Leadership Management: Understanding the Role of a Leader in an Organization

This document provides insights into leadership management and the role of a leader in an organization. It covers topics such as the influence of a leader, motivation, personality traits, values, credibility, norms, conflicts, cohesion, smart goals, feedback delegating, change management, and the dark side of leadership. The document also discusses the importance of setting smart goals and delegating tasks to team members. Additionally, it highlights the need for effective communication, conflict resolution, and change management in an organization.

Leadership

Leadership 1
Leadership management
Leadership management is an essential way of managing the organizational task. The
leadership is a way by which a leader could attract huge number of people to meet the
purpose of the firm. I also gained my understanding of the leadership management that is
essential for the leader that supported for making the career of the leader in the organization
in the long-term. I also understood that the power of the leader could enable them for
influencing the behavior of number of people to behave accordingly in the organization. An
individual power could facilitate to teammates for work accordingly. A leader is accountable
for managing their task. It is illustrated that lead management is the best tool to meet the
organizational task in minimum time.
The role for influence: following and followers
Motivation:
 personality traits values
I have attained the confidence to manage things in an appropriate manner. I am sure
about my decisions and qualities and this is the reason followers like to follow me. I
believe in thinking positive and inspiring others. I persuade others to follow and
overcome challenges. I like to commit towards the routine tasks and this commitment
helps me to perform better. It equally infuses new energy in my team members.
Other than the futuristic vision, I have attained the ability to take appropriate decision
at the right time. The decision is likely to have reflective impact on the
commonalities. I think long before taking any decision and stand by it. Along with
this, I prefer to concentrate on key responsibilities. I like to empower followers by
delegating tasks. Both creative thinking and constant innovation have helped me, in
turn, the ideas into reality.
The ethics to be implied helped me in gaining insight into the right values and having
a robust character. With the help of ethics, I strived for the goal by personifying same
purposes, values, and vision. It helped me in creating a better workplace where the
members feel comfortable, valued and inspired (Seibert, Sargent, Kraimer, and
Kiazad, 2017).
 Credibility
The credibility is all about attaining the outcome.
 Assistive
My personality is more of assistive as it highlights collaboration along with the free
flow of ideas. I like to share responsibility with the team members and inspire them to

Leadership 2
share ideas and perspectives. It also makes rest team members engage in the process. I
have attained traits as assistive like creativity, competence, fairness, and courage. I
believe in instilling mutual respect among the members involved who create open
conversations. It helped me in improving morale along with improving working
conditions. I assist in boosting productivity by reducing excessive competitiveness.
The assertiveness made to accept policies and decisions by the rest of the members of
the team. It cut down the resistance by the employees. The employees are also offered
a personal stake in the success of the organization. The rights given to the employees
to voice in the functioning of company make them feel valued in the success of the
organization. The employees even took active role in enhancing the working
conditions. The opportunity offered to the employees offers a variety of solutions
along with the creativity to advance more productive processes. It even decides the
future success of the organization (Bligh, Kohles, and Yan, 2018).
 About norms, conflicts, and cohesion
I follow the norms like transparency, honesty, business focus, communication, and
integrity. Trust is the most important part of an association being honest with the team
members helped me in building trust. Remaining true on the principles helped to
tackle every kind of situation. Communication instills confidence and produces
enhanced results. I make transplant decisions and reveal the same to other persons of
the organization. I held myself responsible for the decisions taken by me. I keep
myself committed to working by keeping up with the current trends.
I deal with the conflict resolution by tackling the matter at the right timing. Team
members generally create unnecessary conflict so I believe in taking action with the
hard evidence. I respect the unique differences found in people and learn things from
different point of view to avoid conflicts in a better way. It is better to confront the
tension by address the conflict.
I focus on the cohesion by working closely with the team, maintaining life and work,
by being truthful, listening to employees and believing in the purpose. it helps in
getting success in the business world.
 Smart goal
It is a vital part of the success of the business to set goals and plotting plan to attain
them. The smart goals enhance communication, leadership and other added skills. The
smart goals are used by me to determine what is exactly required to attain such as
making money or enhancing communication. I keep my goals to be measurable by

Leadership 3
knowing the ways to attain the goals. I maintain a list of the goals which challenge me
and make efforts to make it possible. I set goals which are attained by the help of the
precise actions. The goals decided to represent relevancy and enhance along with
making sense to the project worked. I fix a deadline to take action within the time. It
makes goals to be attainable in a better way.
I set leadership goals by deciding the concerns to be focused on. I grasp in inspiring
and motivating others, offering direction, coaching, evaluating situations and making
decisions, critical thinking and problem-solving. in order to make competency-based
smart goals more specific and measurable, I undertake to add text, considering
desired state, identifying success measures and recognizing data points to seize the
success measures (Bowman, Mogensen, Marsland, and Lannin, 2015).
 Feedback delegating
The delegation is all about assigning the responsibility for the sake of something. The
feedback delegation multiplies the value to the company. The feedback delegation
helps me in advance in the management for the higher positions in the organization.
The feedback delegation is quite helpful in maximizing productivity and value. It
even maximized the productivity of the team members. The feedback delegation
assists in tapping into unused potential (Rahmani and Ramachandran, 2017). It helped
me in bringing out best of myself. The feedback delegation is even helpful in setting
performance standards.
I delegate by offering team members the whole task to do. It is made possible by
connecting such group to managing and planning work. The team members
effectively contribute when they are known to the big picture of the organization.
Delegating responsibility has helped me in fulfilling responsibility by being clear
about the time and investment made (Komives, 2016). I experienced that 360-degree
feedback is one of the best ways to find out that the team members are delegated
effectively. In this process, team members can attain feedback from the persons they
work with. The feedback is offered anonymously and privately. It has helped me in
enhancing my performance by knowing the loopholes.
 Kind of working situation
I am working in an MNC. I manage the eight-member team. My role in the
organization is to lead the team by empowering them. I work under the pressure so as
my team. We are required to handle tasks on an urgent basis within the limited period
of time. This situation is little burdensome for new employees but the existing ones

Leadership 4
are used to it. The responsibilities are assigned equally among the team members. The
employees are assigned tasks as per their managerial skills so that work can be getting
done efficiently. When it comes to the culture of the organization, it supports the
development of the employees by offering training programs. In spite of the
supporting environment, employees face problems like change management, internal
politics, handling conflicts, and no upwards feedback. The nature of such problems is
temporary and can be solved within a short period of time. It can be made possible by
offering precise training to the employees along with the rewards. IT can encourage
employees to open to feedback along with the improvement. A proper implementation
strategy can help to cope up with the change management.
 Change management
Transactional leader
I gained my understanding from the learning about transactional leadership. It is about
supervising, organizing and performing. The transactional leadership values order and
structure. The transactional leadership is helpful to me as it comprises motivating and
directing followers mainly by appealing to self-interest. I believe in motivating by two
means, rewards and punishment. The reward has great role in pushing towards the
aim whereas punishment is given if the performance is no up to the standards of the
organization. This form of leadership is based on exchange or transaction. The
transactional leadership is obliged to me as motivates and empower team members of
the organization. It has even assisted in attaining short term goals and performing
tasks appropriately. The transactional leadership has identified to have great role in
identifying and following established protocols and procedures (Masa'deh, Obeidat,
and Tarhini, 2016). I have experienced that, the leadership comprises the ability to
attain short term goals on an urgent basis. It supported me in delivering constant
results by maintaining conventional procedures. This leadership backs up as it aims at
cutting costs and enhancing productivity. It inclines to be effective in guiding
efficiency decisions and the followers also incline to be highly directive.
 Dark side of leadership
The dark side of the leadership is stated as the on-going pattern of behavior
demonstrated by the leader ensuing in negative organizational outcomes.
Bad leadership:

Leadership 5
The leadership results in bad leadership when a leader fails to lead. The lack of
vision also results in failure. The absence of the vision stops a leader to inspire,
motivate and generate sustainable value. An efficient leadership also results in bad
leadership when they fail to communicate. It creates problem in communications
due to less clarity of the medium, constituencies, and environments.
It is also accumulated that when a person never takes responsibility which is
required to the organization puts bad influence on the organization. A bad leader
does not listen and do not offer views whenever required. They just understand
their own way of communication and like to steal the spotlight. They also fail to
see the real strength of their team members.
Managerial incompetence:
The managerial competence is about the skills, motives, and attitudes which are
required for a job comprising characteristics like communication, problem-
solving, customer focus and capability to work within the team. An organization is
required to have distinct competency for the leadership team. Such competencies
should be aligned with the management developing training programs. It enables
an organization to manage with the reliable competency model. It has been
observed that the organizations now days have generally in-house training
department focusing on the advancement of the employees through offering
training in all the competency concerns. The managerial competence includes
actions like supervising others, conflict resolution, emotional intelligence,
communication skills and managing performance (Haynes, Hitt and Campbell,
2015).
Why leadership fails:
There is an increasing demand for the leaders and the ability to implement and
getting things done is a driver of success. But it can result in downfall of the
leaders along with results in the unintentional costs. The leadership fails when the
leaders fail to navigate the team and refuse to adopt the changes taking place in
the organization. The lack of communication and being reactive also results in
failure of the leadership (Doe, Ndinguri, and Phipps, 2015). The leaders are
required to comprehend their strengths, weaknesses, and goals in order to offer
their best to the team.

Leadership 6

Leadership 7
References
Bligh, M.C., Kohles, J.C. and Yan, Q., 2018. Leading and learning to change: the role of
leadership style and mindset in error learning and organizational change. Journal of Change
Management, 18(2), pp.116-141.
Bowman, J., Mogensen, L., Marsland, E. and Lannin, N., 2015. The development, content
validity and inter‐rater reliability of the SMART‐Goal Evaluation Method: A standardised
method for evaluating clinical goals. Australian occupational therapy journal, 62(6), pp.420-
427.
Doe, R., Ndinguri, E. and Phipps, S.T., 2015. Emotional intelligence: The link to success and
failure of leadership. Academy of Educational Leadership Journal, 19(3), p.105.
Haynes, K.T., Hitt, M.A. and Campbell, J.T., 2015. The dark side of leadership: Towards a
mid‐range theory of hubris and greed in entrepreneurial contexts. Journal of Management
Studies, 52(4), pp.479-505.
Komives, S.R., 2016. Leadership for a better world: Understanding the social change model
of leadership development. John Wiley & Sons.
Masa'deh, R.E., Obeidat, B.Y. and Tarhini, A., 2016. A Jordanian empirical study of the
associations among transformational leadership, transactional leadership, knowledge sharing,
job performance, and firm performance: A structural equation modelling approach. Journal
of Management Development, 35(5), pp.681-705.
Rahmani, M. and Ramachandran, K., 2017. The Effect of Flexibility in Delegating
Innovation. Georgia Tech Scheller College of Business Research Paper, (17-10).
Seibert, S.E., Sargent, L.D., Kraimer, M.L. and Kiazad, K., 2017. Linking developmental
experiences to leader effectiveness and promotability: The mediating role of leadership self‐
efficacy and mentor network. Personnel Psychology, 70(2), pp.357-397.