Determine the Scale of Management approach: (Source: Stace and Dunphy): 4 Styles of Leadership
Collaborative Style: The collaborative leadership style attracts substantial scale participation from the employees of the organization in the critical decisions related to the future and equally related to the method for implementing organizational change.
Consultative Style: The Consultative Style of Leaders consult the employees before implementing organizational change by involving them. A little in the process of goal setting related to their area of expertise.
Directive Style: The Directive Style of Leadership involves the least participation from the employees in the decision-making process related to the organizational future. Instead, this kind of leadership uses authority for implementing vital decisions related to organizational change.
Coercive Style: This form of leadership exercises coercion or force for implementing organizational change on the members of the organization either by involving the outside parties or involving the managers/executives in the process.
In continuation with this, both argued that:
- Incremental change can be more appropriate when an organization is already maintaining its best fit and require small changes in specific parameters. Hence the change need not be implemented rapidly or abruptly to ensure the smooth organizational transition.
- Transformational change can be necessary for situations when an organization is faced with a position of disequilibrium or is out of the fit. As a result of which quick action needed or transformational change required for ensuring the survivability of the organization.
- The collaborative model of change can be more useful under situations when the target employees or the interest groups support and cooperate in the entire process of change. No oppositions met within the ensuing process.
- Coercive modes of change can be useful if, at all, any change faces large-scale opposition from the target interest groups.