BSB42015 Certificate IV Leadership: Effective Leadership Assessment 2

This assignment solution addresses key aspects of effective leadership within a workplace context. It explores the consequences of withholding information, emphasizing its negative impact on organizational performance and employee morale. The solution provides strategies for gathering team feedback through meetings and surveys, crucial for communication development. It identifies common issues affecting work quality, such as the work environment and interpersonal relationships. The assignment also discusses incorporating ethical behavior, promoting mutual respect and equal treatment among employees. It offers guidance on managing both extroverted and introverted employees through personalized communication. Networking methods, including strategic, personal, and operational approaches, are examined for their role in achieving organizational goals. The solution further highlights the achievements from performance management plans, particularly in maintaining employee performance through key performance indicators, and provides insights into assisting underperforming staff by addressing issues like workplace disputes and lack of motivation. Finally, the solution provides references to support the arguments presented.

Running head: EFFECTIVE LEADERSHIP
EFFECTIVE LEADERSHIP
Name of the Student
Name of the University
Author Note

1EFFECTIVE LEADERSHIP
Table of Contents
1. Consequences of withholding information................................................................2
2. Feedback from team..................................................................................................2
3. Issues affecting work quality and results...................................................................2
4. Incorporation of ethical behavior...............................................................................2
5. Managing extrovert and introvert employees............................................................3
6. Implementing networking methods...........................................................................3
7. Achievements from performance management plans................................................3
8. Assisting underperforming staff................................................................................4
References............................................................................................................................5

2EFFECTIVE LEADERSHIP
1. Consequences of withholding information
The consequences of withholding information among the staff would lead to harmful
consequences some of which are enlisted below.
 Negative impact on the overall performance of the organization.
 Delay in the opportunities that would lead to the improvement of the company as a whole
 Feelings of disempowerment among the staff thereby leading to the lack in the morale of
the employees (Asrar-ul-Haq and Kuchinke 2016).
2. Feedback from team
In order to gain feedback from the team, I would try and conduct proper meetings with
the team on a regular basis. The feedback is extremely crucial in the development of the process
for the communication (Gandolfi and Stone 2018). The best ways to obtain these feedbacks refer
to the use of the various survey methods and the questionnaires in order to gain the proper
feedback from the team.
3. Issues affecting work quality and results
The work quality and the results might be affected by a huge number of issues. However,
the most common issues that has been affecting the work quality refers to the work environment
wherein the concerned staff has been working (Rosenbach 2018). The work quality is further
affected by the interpersonal relationships that have been maintained within the workforce of the
organization.

3EFFECTIVE LEADERSHIP
4. Incorporation of ethical behavior
In order to maintain an ethical atmosphere within the given organization, the concerned
employees should maintain a condition of mutual respect amongst each other. The employees
should be encouraged to maintain a healthy atmosphere within the organization (Cote 2017).
There should be an equality in the treatment that is offered to the employees of the organization.
5. Managing extrovert and introvert employees
The organizational workforce is generally composed of people who have been differing
in their mentality towards the workplace. The human resource manager is advised to contact
each of the employees in a personal manner (Asrar-ul-Haq and Kuchinke 2016). This in turn will
help in the proper understanding of the issues and thereafter assist the overall development of the
workforce in general.
6. Implementing networking methods
The networking methods that could be implemented in this regard refers to three specific
types of networking methods, the strategic, personal and the operational networking methods.
Strategic networking helps in the collecting information regarding the future steps towards the
achievement of the target (Gandolfi and Stone 2018). Personal networking highlights the newer
opportunities that might be availed in order to gain a proper leverage to the operations of the
company. Operational networking helps in the establishment of the proper connection among the
organizational workforce.
7. Achievements from performance management plans
A performance management plan helps in the understanding of the issues that are
highlighted in the maintenance of the consistency of the job functions (Rosenbach 2018). The

4EFFECTIVE LEADERSHIP
performance management plan further helps in the maintenance of the performance of the
employees through the use of the key performance indicators.
8. Assisting underperforming staff
The staff might be underperforming due to several issues some of which are enlisted
below.
 Workplace disputes
 Lack in the motivation
 Workplace harassment
The manager is advised to undertake the measures to address any issues faced by the
employee in order to improve the organizational performance (Cote 2017).

5EFFECTIVE LEADERSHIP
References
Asrar-ul-Haq, M. and Kuchinke, K.P., 2016. Impact of leadership styles on employees’ attitude
towards their leader and performance: Empirical evidence from Pakistani banks. Future Business
Journal, 2(1), pp.54-64.
Cote, R., 2017. Vision of effective leadership. Journal of Leadership, Accountability and
Ethics, 14(4).
Gandolfi, F. and Stone, S., 2018. Leadership, leadership styles, and servant leadership. Journal
of Management Research, 18(4), pp.261-269.
Rosenbach, W.E., 2018. Contemporary issues in leadership. Routledge.