Organizational Leadership and Individuals Worldview - Essay Example

BMS - JOURNAL REPORT Part One Introduction The success of any company depends on the kinds of leadership and management structure that exists. These structures are often arrived at by collecting the views and opinions of some of the stakeholders in the business. Managers of business organizations are tasked with ensuring that they provide proper leadership in the organisation so that all the stated goals and objectives are achieved including the mission and vision. According to Rothwell (2005) organizational leadership needs the development of a clear understanding of an individual’s worldview and those of others. This is important on the development of leadership strategies and approaches that can talk a wide range of issues not only in the organisation, but can also influence the particular industry. Worldview can be described as complex image that is created from different lenses that individuals use in viewing their world. Worldview is not similar to such aspects as religious viewpoint, identity or political stance but comprises all these elements. Worldview comprises all the things that one believes concerning their world, comprising all the tangible and intangible aspects (Rothwell 2005, p. 45). In this regard, a leader’s worldview can be determined by his opinions, beliefs, attitudes as well as the different external forces that influence the particular leader. During my time at Qatari Diar, I have learnt a lot concerning ways of effective management and leadership, which I hope to use in my future leadership endeavors. This paper presents a personal reflection on my roles in the organisation and how I succeeded in my leadership. My experience at Qatari Diar During my leadership experience at Qatari Diar, I was exposed to a management and leadership environment, in which I relied on my leadership knowledge in interacting with different people, setting and achieving different stated goals and objectives. Qatari Diar is the real estate firm that is based in Doha; it is established and managed by one of the competent authorities in UAE, the Qatar Investment Authority. According to Camilla, Simeon & Hammond (2003), by 2011, the success of the company’s operations had seen it acquire stakes in the Vinci firm, providing employment to more than 183, 000 people in over ten countries. All these and other achievements have seen the company grow to become a market leader in the industry that is characterized by many emerging businesses. The management has been successful in leveraging on the skills and competencies of its managers, who have been critical to the success of the company. My interaction with the organizational staff brought out the best in my leadership skills and competencies, which enabled the company to achieve most of its goals and objectives. Reflection on my leadership roles When I first joined Qatari Diar, I did not have much confident in managing people. Inasmuch as I had learnt about people skills and human resource, I had not got an opportunity to have a practical application of these skills. I therefore took the opportunity with both hands, knowing that my success in this organisation would not only be a positive step for the company, but also for my future leadership and management aspects in different organisations that I could work for. One of the things I knew would be critical for my success was developing a successful team that would implement the strategies as planned. This would involve creation of teams in the different departments so that people could easily complement their knowledge and skills in addressing the problems and challenges and work practices (Rothwell 2005, p. 57). The importance with developing teams is that a lot can often be achieved within a short time. I realized that working with teams requires development of proper communication strategies so that people can share their opinions and ideas over various issues. I learnt how to appreciate and value other people for achievement of set goals and objectives. By acknowledging the little efforts that people do, it provides the much needed intrinsic motivation that enhances their performance for the success of the organisation. While at the organisation, I learnt various ways of motivating staff so that they felt as important members of the team. There were times when I could use a lot of extrinsic motivation that involved giving financial rewards; however, this approach could not be sustained for a long time because upon its withdrawal, the people’s motivation would also reduce. Therefore a different way of eliciting maximum output was needed, which brought the need for intrinsic motivation. I developed a system of human resource development, which involved organising of seminars and conferences for the staff at certain times. We designed the company’s budget in such a way that we could manage a number of training forums through which we could offer various training to the staff. This was important because the knowledge that was acquired by the staff would help them not only in the work practices at the company, but also in their different endeavors. The response was that most of the staff was encouraged and motivated and this enhanced staff retention. Part Two Reflection on personal attributes My time at Qatari Diar was very essential in enabling me to improve on my worldview. Initially, I was used to working alone, preferring my own company. However, I realized that being an effective leader required that I change my attitude and learn how to work with people from different cultures. The work place has people from different countries, most of whom had been employed because of their knowledge and skills and experience in the real estate industry. Therefore, I needed to ensure that I change my attitude and accommodate them in my space so that I could be a successful leader. Changing my attitude was not much difficult because I realized that while some people are talented and good at what they do, some are not on the same level. This meant that as a leader, I had to strike a balance between these people. Development of work teams proved very critical because I managed to ensure that the staff learnt how to complement each other (Dive 2008, p. 23). The success of these teams would mean that I develop team building session through which the staff got a chance to know and interact with each other, and therefore success in the company goals and objectives. The organizational culture at the company involved working and interacting freely with other people so that proper information sharing could be done. I often helped every of the staff that I managed so that they could handle their tasks as assigned. Future improvements in my leadership In future, I realized that there is the need to understand how to integrate and live with people from different cultures. In every organisation that I intend to work, I will make it my priority to understand how different cultures operate, especially where the organisation will be cross-cultural like my former workplace. In doing so, I will be successful in developing work practices that respect those cultures and guarantee success not only to the particular organization, but also to the specific people. Additionally, I endeavor to further my studies in leadership and management so that I can be successful in understanding different companies and industries and excelling in leadership and management of such organisations. This means that I am supposed to undertake consistent research processes in these areas of interest; this will enable me to understand some of the current trends and developments, which will be critical towards development of management and leadership strategies. As far as people management is concerned, I plan to undertake various surveys about the same practice in different organisations and companies so that I will know how they do it (Dive 2008, p. 53). I will put more emphasis in knowing the approaches used by many of this large multinationals and implementing them wherever I will be placed in charge. According to Wu (2013), Inasmuch as every organization can create its own strategies for success, learning from other people is also important. Bibliography Camilla H, Simeon K & Hammond. 2003. "New Qatar emir shakes up sovereign wealth fund". Financial Times. Accessed 6 June 2015. < http://www.ft.com/home/europe> Dive, B. 2008. The accountable leader developing effective leadership through managerial accountability. Kogan Page, London. Rothwell, W. 2005. Effective succession planning ensuring leadership continuity and building talent from within (3rd ed). New York: American Management Association. Wu, B. 2013. New theory on leadership management science. Chartridge Books Oxford, Oxford. Appendix: Personal: Self Development Plan Read More