Organizational Leadership Assessment - Report Example

Organizational Leadership Assessment

The development of any society depends on the level of planning that is adopted by the firm and the availability of resources. In essence, many mechanisms can be used in promoting change. These arrangements range from the ideologies that are used by the company, the leadership style and the level of democracy practiced by the entity. According to Raelin, (2012) the concept of organizational development is directly related to the level of democracy and humanistic approaches implemented by the management. He further states that the various values are essential to individual empowerment, initiation of organizational development procedures and efficient managerial processes. Effective communication in an enterprise helps in the promotion of different values including personal development and an overall corporate growth. Through the use of proper language in communicating, a company can help in ensuring that proper decision-making techniques are adopted as well as managing the rate of performance among its employees. As such, this study is aimed at assessing how Nike enterprises utilize language in the framing of different issues and the management of performance. Additionally, the research will determine different leadership models including relational and inclusionary model and how they affect leadership behavior.

Personality includes the individual characteristics of an individual that provides for the style, attitude and the different perception that the person has in the interpretation of various issues. Moreover, personality can also be affected by other different factors including family background, culture, and the environmental factors. On the other hand, language and practical communication skills play a vital role in the honing a person’s personality (Cunliffe & Ericksen, 2011). Through communication, one can be able to adequately express themselves and to strengthen their bonds with other individuals. In a multinational organization such as Nike, proper communication mechanisms are the key to ensuring that the company can implement different strategies, set achievable goals and create a good relationship with their stakeholders.

Nike Inc. is one of the major companies in the united states that are trading in sportswear and supply of equipment. With the headquarters in Oregon near Beaverton, the company has over the years grown to be one of the top suppliers and manufacturers of sports equipment. The success of the company can be attributed to the various unique strategies that are aimed at increasing the interactive levels between the company and its customers through the use of proper language in promoting personal development and communication in the institution.

Relational Leadership

Relational leadership includes the focusing an analysis of five different components including process, purpose, and empowering inclusive and ethical considerations. The model is primarily purposeful and helps the organization in building commitment that is aimed at achieving positive outcomes for the firm and empowering those involved in the process. Some of the defining features of the model include being designed for contemporary groups, inspirational and vision driven (Men, 2014). Essentially, the purpose of the model is to provide a platform that can unite people and help them achieve the shared images instead of creating positions in the institution. The purpose aspect of the model emphasizes in clearly defining a social vision, functioning to accomplish a mutual goal and putting forth positive change. As opposed to personalized vision, a socialized vision can be related to by all members of the group and promotes equal participation.

Figure1: relational leadership model

Source: http://www.mu.uri.edu/leadership/pdfs/relationalleadership.pdf

Inclusion, on the other hand, involves ensuring that everyone in the group feels equal welcomed and comfortable. This means that the organization provides equal opportunity for all the members to demonstrate their skills and knowledge using a language that is accepted by everyone (Clifton, 2012). As a global company, Nike has adopted different leadership principles that will enable it to understand the diversity among its employees. For instance, the company has adopted the ‘horse riding principle’ that is aimed at ensuring every stakeholder is given the opportunity to showcase their talent in designing different products.

Relational leadership also helps in the building of networks that help in enhancing the relationship between the company and its stakeholders and reducing the risk of liquidation. For instance, the formation of the federal security director (FSD) position helped in establishing new relationships with other people within the organization including airport retailers and other security agencies including the local police agencies and homeland security (Cunliffe & Ericksen, 2011). When advocating for change, the leader must be willing to face their vulnerability on behalf of the organization for constructive change.

Inclusionary Leadership Model

Inclusionary leadership model includes the contributions of all the stakeholders in both the community and the organization in running the firm. Understandably, inclusive leadership model helps in the creation of an organizational culture that is aimed at increasing the overall productivity of the company. To achieve an inclusive organization, the management must ensure them an inclusive leader that is committed to building the organization and expanding the core competencies of the firm (Clifton, 2012). Some of the essential aspects of the inclusionary model include institutional skills, the breakthrough action, inclusive leader, and the expected results.

Fig 1: inclusive leadership model

Source: http://www.nuf.org/organization-model

The focus on results is an essential part of the inclusivity leadership model as it drives the firm to adopt different strategies that are aimed at increasing the productivity.

Barriers

Inclusivity model needs the participation of all the stakeholders in the management and decision making of the institution. As such some of the barriers that may prevent the adaptation of the model include the general culture of the company, government policy, organizational requirements and the leadership style adopted by the company. The adoption of the inclusionary model in Nike Inc. can be hampered by the size of the company since it has over 3000 employees and over 500 outlets all over the globe.

Facilitators

The management of Nike Inc. has primarily invested in ensuring that all their stakeholders are involved in the decision making and management processes of the institution. This is enhanced by the principle of creative leadership that is used by the company to ensure that managers develop new mechanisms that reduce the cost of operation and maximize productivity. The law of branding with discipline also helps the company to include customers in the development of different products that suit their needs.

According to Raelin, (2012), to enhance effective communication and the drive for change in an organization, the level of communication should match the value system of the firm. Further, he notes that through dialogue people may seek to understand the shared meaning and understanding of a different phenomenon. Understandably, dialogue helps in the manifestation of language through promoting human interaction thus expanding the amount of knowledge (Men, 2014). Additionally, people have distinct reasons for joining conversations including reflecting upon various perspectives and accepting the amount of change enhanced by dialogues (Clifton, 2012). On the other hand, deliberation focuses on decision making through a collective process. As such, this method helps in reaching reasoned and public-spirited choices.

The evolutionary leadership model, therefore, provides an elaborate platform where the leadership may increase the participation of the other stakeholders in the management and assessment of the performance of the company. Additionally, through this model, institutions such as Nike will be able to identify the different markets and the needs of their customers through effective methods of communication (Cunliffe & Ericksen, 2011). To master dialogue, therefore, both an individual and an organization should be able to accept the availability of different challenges and be ready to learn from the various diversities of the group.

An efficient leadership model is dependent on the ability of the management of the company to implement proper communicating mechanisms with elaborate languages that can easily be understood by all the stakeholders. Additionally, to advocate for change, leadership should support for democratic change movements that are based on societal development rather than individual personality. However, through the personal attributes, the leader can identify the skills and the level of knowledge of their employees as well as other stakeholders. Notably, since Nike is a multinational company, the use of relational leadership is the most appropriate technique that will help in the creating of a robust network. The designed system will enable the leadership to assess various methods they can use in reducing any risk that might face the organization. Equally, it will allow the institution to create an elaborate culture that will increase both the productivity and performance of their employees.