Practices of Leadership in Managing Globalization in the Post- Bureaucratic Era - Essay Example

PRACTICES OF LEADERSHIP IN MANAGING GLOBALIZATION IN THE POST- BUREAUCRATIC ERA By (Name) Presented to (Tutor’s Name) Course: Institution: Date: INTRODUCTION This paper discusses the practices of leadership in managing globalization in the post bureaucratic era. The paper will focus on how leadership, which is the ability of an organizations management to generate effective decisions and have influence, is used to manage globalization in the post-bureaucratic era. This will include the activities leaders use and how these activities are formulated to make sure that globalization is managed. It will synthesize its study on the more on the post-bureaucratic era. From the previous essay leadership is defined as the ability in which an organization is able to manage and generate effective decisions and motivate others to perform well. From this definition it is evident that if leadership is used to manage and generate effective decisions then are can be used in managing globalization in the post-bureaucratic era. Globalization is the process of interaction among people, companies and governments of different nations. It is necessitated by trade among different people residing in different parts of the world. Globalization has influence on culture, political systems, and the environment. All this effects have impact on the economic development and the living standards of people in different societies in different parts of the world. Globalization avails a lot of opportunities and this in turn increases the complexity in organizations. Globalizations can involve a number of tasks which are not limited to complex networks, managing dispersed and highly decentralized teams, implementing of strategies that must be interactive and integrative with all the systems of an organization. To control globalization dynamic environment , devoted leadership is a matter to consider to the effective day to day running of organizations. According to (Bolden , R & Gosling, 2006) many organizations are becoming aware of the importance of having effective and composed leadership development in global bases. The pre-bureaucratic system to leadership growth was expressed by case study methods of programs which are locally supplied and often very comprehensive that based on usage of traditional mode of practical berate. This kind of leadership currently is proving to be inadequate for today global businesses carried out by organizations in the world today. Global leadership entails the interdisplinary study of the main aims that every prospective leader should acquire. It entails the personal experience that one should effectively familiarize him or herself with all the requirements that are needed when one qualifies to be a leader. This means that a leader should be equipped with the physiological, geopolitical, anthropological, geographical and sociological effects that come up as a result of globalization. Global leadership occurs when people who have charistimatic qualities form unions between different stakeholders in the world and who are accustomed to different cultures and lifestyle which stipulates complex demands have a great vision towards serving the people. Global leadership is about serving the people and not being a boss to them. As a result of industrialization and civilization which has made the world to be a global village, increase of mass media and innovation and other forms of human interaction, intriguing concerns about human kind has erupted. When we talk about humankind, it revolves around human enterprises towards peace, international business design and imperative shifts in the global perspective. The talent that an individual can have to successfully be able to plot a course around humanity adds up to the phenomenon about globalization. Global leadership entails imperative characteristics which include and are not limited to, the willingness to fit into place no matter the difficulties and the concerns the environment presents, the tolerance of what we expect and that of which wee are not sure of, emotional regulation of oneself ;that is to be able to control ones emotions in difficult times and times of intense pressure from the environment, inherent flexibility and openness to all the cultures of the world , self-efficacy and empathy. Many researchers have been done concerning the dimensions of global leadership. According to Hofsteds, the dimensions of leadership include; the power distance effect which is how the people with less power in the organizations accept and except power to be distributed unequally in the organization. The second dimension is the individualism, which is measure of how people can comfortably fit into groups. The third one is the masculinity, which refers to how roles can be distributed between people of different sex. The forth one is the uncertainty avoidance index, which refers to how the society tolerates what it doesn’t know will and might occur in the search for truth. The forth one is the long-term orientation, which refers to the values that are associated with long-term goals. Leadership in the post-bureaucratic era has taken a different dimension. In the today’s world, leadership must establish vision for the organization its management must ensure that the set plans stay in track. Establishing a clear vision in an organization as leader in the post-bureaucratic era is about being able to understand the environment and all the stakeholders in the organization. This means that when the state of globalization starts the process of ascertaining proper guidelines is complex. In the same way, the manner in which management implementation is undertaken has to provide equilibrium between a multiple of diversity and the competing agents in the implementation. (Lamoureux, 2011) In this post-bureaucratic era, global mindset about leadership is a must. The process of acquiring this global opinion enables effectiveness leadership in a global measure. The cultural factor and the business entanglement increase, also the demand for global opinion does the same change. Practices of leadership in a global perspective, involves the state of being able to influence individual’s state of corporation and groups in a different understanding, socialogy and behavioral characteristics. To be effective leaders should think and act locally and globally replacing the pre- bureaucratic thinking of think globally and act locally. Leadership in the global perspective According to (Hollon, 2011) global workforce trends in leadership involve, the macroeconomic activities, environmental and social activities and business and industry activities. Leaders must embrace diversity; this means that firms with a outstanding global opinion must hold their selected instructors reliable for involvement. Such firms ensure that their chosen instructors are up to date with global challenges and their effective move to solve the issue. Instructors in these organizations must be inquisitive, characterized with risk taking character and be ready to be versatile. Understanding how to work in diversity is an ability that leaders must develop. The other imitative for leaders in the post- bureaucratic era is to leverage technology for collaboration. Leaders who are conversant with technology at hand undertake activities which involve the use of computers and automated machined which are more efficient and must faster. Leaders are expected to use technology ad have an impact to their workforce in the following ways; to avail knowledge needed to all the recipients regardless of their physical location, to share information through the internet through teleconferencing ,videoconferencing and through the use of emails. (Ray, 2010) Leaders must also be change agents; this entails leaders to be equipped with innovation and creativity. It is only through bringing the knowledge in diverse perspectives, skills and experiences together that global leadership can navigate through the complexity of managing leadership. To formulate development in organizations, there is need to understand the dimensions of leadership. This includes leadership competences, leadership audiences, curriculum design, leadership brand and culture, evaluation and sustainability, organization and governance, and leadership strategy and development strategy. Leaders in the global spectrum are required to research deeply to establish genuine understanding and respect for other persons with very different backgrounds. This provides employees with motivation to do work and increase the organization performance. According to (Ekelund, 2012) for any firm to expand in a confidential culture globally there is need to immense leaders in other cultures. In various organizations there is a significant number of minorities who have knowledge about other cultures. The leaders may or may be not possibly be acknowledged with business prospects and customs predictions in diverse places. Leadership leads to developing relationship that penetrates through several national business. It’s difficult for persons with different background to corporate well with each other, bearing in mind that they have different perceptions in the way they view diverse issues. Deploying global leadership development To successfully out do the challenges in this dynamic environment of globalization, it calls for unity among leaders for leadership development. Implementing uniform leadership development brings in rare fresh challenges. According to (Cameron K, 2011) there are seven leadership principles. this include, engaging of all persons or organization with a legitimate interest across all regions under growth and implementation processes, focusing on continues improvement and result measurement process, leveraging high-impact learning modalities, customizing on accumulating knowledge so that it is consistently implementend across the global environment, improving the global personel who can express both context English and other country local languages and also linking leering initiative to the organizational enterprise –wide strategy. In the post-bureaucratic era, the global leadership development there is increasing of emerging markets which presents organizational leaders with extraordinary challenges in growing instructors who are able to manage international groups. In order to address this challenges new approaches should be developed. For instance, the top leadership diversity should replicate with varied customers of the firm. Globally instructors chosen must be efficient in the grouping of workers in the firm with accordance to the organizational values, goals together with stated firms objective. Organizations should develop global leaders with great collaborative and cautious skills which require greater focus on emotional intelligence, empowerment and self-awareness. Organizations that is successful in the international scope focus on values not on hierarchy. This is to mean that they are very different from traditional hierarchical managers. They broaden the reach of leadership development through collaborations with all the stakeholders. (George, 2012) Emerging global trends in emotional leadership The aspects of globalization have great influence on leadership. One among other effects is that societies have increasingly expected that leaders are well equipped to cope with amounting difficulty and tough task that are increasingly in nature. These dimensions mandate leaders to elevate main principles in transformation socially, assessment of literacy, crisis management and boundary –breaking. (Scott-webber, 2008). In the recent years, several theories that have developed and have been analyzed in two ways.The first one is about transformational leadership which enhances morale, job performance and motivation. It includes connecting the employee’s sense of identity and self to the collective identity of the organization.The second one is the distributed leadership. This concept of leadership originated in 1980’s .it is a leadership approach in which collaborative ways are undertaken between people who trust and respect others. (Fullan, 2005) All this focus on leadership practices that are accepted globally and that are used in the post- bureaucratic era. References Bolden , R & Gosling, 2006. leadership competences. In: Time to chane the tune. s.l.:s.n., pp. 147-163. Ekelund, H., 2012. Globalization Demands Consistent. BTS Insights, pp. 1-4. Fullan, M., 2005. Leadership and sustainability: System thinkers in action. Toronto: Corwin Press. George, B., 2012. A New Era for Global Leadership Development. [Online] Available at: http://blogs.hbr.org/2012/02/a-new-era-for-global-leadershi/ [Accessed 8 October 2014]. Hollon, J., 2011. Leadership Development: 7 Key Trends for the 21st Century. [Online] Available at: http://www.tlnt.com/2011/07/15/leadership-development-7-key-trends-for-the-21st-century/ [Accessed 8 October 2014]. K, C., 2011. Responsible leadership as virtous leadership. journal of business ethics, 98(1), pp. 25-35. Lamoureux, K., 2011. Leadership Drive Business. [Online] Available at: http://www.bersin.com/blog/post/2011/09/Leadership-Development-in-Support-of-Globalization.aspx [Accessed 8 10 2014]. Ray, C., 2010. Effects of Globalization on Leadership and Management. [Online] Available at: http://www.insidebusiness360.com/index.php/effects-of-globalization-on-leadership-and-management-12513/ [Accessed 8 October 2014]. Part 2 INTRODUCTION The introduction used in the first assessment fails to provide a concise description of the arguments to be presented in the essay. Moreover, as shown in the marking rubric, there was no clear introduction on the subject of leadership. Therefore, the arguments presented were not clearly introduced thus leading to a lower score. However, in the second assessment, the introduction sufficiently outlines the main arguments to be presented in the essay. The reader is, therefore able to get a glimpse of the main arguments discussed in the essay. ARGUMENT PROFICIENCY. The argument proficiency defines the extent to which the main ideas in the assessment are analyzed, structured, and supported with adequately conclusive arguments. Generally, the feedback on argument proficiency is positive. While the arguments put forward in the first assessment were clear, I have improved on the second assessment by advancing the main ideas and providing better examples to illustrate the information provided in the essay. ORGANISATION. From the feedback provided in the marking rubric, the overall organization of the arguments in the essay is proficient. The main arguments and conclusion in the assessment are clearly articulated in the body of the work. I have maintained this proficiency and tried as much as possible to use define the essay structure and use the introduction to provide an overview of the paper. In addition to this, I have incorporated different perspectives in the body part and ensured a logical in the arguments. Moreover, the conclusion in this assessment has captured the ideas in this essay in a more definitive manner. CRITIQUE & UNDERSTANDING. The first assessment adequately critiques the assumptions and examines the relationships between the various ideas. Accordingly, I have maintained the same level of critique, only making marked improvements on information gathering. FORMATTING & REFERENCES. I have maintained a high level of formatting in both assessments through provision of consistent and accurate information. Similarly, I have used the formatting guides in a professional and neat manner as required. Read More