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The Management, Leadership and Teamwork Competencies Required by a Small Business Owner - Coursework Example

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The author of "The Management, Leadership and Teamwork Competencies for a Small Business Owner" paper based on a review of the current literature, describes the management, leadership and teamwork competencies required by a small business owner to be effective in their role…
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The Management, Leadership and Teamwork Competencies Required by a Small Business Owner
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Download file to see previous pages On the other hand organizational leadership is defined as the ability based on the specific skill of an individual to lead his/her subordinates in a manner that pre-planned organizational goals could be achieved within the defined time-frame. According to Burns (1978) and Bass (1985), transformational leadership has a set of category constructs such as values, morals, farsightedness, long term goals, principles, acute awareness about the dividing line between causes and symptoms, mission statements, strategic perspectives, and human resources. Similarly, they identify a set of category constructs in the transactional leadership also. For instance concentration on the task at hand, short term goals and tactics, confusion concerning causes and symptoms, too much involvement in power relations, politics and statistics, the fulfillment of expectations based on readily available systems, reliance on human interrelations and the persistent support for organizational structures, systems, and relations.

Warren Bennis (1995) holds the view that less hierarchical more democratic institutions with the ability to adapt to the unfolding environment are the best. A competency-based contingency framework or model like this requires a series of sub-level functions or competencies to be outlined as of consequence though such heterogeneous elements that lie outside the functional domain of the manager’s/leader’s tasks could be avoided with convenience. For example, the manager’s/leader’s common competencies are always inclusively treated in the theoretical framework for the purpose of reference. This is illustrated in the following diagram.

The above diagram (Fig. 1) illustrates the minimum number of competencies for each functional area and thus the fully-fledged framework identifies and addresses the management/leadership competencies and issues that correlate with each other to produce an integral system of reference and analysis (Covey, 2004). For instance, the vision & mission of the organization is identified with the long term corporate and business goals, irrespective of the size of the business. ...Download file to see next pagesRead More
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