加拿大代写：通过组织结构变革管理引导和激励员工

加拿大代写：通过组织结构变革管理引导和激励员工

在变更管理中，领导者的角色集中于确保支持结构变更的原因。当领导不能成功地支持结构变更管理时，组织目标就不能实现。结构变化的目标是为组织做一些积极的事情。它试图呈现改进的工作文化、更好的沟通、更好的销售等等。因此，此时的领导者必须能够确保组织结构的变化确实满足这些要求。如果领导者不能提供足够的支持，那么它就会自动地认为组织在它的变更管理中失败了。领导者与员工一起工作，通过组织结构变革管理引导和激励员工。

加拿大代写：通过组织结构变革管理引导和激励员工

“领导和管理者不断地努力实现成功和重大的变革，因为这是他们工作的固有部分。这是他们工作的本质。有些人非常擅长这种工作(可能比我们意识到的还要好)，而另一些人则不断地奋斗和失败，这是一个对组织生产力有很大影响的失败。这往往是那些在自己的岗位上茁壮成长的人，与那些在不同的岗位上奔波、最终适应了一个让他们感到沮丧、效率低下的岗位的人之间的区别。

加拿大代写：通过组织结构变革管理引导和激励员工

The role of a leader in change management is focused on ensuring the reasons for the structural change are supported. When the leader is not able to successfully support the structural change management, then the organizational objectives are not met. A structural change aims at something positive for the organization. It attempts to present improved work culture, better communication, improved sales, etc. Therefore a leader at this point must be able to ensure that the organizational structural change indeed meets these requirements. Where a leader cannot deliver adequate support then it automatically follows that the organization fails in its change management. The leader works with the employees, guides and inspires them through organizational structural change management.

加拿大代写：通过组织结构变革管理引导和激励员工

“Leaders and managers continually make efforts to accomplish successful and significant change as it is an inherent part of their jobs. It’s inherent in their jobs. Some are very good at this effort (probably more than we realize), while others continually struggle and fail and this is a failure that has a strong impact on the organizational productivity. “That’s often the difference between people who thrive in their roles and those that get shuttled around from job to job, ultimately settling into a role where they’re frustrated and ineffective.”