The new organizational form made managers especially middle managers give more attention from researcher about how their important role in organization restructuring. As we know, that’s a new way when hierarchical organization replaced by decentralization concept. Usually, it happened for company which has subsidiaries in different geographical area. Through its decentralization, it has own core activities and independent decision making. The absence of senior manager becomes issue in decision making process. Some article mention that it’s important to see how the reaction and the way middle managers react and understand the change that occur in the absence of senior manager. Thus, the important of schemata (interpretive frameworks) those middle managers build for resolve change problems. I believe this is not just the way that middle managers need. Schemata is just one of system for reduce change, however it need “courage” of middle manager as part of trait leadership that he or she need to achieve. They will face of many problems, in terms of underperformance employee that did not want to accept change. If he or she has lack of courage tend to assume as they have low of confidence of themselves that increase problem of change process.
Change is constant and its complex process depends on what’s perspective of us. In reality, how about if the owner / CEO / top management resist to change? They believe that old system will lead them to success. Why we should copy other if we believe we can success with this condition? Thus, can middle manager change the way the CEO think? It does not mean using others perspective (in terms of strategy, process) will lead to success. This condition always happens in global organization which has many people from various background cultures. However, there are different ways of managers for handling the problem. I believe, it related to “personal effort” and “emotional courage” for them to accept change as a positive condition that they have to face. As we know, the companies not only belong to the owner, CEO, middle manager, shareholders, but also belong to employee. Thus, the decision that they make should consider for the sake of all people. If the changes will lead them to success and for the growth of company, managers or owners should give priority on that terms, and not just follow their principle even though it’s right. This is how the leader deals with reality condition; they have courage and confidence to do the best.
In addition, how can we know he or she is the right one for leader? There are many assessment that the company do to find “the right” person. Who is the “role model” of leader? Sometimes, it can be anyone of us and depend also with the religion; beliefs of people, as well as it can be Jesus, Mohammad, Mosses, parents, etc. Thus, manager not always can be a leader, but the leader is a person who will perform him or herself to be a good manager. He or she can open window opportunity as a result of change process for the growth of company.
Resource:
Balogun, J. & Johnson, G. (2004) “Organizational Restructuring and Middle Manager
Sensemaking”. Academy of Management Journal. Vol 47, 523-549.
Furnham, A. (2003) “Managers as Change Agents” Journal of Change Management. Vol 3, no 1, 21-29.
Higgs, M. & Rowland, D. (2005) “All Changes Great and Small: Exploring Approaches to Change and its Leadership”. Journal of Change Management. Vol 5, no 2, 121-151
Change is constant and its complex process depends on what’s perspective of us. In reality, how about if the owner / CEO / top management resist to change? They believe that old system will lead them to success. Why we should copy other if we believe we can success with this condition? Thus, can middle manager change the way the CEO think? It does not mean using others perspective (in terms of strategy, process) will lead to success. This condition always happens in global organization which has many people from various background cultures. However, there are different ways of managers for handling the problem. I believe, it related to “personal effort” and “emotional courage” for them to accept change as a positive condition that they have to face. As we know, the companies not only belong to the owner, CEO, middle manager, shareholders, but also belong to employee. Thus, the decision that they make should consider for the sake of all people. If the changes will lead them to success and for the growth of company, managers or owners should give priority on that terms, and not just follow their principle even though it’s right. This is how the leader deals with reality condition; they have courage and confidence to do the best.
In addition, how can we know he or she is the right one for leader? There are many assessment that the company do to find “the right” person. Who is the “role model” of leader? Sometimes, it can be anyone of us and depend also with the religion; beliefs of people, as well as it can be Jesus, Mohammad, Mosses, parents, etc. Thus, manager not always can be a leader, but the leader is a person who will perform him or herself to be a good manager. He or she can open window opportunity as a result of change process for the growth of company.
Resource:
Balogun, J. & Johnson, G. (2004) “Organizational Restructuring and Middle Manager
Sensemaking”. Academy of Management Journal. Vol 47, 523-549.
Furnham, A. (2003) “Managers as Change Agents” Journal of Change Management. Vol 3, no 1, 21-29.
Higgs, M. & Rowland, D. (2005) “All Changes Great and Small: Exploring Approaches to Change and its Leadership”. Journal of Change Management. Vol 5, no 2, 121-151
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