澳洲阿德莱德大学论文代写：变革型领导
在这种背景下，需要一种变革型领导风格。领导人必须制定战略所需要的诺基亚（在第2节中讨论），那么这些战略目标必须与员工的沟通。员工信心，意识，个人成长和发展是重要的（伯恩斯2003）。当领导者提高和激发他们的自信水平时，他们会被激励成为变革管理过程的一部分。员工的个人利益必须是领导者的考虑，他们应该能够将这些利益传达给高层。此外，必须提高员工对变更管理事件的认识。领导者必须能够提高员工的意识。这可以由诺基亚的管理层通过定期的会议来进行，更为详细地讨论了变更管理的关注点、决策等。因此，遵循以下原则的诺基亚的变革型领导是必要的。
领导人必须制定诺基亚确定的战略，以满足外部变化的要求。这些战略必须分为公司的短期目标和长期目标。
这些战略必须制定出来，以帮助诺基亚实现其愿景，并必须与它的使命声明保持一致。
必须至少从雇员的有限投入中形成战略。所有员工都必须有机会在变更管理程序中输入意见。这使他们感到在程序中包括在内。
管理层对组织的战略愿景必须传达给员工。在恰当的时间里，愿景的交流能使员工在领导信念中感到积极主动。
必须对人员、程序和系统进行协调，以满足这些战略。
在满足这些战略的过程中，人们必须评估和移除任何障碍。
必须授权人们与这些变化保持一致。
从变更的开始到结束必须遵循持续改进和一致的实施计划。
澳洲阿德莱德大学论文代写：变革型领导
A transformational style of leadership is needed in this context. The leaders must strategize on what is needed for Nokia (as discussed in section 2) and then these strategic objectives must be communicated with the employees. Employee confidence, awareness, personal growth and development is important (Burns 2003). An employee will be inspired to be a part of the change management process when their leader improves and motivates their confidence level. The personal interest of the employee must be a consideration for the leader who should be able to communicate these interests to the top level. In addition the employee awareness on the change management happenings must be increased. A leader must be able to increase employee awareness. This could be done by the management of Nokia by having regular meets where change management concerns, decisions etc are discussed more openly. A transformation leadership for Nokia that follows the below principles is therefore necessary
The leaders must formulate the strategies that are identified for Nokia to meet the external change demands. These strategies must be divided into short term and long term goals for the company.
The strategies must be so formulated that they will help Nokia achieve its vision and must be in tune with its mission statement
The strategies must be formed taking in (at the least) limited input from the employees. All employees must feel that had their chance to input an opinion in the change management procedure. This makes them feel included in the procedure.
The strategic vision that the management has for the organization must be communicated to the employees. The communication of the vision at the right time make the employees feel motivated in the leadership belief in them
People, procedures and systems must be aligned so as to meet these strategies.
Any hurdles to people in meeting these strategies must be assessed and removed.
People must be empowered to act consistent with these changes
A constant improvement and consistent implementation plan must be followed from start till finish of the change management.