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Managing Organizational Change: Leadership, Tesco, and Leahy's Resignation by Uzoechi Nwagbara

Autor:   •  December 18, 2012  •  Research Paper  •  3,509 Words (15 Pages)  •  1,639 Views

Page 1 of 15

1.0 Introduction

The title of our article is Managing Organizational Change: Leadership, Tesco, and Leahy's Resignation by Uzoechi Nwagbara, Greenwich School of Management, United Kingdom. This article were about the leadership style of Sir Terry Leahy, the CEO of Tesco in order to ensuring their business will be succeed and always be better than before. It also discuss about how they maintain their performance in the business when they change to the new CEO. They want to make sure their standard of performance and business will good as the old CEO. So they take some action in maintaining it.

First of all, we will discuss about the main issue in this article. It was about the leadership styles that are practice by the person in Tesco. From the course of Managing Change (ADS 607), the topic of Leadership in Practice was in chapter four. According to Hersey and Blanchard (1988), leadership always occurs when one attempts to influence the behaviour of an individual or group. The person who are influencing by the other people will have the intention to do something. She or he will feel like motivated to doing something and they will be more confident to do it. As we all know, the good leader always motivated the peoples under him and always taking care of their employee’s welfare. When the leaders have these kinds of characteristics, he or she will be able to handle many situations that happen in their organisation. We also believe that, when someone has these attribute they will able to be a good leader who can be accepted by all. Leadership also define by Kotter that ‘leadership is about coping with change’. That’s mean the good leadership will change the person to be better than before. As I mention earlier, the leader will monitor what their employees doing and he will rectify their mistake. So it will improve the employee’s performance.

There are some competency of the leader according to Hersey and Blanchard (1988). The first competency is diagnosing. It is about the skills that are required by the leader in order to understand the current and future situation in the organisation. The leader also has to understand their employees. It is because, the employees are the people who will practising what are the order by the leader. So the employees are the important source of the organisation. The leader need to know the current and future situation is because of they need to control the situation. So the problem that happens in the organisation will resolve in the right way. The diagnose competency also important when the leader have to make the fast decision. It will ensure the leader makes the right choice and it is because he was able to predict what will happen in the future. The second competency is adapting. It’s about a behavioural skill that requires the leader to adapt with the others behaviours and others resources. This skill is important in the

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