Issues Stakeholder And Management Approach -Myassignmenthelp.Com

Question: Discuss About The Issues Stakeholder And Management Approach? Answer: Introducation Leadership can be defined as the procedure of social influence by which effective leaders can maximize the efforts of the team members of the followers and thereby ensure achievement of a greater good. Researchers are of the opinion that proper leadership stems from social influence and never from power as well as authority (Rouche, Baker and Rose 2014). For being an effective leader, it becomes important to define and exhibit different ethical as well as moral courage and set a proper example for all the followers working in the organization. Leadership expert namely Warren Bennis was seen stating that leadership can be defined as the capability of translating vision into reality. Great leaders are mainly seen to be possessing dazzling social intelligence along with a zest for change (McCleskey 2014). Above all, leaders should have a vision that will be allowing followers to set their sights on the correct goals and objectives, which require attention. This assignment will first hel p to reflect my various strengths and weakness that will in turn play an important part in the development of an effective leader. I will conduct a self-assessment analysis to depict the different changes required in my attributes so that I can develop leadership skills, which will have the best effect on my team in the organization. Important leadership styles of 21st century: Certain forms of leaderships are criticized by business experts and are usually not followed in the 21st century. One of the leadership styles is the autocratic leadership style. Here the leaders are seen to take the entire decisions without consulting with that of the staffs and the followers (Dong et al. 2017). Most of the power within the teams mainly remains concentrated on the top in the position of the leader only and the followers are in the bottom position, which only follow the rules set by them. It is severely criticized as the team members do not get the scope of giving feedbacks to the leader that affects them emotionally. The members who disagree and do not perform as they are told often punished to keep the systems in the line. When the team members make any mistakes, the autocratic or the authoritarian leaders punish them in front of the peers as examples so that similar mistakes are never repeated. Blame is always provided on individuals even in cases of faulty proces ses (VanDierendock et al. 2014). All these affect the individuals mentally and emotionally for which they lose their confidence. They may also feel that the organization do not care for them which reduces productivity. Therefore, my leadership style will never contain the traits of such leadership theory. I will develop a leadership style that will be a perfect mixture of the traits of democratic leadership and transformational leadership. My leadership style would ensure inspirational motivation to the team members that will involve providing vision of the future to the followers. I will motivate them in ways where they will try to perform beyond expectations. I also believe in intellectual stimulation. This will help my team members to get over the various old assumptions, traditions and beliefs and in place inculcate novel thoughts of achieving success (Moriano et al. 2014). My leadership attribute will also make sure that I have individualized consideration where I would care ab out the needs as well as skills of my followers and try my best to help them sharpen their skills by effective and constructive feedback. I will never put my self-interest above all but will in turn look for the best for the organization. I will try to provide a clear vision of that of the future and motivate the staff members to exceed themselves. Besides, I will also incorporate the attributes of effective democratic leadership. I will encourage the team members to speak up and join the decision-making procedure. I will ensure that a culture of open communication takes place so that all the staff members feel that their voices matter. Followers are given enough space and freedom. They are also given scope to maintain their own personal responsibilities (Breevart et al. 2014). I will also provide effective feedback on the performance of the leaders that will act as guidance for them and help them to handle difficult situations effectively. I will also give them freedom to express t heir concerns and feedbacks, as I believe that a transparent communication system will help to overcome any negative feelings and build a more competitive and enthusiastic working environment. An idol I admire: I can provide an example of a great leader whom I take as my idol. Richard Branson is the founder of Virgin group that controls more than 400 companies. He is a dynamic and symbolic entrepreneur. He has multicolored ideas for advertisements, innovative ideas of leadership and very positive attitude. His followers describe him as fun, anti-establishment, warm, friendly, risk taker, adventurer, opportunist, fast, competitive, hard negotiator and workaholic. He holds a healthy leader-member relationship and believes in effective team working. He welcomes suggestions from employees and even invites them in family parties. He gives his teams freedom to be creative, as he believes creativity can influence effective teamwork. His work system is flat and non-hierarchial. All these had helped him to be successful as a leader (Martins et al. 2016). Trend of globalization and multi-culturism: Moreover, I also believe that the present trend of globalization had resulted in development of many multinational companies. Such organizations require effective communication not only among the multicultural teams within the nation but also with other teams overseas (Weiss 2014). Ineffective leadership with improper cultural competency may affect the members of team from diverse backgrounds. They may get emotionally upset if their cultural traditions, preferences and inhibitions are not cared for (Kohler 2015). Moreover, if effective cross-cultural leadership is ensured, there remains higher scope of work job satisfaction and lesser copes of job stress. With proper cross-cultural leadership, the team members get the scope of providing innovative ideas and creativities as they belong to different backgrounds. This helps in solving different issues as their strategies help in handling the issues in an out of the box way (Storlie et al. 2015). Some of the important traits that I need to master are developing a proper multicultural environment. I should first learn to understand the cultural gaps that exist between the different team members and try to notice the different approaches of the different members. I should also try to understand the language barriers and find out effective ways to help the members overcome the barriers and communicate effectively with the members. One of the most important attribute that I will incorporate in my leadership model is that I will make myself free from biasness and prejudices. I should strictly focus on the performance and results and never of the backgrounds of people. Effective corporate vision, team coordination and cooperation among the team members, humility and patience are some of the aspects that I will focus when I will be the leader. Leaders of the KFC had been successfully able to capture 40% of the Chinese fast food market by developing its product through local tastes and building a strong team of local leade rs and mangers. Starbucks and IKEA are following its footsteps. Johari window and self-analysis: I had conducted self-analysis with the help of the Johari Window which is a psychological tool developed by Harry Ingham and Joseph Luft in 1955. This tool is helpful as one can act use this diagnostic tool for developing self awareness, improving communications, personal development, group dynamics, team development, interpersonal relationships and many others. There are four important quadrants- one is the open area which shows the important aspects which I know about myself and want to share with others. The next is the blind area, which shows the characters I do not know about myself, but others know. I need to take effective feedbacks from my members of the team to be aware of such attributes. Then is the hidden area where the aspects are known by me but are not known to others. Then is the unknown area that shows characters that are neither known by me nor known by others. By using this diagnostic tool, I realized that I lack the skill to undertake self-assessment sessions. It gives scopes to work on the weakness and strengthen the good attributes. I also have sharp perception where I can conduct honest sessions with my team members and understand their perceptions about me, their perceptions about their role in the team, their work pressures, their feelings and others. These help me to handle situations effectively. I also came to know that I am quite responsive of the groups need. I had set proper goals for each of the members according to their credibility and their skills. Some of the effective skills that would help me develop the best leadership model and lead my team effectively is proper communication. Better the communication among the team, the better will be harmony and lesser will be blame games (Martins et al. 2016). Team members will work in a coordinated manner and will develop less stress emotionally. I will also develop proper motivation skills. The more the members are motivated, the better will be their productivity and lesser will be t heir chances of absenteeism (Rosemann and vom Brocke 2015). Moreover, I will also focus on development of my team building skills. I should ask for feedbacks from my team and will try to develop strong bonds among the team members by effective relationship building. I will hold meetings where all the members would be exchanging constructive feedbacks among each other. Effective bonding among members helps them to socialize well which in turn help them to release their stress and share their emotions with each other (Doppelt 2017). This helps in sharing job stress and helps in overcoming barriers. Conclusion: From the entire discussion above, it becomes quite clear that leaders are responsible for leading a team towards success by carefully analyzing the weakness of the team members and turning the weakness into strength. This will ensure meeting the goals of the organization. In order to be an effective leader, I will be developing traits of transformational and democratic leadership. I will also develop proper communication skills by which I can effectively exchange feedbacks with my team. This would help in empowering them so that they can align with the organizational vision and mission. I will also try to maintain a multicultural working environment by providing scopes to all to come forward and share their innovative skills and creativities. Moreover, rather than being judgmental about their performance, I will encourage them to overcome the barriers and try to achieve their goals. I will try to follow a leadership style that will motivate the employees and enhance their skills that will in turn develop their performance and productivity. All these will ultimately help me in being a successful leader who will help the organization to reach the zenith of success. References: Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), pp.138-157. Dong, Y., Bartol, K.M., Zhang, Z.X. and Li, C., 2017. Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual?focused transformational leadership.Journal of Organizational Behavior,38(3), pp.439-458. Doppelt, B., 2017.Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge. 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