BUMGT5970 Essay: Exploring Leadership Challenges in a Globalized World

This essay critically examines the multifaceted challenges facing leaders in the contemporary global landscape. It delves into the complexities of leading and motivating diverse teams, navigating organizational boundaries, and fostering efficiency and growth. The essay explores the external pressures leaders face, including managing governmental requirements, addressing competition, and meeting stakeholder expectations in a complex and globalized environment. It highlights the importance of cultural considerations in effective leadership and discusses key challenges such as developing managerial effectiveness, inspiring others, developing personnel through coaching and mentoring, guiding change, and managing internal stakeholders and politics. The essay further analyzes how leaders can meet these challenges by maintaining resistance to change, maintaining productivity in a dynamic environment, personalizing the advantages of change, communicating effectively, and supporting their teams. Finally, it recommends the implementation of leadership development programs to enhance the quality of leadership, particularly within the finance and accounting teams, to foster team productivity, innovation, and employee morale. The essay emphasizes the need for leaders to adapt to uncertainty, embrace emotional responses to change, and maintain effective communication to achieve organizational goals.

Running Head: Leader 0
Leadership

Leader 1
In today’s globalized world, no organization wants to be stagnant and individual
wants to develop and grow their business in several parts of the world. The dynamic
workforce of the Australian Organizations brings the understanding about the trends, thinking
of different people, work culture, and practices, which can assist the organization in
developing faster by adopting the ideas, which seems profitable. Organizations in Australia
believes in a diverse workforce and concentrates on transforming the old practices by
persuading the individual and organizational behaviour towards the enhanced practices. In
today’s rising world developing globalization, it is very difficult to hire, retain, and motivate
the productive employees in the organization. Australian business induces more foreign
investment and several Australian companies are transforming into MNC’s now. It is stated
that Australia delivers a healthy environment for the application of diverse workforce, which
comes with challenges and are directly related with the personnel working in the organization
(Legner, Eymann, Hess, Matt, Böhmann, Drews & Ahlemann, 2017).
Challenges of leading an organization
The life of a modern-day leader is not easy so it is necessary to lead and encourage a
diversified number of individuals, enhance efficiency, attain growth & profitability, and work
across organizational boundaries. They deal with a globalized and complex environment,
manage competitors, fulfil the requirement of the government, and meet the needs of other
shareholders (Erdman, 2018). Several challenges, which have been faced in leading an
organization are-
 Developing Managerial Effectiveness- The main challenge faced by leaders is
developing the significant skills such as strategic thinking, prioritization, and
decision-making, getting up to speed with the job, and time management to be more
efficient at work.

Leader 2
(Doppelt, 2017).
It is stated that individual can benefit from identifying their experiences and should be
very much confident in reaching out to others to help in dealing with the challenges.
The leader should focus on these 4 things to address the challenges-
1. Setting goal- They needs to be proactive in setting goals, maintaining the
timelines, meeting the deadlines, and monitor the performance of the team.
They need to follow the SMART approach as when setting a defined goal; it
is required to make sure that goals should be specific and significantly
maintain a greater chance of being attainable. They should set targets that you
can measure to evaluate progress (Gentry, Eckert, Stawiski and Zhao 2016).
2. Delegate- It is stated that leaders should empower their colleagues and
generate productivity to take ownership. They should delegate effectively so
that they assign the tasks to people by matching their skills and knowledge,
which can attain personal growth. They need to be clear about the task
purpose by aligning with team goals and achieve the targets.
3. Maximizing Unique Value- They need to prioritize by concentrating upon the
most important task that is done by you. Leaders can generate value for their
organization by concentrating upon unique contribution and maintain
profitability and productivity (Cruz, 2018).
4. Achieving role clarity- Leaders need to understand the core responsibilities
for your role and there are certain times when additional duties might be
required because of unusual situations or for your own professional growth.
However, they need to be clear about their role and responsibility, which
assist to achieve the goals and objectives.

Leader 3
 Inspiring others-Another challenge, which the leaders are facing is motivating others
to make sure that they are satisfied with their jobs and work smarter. They should
develop an organizational culture by maintaining organizational commitment and
generating internal processes, practices, and systems, and strengthen those values.
They must generate an association with employees and treat them with as respected
partners. They need to develop an effective relationship with them and must know
that they are respected as ends rather than as means. They need to avoid punishment,
coercion rebukes in front of the other colleagues, or putting the blame on specific
individuals. They need to understand the importance of employees and appreciate
their small achievements with respect to maintain the motivation. They need to
engage their employees by sharing valuable information, which will encourage them
to launch new initiatives and ensure the capability of the projects. It is stated that a
beneficial and easy way to encourage others is to take care of the workplace. They
need to make their office well-conditioned place, where they spend so many hours
together so that employee feels comfortable and happy (Jeanes, Loacker & Śliwa,
2018).
 Developing Personnel- Leaders are also facing the challenge of developing
employees, which involves coaching and mentoring. They need to promote their
employees to upper-level management, provide challenging opportunities for others,
and encourage enhancing their competence area. They need to support their
employees by providing feedback and guidance. They need to ensure that
organizational systems and structures improve accountability and collaboration. They
need to fulfill the needs of the employees by ensuring that employees have enough
office supplies and the right software. A leader must take effort to satisfy the meet the
needs of several individuals with whom they work on a daily basis. They need to
manage the team effectiveness by defining the clear purpose, effectively share
information, and maintain strong support among the team.
They need to provide innovation and direct the employees in order to grow the
performance of the individual as well as the organization. As a leader, he needs to
motivate and lead a diverse group of people, work across organizational boundaries in
bigger organizations, attain profitability, develop future leaders for long-term
productivity, and increase effectiveness (Muqadas, Rehman, Aslam & Ur-Rahman,
2017).

Leader 4
 Guiding change-Leaders are also dealing with the challenge of mobilizing,
understanding, managing, and leading change. Guiding change involves identifying
how to reduce consequences, overcome the resistance of change, and deal with
employee reaction to change. They need to lead the organization through a business-
wide transformation program as part of the executive team. This incorporates the
consolidation of well-managed agendas, product offering, substantial outsourcing, and
drive customer centricity. It is stated that guiding change is a top challenge for leaders
mainly in the U.K. as a leader need to embrace at leading, managing, dealing, and
mobilizing with change. Incorporating change management and improving
resourcefulness should be at the forefront of leadership development initiatives. They
need to embrace emotional responses to change as emotion and human cognition are
the integrated framework. Leaders need to show empathy and sensitive to employees’
emotion. They need to engage people emotionally by being passionate, authentic, and
visionary (George, Howard-Grenville, Joshi & Tihanyi, 2016).
 Managing Internal Stakeholders and Politics- The leaders are also facing the
challenge of managing image, politics, and relationship. This challenge involves
managing employees, attaining managerial support, and getting buy-in from other
individuals, groups, or departments. They need to generate the capability to inspire
and convince other shareholders to follow the global and regional direction. The
leaders can maintain the department position in the company to create more value in
both a strategic and operational perspective. An individual can get advantage form
identifying the experiences as leaders can feel more confident in reaching out to
others to assist them to learn and deal with the challenges (Hughes, 2016).
Meet the challenges of leading in uncertain and complex times
The leaders need to successfully meet the challenges of leading in uncertain and complex
times. Leadership and development professionals can equip leaders with the right capabilities
to assist them and their teams so that they experience these challenges in a different manner
and generate a high level of performance. Today leaders need to learn to generate effective
results through their teams by maintaining a high level of confidence, energy, and innovation
that reduce uncertainty and obstacles.
 Maintain resistance to change- The leaders need to implement a change programme
in an effective manner so that they will be on board with the changes. It is stated that

Leader 5
resistance is a natural aspect of the change process and with every change habitual
manner of doing things should be effective. They are likely to take actions that move
people or counter natural resistance, which can make their resistance phase faster.
They need to permit employees to shape the action and provide the input on the
organizational direction that is undertaken to achieve goals. Workshops can also be
providing an effective forum that permits people to raise issues and identify a
solution for them (Christensen, Lægreid & Rykkja, 2016).
 Maintain productivity in an environment of continuous change- They need to
define the goals and put the workforce in an effective manner, manage the project,
obtain the resources and admire the results. It is stated that the management requires
to do multitask and capable to communicate the progress that is being made to the
organization. They need to monitor the attainment of intermediate direction,
motivation, and successes, which are maintained throughout a change initiative.
Additionally, they need to enhance overall performance in areas involving
communication, relationship management, resource management, and customer
service. They need to identify existing processes and policies by conducting a varied
analysis of organizational capabilities and workforce management. By identifying
this, they need to recognize and reward high achieving employees (Patelli, 2017).
 Personalize the advantage of change- It is stated that they need to personalize the
advantage of the change to the individual level involving both personal and
professional aspect. One best method for leading people and personalizing benefits
through the change procedure is coaching and mentoring. These coaching programs
assist in motivating individuals by offering them personalized attention. It can also
foster trust and better teamwork among corporate leaders and employees (Ferraro,
Etzion & Gehman, 2015).
 Communicate, lead, and stimulate through the change procedure- Organizational
change requires to concentrate and take participation at all extents of the enterprise.
Effective leadership requires legitimizes & authorizes the change, manage the
direction and vision, and support the plans and drive the process. It is stated that
employees need to understand the role in the process and assist the organization in
achieving the goals and objectives. They need to maintain effective communication,
which generates the avenue for maintaining desires & expectations and delivers the
benefits of the change initiative. The manager, as well as communication team, need
to create, design, and generate an overall, employee participation and feedback

Leader 6
program, which are commonly designed to support the organization (Messier,
Puettmann, Chazdon, Andersson, Angers, Brotons & Levin, 2015).
 Support people- They need to manage an organization and its people towards the
desired objective in order to achieve success, profitability, and action plan. An action
plan can assist in managing the change initiative to achieve a targeted outcome. They
need to embrace a mindset to set the desired expectation, which is simply unlikely. It
is stated that they need to pave the way towards monitoring and achievement of goals
and objectives. To meet the challenges of leading in a complex environment,
employees need to be treated with respect and esteem. It is quite evident that the
success of the change framework would only depend upon its own people. Their
main concentration should be to generate a systematic approach to treat their
employees with respect and appreciate the effort of the employees. They need to use
employee data and information so that they can effectively manage their professional
preferences and expectations, which leads to increased employee engagement and
satisfaction (Renn, 2017).
Recommendation for enhancing the quality of leadership development program
The organization needs leaders in all areas especially in the finance and accounting
management, which the business depends upon heavily for its profitability. Generating a
leadership development program for your finance as well as accounting team is a way to
provide them the opportunity to manage the skills needed to grow in the business. These
programs can create other benefits involving greater team productivity, innovation, high
morale of employees, and creativity. For enhancing the quality of leadership development
programs are-
 They need to determine the organization leadership needs and expectation in order to
achieve the long-term strategic goals of the organization. For instance, if a company
is on a fast track for success, leadership development program should be associated
to make sure that the business has the effective leadership in order to meet those
expectations (Meleis, 2016).
 They need to ensure that leaders can be developed and fostered, but not
manufactured. When generating a leadership development program, you need to
place leaders’ intro situations that will require them to grow and learn. Training,
organizational planning, and mentoring with individual aspects such as project

Leader 7
leadership, job rotation, and job shadowing are often parts of the leadership
development program.
 They need to commit to coaching and ongoing feedback, which can be beneficial
coming from senior managers who can direct as mentors and role models (O’Malley
& Capper, 2015).
 They need to recognize the potential leaders as a common mistake with leadership
development program is concentrating only on top-performing personnel. They
should be capable to polish all the diamond in your company and provide employees
confidence, attitude, and skills to rise the career ladder.
 They need to ensure that employees are aware of the leadership development
opportunities accessible in the organization (Glatthorn, Boschee, Whitehead &
Boschee, 2018).
 Before formally executing the leadership development program, you need to evaluate
the program impact and success. It can be evaluated by the increase in
responsibilities of employees and the number of employees who complete the
program profitably.
 They need to motivate every employee in the leadership development program in
order to develop organizational capabilities and success.
 They need to recognize and groom talented personnel who could potentially assume
key managerial positions in the future (Augustine-Shaw, 2015).
Recommendation address limitation of approaches
The organizational leadership would assist in achieving the goal, maintaining success, and
managing the desired objective. It is very important for leaders to assess the situation before
making a decision. It can impact decision making involving change technology, economic
status, social responsibility, leadership style, politics, an assortment of cognitive biases,
communication, and market cost (Throgmorton, Mitchell, Morley & Snyder, 2016). The
delegate, autocratic, and participative leadership style can impact decision making in any
organization. The Laissez-faire or delegate leadership style permits the leaders to delegate the
responsibility of decision making to an individual or group. The autocratic style is related to a
leader having ownership in making decisions in the organization. The participative style
motivates the group members to express their ideas and conviction, which assist in

Leader 8
establishing leaders and leadership. They need to stress the significance of social, emotional,
and environmental influences on decision making (Santos, Caetano & Tavares, 2015).
In the conclusion, it has been stated that the life of a modern-day leader is simply not easy as
they need to motivate and lead a diversified group of people, enhance efficiency, operate
across organizational boundaries, and attain profitability. They have to deal with a globalized
and complex environment, maintain the needs of competitors & government, and fulfill the
expectations of other shareholders. For those who conduct training and development
activities in the organization aimed at assisting leaders in order to generate developmental
initiative. They should also be aware of the cultural appropriateness which is to be aligned
with overcoming the challenges faced by leaders.
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