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Abstract
The social and psychological needs of an employee must be understood in order to motivate him to complete the assigned tasks. Unless the leaders fully support the premise that organizations must have a high degree of communication to meet employee's psychological needs, it will remain stagnant. This may further give rise to grapevines and conflicts which adversely affect the organization. Effective internal communication is needed for management to develop and sustain a competitive advantage for organizational performance and improvement.
Transformational leaders have a tremendous influenceontheworkplaceandorganization'sculture. If they wish to institute change, their leadership styles must be strategically aligned to accommodate the organizational culture. McKinsey's 7S framework is a model for analyzing organizations and their effectiveness. It looks at the seven key elements that make organizations successful: strategy, structure, systems, shared values, style, staff and skills. It can be aligned with any organizational issue that needs to be corrected. Utilizing past literature, survey questions, and interviews, this research paper will find out the strategy and implementation issues in communications flow that the private service sector faces and how a leader can initiate and bring change by alignment with McKinsey's 7S Framework.
Keywords: Change Management, McKinsey's 7S Framework, Organizational Communication, Transformational Leadership
Introduction
An organizational setup is a conjoint effort of leaders and followers who work for the accomplishment of certain predefined objectives. The leader's role is paramount and he has the ultimate responsibility of taking the resources in the desired direction.
The concept of leadership has evolved across a period of time. Balgobind (2002), in a comparative study of different transformational leaders, has found that in the past the leader was transactional who was aware of the link between effort and reward. This kind of leadership was responsive and its basic orientation was to deal with current issues. These leaders would rely on standard forms of inducement, reward, punishment, and sanction to control followers. They motivated followers by setting goals and promising rewards for desired performance. Leadership depended on the leader's power to reinforce subordinates for their successful completion of the bargain. But times have changed and so has the role of a leader.
The leader of today is transformational. These leaders arouse emotions in their followers which motivates them to act beyond the...