Leading and Managing People and Organizational Change: Individual and Organizational Benefits and Its Value on Staff Development

Understanding the interconnectedness between leading and managing people and organizational change served as one of the highlights in this paper and the importance of leading and managing people to leaders, managers, employees and the entire organization as a whole. In the course of achieving well-informed economic decisions, organizational change should be incorporated not only to the organization’s strategic business plan but also included as an important consideration for managers and leaders in managing and leading people in their own workplaces. This study utilized secondary data to support the author’s claims and arguments to establish the linkage between leading and managing people and organizational change, individual and organizational benefits and other issues. Key findings suggest that organizational change and leading and managing people are both useful in organizations and regardless of management positions held by employees, change plays an essential role in coping up with the never ending changes organizationally, nationally and globally. For employees and staff, change allows them to hone their knowledge, skills, abilities and attitudes to be productive in their own fields. Change also promotes organizational productivity and profitability. Hence, it is recommended that leading and managing people and organizational change should be taken serious consideration by organizations to stay competitive, relevant and enjoy the long-term benefits and should be mutually applied to achieve favorable outcomes.