Managing Organizations and Leading People: Leadership Report Analysis

This report, titled "Managing Organizations and Leading People," begins by exploring various sources of leadership philosophy, referencing articles and videos to discuss leadership theories such as the Great Man theory, transactional leadership, democratic leadership, and trait theory. It then reflects on a complex leadership problem encountered in the student's workplace, specifically addressing issues related to managing organizational change, including negative attitudes among team members, fear of job security due to restructuring, lack of comprehensive planning, and communication barriers. The report highlights how these challenges hindered the implementation of change management initiatives. The student emphasizes the importance of understanding and addressing psychological and behavioral barriers to change. The report concludes by implicitly suggesting the need for strategies to improve employee attitudes and communication to facilitate successful organizational change and effective leadership.

Running head: MANAGING ORGANIZATIONS AND LEADING PEOPLE
Managing Organizations and Leading People
Name of the student
Name of the university
Author note

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Table of Contents
Introduction:...............................................................................................................................3
Sources of leadership philosophy:.............................................................................................3
Reflection on complex leadership problem and solution:..........................................................7
Conclusion:..............................................................................................................................10
References:...............................................................................................................................12
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Introduction:
As discussed by Dopson et al., (2019) the need of effective leadership is increasing in
a rapid manner due to the high ranges of complexity in the contemporary business
environment. Daniëls, Hondeghem & Dochy (2019) put stress on the fact that leadership is all
about the way of working with the people and to do new things and thereby sustain in the
business environment which is changing in a rapid manner. This paper will shade light on my
personal reflection regarding the complex leadership problem, which I have faced in my
workplace. Frameworks of effective leadership will be discussed in the paper in order to
mitigate the leadership related problem which I have faced in my workplace.
Sources of leadership philosophy:
Subramony, M., Segers, J., Chadwick, C., & Shyamsunder, A. (2018). Leadership
development practice bundles and organizational performance: The mediating role of
human capital and social capital. Journal of business research, 83(9), 120-129.
According to this article, it is to say leadership should be the strategic priority for the
employees in the organisation. From this article, I have learned that leadership is the way of
keeping the staffs motivated and respond to any kind of given situation positively. Leadership
involves significant types of responsibility which intends to accomplish a particular aim by
aligning all the relevant resources properly and thereby ensure the fact that the internal
process of the organisation is running in a cohesive and coherent manner.
Schultz, T., Shoobridge, J., Harvey, G., Carter, L., & Kitson, A. (2019). Building
capacity for change: evaluation of an organisation-wide leadership development
program. Australian Health Review, 43(3), 335-344.
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Based on this article, it can be said that the main aim of leadership in an organisation
is to build the capability among the human resources and thus strengthen the organisational
productivity. According to the Great Man theory of leadership, the great leaders are born
and not made by a given situation (Subramony et al., 2018). It is worthy to note in this
context that leaders are destined to apply the leadership style in order to mitigate any kind of
given situation with utmost efficiency. Based on the Great Man theory of leadership, it can be
said that a person is born without any kind of specific traits of leadership.
Griffith, J. A., Baur, J. E., & Buckley, M. R. (2019). Creating comprehensive leadership
pipelines: Applying the real options approach to organizational leadership
development. Human Resource Management Review, 29(3), 305-315.
According to this journal article, leadership is all about the way of building human
capital, which is the key of amplifying organisational productivity. On the basis of
transactional leadership theory, it can be said that the leaders should acknowledge the
individual consideration along with the development need of individual people. Thus, in the
given situation, it is the prime responsibility of the leaders to assess the individual
weaknesses and preferences, which is restricting the people to show positive attitude towards
change. Leadership is the key factor of keeping the staffs inspired and influenced to be
directed towards appropriate direction.
Dopson, S., Ferlie, E., McGivern, G., Fischer, M. D., Mitra, M., Ledger, J., & Behrens,
S. (2019). Leadership development in Higher Education: A literature review and
implications for programme redesign. Higher Education Quarterly, 73(2), 218-234.
Based on the above article, it can be said that leadership is the key factor of guiding a
the large business by moving the staffs towards proper direction. According to the
Democratic style of Leadership, the leaders should prioritise the empowerment of the staffs
to raise their voice and concern. This style of leadership shows that, it is important for the
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leaders to allow the staffs, irrespective of their position in the decision making process. This
would act as the biggest motivational factor for the staffs. After that, the leaders should take
the issues and grievances of the staffs into consideration in order to implement policies and
procedures accordingly which lead the staffs to show positive attitude towards change.
Crawford, J. A., & Kelder, J. A. (2019). Do we measure leadership effectively?
Articulating and evaluating scale development psychometrics for best practice. The
Leadership Quarterly, 30(1), 133-144.
From the above article, it is evident that the leaders have certain qualities, which are
inherited among them. Based on the Trait Theory of leadership, it can be said that the
leaders should transform the vision among the staffs and enable them to understand the
benefit of change in moving the organisation towards the desired direction in future.
Ayeleke, R. O., North, N. H., Dunham, A., & Wallis, K. A. (2019). Impact of training
and professional development on health management and leadership competence: A
mixed methods systematic review. Journal of Health Organization and Management,
2(1), 25-33.
As per this article, leadership is the key factor of leading a complex and dynamic
organisational proper direction by keeping its human resources motivated. According to
Great Man theory, it is worthy to mention that it is the prime responsibility of the leaders to
apply their leadership skills at time of dealing with agitating attitude among the staffs towards
responding towards change.
Turner, J. R., Baker, R., Schroeder, J., Johnson, K. R., & Chung, C. H. (2018).
Leadership development techniques: Mapping leadership development techniques with
leadership capacities using a typology of development. European Journal of Training
and Development, 42(9), 538-557.
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This article is based on the leader member relationship. According to this article
directing the employees towards proper direction requires healthy relationship between the
leaders and members. There lies the significance of Laissez-Faire style of Leadership, which
out stress on the fact that, it is imperative for the leaders to empower the staffs by trusting
them properly. This is the key of keeping the staffs motivated and leading them to show
positive attitude towards organisational change.
https://www.youtube.com/watch?v=EctzLTFrktc
This video link is based on the leadership philosophy by Jeff Bezos, the CEO of Amazon.
According to him, passion is one of the most lthe major factors for becoming an effective
leader. The good leaders are not born, rather they are made with the assistance of different
circumstances. Leadership is the process of directing an organisation in a logical and
cohesive manner. Leadership is all about the way of sharing vision among the others and thus
lead the people towards proper direction.
https://www.youtube.com/watch?v=iNZLXv6ojdQ
This video is based on the leadership qualities as sugared by of John Maxwell.
According to him, leadership is playing a critical role in the contemporary business scenario
by moving the human resources in an organisation to the proper direction on the basis of
given circumstances. The ideas related to leadership is evolving in a rapid manner, which is
adding new characteristics among the leaders such as team builder, creative and strategic
thinking skills, honesty and integrity and the ability to keep the staffs motivated. On the basis
of Maxwell’s speech, it can be said that there are certain traits such as honesty and
integrity, intelligence, self-confidence, job relevant knowledge, ambition and energy,
which make them to be a successful leader.
https://www.youtube.com/watch?v=q3oEGwehM-Q
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This video is about the leadership qualities as suggested by Dominic Barton.
According to this video transcript, leadership is not linked with that of the authority, rather it
is the process of assembling the human resources in an organisation to deal with complex
situation and toughest problem with utmost efficiency. Empowering the employees within
decision making process is one of the major strategies of effective leadership.
Reflection on complex leadership problem and solution:
Griffith, Baur & Buckley (2019) commented that leadership is all about the way of
inspiring the human resources in an organisation to get incorporated into higher level of team
work and accomplish the organisational goals and objectives in a collaborative manner.
However, Bush, Bell & Middlewood (2019) counter argued by saying that there are certain
problems, which are often being faced by the leaders in an organisation in the way of leading
the people properly. In the fast moving business environment, change is one of the most
inevitable factors in order to sustain. Forde et al., (2019) shaded light on the fact that this is
the key factor of moving an organisation towards desired direction and thus attain ling term
success from business.
However, Crawford & Kelder (2019) contended on the ground that managing change
is one of the biggest issues, the leaders are facing in the contemporary times. In my
workplace, I have faced significant issues in the way of managing change in the organisation.
Negative attitude among the team members is the biggest problem, which I have faced in the
way of managing change in the organisation. Restructuring has caused greater fear among the
human resources as they think that business process restructuring the business process would
affect their job security. It has created greater conflict among the team members, which
ultimately has hampered the consistency of the business process (Ayeleke et al., 2019). While
initiating change, I have observed that it was the general belief among the people that
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restructuring the internal functionality and process requires additional skill and competency
among the people, lack of which would lead them to lose their job. This is the reason for
which the people showed reluctant attitude towards change. In addition, lack of
comprehensive planning is another vital change related issue, which I have faced in the way
of dealing with change.
Due to negative attitude and fear of losing the job, the employees haven’t participated
in the planning session, which has hampered the consistency of planning. Such lack of proper
planning and negative antitrade among the team members have created biggest problem for
me to carry out the systematic procedure of change management and introduce new system
accordingly, which can benefit the entire organisation. At the same time, due to such negative
attitude, I have faced challenges in the way of delegating the task appropriately and thereby
maximising the ability and potential of the staffs to perform their task with utmost efficiency.
Thus, as stated by Clinton (2018) due to negative attitude and fear of losing the job among
the staffs, the outcome of my change management initiative was utterly distressing and
created significant barrier for me to foresee the future with utmost efficiency. The employees
was lagging behind effective communication, which was utterly a biggest threat for me to
deal with the collaborative manner, which is the key of running the internal functionality of a
firm in a logical and coherent process.
Due to the agitating attitude among the people, I have become unable to keep the
staffs informed regarding the organisational vision and the need of change in the
organisation. Moreover, lack of communication within me and other team members and
resulted in lack of trust among the staffs, which was a greater threat towards maintaining
collaboration among the team members. The people have resisted change due to the belief
that business process restricting would create greater problem for them to sustain in the job.
Thus, it can be said that it is nothing but the psychological and behavioural barriers that are
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leading them to show positive attitude towards change. It my belief that major changes is
threatening familiarity of the staffs and leading them to learn new things, which is acting as
the driving force behind them to resist the change. Thus, Sosik & Jung (2018) said that it is
the prime responsibility of the leaders to put consistent effort on improving the attitude
among the staffs by making them understand the need of change.
Based on the above discussion, it can be said that, I have faced significant issues in
the way of initiating change in the organisation. Now, it is imperative for me to make the
staffs understand the need of change by transforming the organisational vision among them.
According to the Transformational style of leadership, it is the prime responsibility of the
leaders to be ethical and moral while making judgement and taking effective business related
decision. Rosenbach (2018) observed that by following this leadership style, the leaders
become able to challenge the conventional norms by foreseeing the future. In order to
manage the change effectively, it is the prime responsibility of the leaders to have strong
vision on the basis of future. Smylie & Eckert (2018) said that transformational style of
leadership also shows that, it is important for the leaders to have effective intellectual
stimulation, which is the key of leading the staffs towards appropriate direction. Schultz et
al., (2019) stated that if training is required to fit the human resources in the organisation, the
leaders should take necessary steps in the way of arranging training and development session
for the staffs to strengthen their skills and competency level. In order to acknowledge the
agitating attitude among the staffs towards change, the leaders should have analytical
perspectives and assess the situation properly along with the cause and consequences of the
negative attitude among the employees towards change.
According to the Great Man theory of leadership, the great leaders are born and not
made by a given situation (Subramony et al.,2018). It is worthy to note in this context that
leaders are destined to apply the leadership style in order to mitigate any kind of given
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situation with utmost efficiency. Based on the Great Man theory of leadership, it can be said
that a person is born without any kind of specific traits of leadership. According to this theory
of leadership, specific skills set the leaders apart from the others. Thus, in order to bring
positive attitude among the staffs towards change, it is imperative for the leaders to assume
their power and authority and thereby put significant effort in the way of accomplishing goals
against any kind of odd among the followers (Glatthorn et al., 2018).
Turner et al., (2018) shaded light on the fact that trait Theory of leadership is the
improvised form of Great Man theory of leadership as it incorporates more systematic
analysis of effective leadership. As I am facing significant issue in the way of generating
positive attitude among the staffs towards change in the organisation, it is important for me to
follow this leadership framework and supervise the issues among the staffs that are restricting
them to acknowledge changes. On the basis of identified issue, it is imperative for the leaders
to influence the staffs to respond towards change by taking necessary steps in terms of
mitigating their weaknesses (Lord et al., 2019).
From the above case study, it is evident that I am encountering with major issue in the
way of leading the staffs towards change. Thus, in order to mitigate this issue, I have to apply
this democratic style of leadership and let the employees’ participate in the process of taking
decision related to change. In order to control the agitating and conflicting employees, it is
important for the leaders to carry out open discussion session and enable the employees to
place their issues and weaknesses, which are restricting them to respond positively towards
change. (Lord et al., 2019).
Conclusion:
Based on the discussion, it concluded nu saying that leadership is the key factor of
enabling the organisation to acclimatize to a changing environment by guiding the staffs
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towards proper direction. In order to cope up with the unprecedented changes in the
organisation, it is imperative for the leaders to build and keep on upgrading their skills on
regular basis. The leaders should show ethical behaviour towards involving the followers in
the decision making process in terms of keeping them motivated.
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References:
Ayeleke, R. O., North, N. H., Dunham, A., & Wallis, K. A. (2019). Impact of training and
professional development on health management and leadership competence: A
mixed methods systematic review. Journal of Health Organization and Management,
2(1), 25-33.
Bush, T., Bell, L., & Middlewood, D. (Eds.). (2019). Principles of Educational Leadership &
Management. SAGE Publications Limited.
Clinton, R. (2018). The making of a leader: Recognizing the lessons and stages of leadership
development. Tyndale House Publishers, Inc..
Crawford, J. A., & Kelder, J. A. (2019). Do we measure leadership effectively? Articulating
and evaluating scale development psychometrics for best practice. The Leadership
Quarterly, 30(1), 133-144.
Daniëls, E., Hondeghem, A., & Dochy, F. (2019). A review on leadership and leadership
development in educational settings. Educational Research Review, 8(2), 898-120.
Dominic Barton - Leadership lessons & Global influences. (2019). Retrieved 1 October 2019,
from https://www.youtube.com/watch?v=q3oEGwehM-Q
Dopson, S., Ferlie, E., McGivern, G., Fischer, M. D., Mitra, M., Ledger, J., & Behrens, S.
(2019). Leadership development in Higher Education: A literature review and
implications for programme redesign. Higher Education Quarterly, 73(2), 218-234.
Forde, C., Hamilton, G., Ní Bhróithe, M., Nihill, M., & Rooney, A. M. (2019). Evolving
policy paradigms of middle leadership in Scottish and Irish education: implications
for middle leadership professional development. School Leadership & Management,
39(3-4), 297-314.
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