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New Organization Change Philosophy Essay Example

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New Organization Change Philosophy

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New Organization Change Philosophy. Be possible only when they are given the responsibility for their deliverables, made independent to think and act, allowed to ask questions and continually enhance their knowledge. Novicevic et al (2006) assert the importance of leadership and a caring and open organizational culture in achieving these outcomes from workers.Drucker (2007) strongly emphasized that organizational values should be compatible with individual values in order for organizations to extract optimum potential from its employees. Considering that every individual has his/her values, strengths and ways to look at things, one should adapt to these facts in order to work in collaboration with others, especially superiors or bosses.

Communication becomes extremely important for effective management of self and others. The most challenging aspect of 21st century management is managing change, which should be accepted by managers as an inevitable, yet important, aspect of management. Managing change at an organizational level requires a great deal of activity on maintaining relationships at all levels (Duck, 1993). Managing change can be successfully only through a systematic approach by the involvement of entire leadership team. Another challenge to contemporary management is provision for continuous challenges to the knowledge workers, without which knowledge workers could lose enthusiasm; and business could lose its competitiveness in the market. Drucker (2007, p.168) asserted ‘managing oneself is a REVOLUTION in human affairs. It requires new and unprecedented things from the individual, and especially from the knowledge worker.Drucker’s philosophy on contemporary management is highly required for enhancing my leadership skills and becoming an effective manager. From a leadership perspective, I will have to adopt practices that will involve my team members in critical decision making, improving quality and productivity of work. Secondly, instead of ordering them with to-do activities, I will delegate this responsibility to senior members of the team so that they can use their expertise and identify the right people for different activities. In order to enhance overall learning and knowledge, I will cross train team members on different activities, so that all team members are aware of doing different tasks; this will also help in managing work at the time of crisis or work overload. I will also try to share more information related to management, their future. New Organization Change Philosophy.

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Drucker, P.F. (2007). Management challenges for the 21st century. 2nd Ed. Oxford:


Duck, J. D. (1993). Managing Change: The Art of Balancing. Harvard Business Review.

November- December Issue. Retrieved from www.hbrreprints.org on June 15, 2010.


Hays, J. M. (2007). Dynamics of organizational wisdom. Business Renaissance

Quarterly, 2(4),77-122. Retrieved on June 15 2010 from,


Novicevic, M. M., Harvey, M. G., Buckley,M. R., Brown, J. A., & Evans, R.(2006). Authentic

leadership: A historical perspective. Journal of Leadership & Organizational Studies,13 (1),64-76. Retrieved on June 16, 2010 from,


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