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Running Head: STATESMANSHIP IN ORGANIZATIONAL LEADERSHIP

STATESMANSHIP IN ORGANIZATIONAL LEADERSHIP 9

Statesmanship in Organizational Leadership

Name Alfreda Dunlap Comment by Stephanie Hobson: Delete.

Course PADM 610 Comment by Stephanie Hobson: Liberty University

Professor Dr.Esechie

Date 4/5/20

Statesmanship in Organizational Leadership

Organizational leadership is a method of management which involves leaders taking active roles in setting up strategic goals for the company. The leaders, according to Ruben and Gigliotti (2017), have to motivate their employees to ensure that they work as a team towards achieving the business goals. Organizational leadership is essential in meeting the challenges and goals presented by both the business and the employees. Managers are always promoted to top leadership roles basing on their abilities to manage business challenges and achieve future goals (Ruben & Gigliotti, 2017). Understanding both the strengths and weaknesses of a workforce is an essential part of organizational leadership. Interpersonal leadership involves the ability of managers or leaders to understand their workers. It requires a deep understanding of the employees, what motivates them, and how they interrelate with each other at the workplace. This type of leadership revolves around self-expression, which determines whether one's leadership capabilities. The authors define statesmanship as the practice of moral leadership within an organization or institution. According to Ruben and Gigliotti, Great politicians such as Churchill and Lincoln have always been regarded as a true statement due to their ability to lead their countries during difficult times. From previous studies, it is still not clear as to whether a state is a right habitat for statesmanship. Stöckl and Smajdor (2017) put it that diplomacy involves politicians who have practised high level of quality leadership. Not all politicians are statesmen, but only those who exercise wise leadership (Stöckl & Smajdor, 2017). Statesmanship is a critical factor for successful organizational leadership. Comment by Stephanie Hobson: It is very important to clearly indicate both the beginning and ending points of source material to avoid documentation plagiarism. Comment by Stephanie Hobson: Do not use capital letters in this instance. Comment by Stephanie Hobson: This word is misspelled. Comment by Stephanie Hobson: This word is misspelled. Comment by Stephanie Hobson: A quick summary: an argument is a claim with a reason for the claim. All your research will become different reasons that support your claim. This is why being specific is so important. You need to identify a specific claim and then identify specific reasons that support your claim. That’s how you make a good argument. This paper is a little weak because you haven’t given us a strong claim in the beginning. There is a claim here--which is great!—but it could be stronger. http://www.liberty.edu/index.cfm?PID=12268 http://writingcenter.unc.edu/handouts/

Statesmanship Model

Statesmanship involves wise leadership among those who occupy top government positions. An ideal Statesmanship model is the one which a leader understands their people, both weaknesses and strengths (Jones, 2019). The author also identifies that statesmanship does not include leaders who are exploiting the vulnerabilities of their followers. In organizational leadership, statesmen are those leaders who listen to their workers and consider their needs during decision-making processes. Statesmanship not only involves playing well the political game but also making every game possible. It consists in providing the right conditions for politics to grow and being able to agree on the best courses of actions through reconciliation. Traditionally, statesmanship has been shown through constitutional found and reforms and during the crisis and war (Jones, 2019). Statesmanship is revealed during a political crisis and when a nation requires an immediate solution to heal its economy. Majority of previous statesmen were products of exceptional political circumstances. Statesmanship should not be associated with other forms of ruling such as management, mastery and domination. It is unique and encourages leaders to exercise wise styles of leadership. Comment by Stephanie Hobson: Pronouns are used to replace nouns and should agree with all other words in the sentence both in number and in gender. Comment by Stephanie Hobson: It is very important to clearly indicate both the beginning and ending points of source material to avoid documentation plagiarism. Comment by Stephanie Hobson: Unclear. Rewrite so that your intended meaning is more apparent to the reader. Comment by Stephanie Hobson: Good.

Interpersonal Leadership and Organizational Leadership

Interpersonal leadership is simply the ability to understand other people and be able to motivate them to improve their performances (Van Wart, 2017). It focuses on appropriately reacting to moods, desires and behaviours of other individuals. For one to be effective with those around them, they need first to be effective with themselves. Before seeking to find the right partner in business, ensure you are the right partner as well. Interpersonal skills are essential in improving interpersonal leadership. As indicated by Bennett et al. (2019), interpersonal skills are the attributes that a person depends on when interacting with others. The skills are essential in improving cooperation and communication. In a business environment, business managers must communicate effectively and build relationships with their employees. Interpersonal skills play a massive role in both communication and relationships (Bennett et al., 2019). They include empathy, active listening, responsibility, leadership, patience, teamwork, dependability, flexibility and motivation. Interpersonal skills increase both personal and organizational productivity. Comment by Stephanie Hobson: Use a comma here. Comment by Stephanie Hobson: This word is misspelled. Comment by Stephanie Hobson: Pronouns are used to replace nouns and should agree with all other words in the sentence both in number and in gender. Comment by Stephanie Hobson: Avoid using second person in formal writing.

Organizational leadership involves managers setting goals for the company and then motivating employees to work towards achieving them (Kollenscher et al., 2017). Organization CEO, team coach, army general, political party leaders and head of a department are examples of organizational leaders. The organization is simply a group of people organized to perform specific duties and the leader as a person responsible for directing the group. According to Griffith et al. (2019), the primary role of a leader is to structure employee work and combine them to produce organizational inputs. Organizational leaders are different from executive and functional leaders. Their leadership qualities are high and can connect their business understanding with influential future visionaries to ensure high business productivity. Organizational leaders are also forward-thinkers as argued by Kollenscher et al. (2017) and have the ability to lead broad initiatives through integrity and ethics. There are different organizational skills and mindsets that individuals need to learn to be effective leaders. They include problem-solving, excellent communication, effective decision-making, understanding the workplace and the employees, innovation, use of integrity and ethics, educating organizational vision and strategic thinking. Organizational leadership skills can be learned even through real-world experiences. Comment by Stephanie Hobson: Good.

The link between Interpersonal Leadership and Organizational leadership

Regardless of the industry, interpersonal leadership plays a huge role in strengthening the organizational leadership. Through interpersonal leadership skills, leaders in the organization motivate and encourage employees to work as a team to achieve business goals. Effective communication is an essential factor in a successful business (Trivisonno & Barling, 2016). Interpersonal leadership allows employees to develop close relationships with their workmates and employers hence resulting in a smooth flow of information and ideas between them. Effective communication establishes mutual respect and allows organizational leaders to consider the inputs and opinions of their juniors. Interpersonal leadership in an organization also helps in keeping the maintaining feedback loop. Many companies strive to develop a workplace that can accommodate both external and internal factors. For this to be a success, a complete and constructive feedback loop is required (Trivisonno & Barling, 2016). Employees needed regular feedbacks regarding their duties to understand whether there are doing it right or not. Feedback loops allow employees and employers to give back feedback on their satisfaction. The ability for organizational leaders to receive and give feedback is one of the interpersonal skills.

Interpersonal leadership expands opportunities for leaders in an organization. Interpersonal skills allow leaders to work closely with workers and other managers, thus increasing their performances. They are likely to be promoted to higher positions within the organization. Interpersonal skills help managers stay close to their workforce and understand their wellbeing. Customers also feel valued in organizations where leaders make a follow-up or respond quickly to their needs. Transparency is critical in organizational leadership. According to Stead et al. (2017), the majority of US workers think that their employers are not open to them. Lack of transparency can result in disenfranchised workers and reduced loyalty among the workforce. If workers feel that they are undervalued and that their opinions are not taken into consideration during decision-making processes, they are likely to leave for other job opportunities in new companies.

Interpersonal leadership is essential in business organizations. Not only does it help in developing personal relationships but also allow leaders to foster their professional relationships both within and outside the organization. Maintaining professional relational relationships is difficult than even creating them since they require consistency and continued empathy (Chiu et al., 2016). Therefore, the effective way of maintaining the relationships is to build them on trust. The ability of individuals to develop interpersonal relationships, god flow of information and establish trust helps them become effective organizational leaders. Leaders in organizations who do not have lose and personal links to their workforce are bound to fail in the future. Workers are less motivated, and hence production will reduce. Empathy is an essential attribute of an organizational leader (Chiu et al., 2016). Through understanding, leaders understand what is affecting their workers both on and off work. Employees may have challenges and worries of work, which may affect their performances. Therefore, leaders must be close to them to help them solve their life challenges. Comment by Stephanie Hobson: Good observations in this paragraph!

Application of statesmanship to organizational communication best practices

Statesmanship can be referred to as an outstanding moral type of leadership at the public level. The ideas and concepts of statesmanship have been used many years ago and have been passed from generation to generation. New understandings, such as administrative and judicial statesmanship have been developed in the modern era (Ray, 2019). The model is tipped to become more feasible as it transforms from state governance to multilevel governance. Statesmanship is the best way through which the public can be administered. It presents the best way through which relevant information can be conveyed to the public. Statesmanship determines the best communication tool to be used. Communication tool needs to be efficient and facilitates a free flow of information. It is worth choosing the right channel, which can connect the workforce. Public statesmanship reduces the noise people have to go through before accessing relevant information. The model ensures that the information sent reaches the targeted audience and at the right time. Organizations need to reduce the chances of their workforce missing out on important information. Using the right platforms open opportunity for employees to discuss and share ideas and chats.

Public statesmanship can also be applied to the development of internal communication strategies. It helps leaders understand which information to publish within the organization. The internal communication strategy should not overwhelm people with a lot of updates (Andersen & Jakobsen, 2017). Leaders need to use the strategies and platforms to encourage the employees to follow their examples. A good plan should consider how to package and deliver information both to customers and the workforce. By interlinking, the external and internal communication strategies can improve communication both in information flow and in productivity (Cao et al., 2016). Public statesmanship can also be applied in supporting company values and improving the organizational culture. The information that the company chooses to share and how it is shared plays a role in defining organization culture (Kapucu, 2006). Statesmanship allows a company to operate with their values in mind. An organization that is built on transparency and open communication, for example, need to update their employees from all levels of the organization. Communication channels should have discussions, debates and feedback. Open communication in workplace connects and aligns teams as per the instructions. By creating a room for feedback and reviews, open communication can be promoted in the company. Internal communication is two-way traffic. Leaders have to listen to their workers and regularly for feedback to determine whether they are motivated or not.

Conclusion

Statesmanship model is essential in promoting effective leadership in public and business organizations. The model allows leaders to understand their followers by identifying their weaknesses and strengths hence choose the most effective business strategies. Interpersonal leadership, on the other hand, plays a massive role in improving organizational leadership. Successful business organizations use interpersonal leadership strategy to recruit their managers. Such organizations have leaders who understand their traits and use them to develop those around them. Before a leader makes an employee effective, they need first to be effective. One of the most critical skills for interpersonal leaders in organizations is the ability to collect and give feedback. Workers need to be given feedback regarding their performances so that they can improve. It is also crucial for managers to receive regular feedback from workers to understand their opinions. Business companies can use statesmanship model to identify best practices for their communication. The model identifies the best communication strategies within the organization and determines which information can be shared publicly. It provides a perfect platform for leaders to motivate and encourage their employees to follow their examples. Comment by Stephanie Hobson: Good work! I can tell you have worked hard on this. I want my comments to show you weaknesses, but not discourage you! This should help you see where to apply your energy, not discourage you from working!

References Comment by Stephanie Hobson: The order of the reference page should be alphabetical by last name, letter by letter.

Bennett, L. M., Nelan, R., Steeves, B., & Thornhill, J. (2019). The interrelationship of people, space, operations, institutional leadership, and training in fostering a team approach in health sciences research at the University of Saskatchewan. In Strategies for Team Science Success (pp. 509-522). Springer, Cham.

Cao, Y., Bunger, A. C., Hoffman, J., & Robertson, H. A. (2016). Change communication strategies in public child welfare organizations: engaging the front line. Human Service Organizations: Management, Leadership & Governance, 40(1), 37-50.

Chiu, R. B., Mirowska, A., & Hackett, R. D. (2016). Meaning and Madness of Leadership: Threat Sensitivity, Moral Foundations, and the Trump Phenomenon. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 17911). Briarcliff Manor, NY 10510: Academy of Management.

Griffith, J. A., Baur, J. E., & Buckley, M. R. (2019). Creating comprehensive leadership pipelines: Applying the real options approach to organizational leadership development. Human Resource Management Review, 29(3), 305-315.

Andersen, S. C., & Jakobsen, M. (2017). Policy positions of bureaucrats at the front lines: Are they susceptible to strategic communication?. Public Administration Review, 77(1), 57-66.

Jones, H. (2019). Searching for Statesmanship: a Corpus-Based Analysis of a Translated Political Discourse. Polis: The Journal for Ancient Greek and Roman Political Thought, 36(2), 216-241.

Kapucu, N. (2006). Interagency communication networks during emergencies: Boundary spanners in multiagency coordination. The American Review of Public Administration, 36(2), 207-225.

Kollenscher, E., Eden, D., Ronen, B., & Farjoun, M. (2017). Architectural Leadership: The neglected core of organizational leadership. European Management Review, 14(3), 247-264.

Ray, C. (2019). The Concept of Statesmanship in John Marshall’s Life of George Washington. Humanitas, 32(1-2), 56-78.

Ruben, B. D., & Gigliotti, R. A. (2017). Communication: Sine qua non of organizational leadership theory and practice. International Journal of Business Communication, 54(1), 12-30.

Stead, V., Elliott, C., Blevins-Knabe, B., Chan, E., Grove, K. S., Hanold, M., & Smith, A. E. (2017). Collaborative Theory-Building on Women’s Leadership: An Exercise towards Responsible Leadership. Theorizing women and leadership: New insights and contributions from multiple perspectives, 37-50.

Stöckl, A., & Smajdor, A. (2017). The MMR debate in the United Kingdom: Vaccine scares, statesmanship and the media. The politics of vaccination. Manchester University Press.

Trivisonno, M., & Barling, J. (2016). Organizational leadership and employee commitment. In Handbook of employee commitment. Edward Elgar Publishing.

Van Wart, M. (2017). Leadership in public organizations: An introduction. Taylor & Francis.