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LEADERSHIP STRATEGIES FOR A CHANGING WORLD 10

Unit 2 - Assignment 1: Focus Paper

Student Name

GB600

Leadership Strategies for a Changing World

Date

Professor

Dr. Rebecca Herman

Introduction

Leadership in the modern community has been the root for improved organizational performance and alignment of company goals, objectives with business functions and operations. To develop effective leadership, a leader needs to possess good communication skills, be visionary, and always a team player. These are some of the many qualities, which makes the profession of leadership vital and critical. The essence of leadership is leading human resources, developing good strategies, and allocation of resources for effective strategic implementation. Making decisions is also at the core and center for improved performance in the community. Therefore, the major goals of leadership for effective organizational performance is the transformation of unproductive human resources to motivated employees, who understand their roles and responsibilities in an organization. Also, it is improve the company’s employee performance by meeting the set standards and focusing on implementation of effective performance appraisals, which can help to improve and promote organizational development and support. Finally, another goal is to develop an open communication culture in an organization by focusing on integrating human resources towards making effective decisions and how to effectively improve decision making within an organization. These goals can only be achieved through effective leadership and interaction between human resources and top management.

Necessities for Effective Leadership

Effective leadership can be achieved through focusing on social-center of employees and functional performance of an organization. These include:

a) Leadership behaviors

There are different leadership behaviors, which can be an essential foundation for meeting the leadership goals. These includes having a compassionate leadership style. Being compassionate will increase and improve the interaction between managers and employees. Secondly, it is being visionary and always focus on developing informed decisions (Howell & Costley, 2006). This will help a leaders to support his/her employees and managers towards improving organizational development. More importantly, there is having a coaching- mentor relationship, developing effective and open communication and always focusing on being a motivator. These behaviors will improve an organization’s leadership and management approaches.

b) Leadership skills

A leader also need to possess excellent skills, which can be used effectively, especially, when focusing on the importance of an organization’s goals. These skills includes, being a team player and having good communication skills. A team player will always help learn and interact with employees. Good communication skills will help on focusing on improved information dissemination and positive relationship (Howell & Costley, 2006). There is also being a motivator, collaborator and good problem solver. All these skills will be used to improve and motivate a leader towards meeting organizational goals and performance.

c) Leadership Attitudes

Leadership attitudes are many and it is important to have a set of attitudes, which will help in learning and effective performance. A leadership should have an open minded attitude and flexible to accommodate new opinions and measures. This aims at helping and focusing on how to develop and improve effective leadership (Howell & Costley, 2006). A leader should also be open to change and this will help in accommodating new strategies and processes. It is also a process for improving effective interactions between management and employees. Thus, a leader needs a positive attitude with a warm aura to help in interacting with employees and improving relations with other managers in the workplace.

Leadership Theories

Leaders adopt different leadership styles and techniques, which also have different feelings and impacts on organizations. The approach is to improve, develop, and increase effective communication in an organization.

a. Charismatic Leadership

Charismatic leaders are leaders who have positive body language and often used persuasiveness and good communication skills. The aim of these leaders is to meet the needs and ways for accessing and helping their employees. In the goals of meeting organizational leadership and motivation of employees, charismatic leaders will focus on addressing the underlying issues and his will help in winning and improving on changes of employees (Engelen, Gupta, Strenger, & Brettel, 2015). As a charismatic leader, one will focus on using effective communication strategies to increase and develop the proper skills. In the communication aspects, a leader will focus on charm and the conviction of his influence and ability. The influence of charismatic leaders is to increase the performance of the team based on guidance and teamwork (Engelen, Gupta, Strenger, & Brettel, 2015). This is the roles and ways in which a charismatic leader will communicate and share within the same regulations. As a leader, the main aim will be focusing on development and how to achieve the status quo. As a charismatic leader, a leader will focus on his ideas and views. This will help in supporting his leadership aims and potential.

b. Transformational Leadership

On the other hand, a transformational leader is one who has similar leadership skills and traits as a charismatic leader, but, he will advocate for organizational change and his ideas will be the aim of the leadership strategy. In this case, it is important to use, share, develop, and debate on the openness of communication in regard to social skills and strategies of a company (Engelen, Gupta, Strenger, & Brettel, 2015). The influence of a transformational leader is forming teams and using these teams to develop the processes important for meeting the standards of a team. In the transformational leadership style, it is a process for engaging on the ideas, ways, and means of being self-motivated and focusing on teamwork. In this case, as a transformational leader, it is a process core and critical to help in advocating for change and focusing on organizational growth and performance (Engelen, Gupta, Strenger, & Brettel, 2015). This type of a leader will focus on implementing change and using change to make the necessary foundation for implementing organizational support. Therefore, it is a way for increasing on the processes for meeting and driving organizational change.

c. Contingency Leadership

Contingency leadership does not focus on the traits of a leader, but, this focus on the main ideas, concepts and ways of meeting organizational leadership by focusing on internal and external setting of an organization. The factors affecting leadership is to focus on the motivation and how to improve and support organizational development (Yahaya & Ebrahim, 2016). The aim is to win, improve, develop, and increase on the changes of a company. There is the need of using information based on the core values, and ways of communication. This leadership style will focus on using the organization’s conditions and to make the core changes, which are vital for an organization. Therefore, there is the need for change, development, and creating the necessary positions, such as engaging on the common processes, and improving to meet organizational growth and development. The strategy and changes based on this leadership style is to focus on the changes in the company and using its environment to develop strategies, and ideas common on leadership and development (Yahaya & Ebrahim, 2016). Therefore, the aim is to increase, develop, and motivate the importance of meeting effective leadership and positive company approval and support.

d. Situational Leadership

A situational leader uses the approach of the delegating and meeting the expectations of his team or organization. The aim is to influence the followers with the style of the followers. This makes the communication system a common aim of influencing followers. In this approach, the behavior of a leader changes to fit the style of the organization, which he/she tries to influence (Yahaya & Ebrahim, 2016). The leader in this approach does not use his/her style instead focuses on the organization and its employees. The leader will focus on the leading skills of his followers and this does change the approach a leader uses. In the long-run, the leader needs to apply some of the attitudes, such as delegating and coaching. The behavior of coaching only works in partnership to the changes, ways, and means for meeting the expectations of its employees and followers (Yahaya & Ebrahim, 2016). Choosing the processes of maintaining the process of leadership will promote the leader also to focus on how to collaborate and integrate with his/her followers. In this case, it is only okay and ideal to increase, develop, and support effective leadership supporting organizational development.

Analysis of Two Leadership Theories for Organizational Performance

The leadership theories, which can be used effectively to improve and the meet the performance goals include, charismatic and transformational leadership.

a) Charismatic leadership

Through developing effective team organization, a leader will focus on the goals of improving employee performance. This will aim towards managing the potential and offering the core relations, especially, managing and contemplating on the processes of performance. It is important to increase, develop, and create different resources of performance and for effective performance (Yahaya & Ebrahim, 2016). For instance, in developing effective and open communication in the organization, this leadership approach will focus on the manner and roles of developing, planning, and contemplating on the importance of communication in the company. It is a leader focusing on how to develop and improve on the rules of an organization. In this manner, the approach means of leading will to improve employee motivation, integrating of employees in decision making, and focusing on how to improve performance. In this case, this leadership style will focus on harnessing the powers of open communication for his/her employees, thus, developing a foundation for understanding the company’s human resources (Yahaya & Ebrahim, 2016). More importantly, it is to improve on the allocation of resources, developing effective self-motivated teams and offering support through delegating and coaching.

b) Transformational leadership

On the other hand, transformational leadership offers an edge for implementing changes, which can help in organization performance and development. In this case, the leader can focus on teamwork and developing goals and objectives for teamwork (Engelen, Gupta, Strenger, & Brettel, 2015). This will increase the integration of employees for making informed decisions in eh workplace. Also, a leader has the potential to win and motivate employees through teamwork and allocation of resources for organizational success and performance. Therefore, the leader will focus on the importance of developing goals, and increase changes in the form of employee development and meeting organizational objectives. In the audience of this leadership approach, it is important for leading change and demonstrating the advocacy for improving organizational change and meeting the expectations of an organization (Engelen, Gupta, Strenger, & Brettel, 2015). What matters is offering employees an opportunity to work together with the importance, means, and development to increase, and improve organizational change. In this approach, a leader can effectively improve, develop, and increase the process for organizational development and value.

Recommendation

There are different roles which leadership can play, especially, in the allocation of resources which will be used to improve employee motivation, such as benefits and reward systems. A leader in the transformation style of leadership can be able to develop a team of employees who will focus on how to lead, develop, and improve effective leadership skills (Yahaya & Ebrahim, 2016). In this way, a company which focuses on how to improve, meet, develop, and motivate its employees, will be offered an opportunity for meeting, improving, and increasing effective leadership. It helps to improve, meet, and develop teams for teamwork and performance for supporting organizational development. Therefore, the recommended leadership approach is the transformational leadership style, which can help a leader bring change to an organization, especially, if the goals are to improve and meet organizational motivation, performance, open communication, and effective decision making with employees in an organization (Yahaya & Ebrahim, 2016). This leadership approach will improve, develop, and create different processes, levels, and ideas consistent with informed decision making for an organization and employees.

Conclusion

In conclusion, developing performance based goals will help to improve, meet, and improve on organizational performance. It is also important to focus on the importance of meeting organizational change while focusing on how to address and conform into organizational performance goals. The goals are to improve employee motivation, while focusing on how to gain, develop, and always associate the changes based on organizational leadership. In this approach, it helps to improve, develop, and demonstrate the importance of accepting organizational performance. Thus, using a leadership style which meets the goals of a leader and aligns the organizational objectives with leadership goals will help in motivating organizational leadership and change. Thus, it is important to address and increase leadership strategies based on the style which most suits a leader and how it fits a leader’s style and goals.

References