加拿大assignment代写:员工激励

25 5月 加拿大assignment代写:员工激励

加拿大assignment代写:员工激励

在过去,合并和获取形式的变更需要完全改变等级结构。新组织最终以一种能够完成平衡结构的方式吸收了现有工作队的长处和弱点。然而,事实并非如此。因为合并或收购而关注变化的组织可能只关注合并的领域。它可以是部门或某种特定的功能,也可以是基于地理位置,等等。因此,组织结构可能不会像过去那样,从上往下或在更大的程度上重新调整。领导者在这些非常具体的变化中所扮演的角色将会转变(Pettigrew, 2014;林奇,2008)。

加拿大assignment代写:员工激励
领导者必须处理具体的问题,但同时也必须在一般意义上使用领导的优势和远见。这里需要一个特定于上下文的和一般的领导之间的平衡。这个领导者可以激励员工改变组织结构,员工也能更好地适应他们的角色。这种形式的领导是更具体的语境。这确保了个别问题得到了更好的解决。在领导方面的一般观点,如适用于对合并和收购的组织结构的变更,几乎包括所有变更管理代理的建议。领导者必须是变革管理的关键推动者和变革的推动者。除了激励员工之外,领导者还必须能够让员工看到整体的最终图景。

加拿大assignment代写:员工激励

In the past, the mergers and acquisition form of change required for complete changes in hierarchical structures. The new organizations ended up imbibing both the strengths and weaknesses of the existing task force in a way that it would complete a balanced structuring. However, this was not the case later. The organizations that are focused on change because of a merger or an acquisition might only focus on the areas that merge. It could be departments or some specific functionality or would be based on the geographic location, etc. Organizational structure might hence not be reshuffled from top down or in a higher magnitude as it used to be in the past. The role of the leader in the context of these very specific changes would be transformational (Pettigrew, 2014; Lynch, 2008).

加拿大assignment代写:员工激励

The leader will have to work with the specific issues, but then will also have to use the strengths and vision of leadership in a generic sense. A balance between context specific and generic leadership is required here. This leader could serve to motivate employees towards the change in organizational structuring and employees would be able to adapt to their roles better. This form of a leadership was more contexts specific. This ensured that individual issues are addressed better. The generic standpoint in leadership, as applicable for changes in organizational structure with respect to mergers and acquisitions includes almost all change management agent recommendations. The leader has to be the key agent of change management and the driver of change. The leader in addition to motivating the employees must also be able to make them see the holistic end picture.