The paper emphasizes the need for effective leadership and management development to enhance organizational competence and competitiveness. It also highlights the importance of establishing an ethical workplace culture and building successful team associations through effective organizational development and design.
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Running head: LEADERSHIP AND MANAGEMENT LEADERSHIP AND MANAGEMENT Name of the Student: Name of the University: Author note:
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1LEADERSHIP AND MANAGEMENT Executive Summary Successful organizations are the outcome of effective leadership and management as well as organizational culture. These vital elements are intrinsically interrelated whereby an organization will always reveal the values, ideas and beliefs of its founders or managers as they are identified as the ones accountable for shaping the ethical as well as cultural attributes and traits of the organization in time. As organizations evolve along with the development of its cultural patterns, these new cultural patterns tend to shape leaders’ characteristics and further influence his or her actions in managing the employee base. The paper provided insights into the importance of consultation and communication between managers and employees to evade any forms of misinterpretations by shedding light on successful ways of handling employee grievances and complaints. In addition to this, the paper has evaluated the value of workplace mentoring and counselling on employee performance and implementation of interpersonal communication techniques by managers to form effective relationships with employees.
2LEADERSHIP AND MANAGEMENT Table of Contents Introduction......................................................................................................................................3 Discussion........................................................................................................................................4 Consultation and cooperation in the workplace...........................................................................4 Successful Ways of Handling Employee Grievance...................................................................5 Effectual Ways to Build and Maintain an Ethical Workplace Culture........................................6 Value of Workplace Counselling and Mentoring on Employee Performance............................7 Use of interpersonal communication styles by managers at workplaces....................................8 Developing Policies- Action Plan..............................................................................................11 Conclusion.....................................................................................................................................12 References......................................................................................................................................14
3LEADERSHIP AND MANAGEMENT Introduction Organizations are increasingly identifying factors related to competitiveness which they must invest in leadership and management development. Over the past decade, organizations and their leaders have encountered fundamental changes in the workplace that involves rapid technologicaltransformations,increasedglobalizationalongwithevolvingorganizational structures as well as significant changes in the dynamics of careers (Lefroy et al. 2018). Leaders and managers in a contemporary business environment are perceived as highly influential groups to the creation of high-performance organizations. Organizational competence at a management level at a workplace is considered significant to enhance a higher degree of competitiveness and ensure potential growth (Uusiautti and Määttä 2018). Modern organizations embracing proactive and systematic approach towards management and leadership development typically generate more leadership skills and most active firms are characterized by the intensity and excellence of their management as well as leadership development interventions. Constructive leadership development must concentrate on the competencies required to cultivate a vital mission, aim, purposeandvisionoftheorganization.Anyleadershipdevelopmentprogrammemust fundamentally deal with ways and approaches to develop the identity of the organization and the workforce and further facilitate to cultivate specific culture required (Babalola et al. 2018). Leaders and managers will inevitably be entailed in the development and establishment of the organization, through the means of effective organizational development and design. However, a crucial part of this procedure involves building a successful team association through the organization. Thus leadership and management efficacies can radically be enhanced when leaders can be competent in affecting team development and coaching either by delivering themselves or bringing external forms of proficiencies when required (Lefroy et al. 2018). The
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4LEADERSHIP AND MANAGEMENT followingpaperaimstodescribesignificantwaysandstrategiestoenhancepooror unconstructive relationship among leaders and employees and further ensure that confidence, ethical values along with proper mentoring are incorporated in the organization to build successful teams. Discussion Consultation and cooperation in the workplace Employeecommunicationandconsultationarefundamentallyintegratedintothe involvement and development of employees within the organization. Authors denote that whatever the dimension of an organization and regardless of facts whether it is unionised or non- unionised, employees will only attain the competence of producing effective outcomes if they are aware of their roles, responsibilities and obligations (Goetsch and Davis 2014). Further to this, the proficiency of the workforce of any organization will reflect only when employees can proposeindividualisticideasandopinionstothemanagementonareaswhichhavethe propensity to pose an impact on them. Babalola et al. (2018) emphasize communication and consultationsaselementarytothemanagementproceduresandfurthersupposecritical importancewhiledealingwithamendmentsinworkingpractices.Managersofmodern organizations need to establish communication and consultation procedures with the employee base in order to raise the efficiency level and need to exchange information with other managers which require lateral or inter-departmental communication (Goetsch and Davis 2014). However, failure in identifying such area of deficit may result in high inconsistency of strategies and application. Uusiautti and Määttä (2018) identified significant benefits related to the implementation and maintenance of a cultural pattern of consultationand cooperation in the workplace.
5LEADERSHIP AND MANAGEMENT Organizations performing efficiently to distinguish the benefits of frequently seek opinions and feedback from employees whether that would be executed through discussion with individuals, teams and unions. Furthermore, implementing proper consultation and communication among managers and employee base can enhance the performance level of managers as well as the techniques used for decision-making. Goetsch and Davis (2014) noted that successful execution of employee consultation and communication enable workers to articulate opinions, ideas and grievances which further help managers and leaders in attaining effective decisions which can easily be approved by employees and evade any forms of misinterpretations among employee and leaders. Communications and consultation must not be considered as exclusive approaches for improving relations with employees (Uusiautti and Määttä 2018). However, proper and effective implementation of these processes will aid in ensuring the achievements and success of the business as well as empowering employees. Successful Ways of Handling Employee Grievance Grievance procedures are means of dispute resolution which can be implemented by organizations in order to address grievances by employees, distributors, clients and competitors. A grievance procedure significantly offers a hierarchical structure for presenting as well as reconciling organizational conflicts or arguments (Bolden 2016). As the process typically signifies forms of grievances and issues it encompasses, proper documentation of these areas of concerns are essential and those grievances and challenges must be dealt with at each stage. Goetsch and Davis (2014) identified labour union contracts as the most efficient application of grievance procedures. As per his opinion, employee grievance although being incorporated into wide-ranging policies tends to remain as a critical and highly sensitive area of concern. Thus each criticism must be taken into utmost consideration and consequentially relies on the Human
6LEADERSHIP AND MANAGEMENT Resource Unit or grievance committee. Several organizations have identified their employee complaints primarily focused on employee suspension or projects assigned to them. However Fernández-Muñiz,Montes-PeónandVázquez-Ordás(2014)claimthatoftenemployees experience unjustly transferred to units which are not in correspondence to the transferred employees' skills and competencies. Thus companies like Independence Group NL that executes its operations as a diversified exploration company in Australia, sincerely documents and reveals their personnel policies such as promotion plans and recruitment procedures at the time of recruiting any staff(Igo.com.au 2018). The company, for instance, gathers the results and reports of other investigations into consideration which is regarded as the groundwork for the committee to decide whether employee complaints contain any validation and further are disseminated to the employee base (Igo.com.au 2018). Effectual Ways to Build and Maintain an Ethical Workplace Culture In recent years, Singhal, Ojha and Madhav (2017) observed several organizations have implementedculturaldiversityinitiativeswithanaimofestablishinganall-inclusive organizational environment. Many marketing analysts are of the agreement that a diverse labour force is worthy of appreciation. However, cultural values, principles and ethical values serve a significant role in the execution of business and organizations who embrace proper business ethics have the propensity to generate better chances of attaining competitive advantages in the industry as well as to earn revenues (Hill 2018). These ethical values are expected to strengthen the business of organizations are referred to as basic standards or ethics of public services. It is critical to note that ethical policies, codes and directives which are applied to the public sector will never entail all scenarios which employees tend to experience. Every member of a company reveals different individualistic values and ideas and devoid of an explicit set of organizational
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7LEADERSHIP AND MANAGEMENT values in order to assist them to attain various conclusions related to the appropriate action to take in any specific situation (Fernández-Muñiz, Montes-Peón and Vázquez-Ordás 2014). Thus, by setting up or communicating an explicit set of organizational ethical value, an organization can persuade responsible decision-making as well as a proper resolution of ethical problems even when there can be witnessed no significant rules and obligations within the organization. Bolden (2016) noted that statement of organizational ethical values and culturally diversity can serve as upright documents or can be incorporated into the organizations’ code of conduct. However, a company’s stated ethical values can exclusively be used for the employee base that is expected to acknowledge or embrace them. Such a responsibility according to Babalola et al. (2018) essentially lies on managerial positions that are expected to promote the organizational values and cultural diversity in order to ascertain they are effectively being applied on the employee policy framework of the organization. Ethical values and standards can further be integrated into organization’s business by referring them in the areas of performance agreements as well as incorporate feedback (Fernández-Muñiz, Montes-Peón and Vázquez- Ordás 2014). For example, by creating uniformity and reliability with values as a vital decisive factor in sporadic assessments of an organization’s policies as well as procedures. Value of Workplace Counselling and Mentoring on Employee Performance Workplace counselling typically offers employers services which are appreciated and valued by the workforce. These organizations further tend to possess the potential for savings by reducing the rate of absenteeism for sickness and take demands through the availability of constructive strategies of dealing with challenging employee base or adverse situations (Jyoti and Sharma2015).Theseproceduresofworkplacecounsellingareingeneralperceivedby organizationsasaninsurancepolicyagainstcompensationclaimswhichareformedby
8LEADERSHIP AND MANAGEMENT employees who are vulnerable to work-related pressure and challenges. Several organizations recognize the hidden expenses of employee stress, overwork, reduced efficiency, sick leaves along with other types of interpersonal conflicts (Benschop et al. 2015). Thus emphasizing on stress issues before employees show any forms of debilitation is regarded as a significant investment. Furthermore, Madan and Srivastava (2016) employee counselling will also aid them to successfully implement proper work-life strategies which will accomplish their needs and corporategoals.Throughsuccessfulworkplacecounsellingemployeeswillbeableto successfully distinguish as well as prioritize all aspects of modern life, professional as well as personal growth and further focusing on self-care and community by consequentially employing strategies and policies for improving work-life balance (Jyoti and Sharma 2015). In Australia, Woolworths Group Limited the major Australian company promotes a whistleblowing policy whereby its employee base can report to the breaches of the Code anonymously. This facility, however, has been broadly publicised in every workplace and it operates as a 24*7 free helpline service (Woolworths Group 2017). The staffs of Woolworths possess a high rate of accessibility to a series of both structured and efficiently facilitated wellbeing programs which can assist them in both the organization and at home. Such welfare strategies primarily include employee counselling, executive health evaluations as well as mentoring. Meanwhile, as per the view of Madan and Srivastava (2016), mentoring arrangement has the propensity to help a talented but submissive employee feel less isolated at the workplace and further acknowledge them to develop an interaction base with peers positively. It is important to note that organization and employees are not only the ones who gain benefits from a proper mentoring association. However, the relationship between mentor and mentee can further continue beyond the arrangement within the workplace (Jyoti and Sharma 2015). As a result,
9LEADERSHIP AND MANAGEMENT such association will produce potential sustainable connection which helps both parties in their careers as well as in the business. Use of interpersonal communication styles by managers at workplaces Interpersonalrelationshipsattheworkplacehaveabeneficialimpactonboth organisational as well as individual variables. Cardon (2014) has demonstrated that associations buildatworkcanenhanceindividualisticemployeeattitudeslikejobengagement,job commitment and perceived organisational support. However, in the contemporary corporate world, there is an essential need for work to be skilful and accomplished with utmost rapidity andconsequentiallyprofessionalmanagersmustdevelopassertiveassociationswiththeir employees in order to enhance organizational growth (Cardon 2014). However according to Social Exchange Theory, proposed by Homans almost all relationships through its extent tend to fluctuate in accordance with the strength of the relationship (Cropanzano et al. 2017). In the view of Birtch, Chiang and Van Esch (2016), emotions and sentiments need to be appropriately shared for an attainable and enduring relationship. Further to this the social exchange theory becomes essential to several organisations as it comprises two or more individuals to form a team whereby a team cannot exist without “give and take” approach that is recognised as the core element of any relationship. Interpersonal relationship Johari’s Awareness Model The Johari window provides an initial point for individuals to acquire the knowledge about themselves as well as others and the way they can learn to comprehend others in an improved manner (Saxena 2015). However in order to understand the relationship the Johari window uses more essential quadrants to signify the whole individual in association with others.
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10LEADERSHIP AND MANAGEMENT Johari Window Model Source: (Saxena 2015) Quadrant 1-This area in the quadrant primarily refers to attitude and motivation known to self as well asothers and further impliesthe extentto which two or more individualscan unambiguously ‘give and take’ as well as work in collaboration with each other (Hamzah et al. 2016). Quadrant 2-This area also known as ‘blind area’ signifies behaviour and motivation that is unknown to them but is readily apparent to others. For example, if an individual speaks or mispronounces'd’ sound 'th’, it may be unknown to the person but will be evident to others speaking to him (Normore 2016). Quadrant 3- However as per Saxena (2015), the ‘hidden area’ in quadrant 3 represents employees’ behaviour as well as motivation open to the individual but concealed from others. Quadrant 4-The area of ‘unknown activity’ in quadrant 4 essentially implies behaviour and motivation that is unknown to the individuals themselves as well as to others. People however, identify this quadrant as they irregularly expose new behaviour which is not known yet but present (Hamzah et al. 2016).
11LEADERSHIP AND MANAGEMENT Whether the association focuses on workplace peer associates, leaders and subordinates or groups and associations, the relationships which match with quadrant 4 tend to result in higher degree of understanding, partnership as well as liberty of activity which consequently generate moreconsiderableamountofingenuity,innovativenessandorganisationgrowth.While introducing workplace policies to enhance effective relationships, there have been identified specific strategies which every workplace must implement in order to improve the relationship between manager and employee base (Kennedy, Welch and Monshipouri 2017). Code of conduct sets significant standards of ethical behaviour and workplace conduct which must be added to and can be amended if required (Normore 2016). This policy primarily involves issues related to personal as well as professional accountabilities and roles in dealing with employees’ workplace peers and other stakeholders. Kennedy, Welch and Monshipouri (2017) noted that workplace legislation should make a suggestion to the potential outcomes for violation of the policy by any individual engaged to that organisation. Such consequences may involve an official or unofficial caution or can reach till the termination of the employment. In addition to this, disciplinary legislation in any workplace is recognised as fundamental in formulating the procedure which the employer must stick to in issuing any types of warning or in termination of employment. Hardy (2016) note that acts like workplace injustice, harassment or discrimination are the increasing organisational area of concern. However, the Fair Work Act has the provision for grievances to the Fair Work Ombudsman in which any types of grievances can undergo rigorous investigation and further can provide significant protection under state anti-discrimination legislation or human rights legislation (Kennedy, Welch and Monshipouri 2017). Developing Policies- Action Plan Planning and consultation
12LEADERSHIP AND MANAGEMENT The managementmust involveemployeesin developingas well asimplementing workplacepoliciesinordertoencourageawarenesscooperationpossessionaswellas complaints. Employee involvement also helps in distinguishing strategies and time when the policies are needed to be applied by involving potential scenarios. Research and define policy terminologies Hardy (2016) state that managers must be highly explicit in designing key terminologies which will be implemented in the policy in order to make the employee base understand the fundamental meanings and implications of the strategies taken by the organisation. The policy further should explain the areas of acceptance and expected workplace conduct and also intend to include specific examples to effectively illustrate areas of issues or unacceptable forms of employee behaviours (Kennedy, Welch and Monshipouri 2017). The proposed legislation must consist of information about actions which would be taken for breaching the policy. For instance, if the manager has a policy associated with punctuality, he or she may need to incorporate a necessary procedure outlining actions if an employee is going to violate the system. Implementation In order to develop efficacy, proposed policies need to be appropriately popularized and distributed to all existing as well as newly recruited employees. These policies may further be clarified to the employees through proper training sessions and knowledge development at employee meetings as well as during induction (Normore 2016). In addition to this, continual repetition is essential in order to ensure the relevance of the policies. Compliance It is vital that legislation and policies must be applied consistently throughout the organisation. However, a breach of a policy must be dealt with rapid actions and in accordance
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13LEADERSHIP AND MANAGEMENT with the processes which are established in the legislation (Hardy 2016). The consequence of the breach should also correspond to the strictness of the breach whether the action will be taken as a warning or a summary dismissal. Conclusion Therefore, from the above discussion, it can be concluded that the success or failure of an organization is directly associated to the leadership and management styles as well as the relevance of the founders’ beliefs and strategies. The method of leadership tends to have greater propensity on performance level since performance cannot be attained in the absence of proper leadership which can further adapt to the changes as well as challenges for the environment. Such an environment is aware of strategies which can serve as a motivational factor to the employees and encourage them to take a higher level of ownership and accountability for the roles assigned to them. This study has provided insights into the importance of communication and consultation procedures among employees and managers and further highlighting the value of workplace counselling and mentoring to improve employee performance. The paper has also proposed an action plan to develop policies for the productive relationship among employees.
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