7LEAD027W Leading and Management Assignment Sample
Here’s the best sample of 7LEAD027W Leading and Management Assignment, written by industry expert.
Introduction
Leaders are the ones who are forming organizations, countries, and inspiring followers to succeed. A simple concept of leadership focuses on the practice of guiding individuals and inspiring them to accomplish a common purpose. It is talents that involve practical skills and helps others succeed. It has the ability to affect other people and their behaviors. The leaders are the individuals who create the vision for the future, guide teams towards the mission, and inspire the entire company to achieve their vision or mission (Yang and Lim 2016). Leadership has its benefit as it initiates practice, motivates the squad, and directs followers group or staff. It also creates productivity, promotes teamwork, and increases employee trust. Leaders are climate builders who build a work atmosphere. This productive working environment paves the way for stability and development (Nawaz and Khan 2016). Thus, leaders are like the ship’s captain whose task is to steer the ship to its location.
A general leadership review will be presented in this study, including the situation of an organization. The first segment will focus on theorizing leadership and will address numerous improvements to the articulation of the theories of leadership that have existed so far. The next segment will speak about Volkswagen, a leading car corporation, and why a new philosophy of leadership is needed. My personal theory of leadership and know-how will be discussed in the third section. A mixed leadership strategy to getting the most out of style will be discussed. Eventually, a strategy, plan, and action guideline will be introduced that will help the Volkswagen Company build a transformation situation and drive the business to a new target. The conclusion should outline all the different important elements of the entire debate. The review would include an overarching reflection on leadership and its diverse aspects.
Discussion
Theorizing Leadership
Leaders are the ones who help form countries, cultures, and organizations. Strong leaders allow companies to move successful decision-making on a wide scale. Business leadership is defined as the management’s ability to define and accomplish various targets, take decisive actions when required, step ahead of the competition, and inspire others to pursue the vision (Lonati 2019). While it may seem basic, leadership is among the most complicated and multifaceted circumstances where the emphasis has been on organizational and psychological science. There are different theories related to leadership, but a mixed theory paradigm has been established as being the most efficient, covering all circumstances in the professional setting (Schreiber 2018).
Leadership theories are guided mostly by leadership periods that have assisted form the concept of leadership and hypotheses based on a given period’s dominant structure. The initial enunciation of leadership theories began with the era of personality. The trait-based theory of leadership brought about the belief that leaders are born and only those with the right trait might become leaders (Xu 2017). Leadership contingency theory notes that specific environmental variables can decide the best type of leadership that fits the given situation. Later the theory gave way to the theory of situational leadership. The theory of situation leadership notes that leaders should take the best approach in light of the situation variables as per Ali (2017).
The participative leadership model recognizes that even the most concept type of leadership often takes into account the participation of the followers. The theory of leadership style management introduced the complex facets of implementing leadership to the contemporary scenario in the words of Lawyer (2019). The concept focuses on group function management, coordination, and performance. The relational theory was developed taking into account the supporters and their interest in leadership. This theory centered on both the leader and the subordinates’ established relationship. It is analogous to the transformational principle of leadership style. The theory of transformational leadership says a leader must have the charm and motivational factor that will express the bond with the disciples according to Paramova and Blumberg (2017).
New leadership variables describe leadership as a dynamic, collaborative mechanism that has behavioral, interpersonal, and cognitive connections. Furthermore, leadership is a thing that is found not only in the members but also in a complex, competitive organization. A leader works from start to finish in all cases, and vice versa. This is also a method that can inspire anyone. This idea has given birth to the theory of exchange among Leadership members. The theory notes that leaders of the group, as well as members of the group, must interact with the leaders of every organization for achieving maximum efficiency (Yahaya and Ebrahim 2016). A leader must also have a combination of various abilities and skills in the current world, which will allow the leader to succeed in the workplace. Further emphasis will be focused on the upcoming segment on the philosophy of behavioral leadership and transformational leadership that can be utilized to save an organization (Gandolfi and Stone 2018). The synthesis of these two ideas will effectively build leadership that is multifaceted and addresses various problems.
Leadership positively inspires people, helps raise expectation levels, and strengthens the incentive system that drives them. The conceptualization of leadership has been applied to new variables. The present age has yet to introduce its parameters to leadership style. It will expand the learning of leadership theories from a wide background (Yahaya and Ebrahim 2016). Therefore the modern leadership model operates regardless of the position of a company. It is a wider dimension of the enterprise that can form a proper culture. A basic one-line concept of theorizing is a difficult job for leadership. The more current explanation of the theory of leadership is yet to be discovered (Lawyer 2019).
An organization and its leadership needs
The company selected for the study is Volkswagen, which is a world-renowned manufacturer of automobiles. Due to the illegal activities of its diesel engine, which deceived the pollution check, the business has suffered a huge backfire. The entire business has been challenged, and Volkswagen’s reputation has been tarnished throughout the marketplace. Volkswagen has struggled because of the organization’s poor culture put about by its Founder. The community reflected on the mentality of ‘no failure’ which hated everyone who had lost. Therefore, it needs new leadership to reform the organization and bring it back on track (Raj 2017).
Volkswagen will have to put in a new organizational structure as well as leadership, which will be related to changing that board. The company had an autocratic society that had a campaign of no-nonsense against losses. The CEO or new leader will inspire, empower people, and transform potential failure prospects to learning and growth. The organization’s workers need leadership. As they have spent some time in an environment of fear created by the leader present that time, with the breath of fresh air a new leader needs to put about the transition. Empowering individuals would encourage the corporation to share its experience, knowledge, and help move towards the eventual objective of transforming the business around. The current leader must be able to establish a situation in which all employees can respond to the goal and inspire others to perform together as an effective team (Welch 2019). The leader needs to take care of identifying raw talent and power. Project reach should include incentives for workers to fulfill their expectations, and then inspire them to work better (Siano et al. 2017).
The philosophy of management has to adapt to the concept of ‘motivate and share’. Open communication, promoting creative thinking, fresh ideas, and last but not the least, rewarding workers with jobs, jobs, and incentives will create the ideal atmosphere for change. The leader who will be the epitome of inspiration, support, and ideas will be at the center of the transition. With the guidance of a leader, the firm needs to recognize the intensity and maintain the expertise and strength to operate on a potential project (Usman et al. 2019). Effective communication is required to make strategic thinking faster, more transparent, and more effective. The present-day car market is extremely competitive, which needs a quick turnaround period. The new management leadership and staff will be in harmony and build a mutual atmosphere. It will spread the burden among many other managers as well as build the best know-how and encouragement for the whole professional team as possible (Cavico and Mujtaba 2016).
Volkswagen Company requires a new head of ownership to replace the current system and abandon the notion of constancy. The leadership must ensure that accountability is taken at any level of management and that they are accountable for their work. The new leadership framework requires streamlining group management, consistently developing efficiencies within the functional unit, and enhancing the overall cycle of decision making (Messnarz et al. 2017). The organization needs a project guided by innovation which will be driven by an important, creative-minded leader. An acceleration of a new initiative would involve the leader aligned with the same mindset. Volkswagen’s position since the controversy has impacted the company’s brand reputation. What Volkswagen needs is a policy that positions itself inside new technology. Nevertheless, to direct the whole organization, it would require the correct leader with the charisma and vision (Cavico and Mujtaba 2016).
According to Meier (2016), the new leader in Volkswagen would help in bringing in good communication that would set the vision and mission of the company. The leadership style chosen by the leader of the company is realistic and feasible. Moreover, transformative leadership will help the company and lead it towards charisma and motivation (Yang and Lim 2016). There is a need for a transformed community that can only be developed with an extremely successful leader. The new guidelines would help give the business a new beginning to step away from the struggles to achieve success (Messnarz et al. 2017). Hence, what Volkswagen wants at the hour is a revision with a fresh and ambitious boss.
Outlining my Leadership Skills and Style
The style of leadership I want to follow is a combination of the philosophy of change as well as behavioral leadership. Those two types of leadership will fill the void between themselves. Transformative leadership is geared more towards motivation and charisma. Behavioral leadership in the other hand is more mission and objective-oriented according to Paramova and Blumberg (2017). Nevertheless, there is a need for the additional skill set that will help me attain the position. A strong leader approaches with an inquisitive mind. Only information, as well as experience, will achieve this. These two things help crack the shackles and constraints that are embroidered in the mind. Apart from this, the leadership must have the charisma that will inspire others to obey.
The combination of transformative leadership and behavioral leadership style will deliver the desired level of productivity that an enterprise will lead. The theory of conducting actions dwells in the later behavioral era, where the presumption that leadership is a characteristic was broken. In comparison, change leadership is a new method for leadership from the late 1990s. The theory of behavioral leadership operates with measurable practice and the leaders or followers’ reaction from every given circumstance. It means the leader’s behavior acts as the strongest indicator of leadership impact. The best aspect of leadership behavior theory is that it believes leadership can be learned. On the realistic implementation level, leadership theory suggests that the leader’s actions will influence the results or different behaviors of various leadership styles are acceptable at different times as per Lawyer (2019). Depending on the case, the leaders who might flex their leadership actions will use the best approach to any case. In addition, behavioral practitioners are target-oriented and centered on their goals. The design reflects on the individuals and collaborates successfully with them.
The other model of leadership that can be combined with psychological philosophy is the principle of change. As mentioned in the preceding paragraph, behavioral leadership requires versatility for finding the best solution for circumstances. Transformational leadership can be referred to as a new approach, with an emphasis on building value for leadership and transformative change (Xu 2017). Transformational leaders on the organizational front concentrate on achieving compliance by exchanging incentives as well as benefits wherever appropriate. Transformative leaders are commonly known to empower, enable, and inspire workers to achieve organizational success. The first leadership-style model was created by James V Downtown in the year 1973. The model of transformational leadership had gained immense popularity when it was considered to be used by the world’s best corporate leaders. The employee encouragement and concept of transformative leadership perform hand in hand. Leaders use advantages, incentives, bonuses to fulfill the needs of the high-performance employees.
The transformational leadership style is associated with a variety of essential elements of motivation. Intellectual stimulation among followers tries to activate the status quo as well as innovation. Individualized consideration means giving support as well as motivation to followers of the individuals. Inspirational encouragement requires expressing for followers a simple dream they can express Idealized power involves making a role model out of itself that can help followers lay their faith and admiration for the organizational leader. Leadership’s influence makes the communities loyal and long term success. The supporters contribute to the team’s productivity and enhance the group’s ability to hit a goal. Under the power of transition leadership, workplace turnover is falling (Meier 2016). Therefore, the combination of the different forms of leadership can be used to establish a mutually beneficial scenario for the organization. One will offer flexibility and one will provide the actions required to manage the complexities of organizing. The company will thus take on new tasks and attain its goals.
Articulation of a leadership vision, plan and proposed practice combining my leadership personality with the external challenges and the organization’s needs
The leadership must work with a dream of resurrecting the Volkswagen Corporation from the crisis it was facing because of diesel engines. Volkswagen’s mission will be to create a new ‘TOGETHER 2025’ mission. The aim is to form sustainable mobility for customers as well as the generation to come. The organization would work to build electrical drive, wireless networking along with autonomous model driving (Salehzadeh 2017). The organization’s leadership will concentrate on the goal of ‘innovation or partnership’ to promote the ‘TOGETHER 2025’ strategy.
The vision of leadership must enable open communication, common vision and a culture of free thinking. The shared vision will inspire the workers and assist them with their full potential. There will be discussion of the former autocratic society with no pattern of failure. The vision must work within the company to formulate a new environment, practice and culture. Innovative thinking must allow the strengths with free thinkers involved with the organization to be inculcated. The business must recognize the pool of talents and use their expertise to push creativity in designing environmentally friendly vehicles. The collaboration method is aimed at improving communication within the organization (Curtis 2018). The company is moving to open contact to make quicker decisions.
Leadership Development Plan
| Objective | Action | Measuring Success | Timeline |
| Development of Personal leadership | Completion of the program of leadership | Completion assessment survey | One week |
| Culture of Open communication | Delegating employee communication, transforming the overall structure of the company | Tracking decision-making time and conducting surveys | Six months from the ascension within the organization |
| Improvement of employee motivation | Creation of a session of motivation from the employees | Conducting a team exercise for assessing the outcomes | Three months |
| Emphasis on the innovation factor | Refocus upon research s well as development, focus upon free thinkers | Achieving small targets of testing and planning and tracking the progress | One year |
(Table: Leadership Development Plan
As Created by Author)
Advanced leadership experience would include many approaches to enable the organization to successfully reinvent itself under the new form of leadership. The first method is to eliminate any contradictions as well as autocratic strategy. The first approach to incorporate is to promote an open culture of communication. The paradigm would be one of a flat system of management. The flat structure allows for free information flow, easy decision-making with very little time involved. In addition, workers would be inspired and driven by incentives, bonuses, and rewards. Rather than recruiting new industry experts, leadership will promote the organization’s quest for talents (Gandolfi and Stone 2017). Empowering the workers would help them communicate their talents and experience with the business.
Fostering creativity and innovations will help the company leverage the organization’s research and growth. Using motivating strategies such as flat organizational structure, employee benefits, and incentives can inevitably lead to overall participation. Employees or teams working in the new philosophy will be accountable for their expertise and success in the services. This will also inspire the workers as they will concentrate more on reaching the targets and targets and better tackle their obligations (Yahaya and Ebrahim 2016). Such leadership activities will increase the organization’s chances of moving forward and attaining the target. The new leadership must aim at creating an employee-oriented organization.
Conclusion
The aforementioned leadership is a combined solution to the circumstance. The synthesis of both forms of leadership would inevitably help the company develop. Volkswagen wants the company to be overhauled, the staff and executives moving for a new society. The community should be transparent, inspiring workers, and promoting creativity. This strategy will help align the corporation with the organization’s new target, which is ‘TOGETHER 2025’. With the new leadership, the Volkswagen Company will aim for new pastures. The purpose behind addressing the company with a mixed strategy is to build creativity and remain target-oriented with the company as well. A new motivational approach should be established for the transition of leadership to tie the workers together. Behavioral leadership must sustain the organization’s goal-oriented approach.
Both methods together will help the organization’s implementation produce successful results. Changing the model would help Volkswagen break away from the autocratic system that placed unethical employment on the staff. The appropriate cultural and ambient implementation should empower these workers to join the company. The employees are the key to success; however, leadership is necessary to steer the workers in the appropriate direction. It is the necessity in the Volkswagen organization that requires fulfillment. As the role of a leader is to direct the company towards success; likewise, the new leader must build the atmosphere to promote the organization’s creative ambiance.
References
Ali, W., 2017. A Review of Situational Leadership Theory and Relevant Leadership Styles: Options for Educational Leaders in the21st Century. Journal of Advances in Social Science and Humanities, 3(11), pp.36401-36431.
Cavico, D.F.J. and Mujtaba, B.G., 2016. Volkswagen emissions scandal: A global case study of legal, ethical, and practical consequences and recommendations for sustainable management. Global Journal of Research in Business & Management Vol, 4(2).
Curtis, G.J., 2018. Connecting influence tactics with full-range leadership styles. Leadership & Organization Development Journal.
Gandolfi, F. and Stone, S., 2017. The emergence of leadership styles: A clarified categorization. Revista De Management Comparat International, 18(1), p.18.
Gandolfi, F. and Stone, S., 2018. Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), pp.261-269.
Lawyer, A., 2019. 104 Leadership styles of state extension specialists. Journal of Animal Science, 97(Supplement_3), pp.88-88.
Lonati, S., 2019. What explains cultural differences in leadership styles? On the agricultural origins of participative and directive leadership. The Leadership Quarterly, p.101305.
Meier, D., 2016. Situational Leadership Theory as a Foundation for a Blended Learning Framework. Journal of Education and Practice, 7(10), pp.25-30.
Messnarz, R., Sehr, M., Wüstemann, I., Humpohl, J. and Ekert, D., 2017, September. Experiences with SQIL–SW quality improvement leadership approach from Volkswagen. In European Conference on Software Process Improvement (pp. 421-435). Springer, Cham.
Nawaz, Z.A.K.D.A. and Khan, I., 2016. Leadership theories and styles: A literature review. Leadership, 16(1), pp.1-7.
Paramova, P. and Blumberg, H., 2017. Cross-cultural variation in political leadership styles. Europe’s journal of psychology, 13(4), p.749.
Raj, A.S., 2017. The Volkswagen Way, Profits over Sustainability. Journal of Marketing Vistas, 7(2), pp.50-59.
Salehzadeh, R., 2017. Which types of leadership styles do followers prefer? A decision tree approach. International Journal of Educational Management.
Schreiber, L., 2018. Leading from the Top–Chief Medical Officers and Their Leadership Styles. Leadership in Healthcare and Public Health.
Siano, A., Vollero, A., Conte, F. and Amabile, S., 2017. “More than words”: Expanding the taxonomy of greenwashing after the Volkswagen scandal. Journal of Business Research, 71, pp.27-37.
Usman, A., Hashim, M.H., Salim, I., Shariff, A.R.M. and Bakar, Z.A., 2019. Ethical leadership in automotive industry. Asian Journal of Research in Business and Management, 1(2), pp.40-48.
Welch, J., 2019. The Volkswagen recovery: leaving scandal in the dust. Journal of Business Strategy.
Xu, J.H., 2017. Leadership theory in clinical practice. Chinese Nursing Research, 4(4), pp.155-157.
Yahaya, R. and Ebrahim, F., 2016. Leadership styles and organizational commitment: literature review. Journal of Management Development.
Yang, L.C. and Lim, V., 2016. Empirical investigation into the path-goal leadership theory in the central bank fraternity: leadership styles and job satisfaction (No. wp14).
________________________________________________________________________________
Know more about UniqueSubmission’s other writing services:
I am currently writing a paper that is very related to your content. I read your article and I have some questions. I would like to ask you. Can you answer me? I’ll keep an eye out for your reply. 20bet
Thank you very much for sharing, I learned a lot from your article. Very cool. Thanks. nimabi