Theories Of Management And Leadership On Strategy

Theories Of Management And Leadership On Strategy Different Management and Leadership theories are adopted by the organisations to achieve their goals. Leaders possess a certain type of skills, which enables them to follow any theory in a given situation. The decision making process need to be flexible enough to adapt any kind of environment since outcome from it will be have a great impact on organisation, that impact can be on strategy, goals or its culture. Theories of Leadership and Management Different Leadership and Management theories are: The Trait Theory This theory is derived from the great man theory, which identifies the key characteristics of a good and successful leader. They have personality, dominance, charisma, self-confidence, achievements and ability to formulate a clear vision It is believed that through this approach critical leadership traits could be isolated and that people with such traits could then be recruited, selected, and installed into leadership positions. The table below lists the main leadership traits and skills identified by Stogdill in 1974. Traits Skills -Adaptable to situations Alert to social environment Assertive Cooperative Decisive Dependable Dominant (desire to influence others) Energetic (high activity level) Persistent Self-confident Tolerant of stress Willing to assume responsibility Clever (smart and intelligent) Conceptually skilled Creative Diplomatic and tactful Fluent in speaking Knowledgeable about group task Organised (administrative ability) Persuasive Socially skilled Impact on Organisational Strategy A leader with these traits and skills is able to drive the organisation. It is of this reason that Armed Forces around the world look for these traits in the candidates for the commission. For-example: At PCW, where high dedication from Manager is required, if they dont have a charismatic figure or lack self confidence than how they will motivate their team or employees. Before a leader leads other, it needs to lead itself, this is called self-leadership. It begins with introspection and development of ones emotional intelligence. They need to explore their inner self before they lead others. Leader is responsible for everything the team does or fails to do. Since they are in direct contact with employees so they need to have following traits and act as a role-model. At organisational level, leaders are required to influence the whole organisation by managing the cultural norms, rewards and recognition programs, and communication. When they get at a high level where they have to lead a city, state or a multi-national corporation, they require power of persuasion and charisma, if they are going to get elected. Their self-confidence enables them to challenge change, and their communication skills helps them to gain trust of others, since they have persuasion power. The point where Traits Theory fails is when following questions are asked Do these traits produce successful leaders? Is leadership more than just bringing change? Leaders are born or can they be made? The trait theory unfortunately does not prescribe the most effective traits that successful leaders should have. Nonetheless, the theory makes good sense when interpreting successful leaders with their remarkable traits. The most important problem in applying it is how leaders can know better about themselves and their leadership qualities. Transformational Theory James MacGregor wrote in his Burns Leadership was the first to put forward the concept of Transforming leadership. To MacGregor transforming leadership is a relationship of mutual stimulation and elevation that converts, followers into leaders and may convert leaders into moral agents. He also identified that: [Transforming leadership] occurs when one or more persons engage with others in such a way that leaders and followers raise one another to higher levels of motivation and moralityà ¢Ã¢â€š ¬Ã‚ ¦ This theory is based on charismatic leaders, who have additional characteristics such as vision and development, and abilities to motivate it followers. Impact on Organisational Strategy Howell and Avolio (1999) assert that transformational leadership with its five key pillars vision, inspiration, stimulation, coaching, and team building. And a leader with such characteristics will bring tremendous payoffs in business performance and innovation. There are certain transformational leadership factors identified by Nahavandi, which are: intellectual stimulation to generate new ideas and empowerment charisma and inspiration to overcome resistance to change, individual incentives and consideration to motivate and encourage the followers. Since our current business environment is very dynamic, so does the need for change in leadership style. For-example: Back in days at PCW, managers with certain charismatic qualities were effective in Generation X, and were able to drive their followers. However this cannot be feasible for Generation Y, which is current situation. People values most on personal skills and development and prefer to work outside of the organisational boundary. Hence a Transformation theory is required. In the same way, management theory practices in China cannot be practiced in US, since there are cultural differences, and this has a direct impact on organisational strategy. Transformational Leadership is also not very perfect, it has its own flaws. This theory fails when a leader thinks that they have achieved everything; the false connection when its team members / followers do not respond appropriately and become yes-man; the fear of betrayal from followers. Create a Leadership Strategy that supports organisational direction As per Leadership Theories, a good leader has certain characteristics and skills. Leadership is not only a function of a position on an organisational chart, but also individual performance. Anyone ar any level of the organisation can be a leader. They are recognized for their leadership in setting the pace and high standards in their work. STRATEGIC SKILLS AND ABILITIES Leaders at all levels require skills and abilities in three broad areas: Technical knowledge and skills required in the position, especially about executive information systems. Interpersonal/communication knowledge and skills. Conceptual skills which allow the strategic leader to make decisions and cope with the level of complexity associated with a particular position. Leadership Strategy for PC World Self-Leadership: Before Leaders commit to lead others, they need to commit to themselves. Leaders need to ensure that they have qualities and characteristics of a good leader. They need to create a personal vision. They need to explore themselves first. What they can achieve with their talent, tools and time. They need to create a big picture of their vision and align it with that of organisation. Once that is down, the next step is to bring their followers on board, and align their motivation with PCWs strategy. To create a charismatic figure or to act as a role-model, leaders need to show concern for their employees. In old Model practiced that PCW, Leaders were in control of everything and they were driving the teams. They were doing what they wanted to do. Since the environment is changing so leaders need to transform themselves. They should give what the teams need not what they want. Leaders need to be available to the employees all the time, this is done by implementing open-door policy in the organisation. Leaders need to be democratic and should have a two way communication with the followers, unlike the old one-sided communication. This way they can get good feedback and complete tasks. Team Leadership This is very important in order to empower team member and their networking activities. It is helpful at PCW since there are people with different ethnic backgrounds and cultures. Everyone has different skills and fields of specialization. It is important for leaders to ensure that team members are selected on the basis of their field of specialization, unique talents, skills and share a same vision. Every team member need to play its own part and should not depend on others. Like in sales team, every member has its own sales target, which they have to achieve on their own. But this does not mean that members cannot take help from each other in case of stock control. Empowerment is promoted in the project teams, which enables them to make certain decisions, like sales assistant is empowered to make a sale or refuse it, or if they like to entertain the 2% discount on certain items. When leaders are acting as a role-model they motivate the team and show them the good picture of the future. Mentoring Mentoring is another good strategy, for project based teams. It acts in two ways, one way is that people learn from their good leaders. The formula is to observe their leaders and learn from them. This is the idea of transformational leadership theory; the followers become leaders for others. On the other side it helps team-members to develop their personal skills. A sales assistant can follow the steps of their team leader and become a leader or a role model for other team-members, this way it can acts as a motivating factors. Leaders acting as a mentor need to provide assurance and personal reflective space, coaches set goals, identify solutions to problems, and provide feedback on the subordinates performance.

Holdens Mentality in J.D. Salingers The Catcher In The Rye :: Catcher Rye Essays

Holden's Mentality in J.D. Salinger's The Catcher In The Rye A young man going through puberty, not knowing what he is doing or where he is headed, becoming increasingly insane, in a world in which he feels he doesn't belong in, and around a bunch of "phonies." This would describe the position of Holden Caulfield, the controversial protagonist and main character in The Catcher In The Rye (1951) written by J.D. Salinger. The book, all narrated by Holden in first person, in its very unique and humorous style, is about Holden, and all the troubles he has encountered through school, family, friends, and basically life. Holden has been expelled from a private school in Pennsylvania because of failing four classes, and decides to go to New York for three days before going home to his disappointed parents. At the beginning of the novel, Holden seems to be like any other 16-year-old young man. But the novel progressively displays through various examples of symbolism that Holden has many problems coping with the world around him. These symbols represent Salinger's ideas and concepts. Holden likes to reminisce about his childhood and visiting the Museum of Natural History in Central Park. He loved to visit the museum, for many reasons, and he even said that he got very happy when he thought about the museum. He tells us of the symbolic details in the museum, by saying, "The best thing, though in that museum was that everything always stayed right where it was. Nobody'd move. Nobody'd be different. The only thing that would be different would be you"(121). Holden likes this kind of world, and wishes that he lived in it. He wishes things would stay unchanged and simple. Holden is almost scared by change, and can't handle the conflicts in his life. Another very symbolic example in the book is the title itself. On the first night of his three-night excursion, Holden decides to sneak into his house and visit his sister, Phoebe, who he adores very much. Phoebe asks Holden what he would like to do with his life. Holden ponders the question and tells Phoebe about the poem, "Comin' Through The Rye" by Robert Burns. He tells Phoebe," I keep picturing all these little kids playing some game in this big field of rye and all. Thousands of little kids, and nobody's around--nobody big, I mean--except me.

This has always been a major part of my identity

I am Korean.   This has always been a major part of my identity, even though I was born in America.   Being a member of another culture in America means that the way I have always viewed life, and success, is different than the way most Americans view it.   My mother, who was born and raised in Korea, contributed to this significantly.   She did not understand American culture, and never fully adapted to American life.   Living in a new country was confusing for her, which is why she clung so strongly to her native culture.   She passed this culture and way of thinking on to me. My mother was a typical Korean mother – prideful, overbearing, and she always had the attitude of â€Å"I’m always right no matter what you think.†Ã‚   Her attitude was maddening at times, especially when she remained completely calm despite telling me I was wrong and she was right.   However, it was this very attitude that shaped who I turned out to be, in many different ways. Traditional Korean values and American jobs do not mix well.   It was because of my mother’s strong Korean views that she could not keep a steady job in America.   This put us at a real economic disadvantage, but my mother remained strong no matter what.   She would find another job, and continue to provide for us somehow.   Even when money was tight, she was not discouraged.   My mother remained strong and did what she had to do. Watching her strength tore me apart sometimes.   I saw how hard she had to work, just to help us get by.   When I was 14, after having lost another job, my mother was forced to work for my aunt’s cleaning business.   She was assigned to clean a building that was within walking distance of our home, because she often had car troubles.   She made only minimum wage doing this, which I knew was not enough to support us. I asked my aunt if I could work with my mother in order to make extra money to help with bills.   While I can’t say I was thrilled at the prospect of working at the age of 14, I knew I needed to do this.   At first, my aunt resisted letting me, and my mother wasn’t happy either.   She did not want me to work.   However, within a week, both realized how serious I was about working, and they relented.   Already I had picked up from my mother’s attitude that I needed to do what had to be done, even if I did not want to. When we were not working, my mother and I talked sometimes.   Every chance that we had, it would always be about the same dreaded topic — my future. Being so deep inside of the grave, as I liked to call our financial situation, there was only one direction to look – up and out of the hole. I never admitted to myself that I wanted to leave her to go to college; how could I? Life was hard enough with both of us working, so it didn’t seem possible for her to do it on her own.   However, my mother had other ideas about my future.   She wanted what was best for me, and not the life that she had raised me in. I always protested when she told me this, because I wanted to stay and help her.   But she would tell me then, in her serious, don’t-argue tone that I needed to go to college to make my life better.   Our conversations had an enormous effect on my work ethic and my sense of responsibility.   I wanted to receive my degree and help my mom so that she could retire, because she was so selfless in taking care of me, and pushing me towards a brighter future. My mother’s quiet, hard-working attitude left a major impression on me. She taught me never to give up, to always do what is necessary, and to continually strive to do better.   I will not relent in the face of life’s struggles. I will be strong, I will work hard, and I will dream of a future that would not have been possible if it were not for my mother.

Leadership and Self-Deception Reflection - 1594 Words

Scott Curtis CJ 3020 Self-Assessment Paper Leadership and Self-Deception The first step I took towards bettering myself and how I view the world around me was to pick up this book and read it for myself, although it was required for class. I was constantly confounded throughout the text contained due to the certitude that I have never personally worked for a company that put this much effort in ensuring their employees viewed everyone around them as people, and that they would treat their customers/suppliers likewise. For me personally, I can strongly say that I am consumed staring at the walls inside my box knowingly because I am employed where I work with both egregious subject and those victimized by the crime. The last thing I†¦show more content†¦I know my wife or any other person who requires my utmost attention could find something I am not doing as well as I could be, but fortunately for me, these recent circumstances have had no such reciprocities. I believe the way a person acts is partially attributed to the past and present events in a person’s life and could motivate them to react to communicative relationships in unpredictable ways. I have a wonderful family that I love with all my heart, I have an amazing career with the SLCPD Crime Lab, and I am finishing my degree and can see that light at the end of the tunnel. There are times that I do not think of all the good things that I have, but there is never a day that passes by me when I do not take advantage of the very things that are defining me as a person. As I have stated, I do work with people that I would have a hard time trusting, but I know that I have to treat them as people and not objects. That is difficult, and I believe that is why this may be a difficult social issue in balancing what is morally correct versus what our first instincts motivate the majority of us to do, and that is to think about our own personal needs and gratifications. When we engage in conversations/actions of which have started in the box, trying to change the people around us is difficult because we are already trying to make ourselves look better,Show MoreRelatedThe Power of Self-Destruction in Shakespeares Othello Essay802 Words   |  4 Pageslove, deception, and power. Othello, an army general in Venice, comes into conflict with his self and social identity during the war between the Turks and Venice. However, it should be taken into consideration at the time Venice was the center for commercialism and materialism, which led to corruption and conflict arising from greed, social status and competition among peers (Cummings 1). 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