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Why Proper Leadership is Important Essay Sample

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Why Proper Leadership is Important Essay Sample

Introduction

KTG is a successful consulting company that provides a diverse range of engineering, architectural, mining, construction and environmental services. The company has regional offices in every Australian state capital and in 20 other cities around the world. It has experienced rapid growth over last ten years, except for brief slowdown in some regions during the recent financial crises. The company has a formal matrix structure.

The ‘Business’ stream is responsible for growing the enterprise, gaining contracts, managing projects and delivering to clients. The ‘Knowledge’ stream is responsible for developing, sharing and leveraging the expertise and capability of individuals and of the company as a whole.

Strategy

Corporate Level Strategy
The actual KTG Business Technique ought to supply every department using the path by which to operate in the direction of; this should set up the actual organizational construction inside that they can tend to be carried out.

The actual practical places mainly impacted tend to be:
• Recruiting • Business stream • Knowledge Stream • Financial divisions

This particular statement suggests that in order to use a number of methods as well as resources to consider probably the most serious as well as efficient techniques within making the actual proper strategy, proper execution as well as administration procedure. KTG is going to be creating the organization Technique range in order to obviously determine what’s as well as what’s not really incorporated within the range in line with the subsequent: • Item Range – Exactly how specialized if the Organization end up being when it comes to the number associated with items & providers on offer. • Physical Range – What’s the perfect physical distribute associated with Organization actions. Technique Execution may amount to aiming workers anticipation along with proper objectives within add-on in order to aiming KTG’s style in order to help the actual accomplishment associated with proper objectives.

Making sure KTG is actually outfitted to employ brand new workers or even create current worker abilities. KTG should help to make parallel the actual. Before leaders can create a vision, develop strategy to implement the vision, or align their followers to the organizational goals, they need to be aware of how KTG’s achievements will be viewed by the global competitors.

The companies that survive longest are the ones that work out what they uniquely can give to the world, not just growth or money but their excellence, their respect for others, or their ability to make people happy. Some call those things a soul. (Handy, 1989)

The quality of the journey in this context is how well the leader can follow through and implement the strategy. Without the strategy implementation phase being executed successfully, achieving the vision will be extremely difficult. (Daft, 2008, p. 405) defines strategy implementation as “putting strategy into action by adjusting various parts of the organization and directing resources to accomplish strategic goals”.

Strategy implementation involves:

•Aligning employee expectations with the strategic goals. •Aligning the organization’s design (structure, culture, processes, etc.) in such a way as to facilitate the achievement of the strategic goals. •Ensuring the organization is equipped to either hire new employees or develop existing employee skills. •Align the organization’s performance management tools with the strategy. •Ensuring all staff, technology, systems and finance are in place to accommodate the strategy.

The implementation plan needs to include multiple actions so the application of actions can change as conditions change and lessons are learnt about the process of Implementation. An implementation plan contains explicit elements which are precisely expressed and also implicit elements which emerge informally. (Kramar et al., 1997, p. 66)

The actual proper administration procedure is going to be completed within a number of 3 stages.
1.Environment Proper Path (Setting Strategy Direction)
2.Technique Execution (Strategy Development)
3.Technique Development (Strategy Implementation)

The Strategic Management Process

Setting strategic directionStrategy developmentStrategy implementation

•Scan external and internal environment.
•Assess strengths, weaknesses, opportunities and threats (SWOTs)
•Define core competence, competitive advantage.
•Define strategic issues: vision, mission, etc.
•Review or revise mission and or vision.
•Set strategic goals and objectives.
•Develop action plans or programs
•Allocate the organizational resources.
•Align expectations, organization, people and performance management.
•Apply systems and technology to support the strategy
•Evaluate the effectiveness.

Figure 1, The Strategic Management Process (Walker, 1992, p. 68).

Inner Atmosphere Elements
Whenever taking a look at inner atmosphere elements this should be appreciated in order to consider just like the very best chance to utilize required modifications for that much better from the underperforming KTG areas. These types of elements tend to be controlled, and much more significantly would be the obligation from the Organization to make sure these people tend to be properly forced. (Slater and Peter et al., 2013.) Strengths (Internal Factors)

The business’s crucial talents would be the subsequent:
• Lengthy position status – Had been the prior monopoly Organization in the market • Federal government associated – Trustworthy on the market

Weaknesses (Internal Factors)
The primary practical regions of weak point would be the subsequent: • Mismatch in between present knowledge & development possible in the area. • Out-of-date functional strategy & absolutely no proper strategy.

Exterior Atmosphere Elements
Whenever watching exterior atmosphere elements, this should be outlined as well as emphasized these tend to be probably the most hard to handle because they tend to be mainly from the Company’s manage, therefore the word exterior.

These people primarily contain the next:
• Client Requirements – Support not really as much as present business regular, more than priced & below ranked. • Financial Problems – Variances within worldwide economic climate (Environment Proper Path) Opportunities

The present exterior possibilities, in order to increase the company relaxation using the substantial possibility of development which is available within the green power field.

The chance associated with making use of KTG’s assets, capacity as well as growing encounter with this field inside the area is actually extraordinary, along with a huge resource to provide the organization aggressive benefit that should be went after. (Peter Son, 2010, p. 245)

Threats
Because of the satisfied character associated with KTG in conjunction with the actual determined perception which their own lengthy position as well as more successful status in the market may usually give them the actual aggressive benefit, they’re confronted with the actual growing decrease within marketplace focus percentage. Using the development associated with technologies through rivals becoming within the cutting edge from the rivals USP’s (Unique Promoting Point) as well as foundation for their company, functional defects turn out to be increasingly more apparent inside the Organization. These kinds of mistakes lead to bad support shipping as well as unsophisticated procedures. This particular obviously is actually accepted through the KTG’s customers as well as potential prospects that hands all of them with increased factors to show in order to option companies for that exact same support. When it comes to worth with regard to cash, the actual rivals tend to be supplying much more material for any lower cost. (David and Elizabeth et al., 2010, p. 185) Behavior Theories

Because conversation may be often recognized among the crucial automobiles by which opposition to alter could be reduced, the initial step within doing this is by using the actual “Lewin’s Three types of Leadership theories” because shown beneath:

Among the earliest management behavioral research was carried out by Kurt Lewin within 1939. This research highlighted the connection between innovator behavior as well as follower overall performance. In substance, the scientists identified three popular leadership designs:

1. Autocratic Leadership:

•Typically the leader maintains tight control of most group activities, and makes decisions without consulting others. •The leader’s source of power is derived from his/her position within the organization, ability to dispense or withhold rewards and ability to influence followers through coercion.

2. Democratic Leadership:

•Typically the leader encourages group participation and makes decisions based on group opinion (majority rule.) This style employs delegation of tasks and follower empowerment. •The leader’s source of power or influence stems from follower support and loyalty, which are founded on good relations.

3. Laissez-Faire Leadership:

•Typically this style involves a general lack of leadership activity—followers are left to decide their own priorities and methods for undertaking work.

Lewin’s research concluded that, when considering leadership success in terms of follower performance, the democratic style of leadership consistently tended to produce the best results (Manning & Curtis, 2007, p. 19). Thinking about the exact same, it is essential in order to stress the significance associated with such as the “Triple Bottom Line”.

Worldwide, business individuals are waking as much as the truth that key marketplaces are about the verge associated with rapid alter driven through new environment standards as well as related client requirements. Consequently, new base lines are now being drawn together with the aged profit-and-loss claims. Once rated a minimal priority business citizenship concern, the environmentally friendly development plan is along the way of being a competitive as well as strategic concern for main tracts associated with industry as well as commerce. (Elkington, 1998, p. 44)

Triple main point here reporting originated by Steve Elkington within 1994 that argued which businesses required to measure their own success within wider terms than simply profit as well as financial overall performance. Elkington suggested that companies report their leads to the subsequent three measurements:

•Environment.
•Social.
•Economic.

According in order to Elkington, a environmentally friendly business will be able to report returns in most three dimensions that are sometimes known as ‘people, planet and profit’.
1.Planet: Environmentally friendly dimension handles sustainable environment practices within areas for example energy make use of, greenhouse gasoline emissions, drinking water use, environmentally friendly materials, disposal associated with waste (including last disposal associated with products at the conclusion of their own use), emissions as well as discharges in order to air, property and drinking water, promotion associated with biodiversity as well as avoidance associated with materials as well as activities that deplete the actual ozone-layer.

2.People: The interpersonal dimension pertains to fair remedy of personnel and actions which support the neighborhood communities in which the corporation works. It additionally involves acknowledgement, respect as well as support with regard to local ethnicities and customs.

3.Profit: The financial dimension includes the standard reporting associated with profit as well as growth, it looks in the long-term financial sustainability associated with corporate methods. The utilization of triple main point here reporting keeps growing steadily within leading corporations around the world as they notice that TBL confirming can improve their reputations. Australian company has accepted triple main point here reporting and several organizations information within the three TBL categories within their annual reviews – for instance, the Aussie Government’s Department from the Environment as well as Heritage (2003) that has produced helpful information to triple main point here reporting.

The trouble with TBL confirming is that there’s still ambiguity regarding how environment and interpersonal goals could be measured, so that as yet, you will find no decided standards.

Motivation

Just like other Management ideas, energy and it is degree in many cases where there are very subjective as well as emblematic within character. In several elements, the actual intention in order to intuitively allocate capacity to people (Managers) could be a crucial car owner like a motivational pressure in order to impact as well as encourage the very best from the labor force. (Boughton, 2009, p. 23)

Path-goal theory

SituationLeader behaviorImpact on followerOutcome

Figure 2, Path-goal theory, Sources: House 1971; Daft 2008; Hughes et al. 2006 Causes of Energy
The connection in between energy as well as impact performs a significant part in a Company and it is consequently certainly apparent inside the whole from the KTG areas. Energy, the power of 1 individual or even division within an Company in order to impact others to create regarding preferred final results, as well as impact the result the person’s measures possess about the behavior, ideals, values, or even measures associated with other people. (David and Elizabeth et al., 2010, p. 185)

The objective of creating the actual causes of energy inside KTG would be to line up the actual appropriate features through Administration people to be able to enhance the actual possible associated with workers to improve inspiration that can lead to enhanced overall performance. As soon as set up, KTG can affiliate marketer the actual attribute designs within Administration the following as well as connect the actual fundamentals from the Management design under consideration in order to greatest enhance the actual possible associated with its labor force. • Institutional Supervisors — Full of self-control & reduced need to be loved. • Individual (Power Managers) — Requirement for energy is actually greater than their own requirement for organization as well as their own self-control is actually reduced.

KTC requires the new leader to be highly tactical in influencing the work force to make changes in their attitudes, opinions and behaviors.

In 1992, Yukl, Lepsinger and Lucia developed an instrument that sought to study the influence tactics employed by those possessing power. The Influence Behavior Questionnaire (IBQ) was created to assess nine identifiable types of influencing tactics:

•Rational persuasion.
•Inspirational appeals.
•Consultation.
•Ingratiation.
•Personal appeals.
•Exchange.
•Coalition tactics.
•Pressure tactics.
•Legitimizing tactics.

The type of tactic that a leader uses is dependent on the followers, the situation and the type of results the leader wants. An effective leader will be able to gauge which type of persuasion is appropriate and will be proficient in the use of all styles.

Yukl, Lepsinger & Lucia’s influence tactics

Influence TacticDescriptionExample
Rational PersuasionThe leader attempts to change follower attitudes, opinions and behaviours by employing logical arguments and providing factual evidence to support his/her position.The lead machinist provides production management with the faults reports, rework data and downtime figures to support his or her bid to purchase a new machine. Inspirational AppealsThe leader employs soft persuasion tactics designed to influence followers by appealing to their emotions. Leaders generally use figurative and emotive language for their inspirational appealsThe CEO wants to create a new ethics committee within the organisation. She appeals to the board of directors’ desire to become leaders in corporate responsibility.

ConsultationThe leader gets the followers to participate in discussions concerning the area of influence. The leader uses the consultation process to persuade and gain follower commitment.The project manager presents a problem to the project team, gathers the team’s input and then presents the solution. Because the team have had some input into the process, they are more likely to embrace the proposed solution. IngratiationThe leader uses flattery, compliments, humour and inclusive language to get the target of influence into a good mood prior to asking them to make a decision.The sales executive banters with the buyers and takes them out for coffee before asking them to make their purchasing decision. Personal AppealsThe leader draws upon the good relations and networks he or she has fostered and built.

The leader in essence asks for a personal favour.”Janice, you know how we go way back, just this once can you give me an extension on the deadline…” ExchangeOnce again, the leader draws upon existing relationships and networks to ask for a favour, but this time has to provide something in return”Bob, can you do me a favour and back me up in this meeting. I’ll return the favour in the next one…” Coalition TacticsThe leader prepares for the persuasion process by first establishing a coalition of supporters.The leader attends various corporate social events and uses the time to garner support for his or her proposal, then presents the proposal at the next executive meeting (with key supporters in attendance). Pressure TacticsThe leader uses threats of possible consequences to pressure people to change attitudes, opinions or

behaviours.”Carla, if you do not increase your sales this quarter, I won’t be able to ensure you have a job next year…” Legitimising TacticsLegitimising tactics are a function of the leader’s position and his or her formal authority to request people to do things.The worker feels he has to increase his production targets because the leader has indicated he should do so.

Figure 3, Adapted from Daft, 2008, pp. 371-377 and Hughes et al., 2006, pp. 123-126

Communication

Place of work Conversation
Conversation described through Lussier: “Communication may be the procedure for the sender sending a note to some recipient along with shared knowing. The key aspect in the actual conversation procedure may be the tranny from the information along with shared knowing. In the event that individuals don’t agree with this is from the information, conversation hasn’t occurred. ”. (Thomson, 2001, p. 244) Through applying the actual advised steps laid out within the are accountable to fight as well as enhance the conversation difficulties, just about all sections associated with KTG may consequently take advantage of its good success.

The communication process

Channels: Formal infromal

Figure 4, A Model of Communications Seen as a Process (Huseman et a.l,1992, p. 10 based on Shannon & Weaver. 1949). Frontrunners because Receivers associated with Information

Operating better is actually KTG’s basic goal. Whenever teammates, frontrunners, as well as supervisors possess the info that they must perform their own work greatest, KTG advantages of elevated efficiency as well as people enjoy the actual benefits associated with higher well-being as well as reduced tension (both tend to be items of getting, instead compared to hoarding, information).

Conclusion

The organization presently isn’t within an particularly safe budget. Even though it might not be instantly apparent, when the existing scenario proceeds since it has ended the following 12-18 several weeks, the actual serious reduction within marketplace reveal will quickly consider impact and also have severe effect on KTG’s monetary long term. The important thing regions of change would be the Company’s lifestyle problems that originate through it’s bad general absence associated with conversation, ineffective infrastructural systems from the Organization and also the bad support shipping as well as high quality associated with support as a result of de-motivated as well as uninspired labor force.

References

Boughton, D. (2009). Yellowcake road. 1st ed. Bloomington, IN: AuthorHouse. Daft, R. and Lane, P. (2008). The leadership experience. 1st ed. Mason, OH: Thomson/South-Western. Elkington, J. (1998). Cannibals with forks. 1st ed. Gabriola Island, BC: New Society Publishers. Galvin, M., Prescott, D. and Huseman, R. (1992). Business communication. 1st ed. Sydney: Holt, Rinehart and Winston. Handy, C. (1989). The age of unreason. 1st ed. Boston, Mass.: Harvard Business School Press. House, R. (1971). A path goal theory of leader effectiveness. Administrative science quarterly, pp.321–339. Kramar, R. and Lake, N. (1997). The Price Waterhouse Cranfield Project on International Strategic Human Resource Management in conjunction with Macquarie University. 1st ed. [Sydney]: Macquarie University. Manning, G. and Curtis, K. (2007). The art of leadership. 1st ed. Boston: McGraw-Hill/Irwin. Walker, J. and Walker, J. (1992). Human resource strategy. 1st ed. New York: McGraw-Hill.

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