Leadership and Ethics, Managing Diverse Teams, Effective Leadership and Management Styles - Literature review Example

Ethical leadership is the demonstration of any individual appropriate conduct via interpersonal relationships and personal actions and the promotion of the mentioned actions to the followers through decision making, two way communication and reinforcement. Furthermore, available evidence suggests that the behaviour of ethical leader can have significant positive impacts on the effectiveness of the organization and individual (Joplin and Daus, 1997, p. 32).

Burnes (2009, p. 67) ethical leaders is a follower of any given conduct whereby communication, personal actions, decision making, interpersonal relationships and reinforcement. According to Burnes (2009, p. 17), there are three major elements of ethical leadership, and these include being a good example, treating people well, and managing the morality. Hence, it is important to note that ethical leader functions on the company's centrality and interferes with organizational and individual effectiveness. On the contrary, the beliefs of people on the significance of ethical leadership can not only be strengthened but also shape the natural culture instead of reinforcing the behaviour. Additionally, it is important to balance the ethical action on the basis of the company's interest that is also the stakeholders' view. Therefore, it is investment for certain leaders and this means that it can result into more of the company's interest instead of the ethical leadership. It is recommendable to emphasize personal behaviour and this can result into positive effect on the organization and individual.

Based on the above statement, some of the theories are teleological and deontological of ethics. Deontological means that the only thing that is good intrinsically is a good will (Robbins, and Coutler, 2007, p. 130). In other words, it is important to note that ethical leadership focuses on duty, and it is more concerned with what individuals do but not based on the results of their individual actions. It is also important for the actions to be held by moral law. However, teleological is consequentialist that means they would achieve a high number of followers. Therefore, 4V can be used to define the concept of ethical leadership that is complex in nature.

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The beginning of the ethical leadership is based on understanding and commitment on the individual's core values. In finding the core values of the personal identities, people use their decision making at their personal levels as well as their civic lives so that they can initiate new ways of integrating different unique values. Asserting people's voice is the procedure of articulating the vision to others in a persuasive and genuine manner, which not only motivates but also stimulates their action. Vision is defined as the capacity of people to construct their actions, particularly in service to other individuals within an actual image of what it should be. Therefore, people understanding the actions in their lives principally in their normal life, hence they struggle to do something that is only right but also good that results into cultivated virtue so that they practice virtues behaviour. Hence, people develop the virtue role based on the mentioned lines. One of the best leaders in the fashion industry is Ever lane. Ever lane is one of the finest online apparel brands that ensure that they are fully committed on making the supply chain transparent. In regard to the mentioned, the firm informs consumers not only on the production place but also the production cost of all the products. The company employed an advertising strategy that made it to win public interest, hence earn more money (Kotter and Schlesinger 2008, p. 130).

Additionally, there are also examples that illustrate ethical leadership particularly in the fashion industry; citing the iron workers, that is, one of the suppliers of the Uniqlo, and work approximately 13 to 14 hours on a daily basis. The worker made about 500 to 600 t-shirts at a given fixed price. For the workers to earn a living, they are forced to work overtime that is about 134 hours on a monthly basis. The mentioned is more than the allowed maximum time for overtime. Furthermore, the working conditions are not favourable for the workers.

In conclusion, being an ethical leader means conducting business. Consequently, the leader will always have the goodwill of developing the organization or company that emphasizes on the profit. Presently, individuals focus on the ethical principle, the firm respect their customers and workers in order for them to do something right; for example, developing charity and also protecting the environment. Individuals would prefer the firm and opt for the brand, hence being beneficial for the overall brand image.

Blog 2:  The challenge of managing diverse teams

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Research support the concept of diverse teams that can either be ethnic, cultural or gender diversity in producing better results within the organization, social setting and the business world and beyond. The ability to bring together different people from different cultures, backgrounds, generations and disciplines require effective leaders. It is important to note that managing diverse team is the most crucial skill that managers should consider because the term diversity is of significance in the global world. This is because it ensures that the working individual posses not only global mindset, but also a long term cultural awareness or agility within their workplace. Diversity can be in terms of different basis such as gender, age, nationality, race, and even ethnicity. Furthermore, it can also be considered from the cognitive perspective like education, international experience, industry, and work (Christina 2015, p. 6)

Diversity can be perceived as balancing tendency particularly among homogeneous groups to either think in the same manner or combine their different views and come up with a decision. The mentioned lead to better results within the organization. Nonetheless, Yukl (2013, p. 18) also argues that it is possible for diverse teams to experience different forms of barriers as a result of their differences. For example, if there is communication gap between the groups, the team can experience loss in terms of effort and time in understanding the outcome or the situation and lead to additional transaction cost.

Yukl (2013, p. 13) further points out that diverse teams produce creative results compared to teams whereby all the members are from similar background. Studies have proven that one of the best ways of improving the creativity of the team members is to include diversity. This is because learning new ways and living in a new culture makes individuals to be more creative an aspect that produces better results in the business sector (Jager and Raich 2011, p. 234).

Rubin, Dierdoff, Brown (2010, p. 20) points out that there is possibility of diversity causing productivity gains if three major factors are incorporated. First, it is important for the team members to poses different ability, skills, and information. The mentioned would enable the team members to gain from complementarities emerging from other team members. Additionally, the different ability, skills or information of the team members should be relevant to one another. Another element that is important is communication as it would enable the members not only to perform joint tasks together but also engage in transfer or exchange of knowledge with an aim of enhancing productivity.

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Drawing from the Mintzberg theory, organizations require the manager to exercise decision making and interpersonal skills in order to have better understanding of different cultures of teams that exist within organizations or across the globe. It is important for team members and managers not only to perceive but also act according to existing cultural changes an aspect that is likely to help them in choosing the right strategy and avoiding situations that can lead to employing approaches that have single based cultures (Bailey 2010, p. 34).

Studies show that transformation leaders have a clear understanding of the organization's vision and strategy. Therefore, the leader has the capability of directing his followers in an exemplary way in attaining the organization's objectives. The mentioned supports Ibarra and Hansen assertion. A good example of a transformational leader can be drawn from the oil and gas industry. Peter Vosker, who is the CEO of the Royal Dutch shell, works with different teams at oil fields and his role is to discuss various safety measures as evidenced in the Pernis Refinery that is based in Netherlands. The mentioned is a clear instance that illustrates how effective leadership in diverse leadership contributes to better results within the organization. Bailey (2010, p. 55), on the other hand, posits that what makes an effectual leader is the ability of the leader to have emotional intelligence. Based on his study, emotional intelligence is the major element of leadership and it entails five major components that include self-regulation, social skills, self-awareness, empathy, and motivation. In regard to the mentioned and concluding on Ibarra and Hansen statement, it is evident that teams that are well led produce better results. Nonetheless, leaders bear more responsibilities and not just bringing the members together. Leaders have the role of controlling, implementing and reviewing the objectives and strategies of the organization. Therefore, they are required not only to meet the needs of the team members but also have the necessary emotional intelligence.

Blog 3 – Most effective Leadership & Management Styles & approaches

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Leadership and management are two terms that usually come into contact with one another on a daily basis. In most cases, people jumble the two concepts together and assume that the two mean same thing. In the management science the two concepts have similarities as well as differences.

Differences, the major component of leadership are influence while that of management is guidance and supervision. According to Mullins (2010, p. 6), it entails ensuring that work is done through other people. In management, resources are allocated, decisions made, and behaviour of others guided with the aim of realizing the organizations objectives. Boddy (2008, p. 13) however posits that leadership is a process whereby other individuals are influenced not only to understand but also agree on the things that should be done and how they should be done. Consequently, it is the process of facilitating collective and individual efforts to accomplish various shared objectives. Furthermore, leadership means that the organization's top level as well as the leadership of the work posses characteristics of comprehensive strategic and decision making skills whereby management which is at the executive level requires the manager to employ tactical and practical planning. The leader is also required to do the right thing. Management focuses more on the process while leadership considers result.

The concepts also have similarities. According to Rigby (2005, p. 44), one of the many roles of management is leadership. Furthermore, the goals of the two are consistent with one another. Consequently, the two ensure that they work hard so as to realize the organization's objective. Additionally, they also aim at not only identifying but also attain their goals. Managers and leaders should plan and make decisions for the betterment of the company. They are also engaged in four major groups of management activities and these are communication activities, social activities, traditional management and human resources activities. Management and leadership have similar organizational roles, and these include decision making, information delivery, and interpersonal roles. John Adair points out three elements of leadership that is evident in all situations. These include achievement of goals, the individuals performing the tasks, and the persons involved in performing the task. The mentioned approach, which is the Action-Centred Leadership, ensures balanced leadership. It is important for the leaders to balance all the needs from the mentioned three elements. An effective leader is someone capable of balancing all the three elements. Zand and Sorensen (1999, p. 540) points out that if any of the elements is ignored, there is possibility of others not succeeding.

There are three different styles of leadership and these include democratic, authoritarian, and Laissez -faire form of leadership.

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In my opinion, the most effective approach is democratic style, especially in managing the work of the subordinates. Nonetheless, through my research, I discovered another form of leadership know as transformational leadership style. This form of leadership is different from other forms particularly in the manner in which it enables or empowers its followers. This type of leader engages with the followers in a manner that both the follower and the leader experiences high level of morality and motivation.

It is important to note that the relationship between the subordinate and the superior results into partners because they aimed at realizing common goal. This makes them to make a lot of contribution in the society an aspect that enhances their capacity to perform. The defining characteristics of the transformational leaders entail their ability to secure commitment of the subordinates towards the goal of the organization. Furthermore, a transformational leader establishes meaning particularly in mundane activities, hence commitment of the subordinates in realizing the goals. Consequently, transformational leadership leads to high level of trust, commitment and inspiration towards the leaders that result in high performance that is beyond their expectation. In this course, I have learned that there is no single type of successful leadership style. The best leaders do not simply apply one type of leadership, because they have skills in different levels, and can easily change from one style to the other based on the circumstances.

A good example is on Alexander who owns a big fashion empire. The leader reported high revenue of about $100 millions in 2014. Furthermore, more than 60% of the business of Alexander Wang is recognized internationally. The biggest wholesale market for the company is Europe and has about 26 retail shops. It has about 24 stores in Asia with one located in Europe and U.S. He is the best form of a leader because within a short period of time, he successfully realized a lot of profit and growth.

In conclusion, it is evident that leadership and management have both similarities and differences. Furthermore, changing the business environment poses challenges to the leadership. Therefore, if I had the opportunity to be a member of an organization or a company I would like to adapt and change leadership style based on the situation and guide the staff so that they can continue to prosper.

Blog 4 - Leadership & Change

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One of the most constant things in life is change. It is not only ever present but also continuous and dynamic. There are different change management processes and they are special processes whereby management within the organization seek to infuse different change initiatives for better outcomes. According to Kouzes and Posner (2008, p. 33), change is essential for all organizations for purpose of growth and expansion. Furthermore, due to the fact that there are constant changes within the environment, it is important for managers to prepare themselves in advance and come up with effective strategies of managing change. It is possible for change to emerge internally within the organization via new technology, staffing need or change in the organization structure. It can also be due to external factors such as enhanced demands for quality customer satisfaction and the need to improve performance (Boddy 2008, p. 15). For example, in the JC Penney, change was due to internal forces. The mentioned was evident in 2000 when Mr. Ullman became the company's new CEO whereby he changed the organization's culture to an informal style from its previous formal and rigid style. The mentioned is a clear indication that it is possible for high performing firms to easily adopt to change as seen in the case study as the company leader was able to improve the overall performance.

It is argued that different people respond to change in different ways. Some people accept change easily and perceive it as an opportunity or challenge. However, in most cases, there is some form of resistance. Some of the commonly identified reasons for resistance include insecurity, habit and comfort (Mullins 2010, p. 16). Within the organization, there are people who recognize change, hence ensure its implementation. These individuals are referred to as change drivers. If the individuals recognize the reasons associated with resistance, they are able to bring different changes within the organization. In most cases, leaders and managers who have higher position in the organization; therefore, they have to be careful on the impacts of the implemented changes on the employers. According to Muijs (2011, p. 45) it is important for managers to think, analyze and make the necessary behavioural changes with an aim of influencing people who are resistant to change. Kotter’s 8 step model emphasizes on the necessity of ensuring that there is a state of pressure via empowered monitors and communication. Resistance to change is important during the change process because it enables the managers to critically examine drivers of change, hence propose the best strategies.

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In his study, Mullins (2010, p. 9) stated that conflicts originate from individuals and organizations operating changes. Additionally, resistance to change that emerges from employees is linked to the various reasons why change took place, the influences of the new forms of working and the uncertainty. Taking the JCP Company as an example, the new CEO changed the firm's way of operation from traditional and rigid style to a more flexible one without much resistance. The mentioned was due to the fact that there was enhanced demand for change. Nonetheless, there was resistance from the employees particularly during the change process. For example, following the introduction of the project known as ''Just call me Mike'', a group of employees exhibited negative attitude. This is because they were uncomfortable to refer to their seniors using the first names. Additionally, they felt that they were forced to change to move away from their old traditions. Employees' resistance to change can be perceived as a tough challenge that managers experience particularly during the change process. Barriers or obstacles emerge from resistance to change that make most managers to face the challenge on change management during the change process. Diverse culture and personalities differences of employees result into more complexities to managers to handle resistance. It is important to note that if there is change in one step, them the multiphase associated with other steps should also change accordingly. Nonetheless, even though resistance is generated, there are various solutions that managers can employ in order to deal with it. According to Mullins (2010, p. 34), some of the best strategies of overcoming resistance to change include good communication, negotiations and consultation in order to prevent any form of communication breakdown. It is also necessary and important for organizations not only to know but also invest about the reactions of their employees on the change process.

Blog 5 – Your vision of leadership

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Leadership is one of the ways to ensure that individuals agree to conduct certain actions according to the desire of the leader. Burnes (2009, p. 37) defines a successful leader as a person that can inspire other people easily so that they can conduct different tasks assigned to them. Rigby (2005, p. 45) observes that leadership is not a term that is limited, and it can be organizational, political and religious. Therefore, in my opinion, a leader should possess spark in his/her personality that people would have the urge to follow them.

James Burns described transformational leadership style as one that is characterized with a lot of vision and charisma that the followers and the leader share among them. The strength of transformational leaders is drawn from their characteristic of inspiring or motivating others. Burns' transformational theory was further expanded and described using different types of behaviours. Hence, it is possible to examine transformational leadership through five major dimensions and these include intellectual situation, inspirational motivation, individual consideration, and the two forms of the idealized influence (Kouzes and Posner 2008, p. 38). There is the idealized influence that entails charismatic leadership which provides the characteristic whereby the leaders can act as role models to others. Concerning the idealized influence, there are two kinds that are used to describe it and these include the idealized and attributed behavioural influences. It is important to note that the attributed belong to the leaders traits while behavioural is the manner in which they behave due to the attributes (Rigby 2005, p. 66). There is also the inspirational motivation that is characterized with the manner in which the leader can motivate his/her team members with the intention of cheering them up. The transformational leaders demonstrate dedication, commitment and optimism to the goal.

Intellectual simulation is whereby the transformational leadership entails the followers' creativity so that they are focused on solving the different problems by employing various approaches. On the individual consideration, it is important to note that the interest of the transformational leader is to look for various ways of developing their team with an intention of not only mentoring the team members but also ensure that people realize that the needs are important. In this aspect, two-way communication plays an important role.

In regard to the mentioned aspects of the transformational leadership, I can conclude that it is the form of leadership that offers different ways of inspiring individuals. I admire Bill Gates and Steve Jobs. The two are considered top CEO across the globe and they both practiced transformational leadership style. Steve Job was a renowned CEO of a tablet, phones and computer manufacturing firm. Even though Bill Gates also owned an IT firm, but presently the same firms are manufacturing Smart Phones.

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If provided with the opportunity to lead a firm then I would opt for transformational leadership style. This is because I have gained a lot of information about Steve Jobs on articles, blogs and newspapers. Just like Steve Jobs, I would wish to incorporate not only innovation but also creativity in the manufacturing industry. This is because the present environment involves examining the innovative and new approaches instead of focusing on the old ideas only. According to Burnes (2009, p. 15), people prefer products that have new features. Furthermore, I believe that a transformational leader poses clear objectives and vision, hence can easily guide the team members in achieving results.

Therefore, I strongly support transformational leadership as I believe that it can easily make a leader to identify important objectives and goals that could lead the organization in the way he prefers. Consequently, most leaders who have adapted transformational leadership style have proven that they have witnessed motivation among other team members. It is evident that examples of leaders who opted for the transformational leadership style played significant role in motivating other team members. As a leader, I would aim at giving motivational speeches on different fields just like Steve Jobs with an aim of motivating my team members so that they would carry out their duties diligently. By following and adapting the approach of a transformational leader, I believe I would be able to make a good leader.