The Effect of Strategic Leadership on the Integration and Success of Organizational Change

Dimitrios Belias · Ioannis Rossidis · Chris Mantas · Angelos Ntalakos · Nikolaos Trihas · Dimitrios Bakogiannis

21 citations0/0 files storedAdvances in human resources management and organizational development book series

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Organizational Change and Leadership Leadership and Management in Organizations Organizational Management and Change

Abstract

The purpose of this chapter is to examine the effect that strategic leadership has on the integration and the successful implementation of a change plan. Overall, it was found that strategic leadership had a significant and positive relationship with change integration, as well as the successful implementation of a change plan for an organization. Α strategic plan which will focus on having the change management process as a primary focus, not a secondary function, is expected to bring positive results such as the commitment of the employees and their high levels of satisfaction, which will result in the integration of the changes and furthermore on the success. Originality/value in a time where changes are constant, it is necessary to examine in depth and understand the drives of change but also how change can work. In this case, the examined relationships have not been widely examined.

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1990Longitudinal Field Research on Change: Theory and Practice 2006Managing Successful Organizational Change in the Public Sector 2018Successful Organizational Change: Integrating the Management Practice and Scholarly Literatures 2012Making sense of change management: a complete guide to the models, tools, and techniques of organizational change 2006The Impact of Leadership and Change Management Strategy on Organizational Culture and Individual Acceptance of Change during a Merger 1999The relationship between commitment and organizational culture, subculture, leadership style and job satisfaction in organizational change and development 2007Uncertainty during Organizational Change: Managing Perceptions through Communication 2012Back to the future: revisiting Kotter's 1996 change model

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