the proposed organization is an organic system, suggesting that the leadership and control change in a mechanical way to organize the change in the role has been adopted.