How does Situational Leadership corresponds with organizational change?
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Situational leadership can have a great impact on organizational change if that leader (manager) has a good deal of situational experience related to sheparding change into a company. It will obviously impact the change on a macro-level because the proper planning can be done. But it may have an even bigger impact on a micro-level. Change is usually seen as a very personal thing and is handled differently by different people (this is often the reason people resist). If your situational leader has a good amount of change experience (or experience in why the change is a good thing) they can help get some very tough individuals over the "hump" and migrate to the change...
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according to the internet:\n1=is the use of a deliberate process to ensure that staff are developed who are able to replace senior management as required.\n2=In organizational development (OD), a critical task facing every organization is planning for succession in key roles, e.g. the CEO.
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A best practice for any leader is to lead by example. Unfortunately, not all do that.
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It means you will need to manage the new changes through implementation in the organization.
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Leading change requires the commitment of the "change agents".  In this case, the change agents are Scott and Sue-- the nurse managers/charge nurses.  Good managers "challenge up and support down."  Meaning they can voice their opinion to upper level manager, but ultimately they support the decision when instituting it to employees.  That being said, here are three suggestions for managing resistance to change:\n1.  PARTICIPATION AND INVOLVEMENT: promotes ownership of the process.  Formal meetings are a great way to get Scott and Sue to invest in change.  They can express concerns and have their voice be heard.  \n2. FACILITATION AND SUPPORT: The nursing supervisor should be open to questions and concerns.  Scott and Sue may request weekly meetings/updates to discuss how the change is working.  \n3. NEGOTIATION AND AGREEMENT: this is a method that facilitates an easier transition.  This is an opportunity for the nurse supervisor to discuss the benefits of cross training.  It also allows Scott and Sue to negotiate terms that are easier to implement. \n\nHope this helps!  As a nursing student I have seen this happen in two different hospitals.  If cross-training is effectively managed, it can be rewarding experience!
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Transformational Leadership occurs where the leader takes a visionary position and inspires people to follow.\n\nTransformational Leadership starts with the development of a vision, a view of the future that will excite and convert potential followers.\nPeople will follow a person who inspires them.\n\nA person with vision and passion can achieve great things.\n\nThe way to get things done is by injecting enthusiasm and energy\nCheck out this site for all the details
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CHANGE!\n\nAny kind of change, whether positive or negative, is a source of stress (good stress is called eustress, bad stress is called distress).\n\nIt's true!
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In general leadership style from the subordinate's perspective, can be of two types. Directive or Supportive.\n\nFor some persons, given a job that is well defined and if the steps are clearly outlined, they will go and complete it.\n\nWhereas for some other people, who are more inclined to do things there own way, the leadership should be more supportive. Here you outline the job goals, but the steps to do it are left to the individual to work out. They are more adept at that.
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The quality of being changeable; mutability\n\nA sudden or unexpected change or shift.
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There can only be two major impacts on change based on the above indices (policies, and relation strategies). The fist impact is positive: Team Effects which leads to greater performance and higher or increased productivity.  A positive impact on new or improved policy would result in improved product, productivity, employees' performance, improved utilization of human resource availability.... A negative impact based on organizational change will produce the opposite effect in the above mentioned actions.
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Learn to accept change. It may seem change is bad, but it is only bad if you can't adapt. If you make better choices in life you'll find that change is mostly a positive developement.
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All managers must possess adequate skills in communication if they are to effectively perform their managerial functions.  Organizational communication effectiveness affect to a large extent the organizational climate.  When good communication exists from the top of the organization downward as well as upward and through the different levels in the company.. we can say that the organization has an effective communication system or process.
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No. Different places, and different countrys have had many inovations in management.\n\nSome companies have gone to a Japaneese style. Some believe in Taylor, or carrot and stick, or drum and rope, Goldratt, etc. All of these styles and more are being used. \n\nManagement is a study, and some companies use workers like lab rats, some are great places to work, and still others treat their employees like monkeys.\n\nIn the US, the Union gained acceptance, forcing change. It is an interesting field, but takes a lot of reaserch.
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Your body adapts to the change.
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Here is some great advice for developing leadership qualities: \n\n1. READ - carry some great reading material in your briefcase. Great books to read that will develop your leadership qualities:  "How to Win Friends and Influence People" by Andrew Carnegie\n                       "7 Habits of Highly Effective People" by Steven Covey\n\n2. Become a Master of Change\nPeter Drucker (as quoted in the Selling Power article) says, “Every organization has to prepare for the abandonment of everything it does.” \n\n3. Earn the Trust of Others\n\n4. Give Feedback\nThrough our support and our voice, others will be able to make necessary changes.\n\n\n5. Build Enthusiasm\n\n6. Get Involved\n\n7. Pursue professional development\n\n\n\nSo, in a nutshell:\n\n1. Read\n2. Change\n3. Earn the trust of others (work from the private life to the public life) (from Steven Covey's: "7 Habits of Highly Effective People")\n4. Give feedback\n5. Show enthusiasm\n6. Get involved\n7. Make sure you are growing and developing in your chosen field
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A manager obtains and directs resources to achieve an objective\n\nA leader creates a compelling vision and inspires/influences others to follow them towards that vision
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The strategies for large companies might be a bit more vague. Also the implementation might involve hiring more people or moving other projects out of the way.