People Culture and Contemporary Leadership

Running Head: PEOPLE CULTURE AND LEADERSHIP
People culture and contemporary leadership
Assessment 2-reflective journal
Student name
University name
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2PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
EXECUTIVE SUMMARY
The main purpose of this reflective paper is to analyze my own leadership traits and how
my managerial upfront will be in future. The journal provides leadership knowhow with
supporting theoretical base including theories of recruitment, selection and retention. Talent
management is an important part of leadership and this area is also explained elaborately. The
other concerned areas include my class performance and knowledge sharing, my professional
outlook of practical business opportunities from guest lectures and personality tests. SWOT
analysis tool ahs helped me in finding my core strengths and weaknesses. Now I can convert my
weak areas into my strengths by working on them. Combination of all these areas will include all
relevant areas of discussion for leadership and a holistic approach of the same can be obtained at
the end of the paper. Assessment of the paper will provide me an outlook of my future
professional expertise and will also show how I can mold myself to the on-going trend of
leadership.

3PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
CRITICAL ANALYSIS WITH SUPPORTING THEORIES.........................................................5
DISCUSSION OF RELEVANT THEORIES..............................................................................5
RECRUITMENT, SELECTION AND RETENTION THEORY...........................................5
TALENT MANAGEMENT THEORIES................................................................................5
REFLECTION OF ONLINE SOURCES ON MY LEADERSHIP KNOWHOW......................6
PRACTICAL OUTLOOK GAINED FROM GUEST SPEAKERS............................................7
IN-CLASS ACTIVITIES AND ASSESSMENT FEEDBACK..................................................8
PSYCHOMETRIC TEST RESULTS AND THEIR PRACTICAL IMPLICATIONS...............8
IDENTIFICATION OF STRENGTHS AND WEAKNESSES..................................................9
RECOMMENDATION AND CONCLUSION............................................................................11
REFERENCES..............................................................................................................................12
APPENDICES...............................................................................................................................13

4PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
INTRODUCTION
Globalization has changed the way of technological upliftment, business trends,
economic trends and social lives of people at large. Every corporation need to innovate and adopt
to changes at a rapid pace but the leadership style prevalent in the organization prevent the
changes. Cultural empowerment has been one of the major concerns of modern-day leaders.
Empathetic leadership trend has started in Gen Y and Gen Z talent management and sensitive
outlook towards employees has improved considerably. Modern leaders lead by action and
examples. They prefer ‘work life blend’ instead of ‘work life balance’ (Yahaya and Ebrahim
2016). I think present day leaders should encourage more women empowerment in business and
the glass ceiling factor need to be broken down. Giving more focus on agile talents will
strengthen embedded culture in the organization and remote work platform will get strengthened.
This reflective journal is a piece of self-analysis of my leadership traits, thoughts, feelings and
integrated action areas that I need to improve to be more effective as a leader. Theoretical
concepts and their relation to my leadership style is critically analyzed.

5PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
CRITICAL ANALYSIS WITH SUPPORTING THEORIES
Completion of my current degree will lead me to the world of competitive business. To
have stable grip in this industry I need to have a strong base of leadership and management. I
have used Gibb’s framework of reflective writing that includes a systematic approach of
presentation of the concerned area od discussion. The six areas that need to be incorporated are
mentioned below.
DISCUSSION OF RELEVANT THEORIES
RECRUITMENT, SELECTION AND RETENTION THEORY
Entering the world of business is not easy and only the most job-fit candidate is
considered. The process of recruitment, selection and retention help the HR department in
choosing the right candidate for the job role. Interview is the most common form of recruitment
and selection. Advertisements in various job portals, online platforms, company websites,
newspapers, job magazines and other mediatory help attracting the right talents for the job role
(Parris and Peachey 2013). The process of recruitment is a lengthy and tiring process. It starts
with resume screening and shortlisting and ends in choosing the right candidate to be
interviewed. Selection process follows recruitment. Selection of the right candidate is not then
end of the process because it is equally important to retain the talent because if employee
turnover increases the overall performance matrix of the organization will suffer. Futuristic
evaluation needs to be emphasized more during job interviews. Hiring employees need a
complete knowhow of the compensation plans, benefits, perks and other pay hikes during the
tenure of the job.

6PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
TALENT MANAGEMENT THEORIES
Talent simply means skills and capabilities of an individual in a particular field. Talented
employees contribute directly to strategic business and competitive market positioning. Such
employees are the most valued assets in an organization. Managing the right talent is not that
easy and the HR department find it one of the most crucial job to be done. The philosophy of
talent management provides a number of theoretical implications to it. Two most known theories
include Person-Organization Fit theory and Inclusive (Egalitarian) or Strengths-based approach
(Nanjundeswaraswamy and Swamy 2014). The person-organization fit theory is also called as
attraction-selection-attrition theory. I have noticed that work centric, collectivistic and money-
oriented job seekers are more attracted to the Japanese organizations and their cultures. This
means that there is a direct link between people and their organizational choice. The Egalitarian
approach provides us with the perspective that talent management is managing talents of all
employees irrespective of expertise, age, gender, race, caste and creed (Kroeger and Thuesen
2013). I also think that all employees have the potential in them and they all need proper
guidance and support in showcasing their talent. It is the most holistic approach of talent
management.
REFLECTION OF ONLINE SOURCES ON MY LEADERSHIP KNOWHOW
Contemporary study on leadership is one of the most discussed topics for academicians
and professional practitioners like me. Present day leaders are more open to challenging
situations and degree of complexity for them is much higher in comparison to their antecessors.
Rapid change in global outlook has a direct effect on leadership and modern-day leaders are
more flexible to changes. The importance of integrity and value system has increased leading to
strong organizational culture. I have researched a number of websites, peer-reviewed journals,