Leadership People Management Organizations -Myassignmenthelp.Com

Question: Discuss About The Leadership People Management Organizations? Answer: Introduction: Leadership can be defined as the ability to guide, support, inspire and motivate a group of different people working within a team. In an organisational perspective, the leaders are supposed to guide the vast group of workers of the team through their job responsibilities and performance management and achieve the primary mission and vision set by the organization. Along with that, it has to be mentioned as well that the leaders in the present organizational scenario are not just required to guide the individuals to make use of the different opportunities presented to the corporate entity and increase the performance and productivity. The present day leaders are required to overcome conflict, both personal and professional, in between a diverse group of different individuals who belong to different backgrounds and domains (Avolio and Yammarino 2013). According to the Farndale, Scullion and Sparrow (2010), the responsibilities of a leader are to play the part of co-ordination and balance in an organization. Given the present situation in the corporate leadership, the importance of a leader who is able to provide co-ordination guidance is optimal. However, it has to be mentioned in this context that performing all these attributes effectively requires the ability to manage a variety of different people, their actions and responses. However, there are various challenges and complications that have the potential to complicate the functions of an organizational leader; which only effective and successful people management skills can achieve. This essay will attempt to reflect on the link between organizational leadership and people management, and if the combination of both can overcome the present day organizational challenges effectively. Key elements of leadership and people management: Leadership can be described as one of the most core elements within the organizational hierarchy that facilitates everything related to performance and productivity in the organization and that is the reason, there are multitudes of different attributes that are needed to be able to play the role of an organizational leader effectively. First and foremost, the most important element in the leadership context is the motivation and inspiration, which is by far the most important aspect of leadership when it comes to corporate organizations. According to the Mendenhall et al. (2017), there are various challenges that an employee has to overcome on a daily basis, the growing competition as well provides extreme complexities and can easily demotivate the employees. In here the organizational leaders are the heroes for the employee by providing them guidance and support in what they have to perform and how they can handle these setbacks. It has to be understood that in case of the multinational organizational sectors, which is currently the most popular corporate setting, there are a vast variety of professional working within or in between a team, where the performance of one individual is related with another in an interdependent manner. There can be various conflicts arising in such a professional setting due to the presence of either interpersonal conflict or performance related issues. Regardless of the nature of the issue, an organizational leader has to overcome those internal conflicts and hence active people management has to be a skill that the leaders need to harbor in their armour. The importance of organizational leadership is even far stretching to supervising and empowering the followers so that they can find the confidence within themselves and can successfully overcome any organizational challenge. Along with that, change is constant in a corporate sector; and according to the Northouse (2015), chang e and resistance management is by far the most crucial leadership attribute in the present age. Considering the present global perspective of leadership, authors have commented on the need for extreme leadership that involves proactive risk taking and adequate risk management. Hence, the need for active risk management and resistance management is crucial if the leader is attempting to make the most of all the opportunities provided to him (Osland, Bird and Oddou 2012). Contextual factors and their impact: In the present situation of global perspectives it has been very clear that the needs of globalization or internationalization of an organization depends heavily upon the organizational leaders of the company and how they can effectively lead and guide the organization through the process of the expansion. In the path of this massive change, many obstacles and hurdles can complicate the process of success through the path of internationalization, and can create doubts and lack of confidence in the staff, which can eventually affect their performance and loyalty towards the organization. This is the main challenge that the present day organizational leaders have the face the most. It has to be understood in this context that the competition is the key facilitating variable governing the dynamic economy, and as a result, each of the corporate sector has to go through a constant cycle of change and improvement to keep the customers optimally satisfied and interested (Parris and Peachey 2013). However, as explained by Raelin (2011), the process of change is associated with restrictions and resistance both in the internal and external environment of the corporate entity, and in order to overcome the friction, the leaders have to employ effective and successful change management. However, it has to be mentioned in this context that change management is only successfully when the entire team complies to the procedure spontaneously, which can never be possible with the varieties of different conflicts and issue in the multicultural and diverse workforce. On a more elaborative note, the most important of these barriers is the cultural conflict. In case of any internationalising organization, among the diverse workforce in terms of both culture and professional competence, the conflicts like cultural insensitivity, incompetence, and miscommunication are the most common challenges that interrupt the work flow and affect the productivity or performance of the staff (Schein 2010). Another very important challenge that demands efficient people management from the leaders is the fact that gender diversity and discrimination is still has a profound impact on the organizational context. In addition, in the corporate world the deserving women are still treated as below their male counterparts and that is the reason of major miscommunication and internal conflict in the corporate sector. Along with that, it has to be mentioned that leaders are the only facilitator of incorporating sustainability and balance into the organization and securing a prosperous and productive future for the organization, and all these challenges and obstacles in the present day corporate scenario has made an organizational leader with apt people management skills quintessential (Tarique and Schuler 2010). Leadership theories and people management: There are many leadership theories that emphasize on the link between people management and adequate organizational leadership attributes. For instance, taking the assistance of the most pioneer leadership theory, the trait or behavioural theory of leadership entails that the leaders are born with a few qualities that help them guide, motivate and manage the performance, competence and response of the group (Kark and Shamir 2013). In this charismatic interpretation of leaders, the theory emphasizes that the most efficient leaders are focused on people not on tasks that the people are going to perform. The second theory under discussion is the more contemporary addition to the leadership theories, are the transformational and transactional leadership theory, where both of the theories take two different kinds of people management. In case of the transactional leadership approach, the leaders take up a reward and punishment take to the manag9ng the performance and productivity of the p eople working under them and in case of transformational leadership the leader attempts to employ a positivity based vision to the followers and inspire them to perform better. In both of the leadership theories, people management attempted by the leaders are antagonistic to each other; where a transactional leader attempts to a system of rewards and punishment, a transformational leader adapts the system of motivation and optimism (Wheatley 2011). The theory of democratic leadership is completely people focussed on the other hand and in this approach, the leader shares the autonomy of decision-making with the rest of the team members so that each and every member of the team has equal rights to voice their opinion and have equal standing. Real world example: Considering the real world examples, the CEO of Sony had the responsibility to revolutionalize the company and its marketing statistics completely. The task of reverting it to its former position in the league of market domination, it had been a great challenge for Howard Stringer as a new leader. Moreover, in case of internationalization of the business, the CEO received extreme challenges in expanding in Japan. However, the approach that the leader has taken was very much alike the transformational approach. Where Stringer attempted to change the viewers perception and vision regarding the brand, and attempt complete rebranding of its products and in order to successfully manage the change the leader took the transformational leadership and had been more than successful (Steers, Sanchez-Runde and Nardon 2012). Conclusion: On a concluding note, it can be stated that each of the leadership approaches have their own pros and cons and the relevance of using a particular approach depends completely on the situation and its demands from the leaders. However, the link of organizational leadership with people management is represented in all of the modern leadership styles. Although it has to be mentioned that the leadership needs for this age is sought with many challenges and obstacles and in order to overcome these challenges the leaders have to take help from transformational or democratic leadership styles, where the inspirational mode of people management is to be taken to ensure optimal performance and productivity. References: Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of, transformational and charismatic leadership. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. xxvii-xxxiii). Emerald Group Publishing Limited. 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