The Future of Leadership and Management in ICT Industry - Assignment Example

 The Future of Leadership and Management in ICT Industry Various teams produce better results In order to overcome future organizational barriers and real change in leadership and management, one must be ready to foresee leadership role. As a leader, one must have the ability to persuade a multitude in order to achieve future goals because the above opinion is the ultimate objective of diverse teams (Ragins & Gonzalez, 2003). How different team influence positive results Based on the influence of people from different cultural backgrounds and opinion, several researchers point out that, involving diverse team in an organization is susceptible to positive production. The utmost essential priority in teamwork is to embrace diversity. However, most scholars clarify how diversity is an essential challenge in most institutions as experienced by most managers while executing their managerial obligations (Ragins & Gonzalez, 2003). According to Ragins & Gonzalez (2003), it is very clear that diversity improves creativity among organizational members especially around the dwelling of every person. Despite variations in ethnicity, language or religion, every aspect of existence must have mutual representation in a divergent status of the community. Every group within the society contains variety of a special kind whereas; the type of diversity within an employment organization is of a special kind. In order to lead a diverse team, a leader must be ready to consider inspiration and motivational trend by exercising leadership skill that aims at achieving the organizational objectiveness. The exercise of leadership authority in teamwork management is vital in uniting various skills of a leader towards achieving organizational mission and objectives. Arguments raised in the past are meant to expose the reality that exists between diversity and team performance. However, most findings point out that a diverse team is substantial to improving performance thus resulting to better results with insignificant conflicts if areas of operations especially to those not properly looked into. For instance, cultural diversity in a workplace is of significant contribution to workforce principles. It is an important conceptual element of various importances to the company (ft, 2014). While putting into consideration a company like Nokia, diverse team that entails different educational backgrounds and culture has been of help in fixing numerous loopholes of weak personnel thus resulting into a remorseful productivity of the overall organization. Possible sources indicate that by the year 2013, Nokia’s management team comprises 13 different personnel derived from different backgrounds based on age, gender, education and ethnicity. The above-varied cluster of personnel represented an independent aspect of diversity. With a noble perception in leadership and management, embracing diversity enhances organizational achievements towards suitable development. Diversity in a business environment Ft (2014), points out that diverse teams have been highly effective because they embrace a varied cluster of numerous skills that are of a positive impact to the organization. Besides, diverse teams draw abilities and skills that streamline communication while improving effectiveness that is necessary for the implementation capabilities of the organizational operations. Therefore, for appropriate implementation of the all the above factors in achieving a central unit of operation in the future, a good leader with appropriate skills are necessary. Possible sources written by management scholars have addressed concern how leaders who are engaged in diverse team management are often of advantage and advances resourcefully environment in their respective areas of management. Presence of divergent skills helps in conceptualizing ideas from different sources thus creating a faster resolution in finding solutions to problems. Moreover, having a diverse source of skills in a team acts as a yardstick in organizational conflict resolutions because the management personnel to develop a successful positive future can easily modify such conflicts plans to mitigate chances of reoccurrence (Barak, 2011). Management of diversity Apparently, recruiting managers who have been conferred duty to hire new staff and allocate projects for different people must be equipped with vast knowledge of team formation. Reason for the above possible formulation is that such teams will be involved in the formulation of different duties. Therefore, it is perceived necessary to engage in an independent operation, which is often a very difficult task to implement with the emergence of new leaders and may result into micromanagement of an organization clarifies Barak (2011). Conclusion A diverse team is found in almost every organization thus it is vital to give a chance to a diverse class of employees as it encapsulates various skills necessary in developing an organization to achieving its goals and objectives. Diversity does not only concern skills, but it also creates a conducive atmosphere to all stakeholders of an organization. Through team diversity, different alternatives that aid solutions to the organization are always sufficiently availed resulting into successful achievement of the objectives of the organization. Most Effective Leadership Style to Managing the Work of Subordinates Sapru (2008) describes leadership entails influencing others and their activities while management constitutes keeping collating and up to date with a group of person to help in sustaining the goals and the objectives of the organization. The most important point to note is that, either leadership or management both must engage comparative abilities or skills in their execution. How does leadership relate to management? Leadership is very distinct from management in the sense that management comprises vision that ensures things are rightfully done. Its activities are more detrimental to the outcome of the organization whereas, leadership embraces the capability to motivate and influence others with respect to the expected outcome. Motivation is necessary to achieve the desired objectives of the organization (Sapru, 2008). Compare and contrast leadership and management Leadership and management share two common factors. To start with, both leadership and management both scheduled to achieve a specific objective of the organization. Similarly, leadership and management call for a strategic plan in order to make a substantial objective to the company (Sapru, 2008). Consequently, management entails day-to-day running activities of the company that is entitled to the execution of activities of the subordinates while leadership is the actualization of the overall events of the companies including that includes the mandate of taking care of the subordinates. Grant & Wade (2009), clarifies that A good leader should play a friendly role and must be less rigid to its subordinates. As a future leader of an organization, you should exercise your roles, in a way, that makes employees feel positive difference from the previous colleagues. Leadership and management are driven by attitudes and behaviors of the practitioners. A leader who practices authoritative mode of leadership follows the theory X of McGregor’s leadership style. Such managers’ exercises more control mechanism while relenting minimal trust to the subordinates because of their inner perception that employees do not rightfully conform to their roles and obligations thus must be pushed in order to perform their duties. Whereas leaders that practices laissez-faire are quite dynamic and behave more similar to managers by giving sufficient freedom to employees while carrying out their responsibilities. With respect to the above, less hierarchical structure is highly emphasized leading to mutual trust between leaders and the subordinates, which is substantial to a higher productivity within an organization. The video below gives an illustration about the need of leadership subordinate relationship (Grant & Wade, 2009). http://www.mckinsey.com/videos/video?vid=2341023340001&plyrid=2399849255001&Height=270&Width=480 Mutenzedburg structure on how to minimize managerial role (Mulins 2013) Leadership and communication can help built trust The need for communication between the organizational leaders and the subordinates is very essential even if it takes place periodically. An open forum where both leaders and subordinates discuss issue affecting the success of the organization is very healthy because it helps the partisans involved in identifying barriers that deter the organization from achieving its objectives. Despite the fact that such forums may be characterized by negative assumptions, embracing communication is a sure healthy way of identifying and harmonizing mistakes that exist between subordinates and the management thus ensuring a positive way forward to the organization (Grant & Wade, 2009). How to Manage Subordinates Successfully When assigning duties to subordinates, the exact way in which such duties are distributed greatly determines the prerogative results after the execution. Any slightest negative approach during allocation will result into poor outcome or negative results on the part of the subordinates. Therefore, it necessary to ensure that tasks assigned is within an individual suite. Besides, it is quite important to have a clear understanding of employee job description in order to ease supervisory, otherwise time spent in executing other duties. Some of the most essential tips considered when allocating duties to the subordinates include are among the following 1. Open praise and critics Every employee loves to get the praise of a job well done. Therefore, as a leader, you should learn to learn to encourage subordinates because it helps to enhance confidence in them while going around their duties. On the contrary, direct victimization and criticism of employees in public details their esteemed potential and make them feel that the institution (Amit, 2014) less respects them. 2. Perception to understand everything Some leaders have developed coherent perception that they best understand the organization than their junior staffs. Despite the fact that it may hold some reality, on several occasions it is however untrue because everybody within an organization has his own unique capability and independent role that is essential to the organization (Amit, 2014). 3. A leader should be emphatic As a future leader, any identification of as loophole among junior members of the staff should be taken positively and addressed appropriately in a private session because it will help to improve the courage among subordinates since they form an important part to the company. Other than the above facts, an organizational leader should appropriately choose subordinates, pay to their attention, develop documentation about their orders and suggest the necessary resources in each case (Amit, 2014). Conclusion Based on the views discussed above, the most vital concern to note is the variation that exists between leadership and management. It has been pointed out that organization should accord the accord much recognition to every subordinate because every subordinate is of special support to the organization, and participative leadership should be emphasized to ensure everyone plays his role on the management of the organization. Managing change Most of the researches points out that it is inevitable for every organization to embrace change after a specified period. Organizational change encapsulates everything ranging from mergers and acquisition to modification of structures in a working environment. In the leadership, change embraces everything that is necessary to transform the image of the organization. As such, change is a critical way to divert the attention of the organizational stakeholders while ensuring that the right procedures to achieve organizational objectives. Despite the fact that change is inevitable, almost all leaders experiences resistance at some given point while implementing a change transition process (Chris, 2006). The reaction to such changes greatly depends on the outcome of a change and the population that is likely to be affected by such a change. Categories of change include the following Planned/ unplanned The above change constitutes relocation of the official premise of an organization or new working environments while unplanned change might include retrenchment of staffs that characterize economic and financial clichés affecting operations of the company (Chris, 2006). Individual/organizational change Individual changes are specific alterations that mainly affect specific staffs or employees of an organization. For instance, changes such as job reshuffling affect independent persons whereas assigning of a new name to the company will eventually cause a significant effect to the entire organization (Chris, 2006). Reasons for managing change effectively As a future leader, your influence and change management is vital in driving the necessary supporters as it will generate a positive image of the organization. Achievement gained by an organization highly depends on managerial stake towards the transformation of an entire organization. However, the following have been given highest considerate as essentials factors towards a positive change transition To enhance economic stability Most scholars have clarified that change is not a positive choice to the organization, but it comes as an inevitable necessity that an organization cannot do without. Therefore, it is very important to expose the employees to adapt to a change transition process at the expense of an economic stability of the company (Chris, 2006). Liability Appropriate change management is considered one of the best opportunities for a leader to clarify top the staff members and the clients concerning new introductions or amends that are yet to take effect. Improves organizational effectiveness Weindling & Earley (1986), explain that to avoid barriers that are characterized by change management process, as a leader you should take adequate time and explain to the people with whom new changes are likely to affect, as this will improve confidence among members of the staff. Example: An illustration drawn from retail industry of JC Penney is a clear indication that there is need for sustainability strategy in a change process because such considerations add value to the transition process while actualizing a change within a company. The most essential factors that are considered during change implementation in this industry include: store factors that constitute identification of the right combination within the business environment while putting into consideration customers’ demands with respect to their shopping experience. In addition, there should follow up and after sales service that should not be less than a period of six months as it will in building up trust to the customers towards the newly implemented change process. Besides, there should be merchandise that constitutes fulfilling the needs of the customers and the price factor, which determine the overall value of the goods. Consequently, for a complete delivery of goods to the customers supply chain must engage together with the use of technology that is essential in building customers relationship and loyalty towards the purchase of such products (See et al, 2002). Conclusion The quality of leadership and change management greatly determines how best such changes will be effective in the end to the entire organization. it is also essential to note that the cost of a change transition process depends on the development and what the business intends to achieve in the future. As such, it is important to manage change is a way that it will generate returns to the organization through efficient innovative and cost effective alternatives. Ethical Leadership “Fraud falseness are destructive to principal of the market and, more broadly, to the underpinnings of our people. The market is, therefore. Highly dependent on trust because it is the most essential command that drives business operations” Alan Greenspan As a future leader, ethical leadership entails getting to understand the need for courage and implementing such believes and act within them as part of life at the interest of the common good of the entire society. As an ethical leader, you should be equally portray similar characters at work just like it happens back at home. The need for the above fact is because an ethical leader must have the courage and live within organizational values while ensuring that there is no need of pressure that can compromise the optimal success achieved by an organization (Howard, 2010). Based on ethical leadership model, despite the presence of both internal and external values the center of control still drive the command of virtue. Ethical leadership is necessary for people who understand the need to make a difference by pursuing innermost integrity at the interest of all members of the society. in order to develop utmost trust to the society, as a leader you must be committed in pursuant of passion and develop vision to practice ethics (Northouse, 2013). Leaders who have developed visions and committed to achieving ethical goals and common good are detrimental to enhancing all members of the society to fulfill their dreams. In the current business world, most leaders consume a lot of time in discovering modern skills of managing employees in at the expense of improving organizational productivity, but in the end, it is their characters that determine results clarifies (Northouse, 2013). Moreover, Honesty improves confidence in line with the followers and the relationship to the entire organization. On the other hand, dishonesty derails the trust of the followers against a leader. Ethical leadership requires practicing openness to expression and being flexible enough flexibility in line with the follower as we can. The following scenarios are dishonesty. Promising, what cannot deliver, Misrepresenting, hide spin doctored evasion and evade accountability. Ethical leadership responsibilities are to respect anther’s dignity and humanity. Leaders should ensure what they can do, what they can think, what they say and what they believe are internally consistent. Importance of ethical leadership Ethical leadership within an organization creates a sense of direction within the entire organization while making sure that it enhances human enterprises while mending weak areas of the organization. As an ethical leader, you should engage in mutual activities while disassociating facts and issues that might cause might cause fracture within weak organ of an organization. Personal well being Ethical leadership influences personal well being thus making a person to develop intrinsic behavior that is aimed at ensuring everybody’s dignity is maintained. In turn, it enhances personal values and improved morality throughout the organization (Ciulla, 2004). Energizes the team Obviously, ethical leaders empowers and influences synergistic functions within an organization while ensuring that there is sense in unity of mind and mechanism thus enable a team to work towards achieving the organizational objectives. The principle of an ethical leader is based on building a community, respecting others, developing a spirit of service, showing justice while getting involved in a manifestation of honesty (Ciulla, 2004). The inner most integrity of an ethical leader enable you as a leader to embrace commitment thus creates a sense of advancement towards achieving the ultimate good will of the entire community. Development of ethical and morality depend on the following factors Values Ethical leadership depends on an individual commitment towards the realization common success at all levels of the organization. According to leadership and management fraternity, values forms the fundamental concept that ensures the practice of ethical leadership (Ciulla, 2004). Vision - Visions constitutes strategies that are put in place as a sense of guidance while exercising ethical morals in management (Ciulla, 2004). Voice - In ethical leadership, voice entails listening to the views of others while putting necessary consideration in addressing skirmishes that may exist within management prerogative (Ciulla, 2004). Virtue - Virtue constitutes what is implemented in practice. As a leader, you should practice conduct that acts as sign of a role model to whole stakeholders of the organization both internally and externally (Ciulla, 2004). (Grace, 2013) Conclusion In order to create a positive image of an organization internally among the staff members and externally to the public, there should be a sense of satisfaction that the organization operates within the trust boundaries with much emphasis to the ethical code of conduct. Therefore, presence and practice of moral leadership help is the sustenance of perpetual relations leading to a greater element of success. Personal Opinion on Leadership Double Weighted Leadership is a vital element of management that entails coordinating and guiding followers to achieve a common objective of the organization. In my opinion, leadership is one of the essential roles in an organization that extends to the entire society. Despite the fact that different classes of the society have got their own perception towards leadership its role to the society has remained to be of highest recognition in almost all sectors of the society. the foundation of my ideas in leadership has been based on my family background in where my father’s roots can be traced to a a wealthy class of the society while my mother origin traces back to poor members of the society whose livelihood was mainly based on mining caustic soda. From the above perception, my parents having managed bring us up as a distinct generation gives a clear evidence of how leadership and management create a sense of synergy towards a common objective (Laurie, 2013). It is also vital to note that the implementation of leadership practice pass through personal perspective and at the social level. As such, every person should be able to exercise his personal skill in controlling and managing himself to achieve his personal objectives. Everybody has his own potential ability to exercise self-management with distinct virtues that only needs slight nourishment such as training and in turn help others in making objective decision that is vital to the entire society. a leader therefore, is somebody who is able to create goals and mission then works towards achieving such goals (Interview, 2102). My perception to leadership and the society The main important concept in leadership and its theory is the character trait of a leader and its relationship to the society. As a leader, one should pose intrinsic characters with optimum potential to influence people and direct them accordingly without conflicts engagement towards achieving not only personal objectives, but also objective of both the society and the organization. Therefore, the overall concept in such a case is geared towards achieving the desired returns. Personal inspiration Since I developed feelings for entrepreneurship and business practices, both bill gates and Richard Bradson have driven my inspiration. Starting with Bill Gates, his leadership style of embracing a team of diversity has led to tremendous achievements in information technology and computing industry. despite his education background, Bill Gates has risen beyond odds by embracing diversity from different educational and cultural backgrounds leading to a success in the development of information infrastructure. Besides, leadership style allows for freedom of innovation thus creating to room for the employees to come up with different skill that are in turn essential to achieving the objectives of the entire Microsoft Company. On the other hand, Richard Bradson is recognized as a role model who ensures that his organization thrives at the interest of the society. Bradson exercises a spirit of hard work having risen from scratch to own one of the world’s lucrative businesses. He is also practices a spirit of charity by engaging in corporate social responsibility in funding different projects within the community (Laurie, 2013). My personal work experience comprises the star model of personal work experience that is illustrated through the following structure S-T-A-R Situation – Situation concept is represented by letter S in the star model, based on my experience while finalizing my studies in M.S c in software engineering; I was assigned duty to manage a project for one of the ICT Company. My entire colleague comprises a team of six personnel entitled to execute different responsibilities. Besides, have also been involved as a coordinator within a group of three persons while I was student to facilitate the promotion Task - Having made the necessary preparation to initiate marketing operations, the coordinator fell sick and I was left to analyze six modules of the website because we could not afford to sideline behind schedule (Laurie, 2013). Action - I posses an enthusiastic character and not readily disappointed while facing challenges concerning leadership. Having been appointed as the captain in my school, I am very much motivated to withstand challenges; such motivation gave me enough courage to extend my working time to shifts simply to meet the organizational targets (Laurie, 2013). Result – the final project succeeded in meeting its deadline. Therefore, it was of great success to the organization. Such improvement exposes our team to gain much recognition and our team got extra points. Consequently, I managed to gain competency and appropriate leadership skills that is vital in solving problem during critical situations (Laurie, 2013). Reference list: Ragins, B. R., & Gonzalez, J. A. (2003) Understanding diversity in organizations: getting a grip on a slippery construct (pp. 125−163), (2nd Ed.), New Jersey: Lawrence Erbaum Associates. Ft (June 2014) Diverse teams, [Online], Available from < http://lexicon.ft.com/Term?term=diverse-teams > [14 Feb 14]. Barak, M. (2011). Managing diversity: toward a globally inclusive workplace. Los Angeles : SAGE. Sapru, R. (2008). Administrative theories and management thought. New Dehli : PHI Learning Grant, A. M., & Wade-­Benzoni, K. A. (2009) The hot and cool of death awareness at work:Mortality cues, aging, and self-­protective and pro-social motivations(pp. 600-622), (4th Ed): New Jersey: Academy of Management Review. Amit Biswas (Feb 2014) Building a successful manager subordinate relationship, [Online], Available from< http://creativerss.wordpress.com/tag/how-to-build-a-successful-manager-subordinate-relationship/ > [15 Feb 14]. Chris Serres ( Nov 2006) Minneapolis Star Tribune: Best Buy Displays a Feminine Side, (2ndedition), New York: McGraw-Hill Education. See,B et al. (2002), Journal of Marketing: Understanding Service Convenience, Edinburgh: Pearson. Weindling, D., & Earley, P. (1986). How heads manage change. School Organization, 6(3), 327- 338. Northouse P G (2013) .Leadership: Theory and practice, (6th ed.), Thousand Oaks, CA: Sage. Howard A (2010) Perspectives on practice: A new global ethic, Journal of Management Development 29 (5), 506-517 Ciulla, J. (2004). Ethics, the heart of leadership. Westport, Conn.: Praeger. About (Oct 2012) Tell me about yourself [online] available from< http://jobsearch.about.com/u/ua/sampleinterviewanswers/tellmeaboutyourself.htm> [24 Mar 2014] Interview-skills (Jan 2102) Interview Questions [online] available from< http://www.interview-skills.co.uk/Interview-questions.aspx> [25 Mar 2014] Mullins, L. (2013) Management & organisational Behaviour,( 3rd Edition), Harlow, England : Pearson Read More