Leading in a Changing World - Essay Example

Leading in a Changing World Ethics refer to the suitable and necessary standards and morals in reference to a person or the people at large. In general, it works as recommendations for evaluating “what is right or wrong” in a particular situation. Deontological and teleological theories are two principle areas of ethics. In deontological ethics, it involves theories that put exceptional stress on the connection between responsibility and the morals of human actions. Here, an action is measured ethically appropriate because of its various characteristics and not because the outcome of the action is good. The theory holds that at least some activities are morally necessary irrespective of their magnitudes for human welfare (Isaacs, 2014, pp.96). In Teleological ethic, it is a theory of morals that originates duty responsibility from what is decent or necessary as a goal to be attained (Hurley, 2014, pp.225). In order for me to define the complex leadership ethics, I have chosen the leadership grid as my model for leadership in my industrial enterprise. A study done came up with four types of leaders; authoritarian, country club, improvised and team leader. In team leadership, study showed that they were high on tasks and high in relationship. The leaders govern by positive example and strive to raise a team environment so that every team member is able to reach his/her topmost potential, both as team fellows and as people. They inspire the group to reach objectives as efficiently as possible, while at the same time working hard to empower the links among the different members. Under authoritarian leadership, they were high on tasks and low on relationships. The leaders are more of task focused and are tough towards the workers. For country club leaders, they are more focused on team towards achieving set goals and use award power to ensure discipline. An impoverished leader is not committed to their work achievement or maintenance, and instead allows the team to do as they see fit. As a result, they are both low in task and relationship (Singh, 2009, pp.72). In 2007, Southwest airlines was involved in a scandal that involved the airline allowing 59 00 flights without carrying out adequate regulations and checkups as required by the Federal Aviation Administrations. On top of that, even after realizing their mistake, they allowed, 1 452 more flights. This violated the flight’s ethics and also endangered the lives to the general public. American Airlines was also involved in the same scandal, in 2008, only in their case, they were aware of their actions. It, therefore, endangered the passengers, its crew members and the general public knowingly. In addition, the airline was also involved in another scandal in which it had issued free air tickets to the House of Representatives, which is against the law (Bilotkach& Lakew, 2014, pp.293). In order for one to be an effective leader, one should have both dignity and respect for others. Therefore, one should not, under any given circumstances, use their subordinates or followers as a means for attaining their individual objectives. An example of good leadership is by Southwest airlines during the particular instance. The airlines handled the 9/11 crisis the best way unknown before by doing centrally to what other airlines were doing; cutting down on workforce. It maintained its employees and moreover, the airline decided to start a profit sharing payment to employees of $179.8 million. Hence, it is clear that as a leader, one must be in a position to handle crisis by ensuring that its workforce do not suffer from it. It also shows a high level of management skills. Examples of company CEOs who have violated ethics include Kenneth Lay – Enron. As one of the company’s leader, he failed to follow ethical paths and instead committed actions that were only beneficial to him, which doomed the company and the other employees. His actions not only impoverished the company but also ruined Arthur Andersen, which was one of the largest audit organizations globally In conclusion, it is, hence, essential that as a leader, one should be aware of every necessary aspect as well as follow them so as to make a change in areas one is entrusted in. In order for me to make it in my career, I have to be in a position where I understand the given ethical standards, such that I will not only benefit myself and fellow employees, but also the company as a whole. Managers or leaders play a vital role in every company and, therefore, they should work hard to ensure that every activity they undertake do not jeopardize, the organization’s success, the subordinate or their own dignity. They should, therefore, know how to balance the three, thus, leading to its overall development. The challenge of managing diverse teams Diversity is an important aspect especially when it comes to workforce and the like. Due to the ongoing globalization, things have been made easier and individuals can now work anywhere around the globe. Aside from learning institutions, businesses have not been left behind. In fact, they have been on the forefront in acquiring a workforce that has various abilities, regardless of their ethnicity, culture, and race, among other aspects. Therefore, the adoption of diversification by industries has seen these companies grow, through the availability of varying point of view from these individuals. Diversity has its benefits like, during team work, people are able to present their varying perspectives towards a specific topic. It, therefore, gives the co-workers an opportunity to learn and practice activities that they never knew about. The different cultural skills and knowledge presented by these individuals contribute to the growth of the company as well as strengthens its workforce. When used effectively, despite each worker’s personal incapability, their teaming up will overcome their weaknesses, hence, making their abilities stronger than when done personally. In terms of communication, it has a potential of strengthening relationships with customers from specific cultural group, whereby, customers will have a sense of belonging when they are served by individuals whom they share cultures with. In addition, companies that embrace diversity are in a better position to diversify their products such that they are able to sell them throughout the work. In instances where problems arise, the firms are able to fetch many ideas from different cultures, thus, making them at a better position to solve their issues fast and efficiently. Diverse employees come with varying skills and abilities which if exploited to the maximum, bring about the overall growth of the organization (Mclendon, 2007, pp.20). On the other hand, there are some issues that are associated with diversity such as, communication among co-workers. Instances where different cultures collide, it can affect the company’s overall performance and when a new person with a different culture is introduced. The new person will most likely have a tough period during, his/her early time in the organization. There are also integration issues in which individuals prefer to befriend or be with same culture people and avoid the other. This can, to some extent, lead to lack of contribution during team work, due to avoidance of sharing cultural skills and knowledge. Another disadvantage is related to sex-related diversity, in which where more than one gender is involved, the company will have additional costs like sanitary. Also, in instances where sexual advances are made, the company will be more vulnerable to lawsuits. Moreover, the freedom of speech once enjoyed before, can no longer be practiced because one has to be conscious of the other cultures within the company. (Rahman, Hussain &Hussain B, 2011, pp.86). The ability to manage a diverse workforce requires one to have the essential skills; otherwise, it can prove to be very hard and futile. The main reason for diversity is to create an environment where individuals as well as the company get to grow and benefit. Therefore, there are several steps that one should follow when trying to manage the team. First, the leader should ensure that all the staff’s policies from employment to elevations and raises are grounded on worker performance. Thus, evade letting occupation, cultural background or any other kind of segment into their human resources rules (Ziolkowski, 1995, pp.48). Step two, one should rate the credentials of the applicant based on the value of his capability instead of age or any other criteria, during hiring. It will enable the leader to manage the workforce better. Thirdly, the leader should encourage diversity during teambuilding and special work teams in the company. Depending on individual skills and abilities, the leader should be able to know which team to post where so as to utilize their full potential. Step four, whenever complaints of favoritism or discrimination are brought forward, a leader should take it seriously. The issues should be evaluated and sorted out, thus, restoring the company’s peace and trust, which will result to good performance if individual note equality. Finally, it is important to hold meetings with the entire workforce that enlighten them on the importance of having a diversified team. It is most likely that this will make the stuff open minded and embrace diversity (Sadri & Tran, 2002, pp227). In conclusion, diversifying workforce will always work towards the general advantage of an organization. If the advantages it brings can be utilized properly, it, with no doubt, contributes to the growth of the company in terms of sales, but also, the workforce will be in a position to learn. However, it is also important that a company be in a position to know how to take advantage of the opportunity as well as manage the team. Hence, with a professional ability to manage the team, the firm will record few negative cases. Also, since there are companies that have already adopted the practice and are doing quite well, it proves that its adoption is possible and will put companies at the forefront with globalization. Most effective Leadership & Management Styles & approaches Leadership is the capability of a person to inspire, influence, and empower others to participate toward the efficiency and achievement of the companies of which they are members. On the other hand, management encompasses leading and governing a team of people for the purpose of directing and coordinating the team towards achieving an objective. In regard to personality styles, leaders are regularly known to be excellent and unpredictable, who possess huge appeal. Nonetheless, they are also often seen as recluses and sequestered individuals. They are contented with taking risks, and even sometimes apparently desolate and unreasonable risks. Most of them tend to have high levels of resourcefulness (Reynolds & Warfield, 2010, pp.63). On the other hand, managers are seemingly rational, when solving problems or putting them under control. They, in most cases, are oriented on objectives, configurations, employees, and convenience of resources (Young & Dulewicz, 2008, pp.18). Managers’ characters lie towards determination, evaluation, strong and astuteness. While leadership main focus is on leading people, management focuses on managing individuals. Also, management is oriented on tasks, while leadership is people oriented. When it comes to achievements, the leaders are more on achievements, while managers are focused on goals or objectives. When approaching tasks, leaders only look at the difficulties and develop new, imaginative solutions. By application of their charisma and obligation, they inspire, stimulate, and focus others to resolve difficulties and surpass. Leaders like taking risks, while, managers evade them, and during decision making, leaders are facilitative, while managers are involved (Toor, 2011, pp.311). In addition, leader’s style is more of engaging, transformational, and consultative while managers tend to be commanding, transactional, domineering, democratic, autocratic, and consultative. Leaders tend to show their power though influence and charisma while managers uses their position in the company and formal authority. Finally, while leaders tend to have followers and appeals to the heart, managers have subordinates and appeal to the head (Bontas, 2012, pp.85). In order to manage subordinates effectively, managers should adopt some criteria in order to ensure that the workforce works efficiently. Where reward or acknowledgement is due, managers should ensure that they give that to the deserving employee. It motivates the employee to work harder and continue with the spirit, unlike when not recognized for their good work. It makes them feel valued, regardless of their position in the organization. Managers should also be open to receiving contribution from their subordinates. The notion that managers usually have that they know everything blocks opportunities for new ideas and perspectives (Galli, 2012, pp.176). Allowing every member of the workforce to contribute will encourage them to think more as well as make them feel that they play an important role in the company. It is also good to be empathetic with them because it strengthens a manager’s relationship with them, in instances where they get involved with the worker’s personal issues. Managers should also ensure that they don’t practice favoritism (Claudel & Casse, 2012, pp.27). They should treat every subordinate equally, which will in turn make him loved by everyone. However, it is also important to draw a line, where you let everyone know your firm stand and rules. This will prevent inaccurate relation with them, where the manager will earn respect and at the same time be liked or loved. According to the Chartered Management Institute (CMI), 2013, it mentioned that the best tactic to manage subordinates may differ in reference to situations and individual characteristics. However, from my point of view, each employee has their individual personality depending on their varying upbringing, values and persona. Therefore, I agree that management has to look for ways to fit every individual in any given situation, according to their characters. Managers should, therefore, come up with ways that accommodate everyone. It will ensure that no one is left out or forced into doing things that are not culturally right, according to them, or feel pressured into doing something. When there is a problem that is encountered, the managers should treat each individual solely, since they don’t know for sure their reasons. One of my favorite leaders is Tony Hsieh. He is the CEO at Zappos, an online shoes and clothing store. A recently carried out interview with his subordinates proves that it can be both fun and stress-free working under him. He has embraced diversity in the company, where you find people from different races work there. Also, he has structured ways in which he gets to reward his employees for a job well done, hence keeping them motivated. His employees seem satisfied with his way of governing and that explains the success of the company. The IBM leader is another leader I would like to work under. The company encouraged its 320 000 employees to start their blogs and speak in first persons, that was during the initial times of blogging. The employees were encouraged to speak their hearts out, and as a result, the company gained more customer trust and made both the employees and customers happy (Zimmer, 2007, n p). In conclusion, as a member of a team, I would like to be respected and valued within a company that I work for. There are instances where managers or leader fail to see ones efforts of simply ignores them, I would prefer leaders that recognized my efforts, and not necessary award me, but at least acknowledge them. I would also feel more attached to the company if I would be allowed to participate in meetings where am allowed to contribute. All these will keep me motivated and instead of feeling bored of waking up to head to the work place, I have the anticipation. Leadership & Change In every organization, new inventions and innovations will always come. However, people within a workforce tend to resist these changes. Although not all of them, but quite a notable number seem not ready to embrace the changes. There are those individuals who would rather remain in the same position at work, doing the same thing for years and would not welcome anything that might threaten their comfort. It is usually based on an individual’s level of competence. Also, there are those individuals who feel that new thing bring with them more work and more expectation from their bosses (Meuse & McDaris, 1994, pp.55). Resistance is however, a natural reaction towards change by every human. While this might be true, the greater good is that the employee is given an opportunity to learn new things and in some instances they even get a pay rise. However, there is that small fraction that readily accepts the changes. They are people who know the importance of these changes, they are competent and an opportunity for change makes them lose the feeling of monotony. They also appreciate the chance to acquire new knowledge and be diverse in terms of knowing new ways of doing things (Clair & Dufresne, 2004, pp.1599). During a phase of change, individual are usually at an anxiety stage, where they don’t know what will be expected of them, and how the change will affect them. One of the role a leader or manager plays is as a communicator. Information is usually either passed from down up to the executives or from up down. During this period, employees require to hear all the information directly from the managers instead of the usual messengers. Therefore, they should learn the art of giving out the information, in such a way that does not provoke unrest or unnecessary anxiety. People have different way of understanding given information. Someone speaking with a tone that is friendly and welcoming will have positive response as compared to one giving in a strict and serious face. Another role is that they act as coaches, whereby, they are to coach or guide the staff into transition, which can either be done as a group or individually. Managers should have a laid out and polished structure of introducing the workforce to the changes (Yapp, 2004, pp.111). It, therefore, helps the employees to give out their views and get addressed as well as provide an opportunity to work together towards adapting to the changes. Another role is that they are expected to act as resistance managers (Martins, 2009, pp.98). When a tendency of resistance towards change is seen, managers are expected to work towards identifying the root of resistance. Once identified, using skills, knowledge and specific tools, the managers should be able to address the problem. Where employees feel threatened by the change, managers should come up with ways that make their negative perspective change, thus, enabling smooth transformation (Belasen, Benke, DiPadoval & Fortunato, 1996, pp.90). There are change models that I would advocate for managers to adopt. One is Kotter’s 8 Step Change Model. The model was formed by Harvard University Professor John Kotter, and it makes change to become a campaign. It makes the staff to accept the change after leaders assure them of the crucial need for it to transpire. There are eight steps involved in this model: The managers increase the urgency for the change. Then, they come up with a team devoted to the change. Third step involve building the idea for the change and fourthly they are to talk about its importance. Thereafter, they are to motivate the staff with the ability to adapt to the change. Also, there is creation of short term goals, maintaining persistence and lastly making the change permanent. This model is good because one just has to follow a simple step-by-step layout. Also, the emphasis is on organizing and embracing change and not on the real change. In addition, transition is simpler with this model in that, it is not complicated. In airline industries, there are usually times when the crew is introduced into new locations. Although this offers opportunities for the members to travel to new destinations, the fear and anxiety of what will await them there, weather conditions makes one to resist the changes. Also, they fear that their schedule for meeting with their loved ones will be changed. Another instance is when time schedules for flights are changed or new ones are added. It leads to additional hours for the employees and rearrangement of the normal timetable. In conclusion, change is good in general. However, individual perception about it is what results into many refusing it. However, if individuals were better shown the larger benefit that each one would gain from it, it would minimize the resistance. Personally, there are instances that I have been resistant towards change, but once, implemented and accepted, a while later I start to wonder why I was resisting it in the first place. I even wonder why it had not been introduced before! I would recommend managers and leaders to focus more on the advantages that the changes being advocated for will benefit the staff. Thus, it will entice them into accepting it and ensure a smooth transition. Your vision of leadership (Double Weighted) From the knowledge I have acquired as a student in this institution, I have learnt a lot about good and successful leadership. As my aim is to become a leader in a near future, I see myself in a much better position to apply my knowledge in my career field. And although I am aware that there is still a lot to be learnt, I am aware that through being in the real field will help me acquire quality experience. I know that as a leader, I should have good communication skills (Lacroix, 2012, pp20). I have been practicing in my study club and I must say that I have been gaining confidence in speech giving as well as how to communicate in different situations. As a leader, I will also be expected to be flexible enough to accept situations as well as know how to counter arising challenges (Grayson & Baldwin, 2007, pp.16). Since my there are many challenges that airlines encounter, just as big as the industry is so are some of the problems that are associated. Therefore, I know that I should master the art of being flexible enough when dealing with the challenges. Other characteristics include patience, tenancy and courage. I have mastered a little bit of patience when dealing with my schoolmates and roommates, since they at times do things that are not right. Although this just covers a small portion, with more exposure to the field, I know I will make a good leader someday. Tony Hseih of Zappos online shop for clothes and shoes has truly inspired me. His leadership skills have seen him grow that company into one of the most successful companies in the world. His way of leading has earned him his subordinate’s trust and respect and, therefore, I would like to be just like him or even more. Also, I admire the way he has transformed the place into some kind of a big family, which has made his subordinates have a sense of belonging. In an interview carried out, one of the workers mentioned that the workers have close relations even outside work place. That is something that rarely exists in other organizations. Aside from that, he has given his employees the freedom to post on the company blogs, as first person and to speak their hearts out. Although, they are told to watch out for information that might harm other workers or the company, anything else is allowed. Since my high school years, I always participated in areas that required some sort of leadership role. After joining the university, my participation continued and thrived as I always get involved in school roles that allow me to exercise my area of interest. My colleagues have acknowledged my skills and I have gotten positive reviews from my first blog. I must acknowledge that I never took by abilities seriously and probably that had made me lose some opportunities of advancing myself. The reviews, however, gave me a sense of enthusiasm and happiness, which made me rethink about my role as a future leader. Since then, I have been able to focus more on my strengths and have had persons who I take as my role model, to help me work on my weak points. These individuals have helped me to nurture my skills and also some tutorials of various top leaders have helped me see how they made it to their current positions. In conclusion, there are two major leadership skills that I would like to acquire, one the art of being passionate and organization skills. They are skill which I know are essential in a leader but which I lack. I tend to be passionate about something during its development time, but once established, I lose the psych and long for something more. I hope I can remain passionate for longer. Also, since charity begins at home, I seem to lack good organization skills. Although I always ensure that I reach a certain mark set before me, due to my being disorganized, I tend to spend too much time than it should take on a single task. Lastly, I would be a happy person if I got some patience skills. I am the kind of a person who likes to see results immediately and I dislike delays. But, since I know it is going to take some time before I get these skills, I will devote more time into trying to acquire the skill, through responsibilities that I may get entrusted with. In addition, I hope that with the motivation I have gotten from people, I will be able to acquire these skills. Bibliography Belasen, A, Benke, M, DiPadova, L, & Fortunato, M 1996, 'Downsizing and the Hyper-Effective Manager: The Shifting Importance of Managerial Roles during Organizational Transformation', Human Resource Management, 35, 1, pp. 87-117, Business Source Premier, EBSCOhost, viewed 24 March 2015. Bilotkach, V, & Lakew, P 2014, 'On sources of market power in the airline industry: Panel data evidence from the US airports', Transportation Research Part A: Policy & Practice, 59, pp. 288-305, Academic Search Premier, EBSCOhost, viewed 24 March 2015. BONTAŞ, D 2012, 'Management and Leadership in Business', Economy Transdisciplinarity Cognition, 15, 2, pp. 83-92, Business Source Premier, EBSCOhost, viewed 24 March Clair, J, & Dufresne, R 2004, 'Playing the grim reaper: How employees experience carrying out a downsizing', Human Relations, 57, 12, pp. 1597-1625, Business Source Premier, EBSCOhost, viewed 24 March 2015 Claudel, P, & Casse, P 2012, 'Managing Power Maps: a leadership must', Training Journal, pp. 26-28, Business Source Premier, EBSCOhost, viewed 24 March 2015. De Meuse, K, & McDaris, K 1994, 'An Exercise in Managing Change', Training & Development, 48, 2, p. 55, Business Source Premier, EBSCOhost, viewed 24 March 2015.26-28, Business Source Premier, EBSCOhost, viewed 24 March 2015.2015. GALLI, Y 2012, 'THE SOLUTION-FOCUSED MANAGEMENT - MANAGING CHANGE POSITIVELY', Managerial Challenges Of The Contemporary Society, 3, pp. 175-178, Business Source Premier, EBSCOhost, viewed 24 March 2015. Grayson, C, & Baldwin, D 2007, 'Tapping in: How leaders can become effective networkers', Leadership In Action, 27, 5, pp. 14-18, Business Source Premier, EBSCOhost, viewed 24 March 2015. Hurley, P 2014, 'Comments on Douglas Portmore's Commonsense Consequentialism', Philosophy & Phenomenological Research, 88, 1, pp. 225-232, Academic Search Premier, EBSCOhost, viewed 23 March 2015. Isaacs, Y 2014, 'DUTY AND KNOWLEDGE', Philosophical Perspectives, 28, 1, pp. 95-110, Academic Search Premier, EBSCOhost, viewed 23 March 2015. Lacroix, SL 2012, 'Leading with Purpose and Passion: Keys to Effective Leadership in Career and Technical Education', Techniques: Connecting Education And Careers (J3), 87, 6, pp. 18-21, ERIC, EBSCOhost, viewed 24 March 2015. Martins, L 2009, 'The nature of the changing role of first-tier managers: a long-cycle approach', Journal Of Organizational Change Management, 22, 1, pp. 92-123, Business Source Premier, EBSCOhost, viewed 24 March 2015. McLendon, T 2007, 'Extraordinary people. Take business to the next level with a diversified workforce', Marketing Health Services, 27, 2, pp. 20-21, MEDLINE, EBSCOhost, viewed 24 March 2015. Reynolds, J, & Warfield, W 2010, 'The Differences between Managers and Leaders', Education Digest: Essential Readings Condensed For Quick Review, 75, 7, pp. 61-64, ERIC, EBSCOhost, viewed 24 March 2015. Rahman, M, Hussain, M, & Hussain, B 2011, 'ASSESSING THE RELATIONSHIP BETWEEN DIVERSIFIED WORKFORCE AND REWARD ON EMPLOYEES' PERFORMANCE IN THE ORGANISATION: AN EXPLORATORY STUDY OF PRIVATE ORGANISATIONS IN BANGLADESH', International Journal Of Employment Studies, 19, 2, pp. 83-111, Business Source Premier, EBSCOhost, viewed 24 March 2015 Toor, S 2011, 'Differentiating Leadership from Management: An Empirical Investigation of Leaders and Managers', Leadership & Management In Engineering, 11, 4, pp. 310-320, Business Source Premier, EBSCOhost, viewed 24 March 2015. Sadri, G, & Tran, H 2002, 'Managing your diverse workforce through improved communication', Journal Of Management Development, 21, 3/4, p. 227, Business Source Premier, EBSCOhost, viewed 24 March 2015. Singh, A 2009, 'Leadership Grid between Concern for People and Intuition', Leadership & Management In Engineering, 9, 2, pp. 71-82, Business Source Premier, EBSCOhost, viewed 24 March 2015. Yapp, M 2004, 'How can "role transition management" transform your company?', Industrial & Commercial Training, 36, 3, pp. 110-112, Business Source Premier, EBSCOhost, viewed 24 March 2015. Young, M, & Dulewicz, V 2008, 'Similarities and Differences between Leadership and Management: High-Performance Competencies in the British Royal Navy', British Journal Of Management, 19, 1, pp. 17-32, Business Source Premier, EBSCOhost, viewed 24 March 2015. Zimmer, J 2007, 'IBM executive sees company's diversity as key to success', Herald-Sun, The (Durham, NC), 21 January, Newspaper Source, EBSCOhost, viewed 24 March 2015. Ziolkowski, DM 1995, 'Managing a Diverse Workforce', Journal Of Library Administration, 21, 3/4, pp. 47-62, Library, Information Science & Technology Abstracts, EBSCOhost, viewed 24 March 2015. Read More