ASSIGNMENT ABOUT THE LEADERSHIP IN ORGANISATION.
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Running Head: LEADERSHIP IN ORGANISATION
Leadership in Organisation
Name of Student:
Name of University:
Author’s Note:
Leadership in Organisation
Name of Student:
Name of University:
Author’s Note:
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1
LEADERSHIP IN ORGANISATION
Table of Contents
Phase 1: Identification of Feeling..........................................................................2
Phase 2: Search for Meaning.................................................................................3
Phase 3: Validation of Meaning.............................................................................4
Phase 4: Outcome of Reflection.............................................................................5
Referenc List:.....................................................................................................8
LEADERSHIP IN ORGANISATION
Table of Contents
Phase 1: Identification of Feeling..........................................................................2
Phase 2: Search for Meaning.................................................................................3
Phase 3: Validation of Meaning.............................................................................4
Phase 4: Outcome of Reflection.............................................................................5
Referenc List:.....................................................................................................8
2
LEADERSHIP IN ORGANISATION
Phase 1: Identification of Feeling
In today’s world, business is competitive and organizations have to be flexible in order to
meet the necessary requirements and leadership plays one of the most important roles in business
management. The statement at hand: Cultural and technological advances within contemporary
organisations are shifting the balance of power between leaders and followers- is a controversial
statement. One thing is certain in this regard: the changes that are taking place are applicable to
both leaders and followers in any organisational construct. Therefore, as employees are getting
empowered from social and technical changes, their superiors are availing the different aspects
of these changes as well to further their own interests and position. While leaders can regulate
employee activities through policies, resistance from worker groups, often against unfavourable
changes, forces leaders to negotiate with them (Senge, Hamilton and Kania 2015).
It cannot be denied in any way that technological advances are rapidly and very
significantly changing the way in which we are working and interacting every day, be it within
an organization. From time consuming analogue procedures to the superfast and efficient
personal computers, scientific advancement has impacted the way we work, live, interact and
organize our lives. Just as this has helped us in making our work easier and faster, our bosses
have also realized that we will be able to deliver faster and better and increased the workload on
our shoulders. Moreover, increased connectivity and availability of various forms of networking
with the help of the internet has made it easier to reach employees even when they are not
physically present at work, giving rise to facilities like work from home (Ross 2019). One might
argue that such systems work for the benefit of both the employer and the employee. Thus, I feel
that there has neither been any weakening or strengthening in the relative positions of leaders
LEADERSHIP IN ORGANISATION
Phase 1: Identification of Feeling
In today’s world, business is competitive and organizations have to be flexible in order to
meet the necessary requirements and leadership plays one of the most important roles in business
management. The statement at hand: Cultural and technological advances within contemporary
organisations are shifting the balance of power between leaders and followers- is a controversial
statement. One thing is certain in this regard: the changes that are taking place are applicable to
both leaders and followers in any organisational construct. Therefore, as employees are getting
empowered from social and technical changes, their superiors are availing the different aspects
of these changes as well to further their own interests and position. While leaders can regulate
employee activities through policies, resistance from worker groups, often against unfavourable
changes, forces leaders to negotiate with them (Senge, Hamilton and Kania 2015).
It cannot be denied in any way that technological advances are rapidly and very
significantly changing the way in which we are working and interacting every day, be it within
an organization. From time consuming analogue procedures to the superfast and efficient
personal computers, scientific advancement has impacted the way we work, live, interact and
organize our lives. Just as this has helped us in making our work easier and faster, our bosses
have also realized that we will be able to deliver faster and better and increased the workload on
our shoulders. Moreover, increased connectivity and availability of various forms of networking
with the help of the internet has made it easier to reach employees even when they are not
physically present at work, giving rise to facilities like work from home (Ross 2019). One might
argue that such systems work for the benefit of both the employer and the employee. Thus, I feel
that there has neither been any weakening or strengthening in the relative positions of leaders
3
LEADERSHIP IN ORGANISATION
and followers. Rather there has been a significant shift in the mode of communicating and
working.
Phase 2: Search for Meaning
The statement had different impacts on three different classmates whom I talked to. Their
reactions were disagreement, agreement and uncertainty, respectively:
The first classmate said that the changes in technology had actually made leaders and
superiors more powerful. She felt that technical advances had helped leaders to keep a closer
track on the performance and productivity of workers. From the small scale businesses to large
enterprises, technology has had a significant impact on leadership. Superiors are now no longer
limited by the absence of employees at work. They can assign urgent tasks to employees even on
their holidays and access them in the time of any work-related emergencies. Further, with the
help of social media, leaders can also influence workers. A company’s CEO, having an active
social media presence has a strong and dynamic influence on his organization and its employees
(Ahlquist 2014).
The second classmate responded with a resonating agreement to the statement. He
focused on the strength of social pressure that workers can put on the leaders in the case of an
introduction of any change or policy that works against the interests of the employees. Workers
can unite to claim their rights. Furthermore, leaders are always under the pressure of keeping
their workforce satisfied and try their best to prevent any irregularities or resistance from their
end, which might affect production and also attract unwanted media attention (Dobre 2013).
Technological advances have provided employees with a lot of freedom and opportunities.
According to this classmate, work from home is a system that provides great advantage as it cuts
LEADERSHIP IN ORGANISATION
and followers. Rather there has been a significant shift in the mode of communicating and
working.
Phase 2: Search for Meaning
The statement had different impacts on three different classmates whom I talked to. Their
reactions were disagreement, agreement and uncertainty, respectively:
The first classmate said that the changes in technology had actually made leaders and
superiors more powerful. She felt that technical advances had helped leaders to keep a closer
track on the performance and productivity of workers. From the small scale businesses to large
enterprises, technology has had a significant impact on leadership. Superiors are now no longer
limited by the absence of employees at work. They can assign urgent tasks to employees even on
their holidays and access them in the time of any work-related emergencies. Further, with the
help of social media, leaders can also influence workers. A company’s CEO, having an active
social media presence has a strong and dynamic influence on his organization and its employees
(Ahlquist 2014).
The second classmate responded with a resonating agreement to the statement. He
focused on the strength of social pressure that workers can put on the leaders in the case of an
introduction of any change or policy that works against the interests of the employees. Workers
can unite to claim their rights. Furthermore, leaders are always under the pressure of keeping
their workforce satisfied and try their best to prevent any irregularities or resistance from their
end, which might affect production and also attract unwanted media attention (Dobre 2013).
Technological advances have provided employees with a lot of freedom and opportunities.
According to this classmate, work from home is a system that provides great advantage as it cuts
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4
LEADERSHIP IN ORGANISATION
the burden of travelling to office and offers the ease of working in the sanctity of your home
without the concern of any supervision or conditions.
The third classmate expressed a sense of uncertainty, where he said that leadership had
definitely undergone some major changes due to changes in the nature of business, contemporary
technology and how these factors have affected human interaction. However, it is really difficult
to say whether this has, in any way, affected the equation or relationship between leaders and
followers. Increase in competition and market saturation has led to an overall increase in
everybody’s work pressure. This has led leaders to impose more pressure on employees. But at
the same time leaders also have a responsibility of looking after the welfare of workers to ensure
job satisfaction among his workforce and ensure consistency in production on the long run. Thus
power and pressure is balanced out.
Phase 3: Validation of Meaning
On speaking with three of my classmates I received multiple opinions regarding the
matter. While the fist response was in denial of the statement, claiming that it is the leaders who
have gained more power as a result of technology upgrade, my second respondent supported the
statement saying that followers have been empowered by social situation and technical
developments. The third respondent gave a mixed response where he claimed that leaders, as
they gained power, were also obligated to give power to their followers in order to keep them
satisfied and the organization running.
One observation I made is that employees, to a certain extent, definitely have more
control. In order to attract workforce, employers need to work hard to promote, not just the
company goals, but also employee experience (PageUp 2015). More workplaces are observing a
LEADERSHIP IN ORGANISATION
the burden of travelling to office and offers the ease of working in the sanctity of your home
without the concern of any supervision or conditions.
The third classmate expressed a sense of uncertainty, where he said that leadership had
definitely undergone some major changes due to changes in the nature of business, contemporary
technology and how these factors have affected human interaction. However, it is really difficult
to say whether this has, in any way, affected the equation or relationship between leaders and
followers. Increase in competition and market saturation has led to an overall increase in
everybody’s work pressure. This has led leaders to impose more pressure on employees. But at
the same time leaders also have a responsibility of looking after the welfare of workers to ensure
job satisfaction among his workforce and ensure consistency in production on the long run. Thus
power and pressure is balanced out.
Phase 3: Validation of Meaning
On speaking with three of my classmates I received multiple opinions regarding the
matter. While the fist response was in denial of the statement, claiming that it is the leaders who
have gained more power as a result of technology upgrade, my second respondent supported the
statement saying that followers have been empowered by social situation and technical
developments. The third respondent gave a mixed response where he claimed that leaders, as
they gained power, were also obligated to give power to their followers in order to keep them
satisfied and the organization running.
One observation I made is that employees, to a certain extent, definitely have more
control. In order to attract workforce, employers need to work hard to promote, not just the
company goals, but also employee experience (PageUp 2015). More workplaces are observing a
5
LEADERSHIP IN ORGANISATION
shift from employee-driven to employee-centric policies. Leaders are making an effort to
improve workplace environment and ensure workers can enjoy a suitable atmosphere. Incentive
schemes and bonus policies are also becoming more common to keep employees engaged and
satisfied.
At the same time, one must keep in mind that leaders are taking such initiative only to achieve
higher goals which will further both the company’s and his personal cause. Although
achievements of the company should ideally be distributed equitably among all employees, the
bigger picture reveals that all experience ultimately depends on the nature of the company. An
organization having a considerate and ambitious leader should definitely care for its employees
and make sure they feel secure and empowered through various policies and schemes. However,
a leader who’s prime and sole cause is expansion and creating profits without much
consideration for its workforce is more likely to exercise more power on his workforce to meet
his expectations.
Phase 4: Outcome of Reflection
The purpose of every business organization is to attain a higher form of profit margin.
This is usually deemed to be beneficial for both the entrepreneur and the employees who are
employed in the service and functioning of the business. It can be stated that when the
production level of the business rises, the sales volume rises consequently. This leads to the
related rise in the annual revenue turnover and the profits generated. Once such generation of
profits takes place, it percolates down to the lowest rung of the employees who have put in the
effort to work for the cause of the business corporation.
LEADERSHIP IN ORGANISATION
shift from employee-driven to employee-centric policies. Leaders are making an effort to
improve workplace environment and ensure workers can enjoy a suitable atmosphere. Incentive
schemes and bonus policies are also becoming more common to keep employees engaged and
satisfied.
At the same time, one must keep in mind that leaders are taking such initiative only to achieve
higher goals which will further both the company’s and his personal cause. Although
achievements of the company should ideally be distributed equitably among all employees, the
bigger picture reveals that all experience ultimately depends on the nature of the company. An
organization having a considerate and ambitious leader should definitely care for its employees
and make sure they feel secure and empowered through various policies and schemes. However,
a leader who’s prime and sole cause is expansion and creating profits without much
consideration for its workforce is more likely to exercise more power on his workforce to meet
his expectations.
Phase 4: Outcome of Reflection
The purpose of every business organization is to attain a higher form of profit margin.
This is usually deemed to be beneficial for both the entrepreneur and the employees who are
employed in the service and functioning of the business. It can be stated that when the
production level of the business rises, the sales volume rises consequently. This leads to the
related rise in the annual revenue turnover and the profits generated. Once such generation of
profits takes place, it percolates down to the lowest rung of the employees who have put in the
effort to work for the cause of the business corporation.
6
LEADERSHIP IN ORGANISATION
With regards to my perspective towards the statement, it can be observed that allegations
have been made which stated that the power of the leader has declined while that of the followers
have risen as a consequence. However, this is not so. I believe that with the developments in the
technological field, the position occupied by both the leaders and followers are bound to change
when compared with the traditional form of business activity. Technological development no
doubt places the followers of the employees in a more powerful strategic position as they are
required to function such technologies which aids in the development and growth of the
organization. However, in this context, it is important to note that the operation of such
technological features depends upon the direction and guidance provided by the entrepreneurs
and the management team. Thus, even if at the outset it seems that the position of the leader is
weakening with the introduction of such technological development, it is not so at the ground
level (Talukder and Siaf 2014).
The reflection of the situation where by leadership style was brought in to question, made
me think deeply and critically on the issue. Although, I personally feel that the power of the
leader has not reduced in lieu of the increase in the power of the followers, I have decided to
bring about a change in my opinion towards leadership style. My primary objective is to ensure
the attainment of new heights for the business in terms of monetary resources. However, this can
only be fulfilled when the employees are made to work in an efficient and diligent manner. In
order to achieve this, motivation of employees is important so that they can be enabled to work
harder. In this regard, I have decided to follow the leadership style of transformational leader
whereby the main obligation of the leader is to bring about changes in the nature of the
employees themselves. They need to be motivated and encouraged in the right manner. This
LEADERSHIP IN ORGANISATION
With regards to my perspective towards the statement, it can be observed that allegations
have been made which stated that the power of the leader has declined while that of the followers
have risen as a consequence. However, this is not so. I believe that with the developments in the
technological field, the position occupied by both the leaders and followers are bound to change
when compared with the traditional form of business activity. Technological development no
doubt places the followers of the employees in a more powerful strategic position as they are
required to function such technologies which aids in the development and growth of the
organization. However, in this context, it is important to note that the operation of such
technological features depends upon the direction and guidance provided by the entrepreneurs
and the management team. Thus, even if at the outset it seems that the position of the leader is
weakening with the introduction of such technological development, it is not so at the ground
level (Talukder and Siaf 2014).
The reflection of the situation where by leadership style was brought in to question, made
me think deeply and critically on the issue. Although, I personally feel that the power of the
leader has not reduced in lieu of the increase in the power of the followers, I have decided to
bring about a change in my opinion towards leadership style. My primary objective is to ensure
the attainment of new heights for the business in terms of monetary resources. However, this can
only be fulfilled when the employees are made to work in an efficient and diligent manner. In
order to achieve this, motivation of employees is important so that they can be enabled to work
harder. In this regard, I have decided to follow the leadership style of transformational leader
whereby the main obligation of the leader is to bring about changes in the nature of the
employees themselves. They need to be motivated and encouraged in the right manner. This
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LEADERSHIP IN ORGANISATION
would, in turn, provide them with the interest to use such technological advancements so that the
goals and objectives of the business may be achieved.
Thus, it can be concluded that the adherence to such a style of leadership would bring
about a change in the values of the organization as well as in the beliefs of the employees.
LEADERSHIP IN ORGANISATION
would, in turn, provide them with the interest to use such technological advancements so that the
goals and objectives of the business may be achieved.
Thus, it can be concluded that the adherence to such a style of leadership would bring
about a change in the values of the organization as well as in the beliefs of the employees.
8
LEADERSHIP IN ORGANISATION
Referenc List:
Ahlquist, J., 2014. Trending now: Digital leadership education using social media and the social
change model. Journal of Leadership Studies, 8(2), pp.57-60.
Dobre, O.I., 2013. Employee motivation and organizational performance. Review of applied
socio-economic research, 5(1).
PageUp (2015). Power Shift: Your employees are no longer at your mercy. [online]
Pageuppeople.com. Available at: https://www.pageuppeople.com/resource/power-shift-your-
employees-are-no-longer-at-your-mercy/ [Accessed 20 Aug. 2019].
Ross, E. (2019). How leadership has changed because of technology. [online] Virgin. Available
at:https://www.virgin.com/entrepreneur/how-leadership-has-changed-because-technology
[Accessed 20 Aug. 2019].
Senge, P., Hamilton, H. and Kania, J., 2015. The dawn of system leadership. Stanford Social
Innovation Review, 13(1), pp.27-33.
Talukder, A. and Saif, A.N.M., 2014. Employee motivation measurement-A descriptive
analysis. Bangladesh Journal of MIS, 6(2).
LEADERSHIP IN ORGANISATION
Referenc List:
Ahlquist, J., 2014. Trending now: Digital leadership education using social media and the social
change model. Journal of Leadership Studies, 8(2), pp.57-60.
Dobre, O.I., 2013. Employee motivation and organizational performance. Review of applied
socio-economic research, 5(1).
PageUp (2015). Power Shift: Your employees are no longer at your mercy. [online]
Pageuppeople.com. Available at: https://www.pageuppeople.com/resource/power-shift-your-
employees-are-no-longer-at-your-mercy/ [Accessed 20 Aug. 2019].
Ross, E. (2019). How leadership has changed because of technology. [online] Virgin. Available
at:https://www.virgin.com/entrepreneur/how-leadership-has-changed-because-technology
[Accessed 20 Aug. 2019].
Senge, P., Hamilton, H. and Kania, J., 2015. The dawn of system leadership. Stanford Social
Innovation Review, 13(1), pp.27-33.
Talukder, A. and Saif, A.N.M., 2014. Employee motivation measurement-A descriptive
analysis. Bangladesh Journal of MIS, 6(2).
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