Running Head: ORGANIZATIONAL EFFICIENCY
Leadership in Organizational Efficiency
Student’s Name
Institutional affiliation
Date Due
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ORGANIZATIONAL EFFICIENCY
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Thesis Statement
Effective leadership is a strong aspect required at any organizational level. It is
the leader who caries along the organizational torch as the entity tries to find its niche
within the market. An effective leader is a person with both the in-born and acquired
leadership qualities. To be a reputable leader of an organization, one must have the zeal
to put skills into work, even in the face of hard times and still be able to further the
organizations agenda and progress. A good leader knows how key other downward
employees are in the course of living up to the mission and vision statements of an
organization. A leader is expected to utilize his privileges to manage the organization’s
resources to accomplish the set goals. A leader is expected to come up with a plan, secure
all the company’s resources, allocate all the resources efficiently, and in the process seal
loopholes that could cause losses to the company.
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Effective Leadership
Behind every successful organization, there is a shrewd leadership carrying out
obligated duties to the desired effect towards the growth of the enterprise. Effective
leadership is therefore the fulcrum to the efficient running and managing of the
organizational operations. One of the most important roles of leadership ought to be
planning, and managing the planning process into a functional downward spiral
dimension.
Focus on performance
This is where leadership focuses on actions to be performed in an organization so
as to achieve its goals. When a leader comes up with a good planning system, he is seen
to be capable of creating a good course of action that will help in accomplishing the
organization’s targets without wastage of resources either through, costs, labor, and time.
An effective leader plays his game within the designed legal framework and observing
desirable ethical homage (Koohang & Hatch, 2017). For a leader to be fully in control of
the organization requires competent skills and knowledge. To come up with a plan that
will help improve the company, decision making takes the center stage. At this level, the
leadership is expected to consult efficiently to reach at a favorable and well thought
decisions.
Decision making
Decision making is an everyday duty bestowed upon the leadership to execute.
Coming up with a strategic plan can help leaders settle at policy-correlated decisions as
well as company’s goal. The leadership should be well organized to remain in a position
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to secure all the company’s resources and ensure that they are effectively utilized. With
an effective leadership in place, organizational resources can be efficiently managed to
account for better performance. A leader should be able to direct how the resources are
used with respect to accomplishing the company’s goals. A skilled leader is supposed to
align decisions based on the prevailing situation in the market and get to identify how the
organization can adjust to it (Pierro, et.al, 2017). The leadership determines how the
organization resources could be utilized to fight the challenge being posed.
Employee monitoring
Organizational leadership is tasked with guiding, leading, monitoring, and
organizing other employees in line with the mission statement. The leadership in place is
expected to set up measures that gauge all organization’s performances to identify all
weak links that may be hindering good results in the business and then find a solution
them. For an organization to be effective and efficient, leadership errors should be
mitigated to avoid reaching at undesired position.
Leadership Theories
The core duties of leadership can be outlined within the framework leadership
theories. A leader should be able to identify all the deficiencies that may occur in an
organization and come up with a lasting solution to the issue before it piles up and
becomes difficult to handle. A leader is also expected to be a manager also where he
guides other employees, sets reasonable rules and offers to advise where needed
(Koohang & Hatch, 2017). These aspects are the pillars for crafting the leadership theory.
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Some of the notable theories advanced include; Trait theory, great man theories,
behavioral theories, and contingency theories.
Trait theory has been pinpointed as among the most important theories in
formulating leadership. Instead of feeling superior, leaders are expected to act servants
where they are ready to help when needed. They should create a health and conducive
working environment where they support open communication between the superiors and
the subordinates, managers and employees and employee to employee. This will improve
the organization’s activities thus enhancing productivity in the organization.
Organizational change effectiveness
For an organization to be fully effective when changes are developed in how the
business is handled there should be strict adherence to certain traits that should serve as
standout in times of crisis. This aspect of standing firm when expected to be low energy
can bring about positive growth in the business. For change to occur in the business
environment there has to be changes in the organizational structure. It is necessary to
include employees in the change processes so as to give them an opportunity to air out
their view and recommendation on how the business should be handled.
Organizational changes are of many forms. This may involve policies,
organization’s structure, strategies, culture, and technology (Srivastava & Prashant,
2017). It may take some time for the advanced changes to occur in the organization since
they will alter how the organization operates. For these changes to be fully implemented
there has to be an effective managerial team.
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Enhancing changes in the organization means that every employee in the
organization will be affected as well as the entire organization unit. When changes in
decision making process are relooked at, effective changes are expected to occur
automatically. The leadership team determines how task handling will be redistributed to
be used by employees. Implementing technological changes in an organization comes
with the challenge of conformity and familiarity, and when not well prepared, the
changes can fail to launch since employees will have to redefine their duties.
It will minimize time wastage as well as effort consumption. The ultimate way to
measure organization efficiency is by measuring it’s the progress after making the
changes in the organization (Datry, et.al, 2017). The results expected after applying all
the strategic changes is the satisfaction of the customer can then be evaluated against the
future requirements of the organization.
Enhancing technological resources in the organization will create competitive
advantages. The sustainable growth that is developed in organizational efficiency is
taking care of the expectations of the shareholder as well as the stakeholders. As time
goes by, the organization’s workforce gets older and changes are needed in the
organization. Their working hours in a day may tend to be affected as new process take
pace. For instance, if an employee got into the organization at his 30s and was active
enough to work for extra hours with the time that will change and they tend to work for
lesser hours due to old age. In this case, the employee may choose to retire, leaving the
organization invest in hiring replacements. The firm managers can come up with a
strategic meeting on how to deal with the age-related stereotype that keeps bringing
change in the business (Srivastava & Prashant, 2017).
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In the modern days, organizations are settling this issue by jumping into the
technological world. Due to the growth and development in technology organizations are
able to cope with age-barrier.
Incorporation of leadership with technology
Technology has made work easier and fast over the years and has reduced
production cost since minimal labor is required. Changes in the market section have
forced companies to adjust internally. Adjustments may take a while but either way, it’s
more profitable since customers prefer to order goods online and have them delivered to
them on their doorstep (Srivastava & Prashant, 2017). These environmental changes
require a change in the organization way of offering their performance.
Advancing changes in an organization may be disturbing for some employees,
this may happen because they were used to the old habits of performing their work and
were comfortable with status quo. Also, some have a personality that is not open to
change. This kind of employees exhibits resistance to the changes although with time
they adapt. Fear of failure is another reason why some organizations rarely promote
change in the company. Some employees resist change because they feel like the way
they perform their work will be altered by the new system, and so is their lives (Datry
et.al, 2017). Some are afraid of losing their jobs if they do not adjust to the changes.
However, organizational changes are never easy to implement, especially where the
prevailing processes have lasted for quite some time.
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Organizational design, effectiveness, efficiency, and innovation
While coming up with the organizational structure design, it is advisable to
consider that its functions along with other different organizational concepts, government
policies, technological environment, trade systems as well as cultural beliefs. For an
organization to be fully remaining effective, both social and technical systems should be
designed in a manner that they all respect each other and respect all demands posed by
the external environment. In case there are changes in the external environment,
technology or resources the organization should be in a position to respond effectively to
the appropriate structural changes.
The main objective of a company is to accomplish its objectives and goals
through a well-planned structure which doles out obligations to each part of the company
keeping in mind the end goal to be gainful and stay aggressive. Because of globalization
and an exceptional rivalry to create advancement to fulfill social needs, companies are
not static, but rather in a steady adjustment in view of changes in nature. The
administration faces everyday genuine difficulties because of the steady rivalry,
continually executing procedures as per the particular needs at a specific time (Dekoulou
et.al, 2017). Also, the company's superiors must be in steady correspondence with the
external environment to promptly respond to competitive challenges through fast
reactions in view of a thorough and moral investigation keeping in mind the end goal to
accomplish formulated objectives.
For an organization to be considered successful, its leadership should be effective
and efficient. The best way to measure the effectiveness of a business is by measuring the
extent to which it realizes its immediate goals. To be efficient, an organization should
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utilize all the available resources and produce a unit of output (Srivastava & Prashant,
2017). The efficiency of an organization mostly depends on its ability to adjust to the
rapid changes that occur in its environment, technology as well as resources.
Technology has been considered to exert a great impact in the organization’s
design and has facilitated much in improving= effectiveness and efficiency. Technology
is normally comprehended as the use of knowledge to carry out tasks. The technological
development offers incredible chances for companies to propel their levels of
productivity and adequacy. According to (Feigenbaum, n.d), “a similar way a building
requires architectural design so does a company”. Furthermore, he keeps on expressing
that to ensure that an organizational structure configuration is attainable, all operations
that are innovatively related, its framework, and its capacities must be thought about.
Through leadership, there are various processes that lead to efficiency.
• Evaluation
This is the process where all functions of the organization are scrutinized periodically and
methodically.
• Adaptation
This is a planning process that is formal and disciplined; it facilitates policy decisions
concerning organizational development.
• Graduation
This is a systematic process used in the organization to identify and develop future
managers.
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• Innovation.
This is a policy that is used to motivate employees in the company to come up with better
ways to accomplish every single goal assigned to them.
Since efficiency alludes to the current assets accessible to be changed over into
good or services, the utilization of technology encourages this procedure by giving solid
important information, evading the danger of utilizing it incorrectly. Adequacy runs as an
inseparable unit with the proficient method for changing over assets into amazing yields
making advancements, in this manner, enhancing purchasers' loyalty (Dekoulou et.al,
2017). A viable execution of technological systems enables associations to develop
successful resources which will turn out to be more significant after some time as per its
structure and design.
In conclusion, efficiency and effective leadership focuses on the most effective
strategic utilization of the company’s resources which are the human resources, financial
resources as well as the technological resources. Ensuring that a company has the best
leadership team will help in improving the ways in which activities are pursued.
Checking on the entire analysis, it is evident that the leadership has the responsibility to
direct how the resources should be used with the aim to accomplish the company’s goals.
Also, when better changes are made in an organization, positive results are likely to be
seen thus bringing about growth and development of the company. Future oriented
leadership is what transforms organizations.
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References
Datry, F., Savall, A., Zardet, V., & Williams, H. E. (2017, January). Effective
Organizational
Change
through
SEAM
Multi-Level
Intervention.
In Academy of Management Proceedings (Vol. 2017, No. 1, p. 11557).
Academy of Management.
Dekoulou, P., Dekoulou, P., Trivellas, P., & Trivellas, P. (2017). Organizational
structure, innovation performance and customer relationship value in the
Greek advertising and media industry. Journal of Business & Industrial
Marketing, 32(3), 385-397.
Feigenbaum, E. (n.d). Technology and organizational structure. Retrieved from
http://smallbusiness.chron.com/technology-organizational-structure3818.html
Koohang, A., & Hatch, M. (2017). Leadership Effectiveness in IT-Centered
Organizations: Gender
and Levels of Management. Journal of
Computer Information Systems, 57(4), 385-391.
Pierro, A., Nevigato, G., Amato, C., & van Knippenberg, D. (2017). Ethical
Leaders and Leadership Effectiveness: The Moderating role of Individual
Differences
in
Need
Psicologia, 33(1), 5-15.
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Srivastava, Prashant Kumar. Enhancing organisational efficiency of CRPF using
positive psychology. Diss. Indian Institute of Management Bangalore,
2016.
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