Spontaneous Leadership Styles During Organizational Change in the Business Environment

Leadership Reflection
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Introduction
The significance of an organizational change in the business environment cannot be understated. Enterprises need changes to maintain their relevance in the dynamic and continuously changing business surrounding. Administering organizational change is a crucial procedure for corporate leadership. The organization’s leadership requires planning and implementing the change process to yield effective results. Also, the organization expects reduced costs associated with the process and low employee resistance during the change process (Zogjani & Raçi, 2015). Organizations experience multiple challenges in their changing process. Companies’ management and production procedures, organizational culture, and disruptions of regular organization activities due to unforeseen crises are among the difficulties expected. The paper provides a comprehensive discussion on finding spontaneous leadership styles.
Expected Changes in the Organization
Our business has opted to digitalize its activities to deal with the current trends and developments in the market. The organization will shift from the traditional file and record keeping method to modern technology and computer software. The company’s seniors have engaged in an extensive discussion and deduced that they should update its security system. Employees are requested to carry their organization identification cards with them at all times for security officers to differentiate between firm workers and visitors.
Leadership skills: Transactional and Transformational
Transactional leaders have the power and obligation to execute their duties. They highly value order and structure, making them fit for big corporation management or control of international operations requiring strict rules and timely completion obligations. Transactional leaders are ineffective in circumstances that value creativity and innovative minds. The transactional leadership model is best suited to individuals who can follow instructions and self-motivated people (STU, 2014). Transactional leaders illustrate multiple features such as inflexibility, focus on following instructions, centered on short-term goals, to mention a few. On the flip side, transformational leaders cooperate with their team to identify the required changes in the organization and formulate a strategy to implement the changes. They share the vision with team members and give credit to the team after successful activities. Transformational leaders understand innovations do not have a common path, and each route must result in disruption (Montgomery, 2018). They conduct various activities such as research, consulting experts, and acting confidently when detected opportunities.
Leadership Capabilities in Transactional and Transformational Models
The transactional leadership model operates within the goals and objectives established within the framework of the companies and organizations. On the flip side, transformatio...