The Role of Leader in an Organization - Essay Example

For the success of any organisation, the role of leader is crucial. The leaders formulate effective strategies based on the given context of the business and also guide the team members to achieve targets in an effective manner. However, a lot of scholars have researched about the attributes of leadership and have also defined leadership in different ways. According to Dansereau, Graen&Haga(2015), leadership is the power or ability of the individual to lead a team. On the other hand, Bolden& Gosling (2012) cited that leadership is the skill to play with the strengths and identify the weakness in a productive way. In this study, a reflective essay has been provided based on the case study of Chris Peterson. In the entire discussion, I have put myself in the position of Chris and analysed the situation of DSS consulting. However, in order to address the entire situation, I have also followed the core principles related to the leadership.

I think that the main function of an ideal leader is to motivate the staff. In this regards, Lowe, Kroeck&Sivasubramaniam (2010) added that a leader can stimulate its team members to improve the performance. In most of the cases, the organisations face problems to upgrade the business performance due to lack of interest among the staff. Given the choice of leading the group of members or working as a functional IT consultant, I would surely prefer the former one. I think that my strengths lie in leading a group of people. To support this, it can be mentioned that I have scored high marks (104) in people leadership skills. Graen&Uhl-Bien (2012) mentioned that in order to be a successful leader, the individuals are required to assess their own strengths and weaknesses.

I believe that one of the most important skills that I possess is positive set of mind. High-scores in interpersonal skills can indicate the positive state of mind. I am optimistic by nature. I do not give up things easily. Discussing the characteristics of the leaders, Kerr &Jermier (2010) mentioned that a leader is required to think positively about the situation. I also think that as a leader one may not indulge the negative thoughts irrespective of the situation. My positive set of mind always encourages me to develop an idea in the toughest situation. Therefore, I can guide a team by providing proper suggestions for getting rid of a complex pattern. I can transfer my positive frame of mind among the team members. Most importantly, I never get panicked in the toughest situations. It allows me take the right decisions in the context of the business.

I like to set up an example by performance rather than just providing idle suggestions. Carroll, Levy & Richmond (2012) mentioned that the leaders are required to present performance in front of the team members for motivating them. I always try to gather the knowledge regarding the various contents related to the project. It helps me to improve my skills and at the same time guide the team members in a right direction. I have the patience to solve the problems that sustain for longer time. In this regard Boyatzis(2009) cited that the leaders are required to be patient enough to understand the problems of the team members. I also think that I am a good listener. I always pay attention to the problems shared by the team members.

Leading the team of DSS consulting, in to a new direction, can be considered as a challenging task. In contrast, working as an IT consultant is a much more secured job. However, the later one is a stereotyped or monotonous job. The risk of failure is lesser in these types of jobs. However, I always want to be a part of the challenging jobs. The challenging jobs stimulate me the most rather than the conventional jobs. In this regards, Caldwell & Hayes (2007) cited that one of the most crucial attributes of the leaders is that they prefer to take the challenge. On the other hand, Joosten, et al. (2014) also opined that the characteristics of the leaders are tested through the challenging jobs. I also believe that the challenging jobs are the real test of characters of a leader.

Innovative thinking can be considered as one of my biggest strengths because from the assessment test, it has known that I am always open to the new ideas and thoughts. I like to solve a complex problem with an unconventional way rather than selecting the common path, in other words I like thinking outside the box. I believe in the smart works rather than hard work. According to Kotzé & Venter (2010), out-of-the-box thinking is the most important aspects of the leaders. However, selecting uncommon path also involves certain amount of risk factors. Though, without thinking too much about the failure, I keep myself focused on the objectives. Keeping focus on the particular goal increases the chances of being success. Given a new assignment, I prefer to note down a strategic planning that can guide me to solve the tasks through a step by step approach. In this case of new team of DSS consulting, I would set the objectives of the team at the initial stage. After that both the short-term and long-term goals will be developed. I will also design a work-break down structure to segregate the tasks multiple sub-tasks based on the priority level. In addition, I will also allocate the tasks based on the efficiency of the team members. In this context, Lappalainen (2015) mentioned that systematic approach to a job is the key to success in a team work. As a leader, I always like to follow a systematic process for ensuring the desired output.

I have a good analytical skill. Highest scores in the decision making skills domain can indicate my analytical skills. Therefore, I can analyse the cause and effects of any situation in a better manner. Zopiatis&Constanti(2012) mentioned that a sound analytical skill segregates the leaders with the common persons. Rather than taking the decisions based on external situations, I concentrate on finding the root-cause hidden behind any problems. It helps me to analyse the situation in an effective manner. I have the ability to predict the long-term results of a proposed plan in a logical manner. In this context, Lappalainen (2015) mentioned that foresightedness is a vital characteristic of the leaders. With the help of these characteristics, I can maintain the long-term objectives of the organisation. In addition, I have good observational skills. It helps me to supervise the progress of the projects and identify the faults. A good observational power enhances the effectiveness of a leader (Zopiatis&Constanti, 2012). The observational power also helps me to appraise the performance of the individual members of the team.

According to Lappalainen (2015), the successful leaders can motivate the team members to be committed in their jobs. I have the capability to motivate the team members because I have scored high marks (44) in the domain motivating oneself. In order to motivate the staff, I prefer to tell the motivational speeches to my team members. In addition, I think that proper appraisal systems can also stimulate the performance of the team members. However, in order to appraise the performance of the individual, it is important to track the performance of each of the team members. On the other hand, Zopiatis&Constanti (2012) mentioned that a good leader is required to be flexible enough according to the situation. While dealing with the projects of DSS consulting, I may encounter different sorts of problems. All the problems may not demand same kind of solution. However, as I am flexible enough with the thought process and ideas, I will be surely able to reward effective solutions to the team.

Self-confidence is the key for success to any leaders (Boyatzis, 2009).I always keep enormous confidence in my own strengths and capabilities. Before progressing to any tasks, I think that one needs to keep enough belief in to ones’ abilities. Self-confidence provides the inner strength to me during the course of the project. In addition, the confidence level also encourages me to maintain the positive attitude throughout the projects. In addition, I can also transfer my confidence level to my team members. Good communication skills can be considered as one of my greatest strength as I have secured good marks in the inter-personal skills. In a team work, maintain a sound communication system among the team members is crucial. In this regards, Zopiatis&Constanti(2012) mentioned that effective communication enables ensues that the team members are progressing towards the right direction with the right attitudes. With the help of my effective communication skills I can be able to express my feelings, thoughts and ideas to my team members. Hence, meeting the goals of the project becomes an easier task.

I always believe in taking the responsibility of the outcomes related to the projects. Good leaders have the mentality to take the liability of the results related to the projects (Joosten, et al. 2014). I do not like to blame the team members for the failure associated with the projects. It also creates a sort of certainty factors among the team members. Otherwise, the team members always think about losing the job if they fail to deliver the desired results. In addition, I believe that there is no end in learning process. Hence, this mentality provides me the scopes of further improvements. In addition, I can give myself a chance to learn the new things. I have a good sense of humour to deal with the toughest situations. In this regards, Zopiatis&Constanti(2012) mentioned a good sense of humour is an essential quality for a good leaders. It helps me to dilute the situation when the things are not going well. Similarly, it ensures that all the team members are motivated enough to the assigned projects. Moreover, with this quality, I ensure that a positive working environment is maintained and the productivity of the organisation is not hampered.

In a practical scenario, it is impossible for the leaders, to perform all the tasks. Hence, a good delegation skill is important from the point of view of the leaders (Joosten, et al. 2014). I think I have this skill. I can allocate the right tasks to the right person. It allows me to keep my team members motivated in their respective roles. The team members start believing that the management of the company is showing enough confidence in their abilities. It also boosts up the loyalty factors among the employees of the organisation and maintains a good working atmosphere. In order to solve a tough problem, I always use my own intuition. In addition, I also use my past experience to resolve the issues related to the projects. Based on the intuition level, I can also guide my team members to the right paths.

Additionally, I can manage with the failure in an effective manner. According to Boyatzis (2009), most of the leaders can manage with the failures better compared to that of the ordinary persons. I never get de-motivated after any failure. I try to introspect my performance to find out the reasons for the failure. Lappalainen (2015) added that introspection of the performance is one of the most vital attributes of good leadership. In addition, during the period of any set back, I always encourage my team members to maintain the positive attitudes and improve their performance so that better result can be obtained in the next time.

Empathy is also considered to be one of the most important characterises of a leader (Boyatzis, 2009). By nature, I am also empathetic to my team members. My scores in empathy (38) also indicate my strengths in this domain. I always try to maintain rapport with the team members and try to understand their problems. I always try to support my team members in the difficult situation. In addition, I have the skills of time management which is also important from the perspectives of the leaders. I can manage multiple tasks in one time. Lappalainen (2015) identified that a good leader is required to manage several tasks at a time.

Here are others Assessments I have done it so you can relate to the Essay.

Appendix 1

Leadership Toolkit

(EI) Emotional Intelligence questionnaire

Answers:

1. ___5

2. ___5

3. ___5

4. ___1

5. ___5

6. ___3

7. ___1

8. ___5

9. ___5

10. ___3

11. ___3

12. ___3

13. ___5

14. ___3

15. ___5

16. ___5

17. ___1

18. ___5

19. ___5

20. ___5

21. ___3

22. ___3

23. ___3

24. ___3

25. ___5

26. ___5

27. ___3

28. ___3

29. ___5

30. ___5

31. ___5

32. ___3

33. ___3

34. ___5

35. ___5

36. ___3

37. ___3

38. ___5

39. ___5

40. ___5

41. ___5

42. ___3

43. ___5

44. ___1

45. ___5

46. ___3

47. ___3

48. ___5

49. ___5

50. ___5

• Total score in self-awareness= 40 (Strengths for me)
• Total score in managing emotions= 28 (Requires attention)
• Total score in motivating oneself= 44 (Strengths for me)
• Total score in empathy= 38 (Strengths for me)
• Total score in social skills= 48 (Strengths for me)

Appendix 2

Answers for the self-assessment test (Lussier&Achua p., 72-73, 2016).

Self-assessment 3-1 (Behavioural Leadership style)

1. ___I

2. ___I

3. ___O

4. ___I

5. ___O

6. ___O

7. ___O

8. ___O

9. ___I

10. ___O

11. ___O

12. ___O

14. ___O

15. ___O

16. ___O

17. ___O

18. ___O

19. ___O

20. ___O

• Summation for all odd numbered would do= 77 (High Task leadership)
• Summation for all even numbered would do= 104 (High people leadership)

Answers for the self-assessment test, (Lussier&Achua p., 8-9, 2016).

Self-assessment 1-2 (Managerial Leadership skills)

1. ___5

2. ___5

3. ___5

5. ___5

6. ___5

7. ___4

8. ___4

9. ___5

10. ___5

11. ___4

12. ___5

• Technical skills= 19
• Inter-personal skills= 18
• Decision making skills= 20

Appendix 3

Motivation Assessment

Very Important

Somewhat Important

Not important

5,4

3,2

1

5

• An interesting job I enjoy doing

5

• A boss who treats everyone the same regardless of the circumstances

4

• Getting praise and other recognition and appreciation for the work that I do

3

• A job that is routine without much change from day to day

5

• The opportunity for advancement

4

• A nice title regardless of pay

4

• Job responsibility that gives me freedom to do things my way

5

• Good working conditions (safe environment, cafeteria, etc)

5

• The opportunity to learn new things

4

• An emphasis on following the rules, regulations, procedures, and policies

5

• A job I can do well and succeed at

3

• Job security; a career with one company

Motivating Factors

Maintenance Factors

1)

4

2)

4

3)

5

4)

2

5)

4

6)

2

7)

4

8)

4

9)

4

10)

3

11)

4

12)

3

Total

25

Total

18

• Higher score on Motivating Factors (25)

Appendix 4

Leading or Not a Group Questionnaire:

• Your rookie crew seems to be developing well. Their need for direction and close supervision is diminishing. What do you do?

a) Stop directing and overseeing performance unless there is a problem

b) Spent time getting to know them personally, but make sure their maintain performance levels

c) Make sure things keep going well, continue to direct and oversee closely

d) Begin to discuss new task of interest to them

• You assigned Jill a task, specifying exactly how you wanted it done. Jill deliberately ignored your directions and did it her way. The job will not meet the customer´s standards. This is not the first problem you´ve had with Jill. What do you decide to do?

a) Listen to Jill side, but be sure the job gets done right

b) Tell Jill to do it again the right way, and closely supervise the job

c) Tell her the customer will not accept the job, and let Jill handle it her way

d) Discuss the problem and possible solutions to it

• Your employees work well together, the department is a real team. It´s the top performer in the organisation. Because of traffic problems, the president Okayed staggered hours for departments. As a result, you can change your department´s hours. Several of your workers have suggested changing. You take what action?

a) Allow the group to decide its hours

b) Decide on new hours, explain why you chose them, and invite questions

c) Conduct a meeting to get the group member´s ideas. Select new hours together, with your approval

d) Send around a memo starting the hours you want

• You hired Bill, a new employee. His is not performing at the level expected after one month´s training. Bill is trying, but he seems to be a slow learner. What do you decide to do?

a) Clearly explain what needs to be done and oversee his work. Discuss why the procedures are important, support and encourage him

b) Tell Bill that his training is over and it´s time to pull his own weight

c) Review task procedures and supervise Bill´s work closely

d) Inform Bill that his training is over, and tell him to feel free to come to you if he has any problems

• Helen has had an excellent performance record for the last five years. Recently you have noticed a drop in the quality and quantity of her work. She has a family problem. What do you do?

a) Tell Helen to get back on track and closely supervise her

b) Discuss the problem with Helen. Help her realise that her personal problem is affecting her work. Discuss ways to improve the situation. Be supportive and encourage her.

c) Tell Helen you´re aware of her productivity slip, and that you're sure she´ll work it out soon

d) Discuss the problem and situation with Helen, and supervise her closely

• Your organisation does not allow smoking in certain areas. You just walked by a restricted area and saw Joan smoking. She has been with the organisation for 10 years and is a very productive worker. Joan has never been caught smoking before. What action do you take?

a) Ask her to put it out, and then leave

b) Discuss why she is smoking, and ask what she intends to do about it

c) Give her a lecture about not smoking, and check up on her in the future

d) Tell her to put it out, watch her do it, and tell her you will check on her in the future

• Your department usually works together with little direction. Recently a conflict between Sue and Tom has caused problems. As a result, you take what action?

a) Call Sue and Tom together and make them realise how this conflict is affecting the department. Discuss how to solve it and how you will check to make sure the problem is solve

b) Let the group resolve the conflict

c) Have Sue and Tom sit down and discuss their conflict and how to resolve it. Support their efforts to implement a solution.

d) Tell Sue and Tom how to resolve their conflict and closely supervise them

• Jim usually does his share of the work with some encouragement and direction. However, he has migraine headaches occasionally and doesn´t pull his weight when this happens. The others resent doing Jim´s work. What do you decide to do?

a) Discuss his problem and help him come up with ideas for maintaining his work; be supportive

b) Tell Jim to do his share of the work and closely watch his output

c) Inform Jim that he is creating a hardship for the others and should resolve the problem by himself

d) Be supportive, but set minimum performance levels and ensure compliance

• Barbara, your most experienced and productive worker, came to you with a detailed idea that could increase your department´s productivity at a very low cost. She can do her present job and this new assignment. You think it´s an excellent idea; what do you do?

a) Set some goal together. Encourage and support her efforts

b) Set up goals for Barbara. Be sure she agrees with them and sees you as being supportive of her efforts

c) Tell Barbara to keep you informed and to come to you if she needs any help

d) Have Barbara check in with you frequently, so that you can direct and supervise her activities

• Your boss asked you for a special report. Frank, a very capable worker who usually needs no direction or support, has all the necessary skills to do the job. However, Frank is reluctant because he has never done a report. What do you do?

a) Tell Frank he has to do it. Give him direction and supervise him closely

b) Describe the project to Frank and let him do it his own way

c) Describe the benefits to Frank. Get his ideas on how to do it and check his progress

d) Discuss possible ways of doing the job. Be supportive; encourage Frank

• Jean is the top producer in your department. However, her monthly reports are constantly late and contain errors. You are puzzle because she does everything else with no direction or support. What do you decide to do?

a) Go over past reports with Jean, explaining exactly what is expected of her. Schedule a meeting so that you can review the next report with her

b) Discuss the problem with Jean, and ask her what can be done about it; be supportive

c) Explain the importance of the report. Ask her what the problem is. Tell her that you expect the next report on time and error free

d) Remain Jean to get the next report in on time without errors

• Your workers are very effective and like to participate in decision making. A consultant was hired to develop a new method for your department using the latest technology in the field. What do you do?

a) Explain the consultant´s method and let the group decide how to implement it

b) Teach them the new method and closely supervise them

c) Explain the new method and the reasons that it is important. Teach them the method and make sure the procedure is followed. Answer questions

d) Explain the new method and get the group´s input on ways to improve and implement it

S1D

S2C

S3F

S4DL

1

c

b

d

a

2

b

d

d

c

3

d

b

c

a

4

c

a

d

b

5

a

d

b

c

6

d

c

b

a

7

d

a

c

b

8

b

d

a

c

9

d

b

a

c

10

a

c

d

b

11

a

c

b

d

12

b

c

d

a

Totals

6

4

2

High score on:

S1D

Decide

S2C

Consult (individual or group)

S3F

Facilitate

S4DL

Delegate