Leadership Styles and Organizational Growth

This assignment delves into various leadership styles and their influence on organizational development. It analyzes the role of ethical leadership in modern employment relationships, highlighting the importance of transparency and accountability in governance. The discussion encompasses theories of leadership, including communicative perspectives and integrative models, while considering factors such as pride, respect, and identification within organizations.

PROPOSAL

Table of Contents
TRANSPARENCY AND GOVERNANCE....................................................................................1
CRITICAL REVIEW OF 21st CENTURY LEADERSHIP...........................................................2
Predicted key competencies for 21st century leaders.................................................................2
Similar or different to classical leadership capabilities...............................................................4
Causes of changes to leadership competencies...........................................................................5
REFERENCES................................................................................................................................8

TRANSPARENCY AND GOVERNANCE
De Durand (2016) has stated that governance refers to development and implementation
of processes as well as related decisions. Thus, it is a process which requires a body to establish
policies and implement the same under constant monitoring to successfully run the mechanism
through balance of powers. However, in accordance to Kosack and Fung (2014) a governance
could be characterized as good not by taking correct decisions but by implementing the best
possible processes. Governance can be characterized as good if it is attached with one of the
most important element of transparency. In pursuance to this ideology, people being governed
shall be able to understand the entire decision making process, in order to follow it. Thus, in
pursuance to the same every person shall be able to decipher the true rationale behind
implementation of a process and the consideration which formed the basis of a decision. This
shall enable the people to follow the policy and be governed effectively. On the other hand,
Biondi and Lapsley (2014) is of the view that governance shall be responsive and accountable
for the all the matters related to them. Thus, every possible effort shall be made by them serve
the precise needs of community and attain a balance between the competing interests. This in
turn shall make them effective and efficient in nature.
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CRITICAL REVIEW OF 21st CENTURY LEADERSHIP
The 21st century embodies many challenges which the business enterprises have to face in
order to successfully survive between the prevalent forces of market. To be able to cope up with
the fast moving world, the organizations are required to emphasize on new and innovative
theories of leadership for establishing healthy employee relations. The requirement of this
competitive world in respect to leaders is to undertake risks and build capabilities for facing the
global challenges. In pursuance the same, the present report shall critically discuss the
characteristics which a 21st century leader shall possess, and it has evolved over the years.
Predicted key competencies for 21st century leaders
Leaders in the present world are expected to come up with novel ideas and be willing to
undertake risks striving the best of available opportunities. These endeavours further require the
leaders to incorporate skills which are connected to psychology and cognitive science.
Nahavandi (2016) has highlighted that leaders of the present era are under an obligation to
contribute uniqueness. The motto of the current generation of leaders is to absorb all the useful
elements, reject the elements which are completely useless and then finally make an addition of
certain unique attributes. The fierce competition existing in the world makes an obligation on
every business entity to stand out of the crowd and build an identity of its own. The market is
filled with businesses and ideas which are able to earn significant profits. Implementing the same
strategies and policies in the market shall not enable them to achieve success. Thus, it is highly
imperative for leaders of these business enterprises to stay original and unique in implementation
of their approaches. In pursuance to the same every leader shall have an original perspective to
motivate and inspire the people around them. Further, they shall also be able to make an
application of knowledge from different disciplines and achieve a synthesis of thoughts. It has
been observed that leaders who are able to inspire people through different stories and real life
experiences, realize results which are exceptions and highly effective. Therefore, it is important
for the leaders to adopt a novel mode for communication of different concepts as well as the
manner in which a problem is resolved. However, it has been opined by Selznick (2011) that in
order to persuade the people in the present times the employees or people desire to be treated
with practical approach and are able to perform in the best of their capacities only if handled
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with practical measures. The present generation is very smart and requires logical explanations
as well as concepts for operating in an effective manner.
In accordance to Chan, McBey and Scott-Ladd (2011) acting effectively is more
important for the leaders as compared to working efficiently. In furtherance to the same it has
been stated that working with efficiency means is undertaking things in a right manner, however,
working with effectiveness refers to undertaking right things. Leaders of the present era do not
strive to complete maximum tasks in the shortest time possible. Their primary focus is not on
finishing the work, rather it is to attain success in what is being undertaken. In pursuance to the
same, a vision is formulated and priorities along with goals are set to enhance the probability of
achieving success. It has been observed that leaders in the 21st century aim to strike a balance
between undertaking urgent and important things. In pursuance to the same, sometimes the zeal
to gain trust of various stakeholders overpowers the need to do right things. It is believed that
such decisions ensure long term stability as well as effectiveness in the operations of business.
In furtherance to the same, Fu and Bergeon (2011) has stated that the leaders of 21st
century shall be resilient in nature. It shall be accepted by them that making mistakes is part and
parcel of undertaking business. Being risk averse is considered to be one of the greatest key to
success. Higher the goals and targets, higher is the probability to commit mistakes or errors. In
order to achieve these targets it is imperative for the leaders to implement innovative measures. It
is important to understand that consequences of new and innovative measures cannot be
predicted with certainty and thus is attached with an element of risk. Innovation refers to trying
or venturing into areas which has been unexplored. However, not every person carried this
attitude, what needs to be understood is that undertaking the easier things may produce desired
consequences, but shall not be long term in nature. Leaders existing in the present competitive
world shall undertake strategic risks in order to achieve success in the highest order. In
accordance to Douglas (2011), self-confidence is the key to survival in this fiercely competitive
world, which may be attained through appropriate knowledge and relevant experiences.
Another feature which has been observed by Biondi and Lapsley (2014) in respect to 21st
century leaders is in relation to embracing change. The attitude of these leaders shall be to
embrace the frequent changes, respond to it in an effective manner and exploit the maximum
possible opportunities in respect to the same. Globalization and rapid technological
advancements have made the market prone to frequent changes. In respect to the same it is
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essential for the leaders to view change as an opportunity, rather than a threat and resist it.
Similar or different to classical leadership capabilities.
Similar or different to classical leadership capabilities
As per the view of (Nahavandi, 2016) leadership can be considered as our individual and
collective response to bring change in the world for gaining better experience. Thus, 21st century
leadership is somewhat different to classical leadership capabilities so that leaders could respond
to change and carry out the task independently. 21st century leadership is a perspective of
leadership that respond to unique challenges and opportunities for today's world. However,
leadership helps in drawing upon and integrated theories and practices in relation to expand
paradign so that wide range of disciplines and traditions need to be foster so that practical
knowledge could be implemented within business. However, (Fairhurst and Connaughton, 2014)
argued that 21st century leadership is considered as multidimensional and integrative view of
leadership that results in respecting to become work oriented so that social goals could be
attained. Senior leaders of business aim to bring change and improve their skills as well as
empowering them to lead business. Leaders possess effective leadership opportunities and thus
every time it helps individual to progress beyond the limits so that they could improve and attain
high results.
(Tourish, 2014) stated that in the 21st century leadership people learn the mindset that
individual need to be encouraged so that their opportunities could be identified and thus bring
change and harness within business to improve their skills. Leaders in 21st century requires
bringing changes so that they could respond to the same in an effective way. The leaders of such
era, are successful and thus they focus upon sustaining superior performance through aligning
people within mission an values and thus leads empowering them at different levels so that
satisfaction of customers could be enhanced and collaborate them effectively towards attaining
success. However, (Renz, 2016) argued that all the leaders are especially focusing upon the
needs of their workers and thus contribute efficiently towards business goals so that they are
working similarly as classical leadership capabilities. Also, carrying out hierarchical leaders
helps in delegating limited amounts of power in regard to control and thus empower leaders at all
levels so that it could be combined in order to ensure commitment as well.
Here, leaders possess effective capabilities as compared to classical leadership
approaches so that they obtain effective style in regard to lead and direct workers towards
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business targets. Business also sometimes faces challenges in the 21st century leadership as they
carry out complex problems which are difficult to be solved so that best results could be attained
as per (Garrow, 2015). While, the leaders in 21st century present that various new challenges for
both employees and business leaders and developing an interconnection, fast moving world they
need to learn cognitive behaviour so that flexible learning approaches which results in improving
business performance. Also, technology has been changing and thus businesses are becoming
more effective that focuses upon importance of trust. Leaders in 21st century results in becoming
more effective as it helps in comparing similarly to classical leadership capabilities.
It involves different improvements in leadership and thus bring appropriate outcomes so
that best results could be attained. However, it has been assessed that they are similar to classical
leadership capabilities as it helps in providing effective learning and development so that best
results could be attained. (Boezeman and Ellemers, 2014) evaluated that through developing trust
and long term relationship it results in developing new strategic partnership which results in
addressing global challenges and thus overcome inefficiency so that success could be attained.
Thus, it can be evaluated that in the 21st century leadership is considered as effective approach
which helps in improving leadership capabilities and skills and accomplish desired task. There is
essential for leaders of 21st century to bring flexible working environment within business and
thus improve their performance so that organizational results could be attained. Through
measuring effectiveness of leaders they possess the ability to sustain superior results over an
extended period of time. Also, it is essential for businesses to undertake effective capabilities and
thus align empowerment and collaborative workers in regard to focus upon serving clients and
thus outperform hierarchical businesses every time. Hence, leadership capabilities of 21st century
are similar to that of classical leaders therefore, it helps them to improve their ability and thus
sustain to raise superior results over an extended time frame (Chemers, 2014).
Causes of changes to leadership competencies
One of the primary rationale for changing requirement of leadership is the changing
nature of modern workplace. In accordance to De Durand (2016), the increasing competition in
the corporate world requires business entities to constantly innovate and at the same be able to
manage ambiguities and risks which arise due to the uncertainness of market. Thus, there the
traditional styles have evolved to a great extent to become a collaborative approach which in
essence intends to empower employees and develop a friendly environment within the
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organization. On the other hand, Garrow (2015) has opined that the modern concept of
leadership is to be able to become risk averse and constantly innovate in its ways.
As per the opinion of Frohlich and Oppenheimer (2015) leadership competency that helps
in becoming more popular and thus develop performance assessment so that implementing
changes would result in improving leaders21s competencies. Through introducing such changes
it would result in enhancing skills and capabilities and thus improve their capabilities so that
competencies could be attained. Therefore, it is essential for management to identify the causes
of change to leadership competencies and thus offers a sense of structure and consistency in
relation to attain high growth and development. However, Nahavandi (2016) argued that
competency is considered as the ability of individual to attain proper knowledge and carry out
effective performance so that best results could be attained. Through developing changes in
business it results in identifying the competencies and thus attain set targets. Leader have to
attain such changes and thus implement leadership competencies so that profitability could be
attained. Also, developing effective leadership competencies results in bringing changes so that
main competencies could be attained for bringing leading change in firm. Management aims to
assess the causes of change in leadership competencies and thus bring appropriate
transformational style so that set targets could be obtained Fairhurst and Connaughton (2014).
Tourish (2014) stated that identifying the causes of change in leadership competencies
helps in bringing change within leadership styles so that carrying out effective approach helps in
improving business performance. Thus, it is one of the significant aspect of firm and thus bring
changes within leadership approaches so that vision and mission of firm could be identified. It
also aims to improve the leadership capabilities so that assigned task could be accomplished
effectively and efficiently. Moreover, it is one of the effective approach that results in assessing
the causes of change ti leadership competencies. For instance, improving leadership qualities
results in enhancing improvement and thus competitive edge could be attained. However, Renz
(2016) argued that adopting competency approach it results in bringing competency movement
in relation to collect effective approaches as it focuses upon enhancing the effectiveness so that
leaders could encourage workforce to bring positive results.
As per the view of Garrow (2015) in the 21st century leadership if businesses misuses the
competencies and thus carry out effective leadership goals so that positive results could be
attained. Therefore, through identifying the danger in implementing leadership competencies it
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aims to affect the business practices in market. For instance, if bringing changes in the leadership
competencies it helps in affecting business operations and thus carry out desired results. It also
affects the business operations in market and bring necessary changes so that organization goals
could be attained. Thus, it is essential for them to identify the causes of changes to leadership
and thus bring positive competencies in order to gain positive results Frohlich and Oppenheimer
(2015). Therefore, it is indispensable for management to identify the causes of change to
leadership competencies and thus offers a sense of structure and consistency in relation to attain
high growth and development.
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REFERENCES
Biondi, L. and Lapsley, I., 2014. Accounting, transparency and governance: the heritage assets
problem. Qualitative Research in Accounting & Management. 11 (2). pp. 146-164.
Boezeman, E.J. and Ellemers, N., 2014. Volunteer leadership: The role of pride and respect in
organizational identification and leadership satisfaction.Leadership. 10(2). pp.160-173.
Chan, C. C., McBey, K. and Scott-Ladd, B., 2011. Ethical leadership in modern employment
relationships: Lessons from St. Benedict. Journal of Business Ethics. 100 (2). pp. 221-228.
Chemers, M., 2014. An integrative theory of leadership. Psychology Press.
de Durand, E. T., 2016. Reframing The “RULES Of The Game”: Through Governance,
Transparency And Fiscal Responsibility. journal of Public Governance and Policy: Latin
American Review. 1 (2). pp. 107-152.
Douglas, L., 2011. Modern leadership styles in the changing world. Eastern University. pp. 1-7.
Fairhurst, G.T. and Connaughton, S.L., 2014. Leadership: A communicative
perspective. Leadership. 10(1). pp.7-35.
Frohlich, N. and Oppenheimer, J.A., 2015. Political leadership and collective goods. Princeton
University Press.
Fu, C. and Bergeon, R., 2011. A Tao model: Rethinking modern leadership for
transformation. Leadership for transformation (ILA Building Leadership Bridges). San
Francisco, CA: Jossey-Bass/Wiley.
Garrow, D.J., 2015. Bearing the cross: Martin Luther King, Jr., and the southern Christian
leadership conference. Open Road Media.
Kosack, S. and Fung, A., 2014. Does transparency improve governance?.Annual Review of
Political Science. 17. pp. 65-87.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Selznick, P., 2011. Leadership in administration: A sociological interpretation. Quid Pro Books.
Tourish, D., 2014. Leadership, more or less? A processual, communication perspective on the
role of agency in leadership theory. Leadership. 10(1). pp.79-98.
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