Leading in the Changing World - Essay Example

Blog 1: Diverse Teams Produce Better Results Research has constantly revealed that diverse teams bring better results into being given that they have good leadership. The capacity to bring together individuals from diverse backgrounds, disciplines, civilizations, and age groups and control everything these people have to put forward, consequently, is a leaders’ must-have (Ibarra and Hansen 2011:71). The writers argue that the capability to make a diverse team is a main concern for leaders to build up. The function of this blog post is to make out if managing a diverse team is the most vital skill for my chosen industry by justifying my response. I am also supposed to find out how a manager may utilize the diversity knowledge to produce improved results, and what my conclusions are from this debate. Managing a diverse team is the most imperative proficiency for my selected industry because a group is crafted of persons that have dissimilar thinking capacities, manners, notions, as well as proficiencies as they come from dissimilar civilizations, environments, as well as disciplines. A diverse team achieves effectiveness while every notion and proficiency of every person is put together to attain the objective. The incorporation of these proficiencies and capacities rely on the head of the team (Winter 2008:93). Therefore, it is indispensable for the person in charge to have the proficiency of incorporating the capacities of the people within a team that is diverse. A company is prone to achieve more and increase productivity within the event that the business has diverse persons with distinguishing fundamentals. Through harmonized group work and effort, a company will have the capacity to maximize on the available assets, achieve favorable aspects, enhance productivity, and enhance universal long-haul survival of a company. For example, the Nokia group has leadership that demonstrates a good example of a diverse team has the capacity to achieve results. In the year 2011, the company had 13 individuals working for it who were of dissimilar ages, genders, as well as educational backgrounds. The Nokia team had three women, six individuals from Finland and five Americans, a Canadian, an Australian, and one British. Three of the men were more than fifty years old while the rest were less than 50 years. These individuals were working within North America, Europe Asia before, in addition to their schooling backgrounds being from diverse educational institutions. On the other hand, every individual was given different jobs within the group. As a transnational and triumphant business, diverse and newfangled ideas from different team affiliates would make the company turn into a sustainable business. A manager might utilize the diversity knowledge so that he or she can have the capacity to produce improved results since group success and affiliate relationships relied on the administration and team head. Team achievement does not merely entail constructing a diversified group, but also heading the group within the most effectual manner by training the employees and motivating them so that they can work toward the objective (Winter 2008:45). An administrator requires to have the capacity to constantly follow up with each team activity. The manager is supposed to have the capacity to make a team that has people of varied quality, identities, proficiencies, societies, as well as informative foundations. In addition, the manager is supposed to have the capability to work every one of these facets in a way, which will make the group achieve its goals. Ibarra and Hansen believe that research that has been undertaken by top performing Chief Executive Officers states that it is imperative for the head of a team with diverse individuals to have proficiencies within four divisions. For instance, playing the function of a connector, top modeling partnership, attracting diverse abilities, along with demonstrating a tough hand to avoid unconstructive team debates (Ibarra and Hansen 2011:71). This undoubtedly shows that, within a varied environment, the person in charge ought to always blend with individuals, comprehend their abilities, and give way for success. In conclusion, diverse groups produce improved results when weighed up against a homogenous team in organizations. The aptitude of a varied team is idyllic simply at what time a leader comprehends the manner in which to administer and lead an assorted group prolifically towards a general objective. The effectiveness of a varied team is most advantageous merely when the individual in charge of a team comprehends the manner within which to manage and head a diverse group successfully towards a general objective. Therefore, a leader requires the capacity to combine and draw together proficiencies of every employee from varied cultures, beliefs, traits, and ethnicity to achieve optimum effectiveness within a company. Blog 2: Most effective leadership style to managing the work of subordinates Which individual style are managers supposed to adopt to guarantee success? What is the most effectual approach to administering the work of subsidiaries? These questions have been comprehensively researched and discussed over the previous century, and whilst the universal consensus has shifted away from ‘authority and control’ to administration and headship towards more advice-giving and participative strategies, there is no sole ideal as the unsurpassed approach might diverge according to state of affairs and individual distinctiveness (CMI 2013:67). The function of this blog post is to talk about the most effective headship style to administering the work of subsidiaries. Headship is intrinsically more flexible, and organization is additionally well thought-out. Management entails administering, set offing, sustaining, concentrating on systems, depending on control, desiring immediate outcomes, asking in which manner and at what time, and status quo eye. On the other hand, headship entails innovating, originating, setting off, expanding, people focusing, enthusing trust, having an extended range view, asking what and the reason, having a horizon eye, and status quo challenging. Management has subsidiaries and is inclined to be totalitarian and work with a transactional headship style, mainly because companies have vested these individuals within positions of power. Headship involves followers, and going after is constantly a chosen activity, the best heads have outstanding persuasive and motivating proficiencies. This selling approach of headship is known as transformational. Merely telling individuals what to carry out does not encourage them to turn into follower. It is less probable for the company to possess a high hierarchical composition and for that reason; trust is build up amongst managers and workers to attain high efficiency. People who manage companies have unidirectional power and create order consistency and accomplishment. Heads have influence that is multidirectional and bring about change, progress, and improvement. An example of a tyrannical leader is Steve Jobs since he was extremely demanding and desired to be part of each detail or resolution in the business. On the other hand, for many individuals Steve was a great head since he had the capacity to inspire individuals and make them go after him, turning Apple into on of the most appreciated within the globe. These headship and management styles are occasionally interconnected with the social order where the business is allocated. Entrusting worldwide duties for managers who use the totalitarian style into an autonomous society has the capacity to be quite demanding since the employees expectation, as well as the expatriated administrator, might be at variance. According to research undertaken by George (2010:23), states that workers are less probable to achieve the goals established by administrators at what time they have miniature or no authority over the most wanted undertakings. Expatriated administrators are not supposed to trust that the similar approach would function for both nations. Workers might suffer less motivated and restricted to personal accomplishments if communication, as well as trust, is not build up. Consequently, expatriated managers are supposed to be additionally flexible, in addition to having the capability to solve predicaments and communicate efficiently. In that context, leaders are turning out to be additionally flexible and, most significant, working together with the company administration to lead the company. For administrators to achieve workers’ motivation and consumers, they are supposed to offer supplementary prospects for workers to discover their potencies so that they can triumph over their weak points. Buckingham argues that excellent administrators carry out magic by finding out, developing, and observing what is dissimilar about every individual works for the administrators (2005). Great administrators are good viewers and listeners; therefore, the can recognize the varied proficiencies of every worker. One of the strategies taken on by administrators is changing the employee tasks so that their actual strengths can be found. Given that a worker is contented and has the aptitude to accomplish advanced performance on consumer service throughout his changing responsibilities within a business. An excellent administrator is supposed to talk to him, assign him, and give him praise for his fine performance. As a team affiliate, it is pleasant to be an element of a team headed by a self-governing style of headship, since it is rewarding to be permitted to have power over the tasks, make oversight, and gain knowledge from these oversights. This means that, instead of put others down, administrators are required to have the capacity to approach a team member when a blunder has been made and find a resolution to correct the situation. What is more, being given a reward while tasks are optimistically accomplished with individual assurance and effort, it encourages not merely the affiliate but the team as a whole. Blog 3: Managing change Change is nothing novel and a trouble-free fact of existence. Some people aggressively thrive on novel challenges and continuous change, whereas others have a preference for the status quo comfort and strappingly resist whichever change. It finally comes down to the uniqueness of the person, and there is little a business can do about opposition to change (Mullins 2010: 753). The purpose of this blog is to debate the above statement, providing arguments for and against the standpoint put forth by the writer. It will also examine the role that managers play in evading and surmounting opposition to change, and the value that resistance can bring to the change process. Generally, the blog is meant to discuss how change can be managed. Change managing is a method that is used to shift individuals, teams, along with companies to a preferred future state. Change might be described as making a difference or undergoing disparity of ways that things are undertaken. It is also the manner within which something can be changed, to make different in structure, and to make a replacement. Transformation implies the exclusion of something old so that something new can be created or newfangled ways of undertaking things (Mullins 2010:21-35). Change is unforeseeable in every aspect of human existence. This is the rationale behind the viewpoint of change as not novel in living rather evident fact within life. In real meaning, what is novel is what the transformation brings and not the transformation itself. Companies function within the dynamic setting. Consequently, the management is supposed to take up measures that make sure the company is updated with the transformations, which are happening within the environment and internationally. On the other hand, various persons in a company do not effortlessly adapt to transformation; they are conformist and prefer a status quo maintenance. Barcan (2010:466-469) articulates that whether an individual accepts or opposes change is settled on by individual distinctiveness. The argument further enlightens that management might not have power over opposition to change. For the most part, this is correct. On the other hand, the organization can create a number of ways to manage the resistance. According to an author known as Lawrence (2010: 25, 34-36), getting workers involved when preparing the objectives of a company, decreases opposition to change amongst workers. A number of individuals fear transformations since they do not comprehend what the transformation means. They observe change as a pointless interruption of activities in the company and therefore, oppose it. On the other hand, various studies undertaken have shown that at what time people become conscious of the rationale as to why transformation has to take place, they have much more willingness to accept it. In reality, when individuals become conscious of the foundation and rationale for the transformation, they are able to even set the transformation off themselves. Creating understanding amongst employees augments the participation in putting changes into operation. For instance, at what time there is transformation in technology within the globe, the management is required first to create understanding to the employees then bring in technology to the company. While the education sector is focused on, for instance, change happens commonly because of the ever transforming state of affairs within a nation and globe normally. Education refers to the knowledge broadcast means. With the ever-increasing rate of generating knowledge, it is essential to bring in the transformations within the division of education of a nation. For example, transformations in technology require change. On the other hand, not every individual might welcome the changes. To look into this, training or in-house servicing is initially undertaken prior to the introduction of the change. This makes people ready for the implementation and the company ready to put the change into operation. The leader should also comprehend that every audience within the company has specific requirements for information founded on their function in change realization (Mullins 2010:45-76). In wrapping up, change is an excellent fact within life. Transformation within a business is to be anticipated. Within the contemporary information epoch, change is to be expected. Knowledge is incessantly augmenting. This knowledge has an effect on every aspect of a company from administration to the manner in which duties are done. When change is brought in, a number of individuals are bound to resist it. The utmost opposed change is one that takes place within the social realm. Change has the capacity to take place because of individual attributes or general circumstances. Even though the administration might not have the capacity to wholly get rid of opposition, it is able to work to trim it down. A number of ways can be made the most of to handle opposition to change. Blog 4: Ethical leadership Ethical leadership refers to the manifestation of normatively apposite conduct through individual actions, along with interpersonal affiliations, and the endorsement of this kind of performance to followers via two-way communication, corroboration and the making of decisions"… [and] the substantiation puts forth that ethical leader conduct can have significant constructive effects on the entity and organizational efficiency (Rubin et al 2010: 216-17). The purpose of this blog is to look at ethical headship in regard to teams and the manner in which moral principles affects organizations efficacy and presents a case in point, which supports the concept that ethical management has a constructive effect so that the argument can be supported. Ethical headship is founded on three blocks of construction, which are the necessity to become an excellent principled leader, treating individuals fairly and dynamically managing ethics. The initial two are founded on the ethical individual component of headship wherein principled leaders have sought-after attribute, for example, being honorable and reasonable. The final block is founded on the ethical manager constituent of headship whereby principled leaders promote normative conduct and put off immoral conduct from the team members that a leader heads by making use of transactional efforts, for instance, communicating about ethical behavior and reproving unethical conduct (Brown et al 2006: 76-126). Ethical headship puts emphasis on the significance of communication that goes back and forth because leaders do not simply express the outlooks but also pays attention to the viewpoints of individuals within the team he heads. Therefore, ethical heads build up norms on the manner in which to treat people in companies and this constructively influences team associations. Moreover, working with a principled head trims down tension, variance, and individual attacks within the place of work (Rubin et al 2010: 187-210). This is for the reason that workers turn out to be more comfortable and have the will to allow colleagues to put their views across, which they are inclined to respect. Consequently, a principled head is indispensable since he or she is the person that team affiliates look up to for whichever matter at work. In addition, the moral code refers to a set of ethical principles that administer conduct and preserve a set of standards and viewpoints. For instance, oil businesses have a moral responsibility to make certain that the surroundings within which they carry out their trade is sustainable. If the oil companies do not do so, they may not merely have an effect on the business fiscally, but could similarly harm the general public representation of a business thus unconstructively affects how a team and the company performs. A number of authors believe that ethical headship is not present or cannot be described within the premise, while others articulate that this kind of headship is quite reliant on the cultural background of the leader (Conservative Monitor 2012:1-3). It is apparent that many viewpoints exist for the subject matter of moral headship. Other authors argue that it is civilizing; while some believe that it is extremely significant to have moral principles when leading individuals since it does not simply reinforce the affiliation between heads and followers, however, perks up the company’s efficiency also. Organizational achievement is not merely about income, but a large amount concerns building affiliations that liberate the power and resourcefulness of individuals within and outside the business to work collectively to make a distinction. Foe example, the Chief Executive Officer of Sainsbury, Justin King gets to provide work for one hundred and fifty thousand workers has come to the decision that the business is supposed to begin making sustainable food available as a novel approach. The business has been able to confirm that these sustainable foodstuffs structured 8.5 percent of the totality sales. The Chief Executive Officer made a distinction that the value of the company is of more importance compared to the fiscal value, and an outcome, he referred to the state of affairs as a significant and fundamental transformation for the company. In evaluating the decision that the Chief Executive Officer made, it is viewed that the head took the time to assess the repute of the business and took into consideration what he believed in as a leader of a team instead of looking into money. This makes the Chief Executive Officer ethical and signifies ethical headship. To end this section, research has shown that moral principles are supposed to be reflected on as quite a vital fraction of headship because of the constructive outcomes it has on people within a team and the business. On the other hand, some individuals believe otherwise and deem that ethical heads actually characterize a role model of high standards and have accomplished various triumphs with their moral principles as seen within Sainsbury’s case. Blog 5: Why should anyone be led by you (double weighted) At this juncture, within my studies of business and leadership, I am supposed to know what kind of leader I am, how ready I am to lead other people. The function of this blog post is to talk about the reasons why any individual is supposed to be led by me. This will be done by identifying my visualization of headship, and recognizing who had motivated my comprehension of effective headship and why. The blog will also distinguish opinions from my colleagues, which have assisted me to become additionally conscious of my strong points and areas to build up as a person in charge, in my preferred industry. The blog will lastly make out the leadership skills, which I will be building up as I develop through my MBA. In thinking about the kind of a leader I desire to become, I have gained knowledge that administering and leading other individuals is quite inspiring, giving hope and self-confidence even while I have regularly as little self-assurance as the individual who follows the leader. I ultimately comprehend that a triumphant leader and a true one is not merely about having people who follow you but the whole lot that takes in the groundwork for a follower, walking in the footsteps of the person in charge. According to Bennis and Nanus (2007: 1-2), factual leaders have the capacity to attract other people to them via concentrated dedication, giving life to dreams, and uniting individuals following those dreams, corresponding through brilliant models and instances, and comprehending the level of their proficiencies and applying them effectually. The conclusion is that triumphant leaders motivate workers by giving them significance in the work they do. This also included making workers in the company feel that they are highly appreciated and that they belong to a legitimate team or even better a family unit. The most prominent leaders encourage their teams through combined identification with cooperative objectives instead of rewards and reprimands. Comprehending these attributes has made me understand how many tasks my Uncle had to embrace on a day by day basis. The person who has stirred my comprehension of effectual headship is my uncle, John Parker. He is an excellent model of a great manager and leader, and I have had the opportunity and luck of having this kind of iconic individual in my life. My uncle is honorable, strict, and a morally principled man who trusts in sustaining uprightness through truthfulness and high ethical standards. He is kindhearted and a unprejudiced leader, who has been leading varied teams of individuals, while constantly inspiring optimism. He has the capacity to inspire a high dedication level for each individual who has the aptitude to meet him also. My uncle’s viewpoint is that he remains an individual who has reverence for the Lord and live each day as clearly and truthfully so that he can be able to follow the values he has put his trust in. He has also taught me that when workers have undertaken the weighty lifting and brought the great results into being, that is the instance to make out, and honor them for the tough work and what has been accomplished. I have been getting positive criticism on my leadership style form my colleagues, which has helped me to turn into a more conscious individual referring to my strong points and areas to build up as a leader within my chosen industry. This feedback take account of the fact that I have a lot of knowledge I have gain so that I can turn out to be a true, effectual and flourishing leader (Alan 2012:1-3). The responses articulated that being the person in charge is not everything with reference to leading but in addition, comprehending what principled boundaries to put up with. A great head is one who does not get effortlessly swayed by immoral conducts. In addition, the aptitude to turn into a leader as comparable to my Uncle needs a strong strength of character and obdurate, honorable, and moral rules. The leadership skills that I will be developing as I progress through my MBA include managing a company by efficiently managing finances, managing employees, leading a group by example, and building affiliations through communication, which is supposed to be done effectively since every person knows that good leaders need great communication proficiencies, and have the capability to network. Other skills take account of being fearless and straightforward since weak leaders will not be able to handle many situations, which arise frequently when leading a team (CIPD Publishing 2009:1-4). Being organized, having the ability delegate successfully, and taking ownership, along with accountability are additional skills that will be developed as I progress through my MBA. References ALAN, P. (2012) ‘Leadership and 10 Great Leaders from History’. Industry Leaders Magazine. [online] April. available from [11 September 2013] BARCAN, L. (2010) ‘New concept in the change management within public organizations’. Young Economics Journal 8(14), 93-97 BENNIS, W., & NANUS, B. (2007). Leaders: Strategies for taking charge. New York, NY: Harper & Row. BROWN, M., TREVINO, L., AND HARRISOM ,D. (2005) ‘ Ethical leadership: A social learning perspective for construct development and testing. Organisational Behaviour and Human Decision Processes 97:117-134 BUCKINGHAM, M. (2005) ‘What great managers do’. Harvard Business Review [online] CMI (2013) Understanding Management Styles Checklist 236, Chartered Management Institute: London CIPD PUBLISHING (2009) Leadership qualities / actions [online] available from http://www.youtube.com/watch?v=CWglvWTsswE [26 April 2013] CONSERVATIVE MONITOR (2012) ‘Ethical Leadership’. [online] available from [03 December 2012) IBARRA, H, & HANSEN, M (2011), ‘Are You a Collaborative Leader?’ Harvard Business Review [online], 89, 7/8, pp. 68-74. GEORGE, B. (2010) ‘The New 21st Century Leaders’. Harvard Business Review [online] 30 April. available from Read More