An Introduction To The Concepts of Leadership - Free Essay Example

Sample details Pages: 5 Words: 1577 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? Leadership is the ability to guide followers. It is a huge responsibility since people depend on you. To be a good leader you should be able to carry out the four roles of management:- Planning, Organising, Leading and controlling. Which also means you should be educated and smart to do so. Still apart from all these requirements to be a good leader, the main priority is the followers. No matter how intelligent or rich you are you still cannot be a leader if you don t have any followers. Hence leadership is classified into two, Charismatic Transformational accordingly I. a Charisma . Charisma is the ability to inspire enthusiasm, interest, or affection in others by means of personal charm or influence. It s the power of controlling people without them knowing it. It s a divine gift that people can posses. It can originate in the individual, in the follower or in the situation. Charisma is not always positive, it can also be negative if the person does not make u se of it properly. Charisma is something like beauty, you know he is good looking and you like him, hence you tend to listen and follow him even though he does bad things. But if his notoriousness is greater or more dominant than his charisma then it can lead to a negative feedback. The president of United States of America, Barack Obama is a perfect example of charisma. His speeches, body language, gestures, and charm had a great deal of effect in influencing the people. As mentioned in the article Nye, Joseph S. Jr. The Mystery of Political Charisma. Wall Street Journal, May 6, 2008. In the end, Barack Obamas charisma is in the eyes of his followers. I.a.i Is it an Inherent trait or can it be acquired? In practice, the word charisma is a vague synonym for personal magnetism. People vary in their ability to attract others, and their attraction depends in part on inherent traits, in part on learned skills, and in part on social context. Yes Charisma can be acquired b ut is often considered to be a trait. Trait like knowledge is not inborn it has to be acquired but charisma is an exceptional. Everyone is born with charisma but in different quantities. Hence charisma is an inherent trait. It also depends on the people for a person to be charismatic. If a person is considered to be charismatic and if the people don t see his charisma then you re not charismatic. But you can emerge as a charismatic leaders after great speeches like I have a dream by Martin Lutur King. So charisma can be acquired by an individual. I.a.ii Can non Charismatic individuals be an effective leader? Yes, but with limitations. He has to put great deal of energy and commitment to get follows. He has to work hard and has to regularly keep on building enthusiasm in the followers to be a affective leader. Unlike charismatic leaders a non charismatic leader needs great effort to be an effective leader. Therefore it s rare to find non charismatic individuals who is an effec tive leader. But as mentioned above everyone is born with charisma in different quantities. Larry page and Sergey Brin, out from Stanford University they had significantly low charisma but they lead hundreds of employees efficiently and made Google a multibillion dollar business. This example justifies that charisma is not obligatory to be effective leader. Charisma is just an additional boost up for a normal leader to become extra ordinary. Even without charisma a leader can build him into an effective leader by having other leadership qualities at an extraordinary level as do in the case of Jerry, former CEO of Yahoo. Mr. Yang Jerry has great vision but no charisma still he made his way to success. Article:- https://ezinearticles.com/?CharismaInherent-Or-Acquired?id=2234213 I. b Charismatic Transformational Leadership There are two types of :- 1. Charismatic leadership A charismatic leader gathers followers through dint of charm and personality, rather than any fo rm of external power or authority, it is interesting to watch a charismatic leader work with people, they are, for that time, the most important person in the world, the charismatic leaders pay a great deal of attention in reading and scanning their environment, they are good at picking up the moods and concern of both individuals and a large number of audience, they will use their actions and words to suit the situation they will be in, the charismatic leaders will show great confidence in their followers, they are very persuasive and they make very effective use of their body language and their verbal language, many politicians as well as the religious leaders use their charismatic style, so they can gather a large number of followers. 2. Transformational leadership A transformational leadership starts with the development of a vision or a view of the future for the company or a business set up that will excite and convert the potential followers, the vision in fact never st ops, it takes energy and commitment, in order to create followers, the transformational leader has to be very careful in creating the trust, and their personal integrity is a critical part the vision they will be selling, the passion and the confidence of a transformational leader can easily be mistaken for reality and truth, transformational leaders tend to see the big picture of the situation but not the details of the situation. I.b.i Are both leadership concepts similar or different from each other? They are significantly different. Transformational Leadership Charismatic Leadership ? More towards the followers view ? For himself ? Gather by developing view of the future. ? Through dint of charm and personality ? Takes energy and commitment ? Body language and their verbal language. I.b.ii Transformational Transactional Leadership As a starting point, let us review our everyday life. In general, a relationship between two people is based on the level of e xchange they have. Exchange need not be money or material; it can be anything. The more exchange they have the more stronger the relation. Your manager expects more productivity from you in order to give good rewards. In this way, if something is done to anyone based on the return then that relation is called as Transactional I.c Strong Culture its relations to business performance According to the journal of Culture Traits, Strength, and Organizational Performance :Moving Beyond strong Culture by Guy S. Saffold ,III, Trinity Western University, strong culture means homogeneity and stability of group membership , and the length and intensity of the group s shared experiences. In a strong culture, great emphasis is placed on values. Values determine how you are going to conduct your business and what you stand for. These values are shared with all employees and are woven into the fabric of your company. In a strong and cohesive culture, every employee knows the values your company extols. They share in those values and believe in them. So, people within the organization tend to have similar beliefs and behaviour patterns. According to my research, I found out that strong culture leads to higher level of business performance. Firstly, good leaders and good followers are necessary for developing an organization with a strong culture. Companies with strong cultures tend to enjoy better returns on investment, higher net income growth, and bigger increases in share price than firms with weaker cultures. Having such performance is important for several reasons such as helping planning and decision-making. Besides that , companies with strong culture could reach higher business performance by setting their mission which defines the long-term direction and purpose of the organization, involvement which measures the companys ability to drive commitment and to develop ownership with employees, consistency which defines the values, agreement and coordinat ion that hold the company together and adaptability which measures the companys ability to read and scan the business environment and to respond to change. Companies that are strong in adaptability and involvement have an edge in innovation and creativity, while companies excelling in mission and consistency have a high measure of stability, return on investment and return on sales. I.c.i Types of Organisational Cultures Types of organizational culture identified by academic authors are considered to impede business progress : ? Pragmatic Culture In contrast to normative cultures, stress is laid on satisfying the wish of their clients. In this type of organizational structure, no norms are set by the company, and utmost importance is given to the needs of the client. ? Baseball Team Culture In this kind of culture, the employees are free agents and are highly prized. These employees find employment easily in any organization and are very much in demand. There is, however, a considerable amount of risk that is attached to this culture, as it is also fast paced. Examples of this kind of culture are advertising, investment banking, etc. ? Fortress Culture Employees are not sure if the will be laid off or not by the organization. Very often, this organization undergoes massive changes. Few examples of this type of culture are loans and savings, large car companies, etc. ? Process Culture This type of culture does not include the process of feedback. In this kind of culture, the organization is extremely cautious about the adherence to laws and prefer to abide by them. This culture provides consistency to the organization and is good for public services. Don’t waste time! Our writers will create an original "An Introduction To The Concepts of Leadership" essay for you Create order

Significance Of Restoring African World History - 2510 Words

Ryan Kelly A. Mogre 2127 words Ancient Africa and Kemet Discuss the Significance of Restoring African World History. Does Africa have any history? Have the people of Africa made any significant contribution to humanity? With the knowledge that the birthplace of humankind is Africa (Sanz, 2012, p.6), it does make one wonder how a place that is home to millions of people was not able to establish a civilised system until the European interactions that started in the 16th century. In this piece, I will explain how the European imperialistic distortions of Africa’s past has led to this general belief that Africa has no history. I will also be using examples of some of the achievements of ancient Africa, to show the vital part they have played in the advancement of humanity and civilisation for thousands of years. Finally, I will be looking at the controversy surrounding the ancestral heritage of ancient Egypt, Kemet, and how this view has changed over time. It is important to note that Eurocentrism is not some sinister entity or collective, orchestrating a master plan to brainwash everyone. There are positives and negatives to having a Eurocentric viewpoint, but for the sake of this piece I will be focusing on the points of western culture that had an influence on African history. I Firstly, to understand why the worldview of Africa is inaccurate, we first need to understand the terms Eurocentric and Eurocentrism. These terms are used to describe the focus on EuropeanShow MoreRelatedThe Negro Digs Up His Past920 Words   |  4 Pagesyears, whether it is fiction of facts. Living in a world, where only certain race can be seen as superior to others. Schomburg was a pioneer beyond his times. In the article â€Å"The Negro Digs up His Past†. The beginning of this essay revealed a powerful statement, â€Å"The American Negro must remake his past in order to make his future† (Arthur Schomburg). 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Strategic Management Business Organization

Question: Discuss about the Strategic Management for Business Organization. Answer: Introduction: Strategic management is the process of organizing of all the operations of a business organization. In this context, the business organizations are required to perform proper activities for achieving the competitive advantages. This is very important for getting the desired level of success in the business operations. In this report, the strategic issues of the company BHP Billiton have been analyzed and some strategic plan have been provided for the further improvement of the company to get high level of success in the future business operations of the company. In the year of 2008, the company had re-evaluated their operational strategies. It took a big step towards the modification of the pricing strategy in 2011 (Bhpbilliton.com, 2016). This was done by considering the demand and supply of the economics of the global villages. The modified pricing strategy was done in mainly for the iron ore and metallurgical coal. This step was considered as the fundamental step of the company to wards the positive development. Focusing in the low pricing strategy was able to attract many of the price sensitive buyers (Storey, 2014). In the last five years the most important strategies taken by the company were; low pricing strategy, blue oven strategy, focus on the socio-economic development and global diversification strategy. Strategic Issues: As per the previous research work and analysis, the main strategic issue faced by the company was in the section of the supply chain management activities. According to Eden and Ackermann (2013), the company was failed to identify the proper locations for the manufacturing plants. In order to get the success in their low cost strategy, the company should develop the manufacturing plants near the places of the suppliers locations and the market where the products will be sold. This is very important because the price of the products can be minimized if he production cost is minimized which is highly related to the supply chain management of the company (Bhpbilliton.com, 2016). If the manufacturing plants are developed in such a place which is not near the supplier and target market, then the transportation cost and overheads become very high which was a big problem faced by the company for minimizing the price of their develops products. This issue needs to be solved and the company n eeds to identify the proper locations form where it can operate the business operations effectively. Another major issue faced by the company is the maintenance of the customer base. In order to maintain the customer base, the company is providing the products at a lower price range. The company is also focusing in the area of the quality of the products. Some customers have a perception of that the lower price products are low quality products. Therefore, the company has a high level of need of maintaining the product quality for holding their brand value in the target market (Bhpbilliton.com, 2016). In order to enhance the customer relationship, the company is providing some additional values to their customers, which is adding more costs to their business operations. Sometimes these activities are affecting the profitability of the company in a negative way. In the area of the strategic management, the human resource management of the company is an important component. The company is facing some major issues in the HRM regarding the health and safety requirements of the employees. The company has the responsibility of marinating the health and safety of the employees at their manufacturing plants. Risks regarding the health of the employees are a serious issue in the manufacturing plants of the company. There are lots of activities which are associated with some great risks regarding the health of the employees (David David, 2016). In this area, the company needs to use proper precautions and effective HRM practices for reducing the occupational health and safety risks at the workplaces of the company. Strategy Options: After analyzing the strategic issues of the company, some strategies have been suggested for the company for resolving the issues. The identified strategies are discussed in this section with the help of the RACE framework. Thos framework helps to analyze the projected strategies to understand whether the strategies are adoptable by the business organization or not (Hill, Jones Schilling, 2014). In this section, several strategies have identified and analyzed to understand the level of adoptability by the organization. Cost Leadership: Cost leadership strategy is the most effective strategy for reducing the cost of the products. In this strategy, the company needs to select proper suppliers and other sources of business for reducing the production cost as well as maintaining the quality of the products. In this strategy the management of the organization has to pay attention in the area of the monitoring of logistic and supply chain operations of the company (Eden Ackermann, 2013). According to the RACE frame work, the strategy is analyzed in the section given below: Resources needed for the implementation of this strategy are the human resources of the company and some money. These resources are available within the organization, so the resources are easily available within the organization. It may be acceptable by the external stakeholders but some problem may be faced by the internal stakeholders as the strategy needs some mentionable amount of investment and extra efforts to be implemented. The strategy is coherent enough to be implemented as the activities required in this strategy are simple enough to be understood by every employee and management involved in the organizational management and works (Wells Hawkins, 2014). It must be effective for the organization as it will help to develop the low cost strategy which is one of the most important objectives of the business strategy of the company. This will help to engage the price sensitive customers to the business strategy of the organization. The issues regarding the cost of the company will be resolved by the use of this strategy. In order to sustain in the future business operations, the company required to focus in their pricing strategy for competing with the competitor companies over the prices of the products. Open Communication with the employees: The major issue faced by the company is the issues regarding the health and safety issues of the employees. In this concern, the management needs to understand the requirements of the employees and what are the problems faced by them in their work places. Often the employer organizations are unable to understand the actual problems regarding the issues faced by the employees because the employees dont have the platform for the direct or open communication with the upper management (Bratton Gold, 2012). In order to resolve this issue, the company needs to develop an improved organizational culture where the employees will be able to represent their problems to the senior level, so that they can take proper actions. In this way, the management of the organization will be able to efficiently resolve the health and safety requirements issues by the proper understanding the problems faced by the employees in their organization (Wells Hawkins, 2014). Resources require for this strategy is the effective leadership style. This resource is easily available in the organization. So it can be said that the strategy can be easily implemented for the improvement of the human resource management of the organization. The strategy will be acceptable by the employees, but there may be some problem regarding the acceptance of the superior management of the company. The strategy can hamper the overall management style of the organization. The handling of the employees with the open management style may be the reason of some chaos while stating the problems of the employees (Jiang et al., 2012). This strategy is also a time consuming strategy for implementing in a running operational environment. This is coherent as the objective and the details about the strategy are very clear at the beginning level and easy to implement within the organization. The strategy will be effective enough for resolving the existing problem of the organization regarding the understanding of the problems of the employees. The human resources are the most valuable asset of the organizational therefore proper management of the employees through the better understanding of the requirements of the employees. Therefore, it may be concluded that the strategy will help the organization for getting the competitive advantages by the effective management of the employees. Implementation of strict safety polices for the employees and training: The risks and working styles of the employees should be monitored by the management of the company for ensuring the risk free environment for the employees. In this context, they should provide effective training to the employees regarding the policies and requirements for ensuring the health and safety of the employees. The strategy required some investment of money and efficient workforce who can efficiently handle the job of the risk free environment development and the development of the warning about the potential risks associated with the work place activities (Storey, 2014). These resources are available within the organization, so the strategy is feasible to be implemented. This is acceptable by all the stakeholders as it will be helpful for both the employees and the employer organization. It is coherent because the actions that need to be taken by the management of the business organization are very clear for the implementation of the strategy within the workplaces of the business organization (Hughes Ferrett, 2015). The strategy will be helpful for the achievement of the competitive strategy as the employee management will be improved by the use of the strategy which will ensure better productivity with improved quality. Coordinate with the facility management: In the area of the health and safety management of the employees, the activities of the facility management is very vital. The health and safety requirements should be supplied by the facility management department of the company. Therefore, the coordination of the business operation management unit with the facility management unit will help them to properly manage the health and safety at their workplaces (Hughes Ferrett, 2015). This strategy is feasible from the perspective if the availability of the resources required for the implementation. Proper management and leadership skill and some money are the only requirements of the strategy. The strategy can be implemented within a short time period. It would be acceptable by both the employees and the management of the company as it will bring better facilities to both of them. The strategy is coherent as the requirements are very clear from the beginning. The strategy is will also help the company to have the competitive advantages which will force it towards the sustainability. Strategic Choice: The best strategies chosen from the above discussed several strategies are the policy development and training strategy and the collaborative work with the facility management department strategy (Bratton Gold, 2012). Other proposed strategies are not satisfied all the criteria of the RACE framework. Only these two strategies have fulfilled all the requirements of the framework. These two will be the most profitable to strategies that will be able to resolve all the strategic issues identified previously (Hughes Ferrett, 2015). An ideal workplace should be clean and free form all types of hazardous risks. However, in some business operations, there are few tasks which are associated with some potential hazardous risks and that cannot be avoided. In this context, the employees who are associated with these works have to take proper precautions for the risks. In this case, BHP Billiton has many of these types of works and the management of the company has the responsibility of providing all the necessary facilities to the employees (Bhpbilliton.com, 2016). The working style of the employees should also be monitored and controlled by the management of the business organization. In this context, the company needs to develop strict guidelines for the employees regarding the working style for maintaining the health and safety in their workplaces (Reese, 2015). The unsafe environmental risks and other hazardous risks should be represented through the relevant warning signs. The operations management department of the company will have a good communication strategy with the facility management department of the company (Eden Ackermann, 2013). The requirements regarding the health and safety of the employees will be straightly communicated with the facility management department of the company. Conclusion: The strategic management issues of BHP Billiton Company have been discussed in this report. It has been found that the company is facing major issues in the area of the health and safety management of the employees. The company has several areas in their production plants where the employees are facing critical problems regarding their health and safety requirements. Some alternative strategies have been identified and analyzed by using the RACE framework. Implementations of health and safety requirements policies and training programs and proper communication with the facility management department of the company are the two chosen strategy for resolving the identified issues in the area of the strategic management of the business organization. References: Bhpbilliton.com. (2016). Environmental Management Strategy [online] Available at: https://www.bhpbilliton.com/~/media/bhp/documents/society/regulatory/_coal/nswec/mt-arthur-coal/environmental-management-strategy.pdf?la=en [Accessed 22 Jun. 2016]. Bhpbilliton.com. (2016).BHP Billiton | BHP Billiton | Strategy. [online] Available at: https://www.bhpbilliton.com/aboutus/strategy [Accessed 22 Jun. 2016]. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. David, F., David, F. R. (2016). Strategic Management: A Competitive Advantage Approach, Concepts and Cases. Eden, C., Ackermann, F. (2013).Making strategy: The journey of strategic management. Sage. Eden, C., Ackermann, F. (2013).Making strategy: The journey of strategic management. Sage. Engert, S., Rauter, R., Baumgartner, R. J. (2016). Exploring the integration of corporate sustainability into strategic management: A literature review.Journal of Cleaner Production,112, 2833-2850. Hill, C. W., Jones, G. R., Schilling, M. A. (2014).Strategic management: theory: an integrated approach. Cengage Learning. Hughes, P., Ferrett, E. (2015).Introduction to Health and Safety in Construction: For the NEBOSH National Certificate in Construction Health and Safety. Routledge. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), 1264-1294. Knies, E., Boselie, P., Gould-Williams, J., Vandenabeele, W. (2015). Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance.The International Journal of Human Resource Management,26(3), 421-424. Reese, C. D. (2015).Occupational health and safety management: a practical approach. CRC press. Stead, J. G., Stead, W. E. (2013).Sustainable strategic management. ME Sharpe. Stead, J. G., Stead, W. E. (2016). Spiritual Capabilities: Keys to Successful Sustainable Strategic Management. InSpirituality and Sustainability(pp. 89-103). Springer International Publishing. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Wells, J., Hawkins, J. (2014). Promoting Construction Health and Safety through Procurement: A briefing note for developing countries. Woodside, A. G., Camacho, A. R., Lai, W. H. (2013). Guest Editorial: Sense Making, Dilemmas, and Solutions in Strategic Management.International Journal of Business and Economics,12(2), 91-95.