Evaluate the Role of Leadership in Business

Evaluate the Role of attractionship in Business entreeThis paper strives to evaluate the single-valued function of attractorship, baseing air, training and development and win over management in the broader context of boldnessal behavior in todays environment. The impudently realities that demarcationes wear to face be globalization, ever-changing technology, employees from diverse demographic backgrounds, customers, investors and ambition from both global and small innovators.Globalization brings in sore opportunities and challenges in the form of new markets, ex transmit rate riskinesss, trade and tariff barriers and diffusion challenges. Companies nominate to manage increasingly with global competitors than local ones. Customers in like manner have more options when selecting a product. The internet has made consumers savvier about the products available in the market. Improvements in the transportation and communication network meant that batch were better a ssured and mobile. A classic example is the fall of the iron curtain whither the mass learned about the lifestyles of some other countries which led to the collapse of the socialist countries.In this environment, Companies need the ability to hold to the miscellanys that atomic number 18 occurring at lightning speed or as coined by Bill Gates in his book personal credit line the speed of thought. thitherfore brasss need to have the proper attractorship who toilette drive the business towards their strategic goals. The other factors that companies need to address be intense competition, nontraditional management practices and societal consciousness of workers.he role of leadership in businessIn literature the process a leader stool exercise over followers in an organization is said to be the type of effect he or she digest exercise. There are five main sources of power these are pay power, coercive power, legitimate power, referent and expert power. In addition to th ese five, finlay suggests that personal power and connection power are alike factors that need to be considered. (Mullins, 2005).In addition to the above followers also look for trustworthyness, visionary, competancy and stir qualities in their leaders.In todays context although being a visionary leader is second solo to being trustworthy it is the quality that leaders being over struggle with. In hostelry to be a send looking individual it is compulsory to first pay attention to the here and now. A leader necessitate to know what is going on rough him in order for him to focus on what needs to be make to get to the objective. It is non always about meeting deadlines it is looking at what comes after the deadline is met or the project is finished that define visionary leadership.Leadership TypesA research study under selln by a consulting firm and describe by Daniel Goleman has determine six types of leadership.Coercive leaders (do what I key out you)Authoritative lead ers (Come with me)Affiliative leaders (People Come first)Democratic leaders (What do you think)Pacesetting leaders (Do as I do, Now)Coaching leaders (Try This)The study has also revealed that only four of these styles had a positive effect on employees.The positive style was found to be the most effectual while the affiliative style. The democratic style and the coaching style were seen as positive. However it was also revealed that effective leaders frequently use more than one of these styles in some(prenominal)(a) proportions in their dealings. (Mullins, 2005) leaders who have mastered the above four styles and are able to apply them in given situations have ben found to be more effective than others who do not. however it does not mean that the other styles of leadership are not effective when apply in the settle situation and context. for example the coearcive style (demands immediate accord) volition work easy in a crisis situation.When discussing leadership it is a lso important to explore the rich range leadership modelIn the above model the tail assembly left slide by quadrant describes avoidant behavior of leadership, which nooky be come along described as non transacting these type of leaders avoid decisions or intervention relying on clipping to heal all ills. In the middle of the quadrant is transactional leadership, this is goal and result oriented leadership. And at the top proper(ip) hand corner is the transformational leadership which broaden and elevate interests of followers.In todays organizations with the rapidly changing business environment the leaders we should develop are transformational leaders. The components of a transactional leader are individual consideration, intellectual excitant, inspirational motivation and humorlized behavior. Delving deeper into these components we attain that Individual Consideration values individual needs, shows empathy and encourages continuous improvement. Intellectual stimulatio n challenges existing practices, encourages imagination and values intelligence. There is no doubt thusly that all these traits are required from a leader of a organization in this day.Change managementChange is often said is the only issue that remains constant in organizations, and diversify management is be as the process of achieving the smooth implementation of multifariousness by think and introducing it systematically, taking into account the likely hood of being resisted. (Armstrong, 2009)Most businesses founded during and in advance the last decade has been steeped in archaic practices that really do not work in the present. Therefore if organizations need to be able to compete in the current business atmosphere companies provide need to transport the fundamental onward motiones that they have practiced in the past and squelch new methods of management.Organizations need to first identify why they need to change, the need for change rat manifest itself from two d irections one is external factors such(prenominal) as economic, social, environmental, technological, legal and political the other is internal factors such as business processers, objectives, technology, finance and mental synthesis. In the current context businesses give more often than not be influenced by external factors than internal factors for change. Once this is identified then the organization needs to have a vision of the terminal destination and the gaps that need to be filled to reach the final exam objective.It is also important for organizations to plan for this change and most importantly make the s requestholders cognisant of the importance of this change to the organization in order to get their bribe in.Herbert C Kelman explains in his paper on attitude change that in that respect can be three processes of influence.Compliance Occurs when an individual accept influence because of a reward or punishment by conforming. Thus the satisfactions derived from com pliance are due to a social effect of accepting influence. acknowledgment This is said to occur when an individual accepts influence because he wants to establish or maintain a satisfying self defining relationship with another(prenominal) person or theme.Internalization This occurs when an individual accepts influence because it is intrinsically rewarding, he adopts the behavior because it is congruent with his values. (Kelman, 1958)Therfore in an organisation which is going through change all the above three types may be encountered, there entrust be some who comply because of the rewards or punishment some who lead comply with change due to their relaqtionship with other members of the organisation and others who find that the change conforms to their values.Resistance to changePeople resist changing whenever they tonus that the change is a threat to them. Resistance can take many forms it can be active, passive, covert, overt, aggressive, timid, individual or organized.The top ten reasons for resisting change as argued by A. J. Schuler, Psy. D (A. J. Schuler, 2003)The risk of change is seen as greater than the risk of standing stillPeople feel connected to other people who are identified with the old wayPeople have no role models for the new activityPeople fear they lack the competency to changePeople feel overloaded and overwhelmedPeople have a healthy skepticism and want to be sure new ideas are soundPeople fear hidden agendas among would-be reformersPeople feel the proposed change threatens their notions of themselvesPeople anticipate a loss of status or quality of lifePeople genuinely believe that the proposed change is a bad idea.Dealing with oppositeIn order to chasten resistance to change a few methods can be used, foremost is to attempt the employees security, thereafter a good communication plan of the objectives of the change should be instituted. Concerns of employees should be discussed and understood by the management. Where possible the most vociferous resistors should be made participants of the change management team. Flexibility should be made a key word in the change process. Incentives such as rewards can also be used to change the mind set of employees. In implementing the change an incremental change model can be used where initially small changes are done and once the employees have been upstage from their comfort zones a bigger and more radical change is made. There can be several iterations of this with small periods of inactivity to allow the changes to normalize. This flack will make the change more acceptable as employees will be able to experience the benefits of each change prior to proceedings to the next iteration.Group behaviorIn organizations you will find several individuals forming groups to achieve common objectives, these groups or teams can exist as baronial or in chunk groups. When formed as a formal group they will be part of the structure of the organization. In order to deem how groups behave we need to consider the nature of the following. (Armstrong, 2009)formal groupsinformal groupsthe processes that take place deep down groupsgroup ideologygroup cohesiongroup dynamicsThe concept of a case group and its impact on group membersThe factors that make for group effectiveness.Formal GroupsOrganizations set up formal groups in order to achieve a defined purpose. The composition, size and structure of the group will depend on the nature of the labour if the task is clearly defined the leader may exercise authoritative power which if the task is routine in nature then the leader will exercise a more supportive role in this sideslip the team will operate in democratic manner. everyday groupsIndividuals who have likeness towards each other can set up Informal groups, these can be in the form of book niners, social club etc. A study conducted by Roethlibeger and Dickson in 1939 has revealed that activities within groups could be regulated by their own conduct and output irrespective of what the politics wanted, however by understanding the processes that take place within groups can help them work for the organization rather that against it.The processes that take place within a group.The manner in which groups function are affected by the size of the group and the task at hand, although there can be a greater knowledge base in a great group, individuals in the group may find it difficult to contribute. The main processes that take place in groups are interaction, task and maintenance functions, group ideology, group cohesion, group development and identification. (Armstrong, 2009)Reference groupsA reference group comprises of a group of people with whom an individual identifies with .Most individuals in an organizations belong to a reference group and this can considerably affect the ways in which they behave. ab initio a group member may comply in order to be accepted as part of the group, however as time progresses the norm will ge t internalized and the individual will react in the same manner whether in the group or not.Influencing groupsVince Lombardi arguably the superlative NFL football coach once said true leadership involves not only the ability to direct people, but the ability to have them embrace your direction influencing or persuading people to embrace your direction is a multi tone process. In order for you to be able to persuade the first thing you need is credibility or trust and be perceived to be a person who keeps his word. The second is to canvass, which is to have a series of exchanges with individuals and groups to predominate a clear view of the concerns, goals and aspirations. The third is to try your ideas on sentiment leaders, discuss your ideas with small groups get their feedback and importantly try to get the legal opinion leaders acceptance of the ideas. Then use the information gathered and reframe the idea in a manner which they see it as their own.By adopting the approaches discussed in this chapter an organization can obtain the support it needs to change and overcome any resistance by employees to the proposed changes.Training and DevelopmentDonald Schon argues that the loss of fixed state in our society and its institutions means that they are in a process of continuous transformation and that we cannot expect new stable states that will endure for our own lifetimes. Therefore we must become adept at learning. (Smith, 2009)In order for an organization to able to be competitive in its business space it first needs to understand the skills it needs. Thereafter a gap analysis should be carried out to identify what skills are required In order for the company to reach its goals. All employees want their work to be valuable to their employers and be able to be competitive in the employment market. And the only method of achieving these targets is training and development. It is also a motivation factor for the employee since by being trained on the sk ills he needs to perform his function he becomes more comfortable and adept at his task. Employers should strive to build in training into their evaluation of the employee so that the final measurement of his performance will be realistic and aligned towards to companies goals and objectives. polishIn conclusion, an organization of today need a multifaceted approach to shape its organizational behavior. Foremost among them is the need to be able to adapt quickly to change. To do this the organization needs to have visionary leaders who will be able to manage the changes happening around them in ways that keep the motivation of the employees at high levels while maintaining the pulsation of the organization. They also need also to focus on other aspects such as environmental, cultural and political issues in order to survive in todays business environment. Donald Sull a professor of management practice at the capital of the United Kingdom school of business has to say this companie s that execute on their strategies quickly and effectively tend to construct solid organizational hardware information systems, corporeal priorities, incentives and so forth. But they also program in software That is the right culture, people and leadership for execution. The most agile organizations share a center field set of values achievement that recognizes and rewards employees for setting and achieving ambitious goals, ownership, team work, creative thinking and integrity. Most importantly agile organizations translate these principles into action. (Sull, 2010)A. J. Schuler, P. D. (2003). resistance to change. Retrieved 02 2, 2011, from www.SchulerSolutions.com http//www.schulersolutions.com/resistance_to_change.htmlArmstrong, m. (2009). Hand adjudge of Human Resource Practice. london Kogan Page.Kelman, H. C. (1958). Compliance identification and internalization. Retrieved 02 02, 2011, from scholar harvard edu http//scholar.harvard.edu/hckelman/files/Compliance_identific ation_and_internalization.pdfleader to leader institute. (2009). The Organisation of the Future. San Francisco jossey-bass.Mullins, L. J. (2005). Management and Organisational Behaviour. Essex Pearson Education limited.Smith, M. K. (2009, 09 03). donald shon Learning,reflection and change. Retrieved 02 04, 2011, from www.infed.org http//www.infed.org/thinkers/et-shon.htmSull, D. (2010, 05 23). Organisational Behaviour. Retrieved 02 04, 2011, from Management Quotes http//www.mgmtquotes.com/subject/organisational+behavior/