Assignment Sample on Reflection
Reflection 1: The ethical leader
I have understood that the ideas of leadership need to be connected with ethnicity, and for this, the features of ethical leadership need to be studied. There are various characteristics of ethical leadership, but there are three most important according to Professor Ed. Freeman. I have understood that one of the main characteristics of ethical leadership is that they need to realize the purpose of an organization. The leaders need to understand the emotion and authenticity, behind the organization and cannot fool the employees of the organization. I also understood that the ethical leader needs to understand the mechanism of dissent of that organization. If the purpose of that organization is important for the leader, implementing dissent is very important for the leader (Cote, 2017). This can be defined as the disagreement of the workers about a certain decision, policy, and many others. It is very important to take feedback from people so that the productivity of the organization improves. The leader needs to conduct proper live conversations with the stakeholders of the organization. Ethics needs to be discussed vividly with the stakeholders so that they know every detail and the reason behind that. I have understood that only proper conversation can clear the contents, purpose, and identity of the organizations to the stakeholders.
Reflection 2: Conversation about race in workplaces
I feel that proper respect needs to be given to all people despite their race in the workplace. The death of George Floyd has highlighted the matter that “black lives matter” (CIPD, 2021). Hence, to boost the diversity of a workplace there are certain steps that need to be considered to increase the productivity of the workplace. Before starting the conversations the workers need to be reminded of the ethics and values of the organization. I have understood that the activities and conversations should align with the aims of the organization. The proper schedule needs to be set so that the people understand the terms that need to be talked about. The leaders and the managers need to be very well trained so that they are able to consider the feelings of the employees. Communication is very important so that the employees are able to provide feedback regarding the process and policies of the organization. The conversations need to be conducted in a safe place. The managers and leaders need to consider the feelings, fear, judgment, humility so that the conversations are very ethical and do not hurt anyone in the organization. At the end of the conversation, there needs to be proper communication regarding gratitude, themes, and many others so that the employees are aware of the discussions.
Reflection 3: Leadership and learning
I think that leaders are considered to be the backbone of the organization throughout the world. Leaders are responsible for various aspects like motivating the employees, boosting their performance, considering the well-being of the organization, and many others. I feel that training and development programs are very essential for boosting the skills of leaders. It also increases their capabilities for conflict management. In addition, the leaders are able to construct better ways and techniques in order to increase cooperation among the employees. I feel that learning is very important for the leader as it facilitates them to increase their knowledge regarding the various styles and their application. These concepts can help the leader to reduce conflicts among the workers and produce maximum productivity in any uncertain situation of the organization. Various programs can be adopted to train and develop leaders like, work-based learning, learning through actions, self-directed learning, and many others. Proper leadership training also helps the leaders to take effective decisions for managing change in the organization (Goodwin, 2019). Many organizations throughout the world invest in leadership development for increasing the efficiency of the organization. I feel that efficient leaders are capable of minimizing the risks, improving culture, productivity, competitive advantage, and many others in the organization.
Reflection 4: Change management
I clearly understood the reasons, which are responsible to trigger a change in the organization. There are various factors like technological advancement, pandemics like Covid 19, immigration, learning of new skills, and many more. According to the research, more than 70% of organizations fail to make proper organizational change. Furthermore, in order to increase the competitive advantage in the market business organizations continue to adopt change. I can understand that improper change management can result in a loss in market position, decreased competitive advantage, and many others. There are various types of changes like emergent change, which is not initiated by the organizations. The radical change affects the whole firm, incremental change for accomplishing certain goals, and planned change (Hayes, 2018.). There are various models and theories for guiding organizations for change management. I learned about “Kurt Lewin’s –Force Field Analysis (FFA)” which states that there are both supporting and weakening forces in the organization for change management. I also learned about the process of FFA like the decision about the goals, analyzing the forces, comparing, reviewing, and action. There are also models like “McKinsey’s 7S Framework, Richard Badham’s 5M Framework, Kotter’s 8 Step Model” which facilitates the organizations to manage change.
Reflection 5: Resistance to change
I have learned about the reasons behind the failure of change initiatives, which helped to clear my concepts of change management. The reasons are improper training, lack of management, improper communication, and many others. The resistance to change occurs when a particular group of employees disrupts or blocks the attempt to implement change. There are four stages a worker goes through; “initial denial, resistance, gradual exploration, eventual commitment“. I have learned that there are two main types of resistance: process change and content change. Content change can be described as a change of innovation, technology, and others. Process change can be described as a change in management, jobs, and many others. The “Kubler Ross change curve” helps the organizations to manage the change. It helps to create proper alignment of the goals and vision of the organization. It provides strategies for increasing communication at the time of disagreement. It helps to increase motivation, expand capability, share skills and knowledge, and many others. I understood the reasons for not adopting change like a personal threat, cost of change, risks, fears, and many others. In order to manage change effectively, proper frameworks and policies need to be constructed regarding transformation, communication, strategy, culture, and many other factors (Issah, 2018).
Reflection 6: Leadership and diversity
I feel that a leader needs to have diversity in the thoughts so that they can increase the efficiency of the organization. Diversity encourages the leaders to make effective decisions for the improvement of the organization. It encourages the leaders to consider various perspectives to think about a particular matter and hence encourages creativity. Diversity in leadership can be described as recognizing the differences in culture, background, ethnicity, and many others (Tamunomiebi and John-Eke, 2020). In the present market due to globalization, there is a variety of people working in different organizations. Improper diversity in thoughts may create conflicts among the employees and reduce the competitive advantage of the organization. Diversity also encourages the employees of the organization to communicate with each other and increase their skills. Proper management of diversity also helps to increase the culture and brand reputation of the company. Improving brand awareness and performance helps to boost the sales, revenue, and competitive advantage of the company (Tamunomiebi and John-Eke, 2020).
References
CIPD. 2021. How to have difficult conversations about race at work | CIPD. [online] Available at: <https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/conversations-race-work> [Accessed 10 May 2021].
Cote, R., 2017. Vision of effective leadership. International Journal of Business Administration, 8(6), pp.1-10.
Goodwin, D.K., 2019. Leadership: In turbulent times. Simon & Schuster.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Issah, M., 2018. Change Leadership: The role of emotional intelligence. SAGE Open, 8(3), p.2158244018800910.
Tamunomiebi, M.D. and John-Eke, E.C., 2020. Workplace Diversity: Emerging Issues in Contemporary. International Journal of Academic Research in Business and Social Sciences, 10(2).
Know more about UniqueSubmission’s other writing services:
