Growth is something that many organizations whether big or small aspire. As the small organizations grow fat and more major ones also grow larger, certain structures change within the organization that changes its outward look. Therefore to broaden the base cost elimination and profit improvements are checked on a continuous basis. The main problem that arises in any organization is ability to be in consensus with the group goals. The way all the employees in every organizational setting perceive the goals are different and therefore each does his or her way hoping to fulfill the goals (Clemmer, 2003). All these happen in deferent steps depending on whether one is either a leader or a follower. It can take place when employees embrace change. The change is perceived in different ways such as focusing on the vision. In this way, we can't leave the incredible magnetic power of vision unharnessed.
Therefore, we should prefer brighter pictures that resemble our plans and not dark ones that present us with doubts, fears, and insecurities. In this way, our core values project forward to become our vision and in this way we perceive the world in a manner that project ourselves. Another way is by focusing on our outlook. Through acceptance of our responsibilities for our emotions and actions, we can define our future destinations. As human beings, we don't believe that hatred, jealousness, bitterness and anger are all harbored in us. We see them in one's actions and how they affect those around them but we do not look deep in ours. To avoid these we need to control our thoughts and take responsibilities for our action if we want a brighter future that relates well with our mission (Clemmer, 1988). Another avenue is by seeking authenticity. Here for us to build strong teams we need to be healthy members and be playing our parts. Relating it to our family lives, we need to be good neighbors who are concerned with the welfare of others. Therefore, the way we do things is a reflection of how we want things to be done to us. In this way, we need to act and not just wish for a change. We also need to commit ourselves to discipline. Here we practice the idea that successful people perform activities that people don't want to engage. To have these behaviors we need to change our daily habits in order to suit the desired characters. Being disciplined make us have long-term vision and keep things we do in check.
Control actions are what makes us going when the excitement of beginning a long task project if exciting. The last point to consider here is to grow continually and develop. With it in mind most people see things the way they are but a good leader sees a possibility beyond the current ' impossible’ situation. For the growing process to continue, we need to be growing ourselves and also growing others. People need support and exchange of ideas to help achieve future dreams and visions. We should also seek to be effective in whatever we are doing. To assess this we need to step back, take time out and re look at our direction as this will help us grow and reach the dreams. In making decisions, crisis and dangers can prove to be tough for us but all seem to be a growth opportunity. Therefore, the best choice we make is choosing to live and see the future.
Impacts of the above possible solutions
Embracing change brings a positive impact in that the associates of the organization will be striving towards a given goal and in this way ideas are generated that see it done. Focusing on our outlook will help us not to show out our inner behaviors that may hamper the achievement of the set goals. When we commit ourselves to discipline, the organizations ideas are put into practice and thus the realization of objectives. Seeking authenticity will help us be original and make finer decisions seeking to achieve the goals. Continuous growth and development will make the organization compare itself with others as they exchange ideas to help each other grow for a healthy competition. The short term impacts will encompass only on focusing on the outlook. It is because it doesn’t look at the future of the organization. The long-term effects entail embracing positive change, committing oneself, seeking authenticity and continuous growth and development because they try to see the organization achieves its mission and vision (Robert, 1990). These involve stakeholders’ needs and their roles they play in the organization. All these consider their feelings and the changes they would like to be implemented.
Reassessment and adjustment made in the company should focus on cell four of the progress map. At this place, right planning and implementations increase confidence and future success. It involves clear direction and authority, structural rigidity, management control, equity, enforced standards, accurate feedback, clear guidance of leadership and authority, expectations of success and recognition. All the intended changes if implemented will go through. Since all the stakeholders that may oppose the idea, they will be given guidelines on the need for the implementation. I t will make them perceive the need for change based on individual personalities, cultures, history and trust in management and support the intended plans.
Clemmer, J. (2003). The leader's digest: Timeless principles for team and organization success. Kitchener, Ont.: TCG Press.
Clemmer, J., & McNeil, A. (1988). The VIP strategy: Leadership skills for exceptional performance. Toronto: Key Porter Books.
Robert Kent. (1990). Ensuring Organizational Success and Progress. Oxford University Press