1.0 Introduction Organizations, as well law enforcement institutions, need leadership. Dependable and appropriate leadership is critical to the prosperity of any organization (Spinelli, 2006). Leaders aim for transformation in people toward a needed objective. Lussier & Achua (2004) maintained that leadership is a process that not only controlled employees, but leaders too, to achieve the objectives of the organization by means of change. Leadership interlinks leaders and staff, control, organizational goals, people and change. Leading entails people. Each person is leading somebody somewhere; however the question is how and where.
For one to be an exemplary leader he or she has to be a good member of staff. Several researchers describe leadership as a method of planning, directing, or guiding people toward a common goal. Hesser (1999) claims, “Leadership contains two constituent parts, which are personal and organizational. Success normally needs knowledge of and dedication to both”. Spinelli (2006) defines an effective l leader as being responsible and apposite. Leadership has been illustrated as an influence connection among employees and leadership who mean real changes and results that reflect their common purposes (Daft, 2005).
The attributes for successful leadership and discipleship are similar. The nature of exemplary leadership is a reputable personality and selfless service to people and the organization (Clark, 1997). “The exemplary leaders are ones who are extremely concerned about others and can build good relationship with other while carrying out their work” (Daft, 2005). 2.0 Framework of the paper All over the history of organizational change, leaders have employed several various styles to influence workers. From the past styles of Laissez-Faire, Autocratic to Participative (democratic), Transactional and Transformational leadership.
However, from the in depth the paper finds it necessary to discuss the theory of Transaction and transformation which suits the 21 century to effectively help in combating change fatigue in contemporary organizations. To give it a wider picture the paper look to analyze leadership style, traits and characteristics that help to manage the employees’ behavior to reduce fatigue in the organization. The paper will be more concerned with how different leadership and these trains help to create an organizational culture that is suitable to reduce the organizational fatigue among the employees.
The questions are actually how the leaders can be able to create the team environment that satisfies the demands of both the employees and the clients in an ever changing business situation. The concept is placed on the employee’s relations notion and the achievement that organization is made of both the employees and the client in tackling their psychosocial demands apart from the economic needs vital in reducing fatigue in relation to change. In reality, the duty is to demonstrate how transformational leadership carrying on to lead the change processes.
In brief, the in-depth analysis of the advantages and disadvantages of transactional and transformational theories re explored including the potential results of each of the when employed in an organization. 3.0 Impact of a Leader in Managing Change FatigueChange can reach a point that it stagnates. Therefore the question is how a leader carries on when the change stagnates. Various traits instilled in the leader can help him a great deal to overcome the change fatigue in the organization. But before that he or she has to identify various things or issues that results into the said fatigue.
The fatigue starts with issues like lack of clear communication channel and platform to drive the reform agenda. This also extends to half-hearted management support or inadequate resources. Influencing a change program is one of the most complicated responsibilities a leader can go through. It is a two-edged sword having several risks and potentials. For a majority of leaders, managing change plan is critical tasks, but the duty can widely differ on the basis of what form of change will be practiced.