We are all connected to organizations in some way, and we all depend on organizational management as part of our daily routines. Organizational management is foundational to the functioning of businesses, nonprofits, schools, professional groups and numerous other organization types. Organizational structure, leadership, culture, policies, practices, problem solving and strategic planning are all important components of organizational management.

For example, organizational management controls organizational communication. How are decisions made and shared with employees? Communication is an essential organizational function that when done well is effective, but when done poorly, can negatively impact employee morale and even stir controversy within communities.

Organizational management is multi-layered and complex, and there are management professionals who spend their careers ensuring the smooth interplay of all these different components so that their organization is run effectively, meets its goals and can have a vision for their future. If you work in organizational management or aspire to, here are major aspects of the field you should familiarize yourself with.

Strategic Growth is Crucial to Organizational Management

When thinking about the future, some organizational leaders are focused on growth. And though growth is important, from an organizational management perspective, leaders should focus on strategic growth.

Organizations worldwide are working to achieve strategic and sustainable development goals. While organizational leaders should always seek opportunities for growth and improvement, it is also important to be cognizant of sustainability. Growth and sustainability do not always align.

For example, corporations that grow too fast with a narrowed focus on financial profits will most likely increase demands on employees and place less focus on employee happiness or a positive work environment. This approach can be a recipe for disaster, with doors that were once open to hiring being forced to closed, resulting in layoffs.

The Importance of Putting Employees First

Today, organizations are placing focus on being more people centered. Stakeholders have pushed back against traditional hierarchical structures, with some organizations adopting non-traditional structures, such as a   or a . This shift in organizational structures is highly influenced by millennial and Generation Z employees, who have different viewpoints about work-life balance, loyalty and leadership compared to previous generations.

Today’s employees want to be a part of organizations where they feel valued, respected, and provided with opportunities to succeed and grow. In particular, sense of belonging is a popular topic within business and education circles. Dr. Maithreyi Gopalan, a professor at the University of Oregon, has studied a sense of belonging and how it matters to students. shows how “a sense of belonging” has been identified as a universal and fundamental human motivation in the field of psychology.

These same principles apply to the workplace. It is hard to imagine anyone wanting to feel unwanted or that they don’t fit in at their place of employment. Yet, how many people experience these feelings? In 2023, journalist and workplace expert “employees who do not enjoy work can experience being disconnected, bored and disengaged,” none of which promote productivity, innovation or success.

Successful organizations require a vision that goes beyond profits. Employee happiness matters, maybe even more so than customer satisfaction. It seems unlikely that an organization with unhappy employees will have satisfied customers. Employees who are disconnected, bored and disengaged might skip protocol steps, make mistakes and cause organizational breakdowns.

Organizational Management Involves Vision

At its foundation, organizational management is a collective of the functions of management all working to achieve organizational goals. Kim Vitasek, senior contributor at Forbes magazine, explained goes beyond the traditional idea of management, how it “takes on a broader, more encompassing role to establish the strategic plan to fulfill the business’s mission and vision, and then carry out those initiatives.”

Kim Vitasek also noted how important planning and organizing are to successful organizational management. Intentional planning and decisions are what lead to the best organizational policies, practices and workplace culture, and can also impact employees’ trust in leadership.

For example, when recruiting a new employee for a management position, leaders who practice effective organizational management strategies will take into consideration the culture of the organization and the leadership styles of candidates for the position.

An intelligent approach is to hire a manager who will work well with team members and vice versa. Failing to do so can instigate workplace conflict, low employee morale and employee resignations.

Organizational management controls employee recruiting and hiring, an example of when business processes are closely intertwined with people processes. To ensure organizational culture and key stakeholders are considered, organizational leaders can invite employees to be a part of the recruiting and hiring process. Employees could help develop the job description for recruiting. They could also help develop interview questions and participate in interviews.

Another approach to creating and sustaining a positive work culture is investing in professional development and internal employee promotions. Supporting employees’ career development offers various benefits, including employee retention. Let’s explore this topic.

Organizational Management’s Role in Employee Retention

Organizations want to retain skilled employees. Employee resignations cost organizations money and disrupt organizational management. The importance of employee retention came to light after the COVID-19 pandemic, which was influential in causing 2021’s . The Great Resignation called attention to organizational management, as organizations were forced to redesign and revamp existing practices and policies.

Some experts are concerned that the workforce is about to experience a Great Resignation 2.0. In July 2024, that, from a group of 1,000 individuals, three out of ten people questioned stated they planned to resign from their jobs within the year. This report isn’t promising to organizational leaders, who are already concerned about fiscal budgets amid economic inflation.

Now, possibly more than ever, organizational leaders must plan for improving employee retention. However, this is easier said than done, especially if an organization is struggling due to a toxic work culture.

Improve Employee Retention With Professional Development

Promoting internal employees and offering opportunities for career development is an inclusive management and hiring practice. Furthermore, it’s a practice to counter employee attrition and promote employee retention.

Organizations that focus on employees’ professional development are shown to have better employee retention. It also helps the organization, ensuring its employees stay up to date with industry trends and the latest strategies. The benefits of professional development include:

• Improved employee engagement
• Increased retention
• An easier time attracting top job candidates
• Enhanced productivity
• Employees reaching their full potential
• More profits

In today’s business world, offering employees opportunities to advance their careers within an organization is a key benefit and recruiting tool.

Coaching and Mentorship Within Organizations

Employee development can also come in the form of coaching and mentorship. Coaching is more commonly used with short-term goals and related to performance, while mentorship is a long-term relationship where a mentor offers their mentee guidance for professional navigation, advice for career advancement and encouragement to step forward.

Mentorships can last for several months or years. Most important, mentorship programs are beneficial to both employees and organizations.

Organizations with built-in, formal mentorship programs create an inclusive landscape for professional development and internal employee advancement. Employees might be uncomfortable or unsure asking a senior employee or leader to informally mentor them. By establishing a formal mentorship program, organizations are taking the guesswork out of mentorship. Additionally, formal mentorship programs offer mentors leadership development on how to best mentor and support mentees.

Developing a Mentorship Program

Management professionals hoping to establish a mentorship program don’t need to reinvent the wheel. Just a quick search can turn up descriptions of mentorship programs used by major companies.

Developing a mentorship program is a collaborative task. Organizational leaders should identify employees to lead the mentorship program, allowing employee stakeholders to collaboratively design the program. You can also following advice from an expert resource, such as , who has written several books on mentorship that discuss best practices and provides tips.

Creating an internal mentorship program might not always be feasible or realistic for every type of organization. In these situations, organizations can still support employees through partnerships with professional organizations within their employees’ industry or role. Professional organizations provide tremendous opportunities for both networking and mentorship.

The Importance of Organizational Management

The 21^st century has experienced dramatic changes in workspace environments and employee needs. Generational changes, a global health crisis and concerns about climate change have all impacted how organizations are managed, and organizations with poor planning and lacking vision are failing.

Smart organizational leaders know the benefits of intentional organizational change management, which provides leaders with a framework to analyze what has happened, what is, and how to reinvent ideas to address today’s challenges and make decisions to meet organizational goals and plan for a sustainable future.

Employee professional development is growing focus of today’s organizational leaders. Nowadays, organizational management professionals need to prioritize their people processes just as much as their business processes if they want to cultivate a loyal, healthy workforce that will help the organization meet their goals and thrive.

·¬ÇŃĘÓƵ offers affordable, fully online business degrees for those who aspire to organizational leadership. Learn more about our M.S. in Organizational Leadership and our MBA. If you’re not quite sure which program is best for you, consult our side-by-side program guide.

Organizational leadership is a focused management style that prioritizes operational processes, intentional structure and strategic planning. Careers in this field range from management roles to executive leadership positions. Individuals in these positions are equipped to tackle unanticipated difficulties and identify future growth opportunities utilizing effective business leadership tactics. Specifically, they are confident in their distinctive leadership style and commitment to creating positive change through evidence-based decisions.

For most organizations, effective organizational leadership involves critical oversight of daily, monthly and annual operations as well as key performance indicators (KPIs). While such leaders at the management level might oversee a team or specific area, those at the executive level are often leading entire organizations. Strategic approaches to continued efficiency and profitable growth metrics are always on their minds. However, it’s not without a healthy balance of positive team environments and meaningful work cultures. Individuals in organizational leadership roles generate wholistic visions while applying theoretic leadership concepts to mission-relevant operations.

How Do I Become an Organizational Leader?

Just like with most management or executive roles, advanced education is paramount. Organizational leadership positions carry critical responsibilities and require a including but not limited to deeply understanding business, quick adaptability to change, outstanding interpersonal and relational abilities, self-awareness, and of course, communication.

Among one of the most common pathways to organizational leadership is a Master of Science in Organizational Leadership degree, or MSOL. It might seem like earning a Master of Business Administration (MBA) degree is the most relevant option to becoming a business leader. Either can get you there. However, an MSOL provides the specific skillset needed for organizational leadership. Further, it prioritizes the social dynamics and cultural components of leading individuals effectively.

In addition to earning a master’s degree, you’ll want to have meaningful experience that has prepared you to lead at a management or executive level. This comes from a variety of avenues, but primarily, you want to have a deep understanding of business, as previously mentioned, that you’ve derived from hands-on experience. This compliments your education and sets you up to not only be qualified for a management or executive role, but to be prepared to a point where you’re confident in your abilities and ready to face challenges with strength.

How Do I Choose the Right MSOL Program?

In sum, you want to choose an MSOL program that provides you with the key skills you need to succeed as an organizational leader. This includes data-driven insights, relevant and applicable coursework, leadership theory, technology, human resources, and more.

Data-Driven Insights and Relevant Coursework

First, we’ll talk about the importance of data-driven insights and relevant and applicable coursework. You want to find a program that equips you to be a leader in today’s challenging modern leadership landscape. You can gain this expertise through participating in real-world case studies where you learn to improve organizational performance and confront leadership difficulties immediately. Ultimately, you want to be positioned as someone equipped to handle the leadership demands of today’s dynamic corporate climate and to achieve professional success.

I recently graduated from the MSOL program at ·¬ÇŃĘÓƵ, and I’ve experienced several opportunities to put what I learned into practice. From communication skills to managing a small business, I’ve seen the fruits of pursuing an MSOL in my personal and professional life.

Leadership Theory

It’s also transformative to have a foundation of leadership theory. From my MSOL pursuit, the course called “Leadership Theories, Frameworks and Philosophies” is engrained in my memory because the information I learned is essential in assisting leaders to transition from one leadership style to another. You become a leader of leaders, prepared to empower others to grow in their careers. Throughout the class, I had the opportunity to examine my leadership technique in relation to various ideas and frameworks. I specifically remember a focus on “light bulb moments” –  moments of realization that provide insight into how adjusting your leadership style might improve your effectiveness and inclusivity as a leader. So, you want a program that allows you to be self-reflective.

Technology

Today’s business landscape is evolving technologically with the explosive growth of artificial intelligence and the continued increase in virtual working environments. If you’re aspiring to be an organizational leader, it’s important to ask yourself if you’re ready to take the helm in a rapidly changing world of virtual business. This is why it’s highly recommended to choose an MSOL program with technology-specific courses. Managers and leaders of today are required to have a high level of expertise in various virtual tools and technologies to improve team performance and engagement as well as to increase productivity in hybrid and remote businesses. You’ll need the knowledge and ability necessary to succeed as a virtual team leader like nurturing collaboration, motivating diverse teams and achieving success. I feel fully equipped after participating in an MSOL program that focuses on managing multicultural teams and navigating the difficulties of virtual environments.

Human Resources

Effective human resource management (HRM) is integral to organizational success and improving employee outcomes. Individuals seeking an organizational leadership career should ensure that coursework includes deep, focused information on HRM, frequently considered the most critical aspect of any company. HRM is essential for managing the full employee lifecycle, from when employees are hired until they resign or retire. Leaders need fundamental knowledge to understand the evolving functions of HRM, ethical practices and legal regulations. In MSOL programs with HRM courses, you’ll investigate subject areas including benefits, payroll, labor regulations and hiring procedures that help you generate a culture of engaged employees. The ability to master HRM is an invaluable skill for any leadership role, as it ensures that you are ready to cultivate a robust, compliant and efficient staff.

What Are Key Skills Needed to Be an Organizational Leader?

An organizational leader is a confident visionary with the ability to create and execute strategic plans. This individual is responsible for setting organizational goals that inform department, team and ultimately, individual employee goals – all of which contribute to the organization’s mission. Such goals also inform marketing strategies, performance standards, employee engagement practices and hiring approaches.

Additionally, an organizational leader is the cheerleader and encourager who empowers their people to implement directives and see the organization flourish. This requires a variety of both technical and soft skills that can be developed through education, as mentioned, and of course, experience. Since we’ve talked about key areas an organizational leader needs to learn with an MSOL program, let’s touch on a few soft skills.

• Communication: All leaders need strong, effective communication skills, and this is especially important for organizational leaders because their direction is only as powerful as their ability to inspire employees to execute it.
• Humility: Leaders need feedback just as much as employees at other levels. Organizational leaders should not just be open to feedback, but they should take it constructively as motivation to grow and enhance their approaches.
• Vision: An individual who is in charge of executing a vision must have the innate desire to brainstorm, collaborate and foresee what the future of their organization can look like. Not only should an organizational leader be able to create a vision, but they must also take steps to see it come to fruition.
• Motivation: A leader who is not motivated is likely not going to be able to motivate others. Motivation is an active soft skill that propels individuals to make visions, plans and strategies realities that catapult organizations to their next levels.

At the end of the day, organizational leaders are critical to the business landscape and to become one, individuals should gain thorough and hands-on education that generates the leadership skills needed to be an invaluable contributor in any workplace. Remember, an MSOL program combined with experience and soft skills can be a sure formula to provide the practical tools necessary to negotiate complicated business situations, inspire teams and generate organizational success. Before you know it, you will be in a position to lead with confidence, competence and vision in today’s evolving business landscape.

Become an organizational leader with the M.S. in Organizational Leadership program at ·¬ÇŃĘÓƵ.

The push for sustainable development gained substantial attention in 2015 when the published “Transforming Our World: the 2030 Agenda for Sustainable Development,” which listed seventeen goals for nations around the world to accomplish by 2030. The UN Nation Members unanimously agreed to the 15-year goal and signed up for the challenge. Yoweri Kaguta Museveni, President of Uganda, was “the dawn of a new era towards eradicating poverty, transforming economies and protecting the planet.”

An Emphasis on Corporate Social Responsibility

The UN’s call for sustainable development created a need for sustainability-minded leaders. Leadership decisions are an essential factor in sustainable development. The UN’s challenge, along with demands from stakeholders, led to numerous business leaders deciding to implement corporate social responsibility (CSR) into their decision-making and companies’ daily practices.

Governments oversee businesses through various regulations, such as environmental policies addressing air pollution, water use and waste management, to name a few. However, beyond meeting minimum regulation standards, there are no laws requiring businesses to adopt sustainability practices. Therefore, when we observe businesses promoting their sustainability efforts, those businesses are following self-imposed sustainability goals.

Typically, businesses share their CSR efforts and outcomes with stakeholders through annual reports. Other ways businesses promote their CSR accomplishments are through various mediums, such as emails, newsletters, websites and company blogs. But knowing CSR is a self-reporting business model meant to help, , “a company be socially accountable to itself, its stakeholders, and the public” you might wonder, how do we know a business is meeting standard sustainability objectives?

is a nonprofit organization encouraging and supporting businesses in CSR practices. It’s best known for certifying businesses as B Corporations, known by their nickname as B Corps. B Corps are broad and diverse, found across numerous industries. (Famous brands include Patagonia, TOMS, Athleta, Ben & Jerry’s and Warby Parker. In 2016, ·¬ÇŃĘÓƵ also became a Certified B Corp.) Businesses that become certified through B Lab have aligned their organizational goals with the UNs’ global agenda for sustainable development, pledging themselves to be measured against standards that are more objective than just self-reported metrics.

Preparing for Jobs in Sustainability

The rising focus on sustainability has created a need for business professionals with knowledge in this area, along with roles that focus on improving a company’s sustainability efforts. Those who wish to pursue jobs and careers in this area will need sustainability education.

The purpose of sustainability education is to increase students’ sustainability literacy. According to higher education professionals , sustainability literacy is “having the understanding, skills, attitudes and attributes to take informed action for the benefit of oneself and others, now and into a long-term future.”

The colleges and universities who have a pulse on industry trends are incorporating sustainability education into their curriculum, from revising courses to include topics of sustainability to new courses and programs with sustainability concentrations.

At ACE, for example, students can specialize their business degree in sustainability through a dedicated focus of study. This coursework prepares students to lead their communities and organizations in addressing sustainability issues and is available to students in any business program, whether it’s the MBA, M.S. in Organizational Leadership or M.Ed. in Educational Business Administration. Students learn:

• How various business structures incorporate sustainability, examining traditional corporations, benefit corporations, certified B Corps, nonprofit organizations and public institutions.
• The importance of collaboration and partnership and explore how organizations and stakeholders work together to create collective impact in their communities.
• About global challenges across the triple bottom line, a popular sustainability framework that helps businesses identify best practices and needed improvements beyond just a financial bottom line to include environmental and social implications.

Not only is this knowledge pivotal for launching a career within sustainability, but students are able to practice skills directly applicable to their professional life by demonstrate their learning through a variety of practical methods, such as traditional scholarly writing, recording podcasts and developing storytelling presentations.

There are less than six years to go before the world reaches the end of the UN’s 15-year challenge. With sustainability issues arising every day, the need for sustainability-minded leaders is greater than ever. Pursuing sustainability education is a great way to enter a growing business sector and make a difference with your business career.

Accelerate a career in sustainability with one of ·¬ÇŃĘÓƵ’s fully online business programs, where you can specialize your degree in sustainability while also learning the general skills you need to be a successful business professional.

While there are some similarities between the MBA and the M.S. in Organizational Leadership (MSOL), there are definite distinctions to consider when deciding which best fits your personal and professional goals.

Who is the MBA for?

An MBA is a program designed for individuals to develop expertise in business and prepare for management and leadership positions. Earning this degree would allow you to advance your career in almost any field or discipline, as the managerial and leadership skills you’ll learn are a crucial part of successfully leading any team or project. In addition to soft skills, an MBA will include technical coursework that covers areas such as finance and economics. Thus, this degree might fit you best if you are looking to start a business, run a business or lead an enterprise.

Who is the M.S. in Organizational Leadership for?

An MSOL degree draws on the understanding of social dynamics that influence how individuals and groups work with each other in a business environment. The role of an organization’s leader is to inspire employee commitment through developing a culture and business structure. This program prepares you to do that by diving into how you empower workplace communities, become a global business leader and operationalize various dynamics in a business setting to maximize an organization’s workforce. Therefore, this is probably a better fit if you want to prepare for management and leadership positions.

Business Degrees Built for the Future of Business

While many higher education institutions offer business degrees, the MBA and MSOL at ·¬ÇŃĘÓƵ are designed to help graduates navigate the future of business, not just learn about the strategies of the past.

The MBA incorporates emerging consumer trends within its coursework, including a focus on ways that businesses can make a positive impact within social justice, sustainability and more. And just as there’s more importance placed on diversity and sustainable workplace cultures in today’s job market, the MSOL at ACE includes a focus on leading diverse teams and organizations, becoming a positive change agent, and creating innovative organizational cultures and continuous improvement. It also covers how to manage teams who work in various settings, including virtual and remote.

Many companies are no longer just simply reviewing profitability as an indicator of organizational performance. Social impact has become an integral part of a business operation to ensure corporate social responsibility. Both the MBA and MSOL equip students to be leaders in that area by covering LLCs, C-Corps and other types of businesses. They also demonstrate how to run and/or lead a Benefit Corporation (B Corp), a business that meets the highest standards of verified social and environmental performance, public transparency and legal accountability to balance profit and purpose. Each of the programs’ objectives, description and courses are purposefully broad to allow for an interdisciplinary approach for any industry.   

When it comes to choosing a business program, let your future goals be your guide to ensure that what you’ll learn will directly apply to your career. Choose a program that will prepare you to face the future of your industry.

Learn more about ·¬ÇŃĘÓƵ’s fully online MBA and M.S. in Organizational Leadership. We offer multiple degree pathways that allow you to pursue both degrees at once, saving you time and money. Additionally, because our courses are easily transferrable between the two programs, you can switch programs after starting if it better aligns with your needs.

Dominick Martin is a U.S. Army and National Guard veteran who graduated with a B.S. in Business Applied Management and Leadership (now named B.S. in Business Administration and Leadership) in 2023. He is currently pursuing an M.S. in Organizational Leadership. We were excited to learn more about his career and future goals. 

ACE: You graduated with your bachelor’s degree. What inspired you to return to ACE to complete the M.S. in Organizational Leadership? 

Dominick Martin (DM): Returning to ACE was inspired by the supportive environment and exceptional mentorship I received during my bachelor’s program. This fueled my passion for leadership and personal growth. ACE’s commitment to academic excellence and professional development motivated me to further my education in organizational leadership. I also learned a lot about B Corporations and was delighted to discover that ACE is one of them. 

ACE: We understand that you’re a military veteran. Thank you for serving! What branch did you serve in and did your military experience influence your decision to choose ACE? 

DM: I served in the U.S. Army and National Guard. My military experience influenced my decision to choose ACE because they understand the unique needs of veterans. Their dedication to providing a supportive and flexible learning environment was crucial for me as a returning student and veteran. After about a year of searching and considering my needs and financial situation, I found that ACE was my ideal choice. It stood out as the best solution by far. 

ACE: How has your education at ACE impacted your career so far? 

DM: My education at ACE has significantly impacted my career by providing me with practical, relevant skills that have enhanced my leadership abilities and decision-making in the professional world. The flexible and tailored approach to learning at ACE has allowed me to easily integrate my personal life, work and school schedule.  

ACE: Thinking about your time as an ACE student, what about your experience have you found most helpful to your academic success? 

DM: I value structure, and ACE offers a systematic approach to every course that’s easy to follow. There are no surprises through having clear expectations of deadlines and requirements. The personalized support and mentorship from ACE teachers have been crucial to my academic success, along with the accessibility of resources, dedicated faculty and a strong sense of community. 

ACE: What advice would you give to current or future students? 

DM: To future students, ACE is the number one choice for veterans and service members, whether full-time or part-time. Take it from me, as I did the legwork to figure it out. To current students, I’ll quote one of my professors, “If degrees were easy, everyone would have one.” I would advise staying engaged with your professors and peers, leveraging all available resources and embracing every opportunity for growth and learning. 

Being an ·¬ÇŃĘÓƵ alumni has its perks. When you return as an alumni for another program, you can save 5% off your tuition with the Alumni Continuing Education Grant.Ěý