MBA401 Reflective Journal: Exploring People, Culture, and Leadership

This reflective essay assesses leadership in an organization, focusing on the connectivity between leadership types and their application in fulfilling company objectives. It emphasizes that leaders participate in various activities, motivating others to engage towards common goals, and highlights the reforms needed to design and achieve effective leadership. The essay explores how leadership, including educational leadership, can be developed through experience and learning, impacting organizational culture and human resources. It delves into culture and engagement, noting their importance in talent retention and overall business performance, while also discussing how companies measure and manage these aspects. The essay further examines contemporary leadership, stressing its influence on both individuals and groups, and the need for leaders to adapt to changes in the internal and external environment. It concludes by highlighting the importance of communication, growth opportunities, and adaptability in modern leadership approaches. Desklib provides access to similar essays and solved assignments for students.

Management 1
People, Culture and Contemporary Leadership
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Table of Contents
People, culture and contemporary leadership 3
Culture and Engagement 4
Contemporary Leadership 6
References 8
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People, culture and contemporary leadership
This reflective essay is being prepared in order to assess leadership in an organization and
the related connectivity. There are versatile types and the types of the leadership which the
leaders will experience and apply in business in order to fulfil company objectives and goals.
All this administration affects the corporate. Leaders are those who participate during a wide
variety of activities and allow others to engage related to the same aspect in order to gain the
goals and objectives. This essay is prepared to state each and every point that a forerunner needs
to motivate others. Principles require a variety of reforms to design and achieve leadership.
A leader may not be born because many leaders were created and some reasons led that
made him gain some objectives or qualities which made him a precursor. However, it may be a
form of genius that cannot be educated. The sills that are required to become a leader and
integrate certain things are considered to be self-developing skills (Wheatley & Bickerton, 2017).
A precursor cannot be born as a result of many leaders and some reasons led him to develop
some of the qualities that converted him into a precursor. However, this may be a capability that
is not possible to be educated.
The purpose of this essay is to assess leadership in the organisation's property. There are
different kinds of leadership that leaders should implement in business to attain the company's
goals and objectives as all of this governance affects the company world. Leaders are people who
participate throughout a good style of activities and permit others to interact in the same to attain
the goals and objectives of the structure. the aim of this essay is to clarify all the aspects that a
pacesetter ought to have. A leader wants many varieties of reforms to style his principles and to
attain leadership.
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No person is born as a leader. To become a decent leader, one must develop some habits that
result in the birth of an honest leader. However, it should be a style of genius that cannot be
educated. It is self-developing skills that facilitate an honest leader to develop and integrate a
number of his or her own things (Wheatley & Bickerton, 2017). A precursor cannot be born as a
result of several leaders, and a few reasons led him to develop sure traits that turned him into a
precursor. However, this could be a capability that cannot be educated. It is self-developing skills
that uncover and integrate sure things.
Educational leadership is known and considered to be the task that helps in leading the field of
cuture. Same as that of culture, it can be taken from different types of people and might be learnt
in versatile ways that. The senior managers along with the directors in sponsored cultural
institutions are involved with this. Public officers develop and implement the policy for the
cultural sector. Public officers frame a massive array of innovators, producers and entrepreneurs
in little corporations, groups and production homes. They conjointly grasp that leadership in the
creative world has no monopoly (Choi, Goh, Adam & Tan, 2016). The cultural field is in two
alternative routes. First, it lawfully problems to organisations in cultural industries and
guarantees that they are legal, financially viable and well-organised workers. Moreover, it also
means the culture that is leading shows alternative routes of operating, creation, thinking and
feeling and experiencing a world that provides quality to the economy. Therefore, a lot of full
societies are conversant in several challenges in cultural leadership, like the challenges that are
experienced by the leaders in different areas of economic and the social life. Cultural
organisations are entirely completely different from different organisations, and so face their
specific issues (Malafouris, 2016).
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Human resources are essential in an exceedingly myriad of areas from strategic areas of
company image. Human resource practitioners in an exceedingly little business World Health
Organization have, in-depth expertise give several services to staff. The areas during which HR
maintains management can enhance the experience of staff whereas strengthening business
operations. HR Corporation's less expensive line of information improves with how the human
capital makes an impact on the success related to the structure. Leaders who are specialising in
the strategic management reated to HR, participate within the company that decides whether or
not the assessment of current staff and future personnel may be a demand of the business. Fixes
the cheap line of human resources with knowledge on how social resources have an effect on the
success of the structure. Leaders specialising in HR strategic management participate within the
company, World Health Organization decides that current workers build assessments and future
personnel anticipate that they ought to support business demand (Marcos & Sridevi, 2010).
Culture and Engagement
In this era of company transparency, the standard of terribly competent workers, and also the
culture of essential skills, retention and engagement have emerged as high issues for the leaders
who are involved in business and shortages. These problems do not appear to reverse academic
degree hours. Culture and engagement are essential shortcomings required worldwide.
Organisations that match, which means work, deep worker engagement, jobs, and also the
structure and underline culture of powerful leadership are quite their peers. Notably, they are
going to beat their competition in attracting high talent.
Culture and participation are not any longer on any subject of human resources. It is presently
needed for each leader and each organisation. Currently, several study consultants who will add
terribly busy firms quickly have low voluntary turnover rates in an exceedingly short amount,
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maybe profitable within the future and supply reliable client service (Hetland, Hetland, Bakker &
Demerouti, 2018).
Although engagement along with culture plays such a vital role in performance of the business,
most of the organisations combine it to fulfil their goals and achievements or risks and failures.
Only a number of firms have a technology or tool to live culture and conjointly perceive that this
quality is poor or inconsistent. A one-time survey is perilously obsolete once cultures of a
company are frequently being redefined as well as debated on the social networks.
The new instrumentation is increasing to supply organisations with a way of quantity and worker
feedback. The new tools observe worker sentiment for organisations with similar levels of
employees as they measure client sentiment.
Ultimately, problems that are related to culture along with engagement are handled and managed
by leadership. Firms following the growth plans which are fast or dominating, see funding
problems or see necessary modifications to the culture, typically through layoffs or mergers.
Though most leaders’ live supported business outcomes, organisations should begin to capture
leaders to make a vital and quality culture, hear and build feedback, and sustain their groups. The
HR ought to, besides, analyse all the impact of flexibility related management based on
performance, balance related to work-life, and the engagement. The administration when pushed,
leads the firms towards the management system of performance that are extremely competitive.
Nowadays, several firms believe that competition along with pressure typically end in higher
turnover and alternative average business results (Vance, 2006).
The culture of a company can have a substantial impact on staff. A positive, open culture can
insert trust and loyalty among staff, giving them a passion for their job and dedication to the
company. Staffs who feel cosy inside the culture are further probably to hitch jobs and firms,
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which can inspire enthusiasm and productivity. By finance time associated money to form an
influential culture, they are going to be able to produce the company further competitive and
profitable.
The business leader's area unit was fundamental to collecting and communication their point
culture. However, the link between leadership and culture is not unilateral, whereas leaders are
the chief architects of culture; a well-liked culture influences what fairly leadership is possible.
The culture of an organization works much to an extent in the same manner. Most of the
companies have its utterly different nature; even individuals do so (Jha & Kumar, 2016). The
distinctive character of the corporation is known as its culture.
The culture of an organization may be a system that is related to shared values and beliefs that
govern how people behave in the organisations. In a manner, all these shared values considerably
impact and justify the individuals inside the organisation. However, they dress, act, and do their
work (Mann and shaper, 2016).
The culture of an organizationiz includes seven different characteristics which are to interact
priority which goes from high point to low point. Every organisation consists of a completely
different worth which is for every one of these quality or traits that makes people understand the
particular culture related to the combined organisation (Kumar & Pansari, 2015).
Communication may be an essential part of creating an associate potent company culture. Once
company staff feels snug and safe once expressing their opinions, they are further probably to
speak rather than holding the anger boil to a lower place the surface. In return, management
ought to listen and respect each worker, lease them perceive they are listened to, and being
transparent in their objectives and actions. A culture that invites open communication could
encourage participation, engagement, and sharing of innovative ideas (Jha& Kumar, 2016).
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A company that provides growth and development opportunities can stop discontentment and
keep its staff busy. Viewing the structure, they are going to provide opportunities to increase job
promotion, further responsibilities, career development or financial improvement because a
leader is giving employees the possibility to grow as professionals. They are going to be able to
stop them from getting stuck in their jobs. With new challenges, staff can get revived energy and
interest, so that they keep engaged (Alas & Mousa, 2016).
Contemporary Leadership
The modern plan of leadership affects not only as a private however moreover, the cluster to that
he influences and provides joint results, typically confirming specific changes that are related to
the externa as wel as the internal environment of the association. Leadership may be a
multiplicity of mixtures of the scale of those variables. Notice management is taken into
consideration as a rational human activity once an acceptable leader focuses its efforts on sorting
structure goals. A manager acts following the prescribed responsibility and procedures and will
nothing new, not just like the leader who wills the assignment and seeks innovation (Lockwood,
2007).
Furthermore, this analysis suggests that the boundaries between government, management, and
leadership - the look and conduct of operations with organisations - revise over time. The
modern merchandise business has fully modified with the invention of technology that is
contemporary as well as the developed infrastructure. Technology and instrumentation are
changed to align how the worker behaves. Many studies that are done recently on the same topic
have observed that there are not any titles and rights behind the success of any company (Al-Tait
& Hannity, 2015). There is a decline within the believability of a pacesetter, and trust is absent
within the leader. A replacement has developed sizable leadership because of the recession.
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Earlier, merchandise and discretionary efforts were thought-about two of the leading forces
behind innovation and development in an exceeding company. Noises are associate another
essential talent that ought to place an insect in an exceedingly current fashion atmosphere
because it could also be out there in essential services. The noises will finish in authentic
leadership and permits the leader to understand his actions and thoughts. This conjointly alerts
them. However, his actions and words can have control over others. Previously, i.e. before the
recession, leaders centred solely on external work. That is, they believed that specialists in
knowledge, skills, data, and information would modify them to run an organisation correctly and
achieve desired results (Gözükara & Simsek, 2016). However, many times, this doesn't happen.
In the current work era, external work managers are required to do internal work.
Considering every internal work and external work will increase the sensation. In the event of
not having employment, the manager will not be able to get approved results. However, of late if
a pastor can gain natural and evangelical followers, he can draw the first direct results.
Alternatively, else, it is typically aforementioned that these companies area unit forced to control
with correct functions and not with correct title or authority. This work demonstrates leadership
to style and also the skills required by managers to achieve large organisations (Jha & Kumar,
2016). A better date than a report discusses the talents needed by a manager to achieve a
corporation. From the discussion, it has typically consummated that the manager in the present
should develop several skills that managers have within the past. As time and technology have
modified in work and processes, up-to-date, managers should have higher up-to-date skills.
My own leadership vogue is successful. So as to turn into a decent and effecticient pioneer, I
might want to be guaranteed enough to affirm that others pursue my requests. I am uncertain of
my own special decisions and characteristics, and my subordinates can ne'er pursue American
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state. As a pacesetter, I should be persuaded, demonstrate some swagger and informativeness to
understand the regard of my collaborators. This doesn't imply that I should be cocksure. In any
case, I should at least the mirror the level of trust to affirm that my supporters trust me as a
pacesetter. The first repressing issue in the interest of me is that I can't have some expertise in
work alone. In any case, I conjointly wish to frame laborers upbeat, that stops me for a couple of
times to achieve every one of the objectives. A not too bad pioneer can't fix everything. A
pioneer ought to represent considerable authority in duties beside the others. I imply that I should
engage my supporters and dole out errands to them. In the event that I still micromanage my
subordinates, it will build up a nonattendance of trust. With this, I will have the option to focus
on the required issues. I should remember this. I will dole out the assignment to my subordinates
and see. Notwithstanding, they perform I will give every one of the assets that they will
accomplish accomplishing their goals and gives them a chance to satisfy their duty.
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References
Choi, S.L., Goh, C.F., Adam, M.B.H. and Tan, O.K., 2016. Transformational leadership,
empowerment, and job satisfaction: the mediating role of employee empowerment. Human
resources for health, 14(1), p.73.
Jha, B. and Kumar, A., 2016. Employee engagement: A strategic tool to enhance
performance. DAWN: Journal for Contemporary Research in Management, 3(2), pp.21-29.
Mann, A., and Harter, J., 2016. The worldwide employee engagement crisis. Gallup Business
Journal, 7.
Lockwood, N.R., 2007. Leveraging employee engagement for competitive advantage. Society
for Human Resource Management Research Quarterly, 1(1), pp.1-12.
Vance, R.J., 2006. Employee engagement and commitment. SHRM foundation.
Markos, S. and Sridevi, M.S., 2010. Employee engagement: The key to improving
performance. International journal of business and management, 5(12), p.89.
Hetland, J., Hetland, H., Bakker, A.B., and Demerouti, E., 2018. Daily transformational
leadership and employee job crafting: The role of promotion focus. European Management
Journal, 36(6), pp.746-756.
Sexton, J.B., Adair, K.C., Leonard, M.W., Frankel, T.C., Proulx, J., Watson, S.R., Magnus, B.,
Bogan, B., Jamal, M., Schwendimann, R. and Frankel, A.S., 2018. Providing feedback following
Leadership WalkRounds is associated with better patient safety culture, higher employee
engagement and lower burnout. BMJ Qual Saf, 27(4), pp.261-270.
Wheatley, D. and Bickerton, C., 2017. Subjective well-being and engagement in arts, culture and
sport. Journal of cultural economics, 41(1), pp.23-45.
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Malafouris, L., 2016. On human becoming and incompleteness: a material engagement approach
to the study of embodiment in evolution and culture. Embodiment in evolution and culture,
pp.289-305.
Jha, B. and Kumar, A., 2016. Employee engagement: A strategic tool to enhance
performance. DAWN: Journal for Contemporary Research in Management, 3(2), pp.21-29.
Groysberg, B., Lee, J., Price, J. and Cheng, J., 2018. The leader’s guide to corporate
culture. Harvard Business Review, 96(1), pp.44-52.
Kumar, V. and Pansari, A., 2015. Measuring the benefits of employee engagement. MIT Sloan
Management Review, 56(4), p.67.
Alas, R. and Mousa, M., 2016. Organizational culture and workplace spirituality. International
journal of emerging research in management and technology, 5(3), pp.285-314.
Al-Tit, A. and Hunitie, M., 2015. The mediating effect of employee engagement between its
antecedents and consequences. Journal of Management Research, 7(5), pp.47-62.
Gözükara, İ. and Simsek, Ö.F., 2016. Role of leadership in employees' work engagement:
Organizational identification and job autonomy. International Journal of Business and
Management, 11(1), p.72.
Jha, B. and Kumar, A., 2016. Employee engagement: A strategic tool to enhance
performance. DAWN: Journal for Contemporary Research in Management, 3(2), pp.21-29.
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