Leadership and Change Assignment Sample
Introduction
Leadership is the primary river of change through employee engagement and business delivery acknowledging the market trend and consumer behaviour to satisfy the consumer zeal proactively. It encompasses the organizational objective through employee commitment which is inspired by leadership capabilities and skilful dominance to interoperate and minimize the risks more accurately to business continuance.
Discussion about Authentic leadership
Strengths
Authentic leadership is the self-motivated individual who is greatly aware of personal capacity, behavioural traits, emotions, strengths and limitations which influences the employees to follow the leader through the guiding outline to boost the performance of organizational productivity. It is useful to instil the trust and cohesion among the partners and stakeholders more closely to grow the business opportunity in the market more enthusiastically with rigorous effort made altogether to achieve the business goal (Iqbal et al., 2020). Self discipline, compassion, high morals, integrity and values are the key strengths of authentic leadership to lead the team with consistency through clear business vision and acknowledgement of the employee perspective with physical and emotional attachment while maintaining the high degree of transparency.
Authentic leaders are trustworthy to maintain the business process with the effective employee management in the organizational perspective for inciting change in the business operation and align the employees more progressively with opportunities to explore an essentially growing capacity for individual development. Alan Mulally the former Chief Executive Officer (CEO) of Ford Motor has grounded the leadership approaches with best self to articulate the business endeavour more dynamically as preferred the example of authentic leadership practice (Ghosh, 2020). Steve Jobs and Tim Cook of Apple Inc are also the example of authentic leadership in organizational practice to drive the change effectively through communication, commitment, integrity, decisiveness (Steffens et al., 2021). These effectively drive the positive attitude and inspire the employee more collaboratively in managing the global business ecosystem to collectively secure the business goal.
Theories utilized by authentic leaders for organizational success
Authentic leadership is well recognized through the increased leadership approaches of self awareness, increased transparency, strong sense of morality and balance in organizational affairs which is motivated for earning greater success and compatibility in market competitiveness. The genuine leadership approach is working behind the authentic leadership theory to address the business complexity naturally to grow and fulfil the business objectives combined with the employee effort for change management. It emphasizes true awareness and self actualization to lead the team for positive results in business function with leadership capability. The practice of values and responsiveness determines the organizational work culture with inspiring leadership capability through predicting the principles of job satisfaction through business integrity and consistent decision-making with selflessness. However, discipline, punctuality, value creation, and interconnectivity imposes a great responsibility to reflect the uncertainty and creativity in authentic leadership where multinational companies are driving changes in the organization through leadership effectiveness, commitment and practice.
Figure 1: Working together approach of Ford motor under Alan Mulally
(Source: Langerud and Jordan, 2020)
The framing of organizational structure is well bounded through leadership approaches to build a healthy workspace and follow the value to interact, coordinate and cooperate across the various functional in a flexible manner for increased agility in business delivery (Langerud and Jordan, 2020). It leads the team with a compelling mission, a comprehensive plan, and relentless effort in implementing leadership to deliberately work together with the talented team. Alan Mulally single handedly saved the Ford motor from sinking through bringing the all employees together, leveraging the unique assets and knowledge of the company throughout the business delivery. Alan also recognized the potential of the company more clearly to rightfully activate for gaining the market advantage through trust building, cooperation and teamwork and treated each individual with respect and honesty to transform the change in organizational culture. The growing communication and interoperability help to connect among the leader, employee and subordinates more often with open dialogue and firm negotiations. Alan took the company back to basics though unifying the employee voices and commitment altogether to respond to the market operation which has strengthened the organizational value, brand simplification, team based communication and quality improvement for satisfying the customer requirement in relation to market trend.
Weakness
On the contrary, authentic leadership is not without flaws where the leadership is always confidential to sharing knowledge or information in the organizational environment. The leadership is wary of dealing with messed up situations with the recent initiatives or latest model knowing personal limitations better. It also fails to cope up with difficult or autocratic Chief Executive Officer (CEO) s to confer leadership more arbitrarily or absolute rigidity or flexibility not considering the middle way. It is usually mistaken to consider bluntness and biases in accountability and transparency to engage in business activity for financial achievement with emotional strength to engage with the employees more cordially. The prominent weakness of authentic leadership counted as the effort of leadership to put a moral standard in the organization which often creates controversy for contradicting the objective of the organization. Other than that it also witnessed the strong links of pseudo-charisma in leadership practices which may negatively influence the organizational parameter for increased ineffectiveness.
Discussion about the Ethical leadership
Strengths
Ethical leadership is generally inclined to the rules and regulation in the organizational environment to minimize the risk, errors and conflicts more appropriately. It values ethics and morals to coordinate the team and business process through increased communication and collaboration. It influences employee positivity, honey, cooperation, teamwork which is driven by principles to enhance the fairness and decency in the workplace which account for the strength of the ethical leadership to satisfy the employee, increased efficiency, conflict mitigation, decision making and increased reputation for the brand (Haller et al., 2018). It usually emphasizes the diligence and sense of responsibility in the working environment for a projected and guided growth procedure for the company.
Ethical leadership has followed the law and ethics in business practices in a positive way to effectively guard the organizational operation from fraudulent activity or moral disintegration in personal and professional life which may ruin the business attire more complicatedly. It imposes accountability in the leadership dealings with everyday business function for outstretched morality and value toward the ethical standard. Amy Fuller, Chief Marketing and Communication officer of Accenture evaluated the practice of being an ethical leader in response to including the individual with disability which gave financial return to the company more than usual (Hoffman, 2021). Tim Erblich, the CEO of Ethisphere who prioritize the ethic and value in the organization to score public relation points to take on the pressing issue of the society and promotes stronger companies and communities for maintaining smart business.
Models adopted by ethical leaders for enhancing organizational productivity
Ethical leadership is usually involved in honest practice in organizational operation through increased trust and respect to individuals with dignity and differences to positively impact the business performance with employee coordination. It encourages employee satisfaction and strong commitment towards the organization to reduce the turnover and conflicts in the organizational culture more effectively. Justice, integrity, honesty, respect, responsibility and transparency are the pillars of the ethical leadership with a global mindset to deal equally with individuals in the organizational affair to mediate the role of organizational efficiency in a cooperative way. The interpersonal behaviour of the leadership in an everyday function with high ethical expectations are clearly articulating business practices in the working culture to drive changes in the organizational business process to achieve sustainability practice through honesty and integrity. It always opens to others ideas and confirms as a human being to deliver business efficiency in an ethical manner through the practice of beneficence, autonomy, normal efficiency with informed consent, truth telling and confidentiality. It tackles the risks and conflicts in business affairs more interestingly managing the changes in a participatory manner making changes in the client’s needs and requirements. It maintains a long lasting business relationship.
Ethical leadership is coordinating employee motivation and commitment to the customers based on trust, keeping basic human fundamentals, responsibility towards the customer, complete transparency and reminding individual worth to boost the organizational performance and motivation to the employees. The CEO of Sodexo Corporate Service Worldwide, Sylvia Metayer, a globally recognised leadership whose ethical dealing has improved the quality of life in large extant through strengthening bond among individuals and facilitating access to leisure and culture to boon the metal well being more promptly (Hunt et al., 2018). It helps the organization to recognize the individual with specific effort for employee motivation, ease of operational activity with efficiency for flexible balance in work-life parameter, with providing help for individuals to grow and develop according to personal goal inclined to professional achievement with equality in all aspects (Mitra and Mehta, 2021). Apart from that, David K. Williams chairman and CEO of fish bowl has driven the changes in the organization through respect, belief, trust, loyalty, commitment, courage and gratitude. Fishbowl serves the community to help the distressed community group, veterans, children and single mothers to become socially responsible and serve the duty towards clients and society collaboratively which encourages employee commitment towards the effort generation and increased productivity.
Weakness
On the other hand, it is usually limited to ethics and liability where it is limited to grab the opportunity for increased rate of success and growth with unrealistic and conflicting goals as the weakness of such leadership. It is expensive to implement the ethical leadership in the workplace to maintain the ethics in all perspectives and monitor the progress with proper clarification which restricts the maximization of profit. It also depends on personal charisma of the leadership to ethically influence the work force and management for gaining business objectives with consistency to go along with the expectations. Employees’ personal perspectives, perceived voice opportunity, leadership influences are the important factor for deviance from organizational commitment to align the effort more critically proportionate to leadership ethical conviction and practice in business dealings more accurately (Babalola et al., 2019)
Proposed leadership model for today
From the above discussion, it may be concluded that authentic leadership is the proposed leadership for today while undermining the ethical leadership on the way to lead a team realistically. It may be noted that the organizational business sphere is not out of complexity and stress where the stickiness to ethics not always being practical to gain the business competitiveness in the market. The authentic leadership is significant for cost effectiveness, dynamism and acknowledgement of business and employee perspectives closely to align the employee’s effort for achieving positive business results in the market. It is also value driven and of high morality to organize the business affairs with market possibilities utilizing its own strength and limitations for earning a positive profit margin (Shrivastava, 2018). Apart from that, authentic leadership is useful to deliver the consistent result for the organizational objectives through outlining long term plans for the business efficiency and sustainability. Therefore, authentic leadership is vital to inspire, motivate and encourage the employee through multifaceted exploitation of own strengths and weaknesses with a clear rationale in the project for the followers. The authentic leadership interoperates the business of functionary through increased trust and reliability helps the organization to motivate the employee for increased productivity with clear visionary approaches to differ the opinions and viewpoints more closely (Mubarak and Noor, 2018).
References
Steffens, N.K., Wolyniec, N., Okimoto, T.G., Mols, F., Haslam, S.A. and Kay, A.A., 2021. Knowing me, knowing us: Personal and collective self-awareness enhances authentic leadership and leader endorsement. The Leadership Quarterly, 32(6), p.101498.
Hoffman, A.J., 2021. Management as a calling. Stanford University Press.
Babalola, M.T., Stouten, J., Camps, J. and Euwema, M., 2019. When do ethical leaders become less effective? The moderating role of perceived leader ethical conviction on employee discretionary reactions to ethical leadership. Journal of Business Ethics, 154(1), pp.85-102.
Mubarak, F. and Noor, A., 2018. Effect of authentic leadership on employee creativity in project-based organizations with the mediating roles of work engagement and psychological empowerment. Cogent Business & Management, 5(1), p.1.
Hunt, V., Prince, S., Dixon-Fyle, S. and Yee, L., 2018. Delivering through diversity. McKinsey & Company, 231.
Mitra, N. and Mehta, K., 2021. Diversity and Inclusion—A Key Business Strategy. In Creating a Culture of Diversity and Inclusiveness in India Inc. (pp. 23-32). Springer, Singapore.
Ghosh, R., 2020. Leadership in the Digital Age: The PAI-ETI Model. Available at SSRN 3627691.
Shrivastava, A., 2018. A small initiative in the journey of making leaders with the help of authentic leadership model. Kybernetes.
Iqbal, S., Farid, T., Khan, M.K., Zhang, Q., Khattak, A. and Ma, J., 2020. Bridging the gap between authentic leadership and employees’ communal relationships through trust. International Journal of Environmental Research and Public Health, 17(1), p.250
Haller, D.K., Fischer, P. and Frey, D., 2018. The power of good: A leader’s personal power as a mediator of the ethical leadership-follower outcomes link. Frontiers in psychology, 9, p.1094.
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