Most Effective Management Style for a Modern Workplace

Most telling mankindagement expressive port for a Modern WorkplaceExecutive SummaryThis die laborious regurgitate is a study of effective leading in new trans do transcriptions.This project begins with an introduction on leading, a surveil of leading theories passim the history and distinguishes between the focus of earlier literature on leading which is central around drawing card characteristics hyphens and the unseasoned leadinghip theories of lead increase, transformational leading, charismatic attractorship, and visionary attractership.The next branch is on the distinguishable loss leading forms and frame turn tails macrocosm applied and used in modern organizations. These models identify the responsibilities required of wad holding attracters positions.The pursuit section introduces Juthoor using Services and discusses the font of leaders strategies and approaches that atomic fall 18 used and applied in the comp completely. The focus of lead then is displacemented to that of group leadership due to the conventions in Juthoor cultivation Services.The section on Personal leaders describes and evaluates my own leadership style and the leadership skills that need to be aimed and enhanced. This section includes psycheal reflections and an extensive action send off on individual leadership.The project concludes with an overview on what was discussed and recommendations for better leadership which results in better get toance.IntroductionA leader is an individual that possesses a mixture of skills and styles that put one acrosss a group up want to follow the leaders flush and then leadership is the world power to motivate and influence a group to achieve a specific tar set and finale. leaders is t expose ensemble ab kayoed(predicate) creating a vision and comprises the power to convert the vision into reality. Different styles of leadership, contrary kinds of leaders lead to different results in a n organization. In the line of cut back world, leadership is gener tout ensembley related to motion. Effective leaders be those who relieve oneself the force to add value to their company by increasing its bottom songs. It is wide write outn that organizations all around the world lose because managers argon non adequately skilled and realizeledgeable. The main reason behind this rejoinder is that managers be not aw be of how get word their role is in an organization. They atomic number 18 insensible of the necessity of leadership issues that should enter into all their decision-making activities.Literature Reviewstrategic leadership is fundamental for accomplishing and sustaining competitive advantage in this coulomb (Ireland and Hitt, 1999). Effective leaders have been repetitively distinguished for their historic role they tamper in identifying opportunities and making the right decisions that overall affect an organizations procedures and bottom line (Finkels tein et. Al, 1996). The effective and efficient skill leaders practice adds substantial phone line value to the organization.Review of academic research and studies on leadership bilk a changing series of schools of thought starting from the Great Man surmisal to Transformational loss leadership theory. Earlier, majority of leadership literature and study was chiefly centered on leaders characteristics and leadership styles. match to (Yukl, 1998), great prudence of earlier leadership studies were centered on the performance of lower-level management and how they should perform as they laissez passer supervision, jump and constructive feedback to their team up up up up However, this new-fashioned degree Celsius and modern research battle arrays a new interest and fresh new perspective on leadership. Nowadays, research, studies and theories be focvictimization on leadership as a all in all, following and the relative nature of leadership in an organization. The spe edy trade in the business environment has made people telephone about leadership on different levels. Leithwood et al. (1999) believe that rather of looking at moreover at the tone and characteristics of a leader, our focus postulate to be shifted to the leadership challenges in organizations and companies. They viewed leadership in term of their nature and the challenges confront which leave behind result in giveing leadership as a whole instead of on the button a single leader.The result and manifestation that has come out from the new interest of analyse leadership generally focused on managing invariable change is called the New Paradigm model. Today, leaders steer a world that is undergoing continuous change. The New Paradigm model involves modern theories and styles such as charismatic leadership, visionary leadership and transformational leadership. windy leadership refers to the act of creating a practical, sensible, and solid vision of the early for a comp any (Nanus, 1992), Charismatic leadership involves creating a ainity that is so all-important(prenominal) that people are naturally drawn to the leader, and transformational leadership is a leadership style that forms positive transformation in pursuit. Transformational leadership is the style be promoted in modern organizations. Old models view leadership as a process that that entails motivating others takes place within a team and entails stopping point achievement (Northouse, 2001). Modern leadership focuses on leadership increase and development of social capital. Other modern studies have accentuated on the blood between leaders and their followers, some authors stress the importance of studying follower ship because leaders are followers and followers are leaders. The 2 entities are interconnected and are equally essential for the success of the organization.Leadership Is Not a Solo ActThe picture of a luxurious person who leaps in to save the day is what is engrav ed into our minds. But all gathered facts from studies imply that the constant success of a company is a collective and group effort rather than a single effort. Kouzes and Posner (2002) establish that after studying numerous cases on effective leadership, they did not let on any example of awful effect that happened without the dynamic get aroundicipation and support of many individuals. What is understood from this is that Leadership is a team endeavor. Without team dally and the support of people a single person croupnot get astonishing things done in a company.Dispersed LeadershipA theory that is currently gaining interest and getting plenty of forethought is the dispersed leadership. This examplewrite of leadership, with its basics in sociology and psychology defines leadership as a practice that is spread throughout a company rather than exclusively with the formally elected leader. The importance therefore transfers from developing leaders to developing leaderful c ompanies with a common accountability for leadership.The signifi peckces of group of people relationships in the leadership agreement, the urgency of a leader to be recognized and accepted by his/her followers and the understanding that no single person is the perfect leader in all situations have set a rise to a new school of leadership thought. The dispersed leadership theory introduces a little official approach to leadership where the leaders responsibility is separated from the organisational hierarchy. It is suggested that people at all levels in the organization and in all contemplates idler apply leadership influence over their peers and consequently influencing the whole leadership of the organization.Heifetz (1994) differentiates between the practice of leadership and the practice of power hence separating leadership from formal organisational power roles. Raelin (2003) discusses of developing leaderful organizations through coincidental and combined effort. The fir st thing to do is make a subject distinction between the concept of leader and leadership. Leadership is referred as a method of logic-making and direction-giving inside a team and the leader can further be defined on the base of his/her association with others in the team who are acting as followers. Along these lines, it is fairly probable to image the leader as emergent rather than predefined and that the leaders responsibility can be implicit in the course of exploratory of the relationships within the team (other than by giving assist to the leaders personal character or qualities).Dispersed leadership demonstrates on notions such as organizational polish and environment to emphasize on the appropriate nature of leadership. It is a communal conception and suggests for a shift from the growth of individual leader characteristics to credit en give of what comprises an effective leadership practice within a company. A shift in the spotlight from the individual leaders to the leadership relationships (amongst the leader and followers).Leadership DevelopmentLeadership development is the process of developing leadership practices and leaders in an organization. It focuses on creating and sustaining social assets as a whole. At the aggregate of leadership developments involves the combined capability of individuals to set goals and successfully carry out leadership functions and roles to build a strong team that meets commitments and attains organizational goals. The accomplishment of goals and leadership activities should come with and without official authority.Saxenian (2006) has branded the new type of leaders that have emerged as New Argonauts who challenge the business and dynamically lead an organization despite the ongoing change in the business environment. tally to Saxenian, these Argonauts leaders certainly echo todays leadership. (Argonauts where a brand of heroes in ancient Greek, source http//en.wikipedia.org/wiki/Argonauts).Transformationa l Leadership in modern organizationsWhen companies adopted themselves to the constant evolutionary change, transactional management was in good turn of managing those changes. However, with the circumstances and situations of present organizations performance need undertaking some essential, transformational changes. And managing these changes necessarily new traits one of these traits is applying transformational leadership in organizations.The book Leadership written by James MacGregor burn in (1978) was one of the first books to introduce the concept of transformational leadership. Transformational leadership is where leaders transform their followers. This leadership theory holds high importance in this century especially in recent literature. Transformational leadership builds on the foundation of transactional leadership. Nevertheless, as Burns clearly affirms what is needed today is not the old traditionalistic style of Transactional leadership, but the new style of Transfo rmational leadership.Tichy and Devanna (1986) have researched leadership throughout the years and came up with a list of specific characteristics which distinguish transformational from transactional leaders. some of these characteristics are listed belowAgents of Change Transformational leaders further flat structures and malleable oeuvreplaces. They are able to get the organization to adapt quickly to change. heroism Transformational leaders face reality and do not fear risk. verbalise-so in the followers Transformational leaders have faith in their team members. They give them a boost and push when required and try their trounce to empower them.Life-long Learning Transformational leaders believe in vivification-long education and guarantee to extract lessons from experiences.Vision Capabilities Transformational leaders see the big picture. Their visionary abilities are excellent.Live by their Values Transformation leaders have value they live by.Passion and Enthusiasm The y pump their followers with their enthusiasm to get them going.Ability to face the un cognise Transformational leaders do not life with fear and are ready to face the worst situations knowing that they can handle anything that comes their way of life.According to rich (1998), the transformational leader motivates followers to do more than formerly pass judgment. Bass reveals that a leader is able to transform his/her followers byEmphasizing on the significant of goal and labour, by creating sentiencyEncouraging the followers to direct their efforts for the companyMeeting the followers needs.Bass and Avolio (1994) have proposed five transformational styles that leaders typically display these styles and behaviours are illustrated in the table belowTransformational StyleLeader BehaviourIdealized Behaviors say about their valuesEmphasize the entailment of having a sense of directTake into consideration the consequences of decisions madeSupport new opportunitiesDiscuss the issue of trust amongst each otherInspirational MotivationHave an approbative look about the futureTalk with enthusiasm about what needs to be accomplishedArticulate a compelling vision of the futureState confidence about goal attainmentPresent a thrilling image and picture of what to considerIntellectual Stimulationscrutiny of critical issuesSearch for differing views when attempting to solve issuesEncourage individuals to look at things from different perspectivesPropose new methods of how to complete travailsIndividualized ConsiderationMake quantify for mentoring and teachingHelp others to build on their strengthsSpend time listen to others personal needsEncourage personal developmentIdealized AttributesLets others know that it is a pride being connected with them andWork to build others heedShow power and capabilityAssure allone that barriers will be sweep overIn 2007, Hooper and Potter broaden the concept of transformational leadership and identified 7 types of competences of transformational leaders, these competences areBuilding directionBeing a Role specimenCommunicationArrangements and GroupingGet the best in his/her peopleLeader as a change representativeSuggesting decision in a crucial situationNature of Leadership in Modern Organizations modern organizations take up a range of HR management and leadership activities to boost lag contentment and bliss. Efforts are centered on enhancing and heave the quality, expertise and capabilities of the employees. In addition, providing intensive training and development activities helps in meliorate the quality. Recent studies have given a lot of attention to horny intelligence, especially transformational leadership. steamy intelligence has become a major fiber of leadership in modern organizations. Emotional intelligence is a leaders capability to ones ability to be brisk of ones personal feelings, be alert of employees feelings, to distinguish between them and to use the information to direct th e leaders thoughts and behaviour. Emotional Intelligence contains three types of capabilities assessment and expression of feelings, directive of feeling and using feelings in the decision-making process. According to Goleman (1998) stirred up intelligence is twice as important as technical skills and IQ for jobs at all levels. Motivation is as puff up an important element in leadership in modern organizations. The abilities of any employee will be limited if they are not back up and motivate to execute their jobs. According to Bass (1998), compensation, appraisals, incentives and job security can cause employees to achieve their assigned goals and execute their jobs effectively. As a leader, set out of the job involves understanding employees and learning motivational strategies to enhance performance. The main challenge is that e really employee is different, therefore, what may prepare for one employee wont constitute for the other.Communication has excessively been a m ajor part of leadership. Up-ward and down-ward intercourse are equally important and need to be transparent and effective. A Leaders responsibility is to check over such communication takes place and should eliminate all obstacles in the way of corporate communication. police squad leadership is the most rapidly growing force field of current research. Modern leaders in organizations do not deal of themselves simply as a body of authority, but rather a team leader because they understand the significance of a team compared to just individuals. By understanding the skills of the team members and what motivates them, leaders earn respect from their style not solely because of their position.Culture and leadershipModern theory has shifted its attention to figure out what the link between leadership and culture and how leadership changes from one culture to another. Collins (2001) has revealed proof of leadership behaviours that are cross-cultural, and others that are culturally foc used. However, studies and evidence on the relationship between the two elements (leadership and culture) are still very limited.John Adair Action Centred Leadership Model a model for team leadershipAccording to Adair, the effectiveness of the leader relies on meeting three areas of need within the work group.The three part of Adairs model are generally represented by 3 cooccur circles this model is a helpful technique in assessing what effective leaders responsibilities are. The challenge for the leader is to manage all parts of the circles successfully.Taskdefinition of confinement to be achievedAction planallocation of job and resourcesmanaging the quality and time of effortmonitor performance aligned with action planamending the planTeamsustaining regulation and controlencourage team workmotivate teamassign junior-leadersencourage and inspire team communicationdevelop and build the teamIndividuallisten to personal troubles and issues consider and honour individualsgive posit ions and ranksdistinguish and use individual capabilitiesdevelop he individualTo be able to meet the three areas within the work group, specific leadership roles have to be executed, these functions areAwareness of what is occurrent in the work group and its processes. Being alert at all times.Understanding the functions and tasks that are required and the skill to accomplish and complete the task successfully.Case Study Juthoor Development ServicesJuthoor development dish outs are an organization comprising a team of real estate development professionals who put up comprehensive services to clients across the Middle East. Juthoor works with its clients through out the three critical phases of the development process (project feasibility, project implementation and development control). The complete organization is based on Team work, although each employee has an important role to play, their combined efforts is much more valuable. Jose Lora, is the chief operating officer of th e company and leader, heads the full(a) team of professionals.Juthoors visionJuthoor Development Services vision is to build the Oman of tomorrow. The employees key responsibility is to work towards this vision. The success of the organization lies in the employees ability to work as a team and build the Oman of tomorrow.Leadership in Juthoor Development ServicesThe leaders relationship with his/her followers is extremely important. An organizations failure or success rate all relies on the leader and the nature of leadership. According to Robbins and Finley (2000), involvement and empowerment of the employees are two key behaviours a leader must possess. There are many slipway a leader can strengthen the relationship with his/her followers. At Juthoor, the leader of the company understands the significance of the relationship between himself and the rest of the team. He adopts the following two behaviours enquire questions instead of giving answers (For example, asking an employe e How do we proceed on this? What do you think we should do next). This involvement gives a sense of purpose and satisfaction to the employees. This helps employees envision the goal and amend their efforts to achieve and excel in their part of the job.Giving followers the opportunity to lead (For example, asking an employee to lead a meeting or put an employee in charge of a task that the leader is taking part in). This empowerment gives the employee the confidence and helps him take ownership).Juthoor Development Services is a team-based organization. Therefore, the focus of this case study will be around team leadership.The Functional ModelThis model focuses on how a company and how the work group is being led rather than whom the leader is. This results in lesser time spent focusing on the person who is in the leadership role and instead put all the attention on the leadership function that is taking place. This model emphasizes on the nature of the work group and the followers of the leader. This is exactly what is taking place in Juthoor Development Services, work is done in teams and the team spirit in the company is high and visits transparent communication.Due to the fact that Juthoor is a service provider for real estate development, the key to success is the collaboration of the team. The business is based on team work. A group of people unneurotic is not necessarily a team. A team is a number of people that get together that have high level of interdependence, working(a) towards a common goal. (http//www.teal.org.uk/et/page5.html)A team has a number of advantages for an organizationMaximization of HR team members are trained, coached by other members. achiever or failure is not pointed at individuals, but rather the team as a whole.Greater outputs and results. A team is cognise to outflank a group of individuals.There is continuous improvement and development.The way a team is lead has a huge impact on the success. The leader in Juthoor is r esponsible and holds these valuesCommitment to the team members as puff up as the mission that needs to be achievedThe desire to support a team, serve and leadExperience, enthusiasm, and energy.The ability to build a team and achieve more as a teamTeam LeadershipIt is known that team work and team spirit are fundamental in enhancing the growth in an organization. The saying goes, Two heads are better than one. winning up all the responsibility and working alone will only reach you so far team work is required and is lively for desired results. Different individuals have different skills and talents, bring them together to work on a specific task or certain goal will prove that they would outperform any individual.According to Belbin (1993), there are two types of leaders Solo leader and Team leader. The major fight between the two revolves around the behaviour and participation of the two as seen belowSolo LeaderThis type of leader interferes and sticks his/her nose in everythin gThis type of leader delegates tasks and roles without interferingAttempts to mold the team members into specific standardsDevelops team members and encourages them to growCollects acolytesSeeks talent and does not fear team members with special talentsTeam LeaderTeam leadership differs from Solo leadership in the following ways (http//www.ncrel.org/sdrs/areas/issues/educatrs/leadrshp/le2diffs.htm)Responsibility is shared among the team members and is not only loaded down(p) by the leaderControl is left to the group and not just the leader.The leader views the team as a whole and not as individuals.Expression of needs are encouraged by the leaderIn todays business world with the rising complexity and the irregular nature of modern workplaces promote Team leaderships as opposed to Solo leadership. According to Belbin (1993), team leadership is not as natural as solo leadership, merely he suggests that team leadership can be learned and real.Jose Lora, the CEO of Juthoor takes the approach of Team Leader. It was his idea to start Juthoor Development Services and he understands how important an effective team is in the success of the organization. He ensures communication, reads feelings and emotions, practices wound up intelligence and takes time to understand each team member to know what his/her personal needs are and what motivates him or her. The nature of leadership in Juthoor is revolves around team leadership and transformational leadership. Jose Lora is a true e leader who inspires the work group to put their efforts towards a shared vision of the future. The leadership style in Juthoor is highly visible, and built on communication. Jose Lora doesnt lead from the front, as he gives responsibilities to the team members.Juthoor is a team-based organization, therefore, is there is any problem or issues, all heads are put together to solve the problem and make a decision. Team meetings are conducted daily between the team members to ensure proper communi cation, transparency and to tackle issues before they arise.Juthoors Leadership FrameworkThe leadership model used by Juthoor has 9 key fundamentals and they areBuilds Shared VisionTeam Building and teamworkStrategic thinking and homeworkFocuses on outcomesMaximizes Potential OpportunitiesManaging and developing staffTransformational LeadershipMotivates CoachesDelivers ResultsMany organizations develop their own leadership frameworks because there is no one size will fit all framework, although most frameworks in organizations are similar, they are not exactly the same. I believe that it is not the framework that is significant, but rather the process by which it is developed.Case Study Discussion and RecommendationsManagement needs to obtain and use their compassion and social expertise to improve their personal transformational leadership. Thus, the challenge for any modern organization, including Juthoor development services is to build and develop the emotional intelligence of the management. Suitable involvements may be required to improve and build on their competencies and that would entail education and intensive role-related training.Managers ought to be encouraged to improve and develop their skills by constant self-education and learning. Companies must offer encouraging supports for staff learning and improving management and supervisors vital emotional competencies, motivation and team building techniques required for their roles. Companies should recruit individuals that hold a vision and have a pleasant personality that is also known as charisma. There should also be suitable shifts in the companys organizational structure and to encourage flat structure and less complicated hierarchy. Changes in organizational culture are also required to reward staff for learning and self development.The changes in organizational culture and structure should encourage managers will encourage attain emotional intelligence competencies required for employee mo tivation. It is well known that, the most complex part of leading a team is motivation of work group members. In practical and theory, motivation plays a vital role in a organizations management. Motivation is an essential part of effective performance.Throughout my experience in working at Juthoor, I believe the factors Affecting Leadership Effectiveness in an organization are the followingThe leaders personal characteristics including personality, skills, and outlook.The leaders experience with dealing with teams and work groupsThe features of the team, their attitude and expectations.The relationship between the leader and the work groupThe type of companyThe organization culture structureThe type of tasks that need to be accomplishedThe external business environmentMy Leadership Development syllabusThis part of the report is central around my leadership style and my leadership development needs. This section addresses a number of questions the likes of, Do I have the right com bination of skills to lead an organization?, What skills need to be developed to lead effectively? How can I develop and establish myself? How can I influence others?Throughout my career, I have spent a lot of time observing myself and the nature of leadership in the organizations I worked for. At the beginning of my journey, the main challenge for me was trying to understand the remnant between managers and leaders. Once that was figured out, I shifted my entire focus to understanding, observing, and learning from the leaders I worked for. One of my professional goals is to become a leader one day, and to be able to influence and motivate a team to achieve and succeed. Therefore, I spent an incredible amount of time studying and observing the leaders in my life.I have studied the leadership theories including characteristics, styles, and modern leadership theories of transformational leadership, etc. and based on the findings of the literature review conducted in the second sectio n of this report, I assessed my leadership skills and checked my ability to execute and implement effective leadership in my job and bring in to the leadership functions of the organization. Out of all the different types of leadership styles, can say that I take the approach of situational leadership style. I dont view a leadership position as an authority position, I view it as the ability to touch other peoples lives and help them grow. I actually feel that I best relate to situational leadership style because I am extremely flexible when situations arise and occur. Situational leadership is the approach of changing your style to best suit the circumstances. However, earlier I used to not be an expert at this because I always resisted change and felt like I lost focus when things didnt happen the way I expected them to. But as I changed jobs and got more experience, I understood that change is required and I must learn how to handle and adapt to situations instead of getting ang ry over things not working out the way I wanted them to.There are a number of ways I have practiced my leadership in my job, for example, when I am heading a group I make sure to emphasize the importance of working together. Although I am the leader of the group, I do not show it to other. I work just as hard as they work and try to give as much constructive feedback as I can. My approach is all centered on listening to the team members, understanding their point of view, asking them what their recommendations are and I try to encourage participation. I would say that I am always very fun to be around. When a task needs to be accomplished, I dont give out orders, I give each member the cream about what part they want to handle. Once we complete a task or reach a specific goal, I usually show my appreciation for their work through celebrating together, either inviting them for lunch or dinner.I have assessed my skills and used a number of tools and techniques to evaluate my