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  • Subject Name : People,culture and contemporary leadership

Assessment

Leading approach provides a way to guide, direct, implement strategic plans, and inspire people to follow the same plans to get the best out of their efforts (Daniëls, Hondeghem & Dochy, 2019). The most essential quality differentiating a leader from other people is the capability of thinking strategically and tactically. The leadership is not just identified at the workplace but all around the situations and locations. This is because the leaders are required to take a step forward and be responsible of any specific situation being experienced in real world whether at home, work, or any other place. In addition, the leaders are never instinctive but become leaders due to their credibility, integrity, and reliability and people love following them. There are various forms of leadership styles including transactional, transformational, ethical, authoritarian, participative, delegative, democratic, autocratic, strategic, bureaucratic, laissez-faire, coach-style leadership, and the like (Yahaya & Ebrahim, 2016). This essay will critically analyse my leadership skills and strengths along with the areas for future growth and improvement. This also explains these leading qualities and talents being employed in my daily activities which would help me derive self-assessment outcomes and description of my adopted and utilized leadership styles.

Leadership is referred to as the procedure of social influence that tends maximizing the efforts and endeavors of other individuals to achieve the desired goals and objectives. This captures the essentials of being capable of motivating and inspiring other people and being prepared to so the same. The major basis and key fundamentals of effective leadership is the ideas be it original or borrowed. However, the ideas and concepts generated by the leader are not possible to occur except these are communicated and conveyed to others in a way that ensure successful engagement to follow and act as expected by the leader (Grint, Jones, Holt & Storey, 2016). In brief, they signify the inspiration, motivation, and direction of a specific desired action. To learn to become leaders, the leaders improve their particular skills, strengths, and capabilities by taking most advantages out of them. This eventually makes them capable of influencing people and making people admire them. They possess different traits and qualities helping them step into the leadership roles and persuade others to follow their recommended course of actions and steps. However, these traits and qualities of leadership turning them into a good and strategic leader are developed over a long period of time with the exposures to various experiences and situations in life (Day & Dragoni, 2015). Being a management student and as per my style of leading, the participative and transactional leadership styles would be perfect in my case. This is because participative leadership or management believes in engaging people in the essential decisions to a great extent by inviting and welcoming their inputs, opinions, and ideas to make the desired action a great success. I can relate to this style of leadership because I tend to improve the morale of the participants by respecting and accepting their viewpoints which are very imperative to end up bringing a worthy solution out of the implemented actions. Moreover, I feel comfortable working with the people and put my best and all my hard work while implementing any task. Therefore, even though it takes time to come up with the right decisions but I believe the decisions which come up with the contribution of various people instead of just few prove to be more valuable, beneficial, creative, and effective. Furthermore, it enhances the trust and reliability of the people following the leader and participating in executing mutual goals and targets (Lam, Huang & Chan, 2015). Since I am more dedicated towards my responsibilities, time management, and trustworthiness, people feel more confident in trusting and depending on me. It can be proven by the time when I am supposed to contribute in a group assignments, I try to listen and appreciate each and every individual’s opinion to bring the best possible agreeable decision or product in hand. As a result, it ultimately adds more value to the level of participation ensuring consultation and joint decision making style and encourages enhanced collaboration. In addition, I every time feel providing rewards and promotions to the members proving commendable performances which confirm my transactional leading style. However, I exhibit some of my weaknesses that make me take a step back while leading a group. The major of these weaknesses is my emotion as I am person that gets disturbed, affected, hurt, or emotional the time when my efforts are not paid no attention to. Emotional strength is referred to as the internal coping capabilities of the individual to recover at a greater pace when exposed to the trials, tests, and crisis (Lin & Utz, 2015). When I am not appreciated for bringing out the best efforts and all my strength to the task, I feel disappointed and lose my emotional strength. Also, there are situations that arise in the lives of the leaders where they are not even aware of the faults and errors and are being blamed for the same which in my case directs me to undergo high mental stress and pressure that thereby impacts negatively on my performance and progress level. However, leaders are also required to be practical and strong-headed but I lack this strength while overcoming my emotions.    

In spite of the leaders being effectively capable of influencing others, there are various organisational factors that highly impact the leaders to become more effective in achieving the desired goals and targets. The style of leadership is affected positively or negatively by various internal as well as external factors of the organisation. Some of the factors that may impact my effective leadership performance include the organisational resources, culture, environment, roles and responsibilities, and economical, sociological, political, and technological factors. This is due to the reason that the organisation possessing its own working culture and environment along with its established set of values impacts greatly on the leaders. On the other hand, the organisational resources are the basis on which the leaders are dependent to achieve the preferred objectives in terms of personnel, physical resources, finance, technology, machineries, etc. Moreover, the job profiles, roles, and varying levels of maturity of the staff in attaining task completion and building relationships have an effect on the leadership style to guide them to a right path as the personnel may affect the organisation with their personal values, beliefs, and work ethics (Rowley, Kang & Lim, 2016). Furthermore, the organisational policies and norms are based on the past and present leaders, crisis, and history. These are the outcome of long-held information, traditions, rules, regulations, customs, and formal systems representing shared expectations and organisational self image highly influences the leading style to act within these limits and boundations set by the organisation. Additionally, the demographic makeup, trends, and culture of the organisational customer segment laying stress on the product or service designing and production may relatively put an effect on the style of leadership. Apart from these factors, economic and political forces enforce leaders to educate themselves with regards to the supplier, consumer, and competitor base, thereby having considerable impact on the leadership approach. Most importantly, the technological forces directing the organisation to indulge in extensive research and development to promote innovative products and services have a significant impact on the leadership strategy of the organisational leaders (Azmee, Kassim, Abdullah & Campus, 2017).   

However, the other aspects that may direct a relatively higher influencing effect on my leadership style include the process of communication and interaction approach, consistency, compassion, and connection to purpose. Since, I tend to listen more effectively to others and implement appropriate communication approach, it will help me improving and building stronger relationship with the personnel that will thereby help me get best out of them to gain organisational achievements more easily and valuably (Mikkelson, York & Arritola, 2015). Consistency that makes or break the leading trait would help me enhance the influence as the members can be dependent on me and easily identify what to expect from me and what not. Besides, a higher level of compassion for my team members will help me gain trust and confidence of my followers that will end up with the bottom line of productive results and higher successive rates of the organisation. Also, with my existing power to strengthen the connection to purpose by conducting open discussions and decision making processes will help the team to contribute to a greater purpose which will ensure huge sales and growth of the organisation (de Zulueta, 2016).

Good leadership skills are important to advance the career but require the leader to be in charge. To develop my present leadership skills, I need to practice discipline as it is very essential to develop disciple in personal as well as professional life to retain the effectiveness of the leading strategy and motivate others to follow the same. However, the discipline that I am supposed to attain to demonstrate efficiency and productivity at the workplace is to meet the deadlines, manage time, and ensure keeping appointments. Moreover, taking on new and challenging tasks and projects would help me grow in my expertise or other specialization to take responsibilities more confidently and handle risky assignments effectively (Koka, et al., 2019). Therefore, it is important to step out of my comfort zone to experience growth and improvement. Furthermore, learning to follow, value, and respect others within the group would help me yield better outcomes and results with regards to the benefits of the organisation. On the other hand, developing situational awareness and alertness would support me enhancing my level of responsiveness. This is because good leaders are well recognized to look at the bigger picture and anticipate issues prior to their occurrence and is considered to be an important skill to deal with the complicated projects and situations. Moreover, it would serve me with the recognition of present opportunities in the environment. Besides, inspiring and motivating others to collaborate during the process of organisational plan implementation and execution would back me up with the assurance of getting exclusive and appreciative results with the collaborative productivity (Runi, Ramli, Nujum & Kalla, 2017). Thus, when the team members would be requiring the guidance and assistance, I must always assure my presence by being sympathetic to motivate them in carrying out the desired tasks and upshots for the organisation. In addition, continuous learning new concepts through various experiences would facilitate me towards becoming a good leader and developing my existing skills and capabilities. Also, empowering my team mates to realize attractive opportunities and their strengths to accomplish the targets by delegating them with the tasks would also help me develop my leadership skills. Apart from this, I would require to be a patient listener to capture everyone’s suggestions, ideas, and feedbacks to carry out the best end results. This would also help me avoid interpersonal conflicts, disagreements, and arguments within the team fostering ineffective productivity and would support in building a unified and integrated team. Therefore, all these things when kept in mind will easily help me develop my leadership skills (Pratt, Smollan & Pio, 2019).

Consequently, the three most valuable points for effective leadership involve effective communication, team perception encouragement, and commitment. Communication is considered to be valuable to ensure effective leadership because leaders are needed to develop an understanding of the way to get a point across, explain the vision of the organisation to the employee base, assure timely meeting of the deadlines and completion of the tasks, foster official conversations, and conduct meeting whenever necessary (Solaja, Idowu & James, 2016). Moreover, it is essential to encourage team perceptions, ideas, and opinions to determine the most vital skills for a required position and to make everyone contribute in the decision-making equally to bring the best predictions and growth of the organisation into the scene. As a result, this will help filling trust and confidence within the team members for their leaders and on the leader end, it will develop desired knowledge of the expected needs and demands of the employee base which will thereby display integrity and honesty of the leader. This will also boost confidence within the employee segment to make important decisions in the absence of the higher authorities and leaders which would ultimately save the time of the organisation. In addition, it will prevent the team to involve in conflicts restricting them to be highly productive and efficient for the industry (Choi, Kim & Kang, 2017). Besides, greater commitment is imperative for the leaders to lead the organisation towards excellence and success. This is because of the reason that the leaders that lack the desired level of commitment end up declining the customer satisfaction and produce poor customer services failing to meet the required set of needs and preferences of the target base of the organisation. This would eventually lead the organisation to lose its satisfactory and innovative standards to meet the market competition and achieve planned targets (El-Tohamy, Al Raoush, Al Doweri & Alkhatib, 2015). For that reason, all these factors enforces leaders to focus more on these aspects as they add value to a well rounded and highly effective and valuable leader.

References 

Azmee, N. N., Kassim, N. A., Abdullah, C. Z. H., & Campus, P. P. (2017). Dimensions of Knowledge Management Maturity: Top Management Support and Leadership, People, and Information Technology. Dimensions, 7(2), 1-7. Retrieved from https://ijikm.uitm.edu.my/pdf/721.pdf

Choi, S. B., Kim, K., & Kang, S. W. (2017). Effects of transformational and shared leadership styles on employees' perception of team effectiveness. Social Behavior and Personality: an international journal, 45(3), 377-386. Doi: https://doi.org/10.2224/sbp.5805

Daniëls, E., Hondeghem, A., & Dochy, F. (2019). A review on leadership and leadership development in educational settings. Educational Research Review. Doi: https://doi.org/10.1016/j.edurev.2019.02.003

Day, D. V., & Dragoni, L. (2015). Leadership development: An outcome-oriented review based on time and levels of analyses. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), 133-156. Doi: https://doi.org/10.1146/annurev-orgpsych-032414-111328

de Zulueta, P. C. (2016). Developing compassionate leadership in health care: an integrative review. Journal of healthcare leadership, 8, 1. Doi: 10.2147/JHL.S93724

El-Tohamy, A. E. M. A., Al Raoush, A. T., Al Doweri, H. F., & Alkhatib, A. J. (2015). Is the organizational leadership committment principle the most significant TQM principle on hospital effectiveness?. European Scientific Journal, 11(10).

Grint, K., Jones, O. S., Holt, C., & Storey, J. (2016). What is leadership. The Routledge companion to leadership, 3.

Koka, S., Baba, K., Ercoli, C., Fitzpatrick, B., & Jiang, X. (2019). Leadership in an academic discipline. Journal of dentistry, 87, 40-44. Doi: https://doi.org/10.1016/j.jdent.2019.05.020

Lam, C. K., Huang, X., & Chan, S. C. (2015). The threshold effect of participative leadership and the role of leader information sharing. Academy of Management Journal, 58(3), 836-855. Doi: https://doi.org/10.5465/amj.2013.0427

Lin, R., & Utz, S. (2015). The emotional responses of browsing Facebook: Happiness, envy, and the role of tie strength. Computers in human behavior, 52, 29-38. Doi: https://doi.org/10.1016/j.chb.2015.04.064

Mikkelson, A. C., York, J. A., & Arritola, J. (2015). Communication competence, leadership behaviors, and employee outcomes in supervisor-employee relationships. Business and Professional Communication Quarterly, 78(3), 336-354. Doi: https://doi.org/10.1177/2329490615588542

Pratt, T. J., Smollan, R. K., & Pio, E. (2019). Transitional leadership to resolve conflict, facilitate change and restore wellbeing. International Journal of Organizational Analysis. Doi: https://doi.org/10.1108/IJOA-05-2018-1419

Rowley, C., Kang, H. R., & Lim, H. J. (2016). Female manager career success: the importance of individual and organizational factors in S outh K orea. Asia Pacific Journal of Human Resources, 54(1), 98-122. Doi: https://doi.org/10.1111/1744-7941.12071

Runi, I., Ramli, M., Nujum, S., & Kalla, R. (2017). Influence Leadership, Motivation, Competence, Commitment To Satisfaction And Performance Lecturer At Private Higher Education Kopertis Region IX In South Sulawesi Province. Journal of Business and Management (IOSRJBM), 19(7), 56-67. Doi: 10.9790/487X-1907075667

Solaja, M. O., Idowu, E. F., & James, E. A. (2016). Exploring the relationship between leadership communication style, personality trait and organizational productivity. Serbian Journal of Management, 11(1), 99-117. Doi: 10.5937/sjm11-8480

Yahaya, R., & Ebrahim, F. (2016). Leadership styles and organizational commitment: literature review. Journal of Management Development, 35(2), 190-216. Doi: https://doi.org/10.1108/JMD-01-2015-0004

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