Leadership in the Future - Coursework Example

Organizational Management and Leadership Student’s Name: Instructor’s Name: Course Code and Name: University: Date of Submission: PART A Impact of Leadership on Organizational Culture Leadership Leadership is the process by which one person provides direction for the rest of the constituents of the group. It is the process by which one exercise influence on the other people in order to achieve objectives and goals of the organization or group. Leaders exercise their influence over the people they are in charge. Leadership is a responsibility that needs sacrifice and dedication from the person who has been given the mandate of being a leader. Through leadership, one individual influences others towards the achievement of organizational or group goals. Leadership is a process of social influence (Yukl 2006, p. 57). Leadership cannot be there without a leader. Leadership initiates action that is voluntary on the side of followers. There are various theories that explain the different roles of leadership. Some of these theories give deeper meaning to the understanding of leadership. Functional leadership theory is important at addressing particular behaviors of a leader expected to give a contribution to the unit or organizational effectiveness. This theory holds that the main goal of the leader is to see that all needs of the group are catered for. Consequently a leader can be commended to have done well when he contributes to the cohesion and effectiveness of the group. Whereas functional theory has mostly been linked to team leadership, it has been applied effectively to wider organizational leadership. Leaders in the functional theory have functions to perform while promoting effectiveness in organization (Zaccaro, Rittman & Marks 2001, p. 457). These functions include organizing subordinate activities, environmental monitoring, coaching and teaching subordinates, intervening adequately in group work, and motivating the members of the group. There some leadership behaviors, which are required to facilitate these functions. The subordinates perceive their seniors behavior in terms of two wide categories which are known as initiating and consideration structure. Consideration comprises of behavior involved in bringing out relationships that are effective. Illustrations of such behaviors are demonstrating concern for a subordinate or behaving in a supportive manner towards the rest of the groups. Transformational and transactional theories A transactional leader has the power to perform particular reward and tasks or punish for performance team. It provides an opening to the manager to show the way to the grouping, and the group is in agreement with him to follow his direction to accomplish a goal that is predetermined in exchange for another thing. Power is provides to the leader to correct, train, and evaluate subordinates when productivity falls below the level that is desired, and reward accordingly when the desired outcome is achieved. A leader who is transformational motivates his team to be efficient and effective. Communication is the foundation for goal achievement stressing on the final desired goal or outcome attained. This leader is normally highly visible and utilizes chain of command in the accomplishment of the task. Transformational leaders look at the big picture requiring to be supported by people who look at the details. The leader is ever looking for ideas that make the organization be on track towards achieving the vision of the company. Trait theories have the assumption that people inherit certain traits and qualities that place them to be better suited to become good leaders. Trait theories often point out particular behavioral and personality characteristics that are shared by the leader. Leader trait research examined the mental, physical, and social features of an individual. The studies looked at the relevant correlation between leadership effectiveness measures and individual traits (Zaccaro 2007, p. 7-16). Physical traits like height, mental traits like intelligence, and social traits like personality traits were all subjects of pragmatic research. The initial indication from research of leader traits was that there were no traits that were universal that separated leaders who are effective from the rest of the team members (Pandey & Garg 2009, p. 101). Leadership behavioral theory is founded upon the belief that great leaders are not born but made. The theory looks at the actions of the leader as opposed to looking at the internal states or mental qualities. In accordance to this theory, people can adapt to become leaders through observation and teaching. The managerial grid model is founded on a behavioral theory. Skinner is considered to be the founder of behavior modification, and he came up with the positive reinforcement concept. Positive reinforcement happen when a positive stimulus is portrayed in response to a certain behavior; surging the likelihood of the specific behavior in the future. Contingency theories of leadership are based on a specific variable that is related to the environment that may determine the particular style of leadership to be best used in a given situation. Success is pegged upon a number of variables that include followers’ quality, aspects of situations and the leadership style being applied. Times were capable of producing a person in the required form of leadership and not the other way round. History was patched by the result of intervention by men unlike what was being suggested by trait theory. Different situations determine the leadership style that will be applied. Organization culture Organizational culture is the people collective behavior of people that form the organization. They include organizational values, working language, norms, systems, and symbols. There are the habits and beliefs that are portrayed by members of the organization. Culture is the behaviors and values that contribute to the unique psychological and social environment of an organization. Organizational culture is the total of an organization’s current and past assumptions, philosophy, experiences, and values that knit it together, and is expressed in its inner workings, self-image, future expectations and interactions with the world outside (Morgeson 2005, p. 503). Organizational culture refers to the organization personality. Culture comprises of the values, assumptions, tangible signs, and norms of organization members and the respective behaviors. Culture within the organization can be portrayed in very many ways within the organization. Culture can be identified through how information is passed on; feedback is given, management of performance, and projects are coordinated in the organization. The culture is demonstrated in the manner in which the corporation or organization is structured; if work is carried out within silos or conducted cross-functionally, the manner in which hierarchical levels are set up, and the applied job titles. Culture is outlined by the kind of systems that are used, processes being followed within the organization, and the rituals, stories, or symbols that are found within the organization. It is also demonstrated in the style in which meetings are conducted in the organization (Ismail & Sharifi 2006, p. 441). The behaviors that are common knowledge to the participants in the organization portray the culture of the organization. Corporate culture can be viewed as some kind of system. Inputs to this system include professions, values, society, heroes, service and competition. It is the culture that results from the organization interaction with the outside world. The diversity at the workplace can only be contained through the development of the organizational culture that lays a common ground for all the members of the organization. An organizational culture creates a sense of ownership and encourages employee participation and responsibility happens to be an important aspect for management of diversity at the workplace. Relationship between leadership and organization culture Leadership and organizational culture are closely related in many perspectives. It is through the culture of the organization that leadership performs its role in the organization. Culture supports leadership whereas leadership supports culture by ensuring that it is resonated throughout the organization. One of the main responsibilities of strategic leaders is to maintain and create the organizational characteristics that encourage and reward collective effort. The fundamental part of these aspects is organizational culture. Leadership is very important in driving the organizational culture to the required perspective. The leaders in the organization have a responsibility to make the members of the organization appreciate and embrace the culture of the organization. The leaders use their influence in making every member play a part in enhancing the culture of the organization (Pandey & Garg 2009, p. 101). Enhancing communication to ensure values and beliefs of the organization are fully communicated to every member of the organization. A strong culture is supported by strong leadership values by leaders in the organization. The culture of a particular organization should be exuded through its leaders. Leaders in organizations have a key role to play in upholding the culture of the organization. If the culture is not demonstrated through the leaders, it would be difficult for the other members of the group to exhibit the culture. One way to align the culture to the strategy of the organization is to apply leadership practices that are adequately aligned. Leaders ate all levels have to understand the organization culture and establish procedures and practices in all operations that will closely reflect the culture that is desired. Leaders have to demonstrate the behavior that they wish to see practiced by everyone within the organization and offer the required support to others that enable them to perform their functions accordingly. Leadership is needed in the creation of corporate culture. Every aspect of the corporate culture of an organization needs to underpin what is needed from all stakeholders to achieve the strategic goals. Existence of reinforcing stream of adequate communication is a must. All actions within the organization need to translate into the realities of culture. A culture can be reinforced or created by application of socialization. Avenues of socialization present themselves in such functions like job placement, selection, job mastery, rewarding and measurement of performance. The behaviors that foster the progress of the culture of the business have to be encouraged. Leadership impacts on the organization culture building and development Leadership steers and shapes the building and development of organizational culture. The leaders have to emphasize what is important within the culture of the organization. Transformational leaders inspire followers to contribute tremendously and beyond expectations. These leaders offer followers with focus and immeasurable level of involvement, support, and appreciation which is geared towards the follows to the vision of the leader as their very own and be committed to making it come true. Leadership impacts largely on the deep-rooted values, assumptions, and beliefs which are widely shared by members in the organization. Leaders come up with practices that will ensure that the culture of the organization is embraced by everyone within the organization (Eisenhardt & Brown 1999, p. 72). Positive organizational culture has been connected to staff alignment that is increasing; consensus that is heightened in regard to strategic direction, increased employee productivity, and employee commitment that is at an advanced stage. Leadership has a role of promoting and developing the culture of a given organization. Leaders have to highlight what is important to all members of the organization. The goals and the vision of the organization have to be strongly communicated to the people within the organization. The mission statement has to be hanging somewhere strategic on walls to be seen by all and sundry. The accomplishments of the organization have to be told time and again to all members of the organization. What has to be seen at the workplace has to be reminded by the leaders from time to time. Employees who reflect the culture of the organization through their behavior or character have to be rewarded (Christopher 2000, p. 37). Behaviors that are wild and different for what is important to the organization has to be discouraged by the leadership. It is the role of the leaders to uphold the important values that should be reflected throughout the organization. Punishing members of the organization can cause discomfort, disunity and suspicion within the organization. Constructive feedback has to be required from members who had hitherto shown deviant behaviors. The leaders can ruin or develop further the culture of the organization through introducing practices that uphold positive values. Effective organizational change can be conducted where there is strong leadership and an organizational culture that is appreciated by all members. Workplace culture can hinder or enable success. Leaders impact the alignment of the culture with the strategies and mission of the company. Culture is constructed socially, and leaders have to ensure development of cultural ties throughout the organization. Leaders have to act as catalysts of bridging understanding of the culture of the organization and its members. Leaders have to clarify, define, and reinforce understanding of beliefs and actions that built the culture which is desired. The culture of an organization can act as a barrier or reinforcement for change initiatives within the organization. Leadership and organizational culture at Apple Inc Apple Inc is a US-based consumer electronic company renowned which is a strategy of inventing path-breaking products. The company is famous for software products and hardware products such as iPhone, iPod, and iPad. It has also come up with operating systems of computers. Analysts have linked the innovation at Apple with its strong organizational culture and effective leadership. The work culture at Apple was directed by a passion for new products with no end to opportunities and challenges. The corporate culture at Apple was demonstrated by intense work ethics. In the recent years, market share of Apple went above that of Microsoft making Apple to be one of the important technology companies in the entire world. Ten years previously, Apple was at the brink of collapsing (Jeffrey & William 2005, p. 68). Steve jobs leadership at Apple transformed the working culture of the organization to oversee innovation and creativity increase. Apple is a company that is very interesting. Its corporate culture extends beyond its employees to its customers. Steve Jobs provided leadership that transformed the productivity at Apple Company. Steve Jobs impacted on the leadership of the company with positive values that encouraged productivity and positive thinking at the company. Employees felt that they were being given more room to exercise their duties that before. The culture at Apple was based on the ideal that individuals who are self-motivated will work harder if a boss is not imposed on them micromanaging each action. The unique culture at Apple allowed more room for creativity and innovation. The organizational structure made it possible for quick reaction to changes and consequently increased activities within the organization. Apple was able to grow fast since decisions were being at the lowest level possible within the organization. Corporate headquarters oversaw all activities and made policy but employees at the local level were entitled to making day to day decisions in all countries that the company operates from (Jeffrey & William 2005, p. 67). Under the leadership of Steve Jobs, the organization laid emphasis on designs. The top-down philosophy permitted quick resolutions and responsiveness to problems without seeking the assistance of the corporate headquarters. The culture at Apple was referred to as ‘Work hard Play Hard’. The employees at Apple had to run their own show and work in a creative and challenging environment. Apple looked for a style that was neither too hierarchical nor too formal and a result-driven approach which was the best way to operate. This style gave the leeway for workers to exercise their creativity and implement personal ideas in the development of the organizational goals. The culture at Apple valued people who were creative and encouraged creativity. Apple also fostered a culture of secrecy. Demand for complete secrecy and insistence on control were integrated into the culture of the company. The employees became passionate about their jobs. The leadership of Steve Jobs encouraged debate and eliminated aggressiveness when new ideas were coming out. The leadership came up with a cross-disciplinary view of the manner in which the company would make it. The unique designs at Apple encouraged consumers to buy products of the company. The culture at Apple provided the company with a competitive advantage against other competitors like Microsoft. Culture of innovation and creativity made Apple to be a leader in the electronic products. Functions at Apple are done in a unique style that is not duplicated by any other company dealing in electronics. Apple Company has an ego, as opposed to other companies. Apple believes in producing the best products in the world and other companies are simply followers. This high thinking mentality has made employees to strive at producing the best products in the world. This illustration by Apple illustrates the importance of leadership and organizational culture in creating a competitive edge for an organization (Ismail & Sharifi 2006, p. 441).Apple turned around from being a near collapse to a successful company in the world. This shows that leadership is very important at transforming the culture and performance of the company. In 2008, the Fortune magazine referred to Apple as the most admired company in the United States of America. Having unique characteristics of designing its products made Apple to be one of the famous companies in the world with unique products. Innovation and creativity was the hallmark of Apple success in the electronic industry. The leadership at Apple steered it to a new height of achievement. Passion was infused in the employees and innovation became an integral part of the company secret to success. The period from 1998 to 2005 saw the company came back to making profits that had eluded it for quite sometime during the low years. Before his death Steve Jobs had done a tremendous job for Apple Company making it’s to be a famous company in the whole world. Apple did not believe in exposing its inner working through giving out information without purpose. This culture has made the company to keep its creativity within its environment. The company did not lose its competitive advantage to competitors through sharing of information. Secrecy at Apple was integrated into the culture of the company. Religious level of commitment of workers made Apple to be very productive. The Porter supply chain can be used successful for creating a competitive edge for the business (Samaranayake 2005, p. 47). The cycle of training and fostering means of learning has to be encouraged within the organization. PART B Impact of current economic, technological and social trends on organization leadership Economic, technological, and social trends have had a great impact on organization leadership. Change initiatives within organizations have been occasioned by changing trends in the world. Economic challenges have made organizations to change tactics in their leadership. Trends in countries like China have altered the manner in which individual business carry out their functions. China is the world’s second largest economy after the United States. It is an economy that is growing at a very fast rate. The growth rates have been at around 10% for the past three decades. China is the second largest import and the largest exporters of products in the world. In 2011, the per capita GDP of the country stood at $8,394. China is one of the top players in the international market. The economy of China during the last quarter of the century transformed from a system that was centrally planned and closed to the international trade to an economy that is more market oriented. The economy has a vast growing private sector and it has become a key player in the global economy. Decentralization and liberalization has led increased autonomy for enterprises of the state. Organizational leadership in China has not remained the same following the trends in the social, technological and economic environment. Innovation and creativity has been one of the fundamental principle guiding businesses in their effort to gain competitive advantage. Organizations around the world have come up with market intelligence sectors which enhance collection of information from the market. Leadership within an organization has to worry of what is happening in the global world since it affects the functioning of the business. The recent witnessed recession in the global economy has affected the manner which organizations are being led. The growing economy of China led to it avoiding the effects of the recession that was witnessed in the entire world (Prasad & Rumbaugh 2003, p. 46). Conditions in China have encouraged many organizations to produce goods for the global world. China has turned out to be the greatest export of goods due to its growing private sector. Organizational leadership had to change their mentality from the local market to the global world. Leaders make important decisions that affect the operations of the organization. Increase in the global economy made many organizations to engage in international business. Decisions to go international depend on the leadership of the organization. The need for organizational change has been prompted by changes in the economy of the world as new trends are being embraced. The driving force behind the change within the organization is engineered organization is trends in the global world. Organizational leaders have to change tact to deal with emerging trends in the world economy. The global recession destabilized many organizations in the world. The Wall Street in United States saw many financial companies collapse (Christopher, Peck & Towil 2006, p. 279). Leaders had to make drastic decisions that affected the personal lives of workers. Leaders had to lay off workers and do with basic functions of the organization. The organization has to greatly cut down on their cost function. The social trends opened up the world to a new way of interaction. Organizations became open to borrowing expertise from other organizations in other countries. Increased communication was enhanced through great advancement in technology. Technology became an important component of the organizational functions. Technology made it possible for the organization to produce different types of products. Increased market access was made possible through reduction in regulations and international trade barriers. Shared communication among organization led to increased partnership. Bilateral and multilateral links were enhanced through increased technological advances that increased international trade. The change in the social trend also led to organizations being venerable to the international trends in the economy. The recession that commenced in Europe, in 2007 and America eventually spread to the rest of the world with the exceptions of only a few countries. Banks in Europe were affected adversely and many people were rendered jobless due to closing businesses. Government interventions to salvage many companies from collapse saw a few job secured. Interconnectivity that has been enhanced by technological advancement has led to shared challenges among organizations regardless of their place of location. It is pressures or changes in the business environment that compel companies to look for new means of running the business in order to keep or create a competitive edge. Changes in social trends have led to changes in the needs of customers and hence organization has to design new products. Increase of cancer and obese related disease has made people top be very conscious of their health. (Kaiser, Hogan & Craig 2008, p. 96).Decrease in consumption of junk food and increase in consumption of food supplements creates another new way of producing products. The social trends affect what the consumer will demand from the organization. In cultures where women wearing trousers were abhorred, producing such goods would have led to losses. On the other hand, changes in such social perceptions have created new markets for goods. Changes in social trends compel organizations to come up with other ways of expanding their business. Offshore outsourcing has become a new trend of organizations seeking to take their business into other continents. Offshore manufacturing has also been embraced. New avenues of making business have been opened with changes in the social trend. Lack of opportunities in one country has made organization to establish subsidiaries in other countries. Diversification of business has become one of the styles of doing business. The position of the organization in the industry is determined by its competitive strategy. The ever changing world calls for dynamic leadership that embraces implementation of new strategies within the organization. It has become important for increased training to be designed in the organization to prepare the leaders and the members against turbulent trends in the world. Increased social trends changes have caught many businesses unawares resulting into unprecedented changes (Morgeson 2005, p. 503).The distance between locations has decreased owing to globalization. Advances in technology have made the world to appear smaller that before due to increased connectivity. People on the planet communicate increasingly and distance is no reason for not engaging in business. Innovative technological advances have offered superior methods of trained employees within organizations. Europe, the Middle East, Asia, Africa, and America engage more in international business that before. Leaders are not faced only with organizational culture issues but differing ethnic, ideologies, religion, and national movement. Cultural issues such as standard of living, patriotism, and religion play into the risk factors of a particular market. Leaders have to be open and avoid situations where their cultural viewpoints may result into blind spots in strategic planning. Leaders have to be open to changes in the global world to enhance competitive advantage. Globalization does not augur well with myopic view of culture. Globalization plays an important role in the expansion of innovation, knowledge, the emerging workforce, and energy crisis. Organizational leadership has to be creative enough to cope with the trends that are happening in the world. Advanced training has to be offered to members of the organization to encourage competitiveness on the international world. European and American entrepreneurs are increasingly investing in China (Taylor, De Guerre, Gavin & Kass 2002, p. 349). The fluctuations in the rate of the exchange of money affect the price of exports and imports in the globe. Progresses in technology have brought about an increase in globalization. Many entrepreneurs are looking for new means of doing business. Energy crisis due to depletion of previous reserves, calls for the leadership of the organization to look for other ways of producing energy. Energy crisis in the world will lead to many businesses being grounded to a halt. Organization leadership is important in driving the members of the organization to be adaptive and innovative. Leadership development has been invested into by many organizations with the goal of strengthening decision making. Managers make important decisions within the organization. Leaders have to be prepared for changing roles within the world (Gosling & Mintzberg 2004, p. 19).Unpreparedness leads to catastrophic occurrences that could be avoided. Career competence has to acknowledge in the organization as a means of empowering people to be prepared for changing trends. Individual development through allocation of challenging roles has to be encouraged among members of the organization. Continuous training has to be embraced by all members within the organization. Teamwork has been enhanced within the organization, along with the research and development sector. Conclusion Organizational culture and leadership play a crucial role in the growth any given organization. Organizational culture defines how operations within the organization are carried out. It is important for an organization to have a strong organizational culture that defines how it operates. Values within the organization are demonstrated through its culture. Leadership has the role of advancing further the level of organizational culture. Companies like Apple have had breakthroughs in their business due to unique cultures that embraced innovation and creativity. Organizations have to deal with emerging trends in the global trends. Organizations have to adjust to cope with changing trends in the social, global, and technological industries. 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