Kudler Fine Foods

Trent C.

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Kudler Fine Foods

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Abstract

This theory asserts specific traits possessed by leaders, primarily drive, leadership motivation, honesty and integrity, self confidence, resonance, and cognitive ability are necessary for leaders to produce the results needed for success. The strength of this theory exists in its reliance on the idea anyone can master these traits successfully and become an effective leader. The relative size of Kudler Foods allows for the human resources division to produce talent enhancement courses to help leaders within the organization, especially those associated with this project, to develop these traits to ensure a successful implementation. Additionally, the project itself will allow numerous opportunities for the leaders to hone in on their specific traits as well as those traits needing additional development.

For the beginning of the project, the leaders must be able to possess and exhibit drive, leadership motivation, and self confidence. It is especially critical in the beginning phases for those being most affected by the change to witness those in leadership roles have the necessary motivation to see the project through to fruition as well as the self confidence in knowing the decision to implement the new HRIS is the best decision for the company. On the other hand, honesty and integrity should be exhibited throughout the change initiative and can be accomplished through consistent and transparent communication on the progress of the implantation including the obstacles. This measure will continue to build trust as well as confidence in the leaders' ability to guide the plan as well as those involved to eventual success.

Introduction
The Importance of Transformational Leadership
Four Leadership Styles for Implementing Change
1. Contingent Leadership
2. Trait Leadership
3. Behavioral and Functional Leadership
4. Link Pin Leadership
Leadership Styles to Avoid
Conclusion

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[...] This particular leadership style can be and should be used throughout the change initiative. Trait Leadership This theory asserts specific traits possessed by leaders, primarily drive, leadership motivation, honesty and integrity, self confidence, resonance, and cognitive ability are necessary for leaders to produce the results needed for success. The strength of this theory exists in its reliance on the idea anyone can master these traits successfully and become an effective leader. The relative size of Kudler Foods allows for the human resources division to produce talent enhancement courses to help leaders within the organization, especially those associated with this project, to develop these traits to ensure a successful implementation. [...]

[...] Kudler Fine Foods Abstract Kudler Foods has decided to implement a new Human Resource Information system which will affect all employees of the organization. As a consultant for the organization, this paper researches and recommends the avoidance of using the Immaturity-Maturity theory of leadership and focus more on the use of link pin, contingent, trait, and behavioral/functional styles of leadership. Kudler Fine Foods Introduction Kudler Fine Foods has decided to implement a new Human Resource Information System (HRIS) to be used by human resources personnel along with the store managers with the goal of increasing operational efficiency relating to the human capital of the company. [...]

[...] Reference Bass, B. M Leadership: Good, better, best. Organizational Dynamics, 26 40. Hoffman, B., Bynum, B., Piccolo, R., & SUTTON, A. (2011). Person- Organization Value Congruence: How Transformational Leaders Influence Work Group Effectiveness. Academy Of Management Journal, 779- 796. doi: 10.5465 /AMJ PALRECHA, R. [...]

[...] (2009). LEADERSHIP UNIVERSAL OR CULTURALLY-CONTINGENT A MULTI - THEORY / MULTI - METHOD TEST IN INDIA. Academy Of Management Annual Meeting Proceedings, 1-6. [...]

[...] It is essential for the leaders involved in the implementation to be able to exhibit the link pin leadership style to be able to effectively handle the expectations and needed communications with not only those reporting to them, but also those they report to. This particular style will be most effective when used in the middle of the phase. As with stated with the behavioral functional theory, this portion of most implementation plans are the most tumultuous from an emotional and work load standpoint. These grievances can make their way to senior leadership and if not mitigated early on using link pin leadership, a leader could essentially become entangled in a battle on two fronts. [...]

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