This document discusses the concept of leadership in business and explores various styles and methods used. It also provides insights on improving communication and interaction within a team.
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Running Head: LEADERSHIP IN BUSINESS Leadership in business Student’s Name University Name Author’s Note
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2 LEADERSHIP IN BUSINESS 1. Report on the Information sources 1.1 Article 1:https://www.leadership-central.com/facilitative-leadership.html The article argues in the; beginning part that the facilitative style of leadership s opposed to the primitive style of authoritarian leadership. The difference with facilitative leadership is that unlike authoritarian leaders, they do not impose strict and purposeful instructions on the subordinates at the time of serious business projects. They remain compassionate in their communication and patiently listen to the verbal and non-verbal expressions of the subordinates in the team. 1.2 Article 2:https://www.leadership-central.com/define-leadership-styles.html As evident in the article, the most commonplace as well as prominent traits of leadership has been selected as the idealistic leadership characteristic. Based on this article, it can also be informed that there are 3 principal leadership dimensions which are the sources of emanation of almost all the leadership theories as well as the styles of leadership. These are the personality traits, kind of situation that demands leadership and/or the philosophy that drives the intrinsic attitude of the leader. Furthermore, the article argues that in order to determine the style of leadership based on his attitude towards situation tackling, the author argues that one can observe the task versus people dichotomy, traits of personality of the leader and analyze the intensity of the critical situation. 1.3 Article 3:https://www.quietrev.com/the-road-to-extraordinary/ The principle argument of the article is that all the executive members of an organization have intrinsic traits of excellence that can place them in the position of a leader. The fact is that
in order to attain the position the person has to nurture his or her specific qualities by means of deliberate practice. In this context, the author of the article provides that the deliberate practice not only involves actives faceted towards improvement of performance in any specific category, but also excavate innovative ways of solving problems in a way that had not been possible previously. In the same context, the article also elaborates the various challenges that the concerned person might have to overcome in the context of deliberate practice. 2. Day wise log of observations 2.1 Adjusting the interpersonal styles and methods with the social/cultural background of peers In the initial two days of the week, I maintained a Laissez-faire style of employee management and observed passively how they wish to be managed. What I observed was that they are willing to take the liability of their individual task assignments. I did not find scope to identify any individual employee whom I can say that the organizational goals have not been met because of dearth in his or her performance. However, there was lack of collaboration and excessive competitiveness among the interdepartmental as well as intra-departmental employees. Hence, I felt that I should implement participative style of employee management so that I could remain in collaboration with the employees and exhibit how the activities of one employee affects the other and makes them work and achieve the organizational goals as a team. 2.2 Specific styles and methods used Firstly I concentrated on holding focus groups. The second method was to conduct surveys among the team members in order to understand their level of happiness while working for the organization. Question can span from asking for their opinion regarding the effectiveness of the coffee vending machine to their opinion regarding the latest c-store distributors of the
4 LEADERSHIP IN BUSINESS company. The third action was to take initiative to work in unison with thee IT team of the company so that the slow working systems can be replaced. Under the framework of process improvement, I also looked up at implementing the six sigma model for the enhancement of the efficiency of the operations. The last step that I took was to push the employees for personal development by acting as a facilitator. 2.3 Reasons for using the styles and methods The focus group helped me to ascertain how the new implementation that I introduced in the workforce, have been working for betterment of performance. The surveys helped me understand the current attitude of the employees in order to understand what improvements needed to be implemented. The process improvement helped me to ascertain how I was supposed to accomplish personal development in the face of the dynamic workforce attitude that I had to encounter. Acting as a facilitator helped me to allow the employees, the scope for understanding each other so that they could develop an attitude of collaboration among the team. 2.4 Effectiveness of the styles used The style of effective leadership was helpful in several ways. Firstly it helped me in achieving the easy acceptance of my decisions by the members of the work groups. Secondly, the facilitative style of working helped the employees to boost their morale as they perceived that they could render more value to the company, rather than only meeting the individual goals assigned to them. 2.5 Steps to improve ways of communication and interaction
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In order to develop communication with the team, I am supposed to learn the basics of non verbal communication so that I am also able to help the employees being a passive observer. 3. Summary of the intervening policies and regulations The Fair Work Act of 2009 as well as the Fair Work Regulations of 2009 is mainly applicable for my workplace. I find that in sync with the interdepartmental as well as the intra- departmental conflicts, many of the employees utilize unfair means to hinder the activities of the peers so that they are not able to achieve remarkable success. In this context, it deserves mention that I highlight the clauses of these law acts in order to make the employees aware about the ideal working principles and inform them what penalties they have to endure if they are not abiding by the clauses of the law. 4. Log of observations for personal performance development In the first two days I observed that Rick, in the customer support department have been redirecting 8 out of 10 calls every day to other departments, raising the concern that he was receiving policy support calls rather than customer grievance recording calls which is his genre. In the initial part of the development program I started redirecting his calls on my tab so that I could understand if at all this concern was valid or not. After that I was able to understand that being a new employee he was lacking the courage to entertain the calls. He was working in a defensive way. In order to increase his confidence I shifted his category from grievance support to flexible support. Now he could not reject any customer calls. Along with that I did not project his real concern. Rather I announced that impressed with his performance I was bestowing more responsibility on him. As an outcome, I observed that his confidence level was boosted immensely and his performance graph also started to accelerate.