Recommendations for Leading and Sustaining Change

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a. Recommend leadership behaviors required to keep momentum alive during the implementation of your project.

Research Project
To create a high quality retail resource that can be utilized by the customer and others.

Recommendation regarding Leadership behaviour

ISSUE OF HUMANRESOURCE MANAGEMENT

Human Resource management involves the development of organization systems and practices for the planning, acquisition, development and utilization of manpower. It involves developing a symbiotic relationship between the external, societal culture and internal culture of the organization. This will enable the upholding of the relevant external values, as well as contributing new values such as productivity, innovation etc through modeling by the organization.
(indiainfoline)

Fist of all we will discuss leadership function
As a leader he has to assess the changes in the dynamic environment. There are various leadership styles, depending on the leader's personality and the culture of the organization. Here is a description of each leadership style:
Authoritarian (autocratic)
Leader uses his authority and power position to direct people in doing the "right" things, regardless of their opinions. This style is useful when there is urgency and the people are not really motivated to participate. Also, this is good as a starting style especially if the subordinates are still in the novice level and are not yet fully aware of their responsibilities. This is not useful for the skilled workers, as they may take it as interference.
Participative (democratic)
Leader asks for input from his subordinates, he recognizes the fact that each one has something special to contribute for the task on hand. The traditional view of a leader is someone who can think and do better than others. However, the specialization of skills allow for the possibility that some people may actually be better than him. Thus, it's important to allow each staff to participate in the decision-making process.

Delegative (free reign)
When the leader's subordinates have very specialized skills, he may allow them to assume full control and responsibility of certain tasks. This doesn't mean that the leader is shunning his own responsibilities, but rather delegating specialized tasks to experts within his group. This leadership style is used when the leader has a high level of trust of his staff, or if delegation is really needed in order for him to do other important things.
(Clark, 1997)
For this project I will recommend the leader should adapt delegative style because the project members are having specialized skills. Thus leader will have following responsibilities:

? The first thing to do is jump in. You can't do anything about it from the outside.
? A clear sense of mission or purpose is essential. The simpler the mission statement the better.
? Build a team.
? Maintain a flat organizational team structure and rely on minimal and informal reporting requirements.

All the project members will be given proper training and orientation towards their role and responsibilities. His main role will be as follows:

? He has to be directly connected with the business- customers, dealers and employees. Make the retail project successful.
? Proper orientation has to be given to the customer representative, CRM consultants and other project members.

? Reach out to the shareholders and their families beyond dividends to create awareness of social environmental and other public environment issues.
? Build a better image for own firm and for the industry generally by maintaining high standards of responsibility in using shareholder, institutional and government funds.
? Disseminate the value of time, work culture, productivity, quality and entrepreneurship to the project members.

b. Evaluate the elements of your organization's culture and explain how they may influence successful implementation.

The concept of "corporate culture" is particularly important when trying to make changes either in part or throughout the organization. Culture is comprised of the assumptions, presuppositions, values, norms and tangible signs of organization members and their behaviors. Culture is one of those terms that is difficult to express. However everyone knows it when they sense it. We can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear, etc., similar to the information (either explicit or implicit) you use to get a feeling about someone's personality.

Organizational culture places certain restrictions and boundaries around ...