Leadership Competencies and Gender - Assignment Example

The paper "Leadership Competencies and Gender" is a wonderful example of an assignment on management.

Question #1. Provide a critical analysis of the following six leadership competencies.

Leading employees

Being an outstanding leader in any business organization has always been a challenge to many. It is of no doubt that ensuring that the employees work their hearts out for an organization is a tall order. Leading employees demand acts of fairness towards employees, broadening employee opportunities and effective delegating of duties to employees. According to Griffin (2012), a leader should act as a mentor to the younger and new employees. Effective leadership should also incorporate employer-employee interaction.

Influencing, Leadership & Power

Good leadership embraces influence attributes in companies. Therefore, a leader should be adept at inspiring, promoting ideas or visions, influencing the employee and delegating jobs effectively (Hackman, 2007). Inspiration helps others in the organization in seeing the importance and value of what they are doing. Good leadership calls for the responsible use of power. Authority should be used to influence others and for a positive result. A leader should be comfortable with the power of the managerial capacity.

Strategic planning

Strategic planning includes understanding the firm’s mission, vision, strategies, and value. Strategic planning works on developing long-term objectives and strategies and translating vision into realistic strategies. Griffin (2012) argues that regularly updated plans are vital in reflecting the changing circumstances.

Strategic planning puts predicted future changes into consideration when developing a plan. It articulates well informed long-term objectives and strategies.

Results Orientation

Result-oriented people are focused on making things happen successfully. An individual with this competence will always dig up the roadblocks and grease the wheels towards achieving a successful project. Result-oriented people figure out how to acquire the right requirements. Notwithstanding the challenges faced, they remain resolutely focused on core principles of achieving clarity and gaining alignment.

Leading with purpose

This is a personal leadership attribute that defines one's focus. Lead with a purpose mainly ensures that one stays focused on a given direction, and he/she is not sidetracked by workload or details. People with this attribute leads by example and always have a clear driving force in their work (Hackman, 2007). This leadership competence ensures that one remains focused on a sense of direction even in the midst of organizational turbulence and changes.

Credibility

This is an attribute that ensures that one works in accordance with the sated values and integrity. It involves using ethical considerations in making decisions and actions. People with credibility places ethical conduct above their own personal gain. They are people who can be trusted in maintaining confidentiality in an organization. They always strive to say the truth and speaking candidly about issues facing the firm (Haslam, Reicher, & Platow, 2012).

 Question #2. From your analysis; judge whether these competencies are gender-neutral or biased toward a masculine style of management. Explain.

These competencies are gender-neutral in management. This is because, as a leader, your gender should not come to play when handling issues in an organization. All the leadership attributes should be applied partially and with all professionalism irrespective of gender (Griffin, 2012). Leadership qualities are gender neutral since either a male or a female can pose them. Leadership is more defined as a personal attitude than a gender attribute. Therefore, either a male or a female can be an exemplary leader.

Question #3. If you were involved in designing these competencies, propose some suggestions you would make and provide reasons for the suggestions.

If I were to design the above competencies, I would propose a close and interactive employer-employee scenario. This promotes unity and a sense of belonging to all employees. As a leader, one should treat junior employees partially and fairly (Hackman, 2007). This motivates the employees and rekindles their personal, working spirit. Lastly, I would propose for organization workshops. A workshop for top management improves their leading skills and provides a platform for the exchange of ideas (Haslam, Reicher, & Platow, 2012). Workshops promote sharpening the leadership competencies.