Strategic Implementations - Model Changes for Leadership – management within Organizational Expectations

Abstract

Significant attention in this presentation work and article paper focused on strategies within the identified problem context, change models and came - up with some recommendations for leadership- management in strategic implementations in bringing out model changes within organizational expectations as reflected in the topic sentence. Strategies mark significant keys to change process and effective management. Emphasis has been made on strategizing and the right model appropriate for bringing the sought and desired changes. Credited to the force field depicts the quasi equilibrium state in a system, while the change process involves a freezing process preceding the actual change process and finalized with the freezing phase having accomplished and achieved the actual change sought and anticipated [1,2]. A loop – feedback is essential between the top management and work force teams as presented in the novel model rather than a one way or exclusively top down process and radially vertical structure. A discussion on strategies, change models for leadership – management in Strategic Implementations and model changes within organizational and expectations has been extensively presented. Significant and salient recommendations were also made to the top management and organization teams in strategizing and making the right and appropriate fit for a change process.