Verena Veneeva asked:


Many factors such as globalization, technological advances, deregulation, privatization, mergers or acquisitions coupled with a movement of labor-intensive projects to less expensive locations and changing customer demands are forcing organizations to constantly review their purpose, vision and future strategy. Most of the organizations have the objective of ‘maximization shareholder’s wealth’ but there are other key indicators that exhibit the need for adaptability to change for the company (Laurie & Frans 2002).

It has been evident recently that customer’s expectation towards organization’s behavior goes beyond compliance with the legislation (Papers4you.com, 2006). The customer has become more vigilant towards employment practices, human rights and emerging issues like standards of ethical conduct, caring for environment and partnership with stakeholders. Thus drawing upon Handy (1994) it can be stated that the pressure for change to survive and gain a competitive advantage in highly turbulent environment has grown in its importance in the management literature.

The literature has shown that organizational change has its implications in some of the non-tangible assets of the organization (Heather, 1994). These include corporate strategy, power distribution, corporate culture and the control systems. The process of change highlights the importance of continuous learning, flexibility, proactive strategy and risk management (Papers4you.com, 2006). Although there are numerous models and steps provided in the literature for successful change management but there are four popular characteristics shared within the literature (Chorn, 2004):

Make sure that the organization and people understand the pressure of change – why do we need to change? Develop and share a clear vision about where the organization is headed – where are we going? Put in place the individual, group and organizational capabilities for change – what do we need to make the change? Have a plan of action that outlines what has to be done to get it all started – what do we have to do tomorrow when we come to work?

It can be concluded that ability of an organization to change has become a basic competency of an organization to survive in the increasingly competitive environment. It can further be stated that effective change management within a limited time frame can be one of the sources of competitive advantage for the companies in the long run.

References:

Chorn, N. (2004), “Strategic Alignment”, Richmond

Handy, C. (1994), “The Age of Paradox”, Harvard Press, Boston, 1994

Heather Höpfl (1994), “The Paradoxical Gravity of Planned Organizational Change” Journal of Organizational Change Management; Volume: 7 Issue: 5; 1994 Conceptual Paper

Laurie A. Fitzgerald, Frans M. van Eijnatten, (2002), “Chaos in organizational change”, Journal of Organizational Change Management; Volume: 15 Issue: 4; 2002 Conceptual Paper

Papers For You (2006) “P/M/672. Organisational change from theoretical perspective”, Available from http://www.coursework4you.co.uk/sprtmgt22.htm [22/06/2006]

Papers For You (2006) “P/M/665. Theories of chaos and complexity in the context of organizational change”, Available from Papers4you.com [21/06/2006]



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Jim Zorn asked:


PhD leadership distance learning programs prepare students to meet challenges and lead people effectively. The aim and purpose of these courses is to create bold, innovative and ethical leaders in different walks of life. The student needs to develop problem solving and research skills that will translate into leadership qualities in crisis and enable him to explore practical solutions for problems and challenges facing society today. Leadership programs are available in the field of education, training, management, sports or even in community projects.

Curriculum

The curriculum for PhD leadership distance learning programs is designed to promote the learner’s advancement of knowledge based on research as it is applied in professional practice. The learning goals are specific and credit is given to the student on the basis of his mastery over the learning goals defined. Students are expected to have a broad and deep understanding of and practical engagement with ethical and participatory leadership in their field of activity. To this end the topics include theoretical perspectives on leadership and organizational change, the rationale for and difficulties in creating organizational forms, the strengths and weaknesses of different change strategies and also case studies of real life situations.

Apart from general inputs on leadership, PhD leadership distance learning courses have a specific focus on an area of specialization. For instance, the leadership in education course has specific focus on the issues that are meaningful to the profession and the sports leadership program focuses on issues that are common in that field of activity.

Universities

Several Universities in the United States, Australia, UK and New Zealand offer PhD leadership distance learning courses. Capella University offers a PhD in Education with specific focus on leadership for higher education. Antioch University(OH) has a PhD program on Leadership and Change. Argosy University has a doctoral program on Business Education and psychology. Oral Roberts University has a doctoral course on Educational leadership. Nova Southeaster University, NorthCentral Univeristy, Pace University, University of Phoenix, University of Utah, University of Texas are some of the other US Universities that offer doctoral programs in Leadership. Central Queensland University, Charles Sturt University, Deakin University, Edit Cowan Univeristy, Griffith University and Southcross University in Australia have PhD programs in leadership.

Every trade has its own skill sets. If you want to function in leadership positions and lead your teams to success, it is necessary to acquire the tools of the trade. So enroll yourself for a leadership program and learn what it means to effectively lead your team to success!



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