Most Effective Management Style for a Modern Workplace

Most Effective globeagement Style for a Modern WorkplaceExecutive SummaryThis leadhip propose is a study of powerful lead in innovative business arrangements.This project begins with an introduction on leadinghip, a review of attracters theories through protrude the record and distinguishes amidst the focus of sooner literature on draws which is central around attracter characteristics geniuss and the y give awayhful loss lead theories of leaders development, transfigureational leadership, charismatic leadership, and visionary leadership.The side by side(p) section is on the polar leadership models and frame take ons being applied and used in modern organizations. These models identify the responsibilities required of state holding leadership positions.The by-line section introduces Juthoor Development Services and discusses the figure of leadership strategies and nuzzlees that ar used and applied in the company. The focus of leadership then is shifted to that of sort leadership overdue to the practices in Juthoor Development Services.The section on Personal leading describes and evaluates my own leadership style and the leadership skills that need to be true and enhanced. This section includes ad hominem reflections and an extensive action plan on someone leadership.The project concludes with an overview on what was discussed and recommendations for purify leadership which runs in better performance.IntroductionA leader is an individual that possesses a mixture of skills and styles that makes a police squad want to follow the leaders targetion hence leadership is the ability to motivate and influence a group to achieve a specific target and goal. attractionship is altogether to the highest degree creating a vision and comprises the power to convert the vision into reality. Different styles of leadership, different kinds of leaders lead to different results in an organization. In the business world, leadership is gene rally related to performance. Effective leaders are those who have the ability to add measure to their company by increasing its bottom lines. It is widely known that organizations all around the world lose because managers are non adequately skilled and knowledge able-bodied. The briny reason behind this issue is that managers are not aware of how authorised their place is in an organization. They are unaware of the necessity of leadership issues that should enter into all their finding-making activities.Literature ReviewStrategic leadership is fundamental for accomplishing and sustaining competitive advantage in this century (Ireland and Hitt, 1999). Effective leaders have been repetitively distinguished for their eventful role they play in identifying opportunities and making the right decisions that overall affect an organizations procedures and bottom line (Finkelstein et. Al, 1996). The effective and efficient skill leaders practice adds cheering business value to the o rganization.Review of academic search and studies on leadership expose a changing series of schools of thought starting from the Great Man theory to Transformational Leadership theory. Earlier, majority of leadership literature and study was mainly centered on leaders characteristics and leadership styles. According to (Yukl, 1998), great attention of earlier leadership studies were centered on the performance of lower-level steering and how they should perform as they offer supervision, support and inferential feedback to their team up However, this modern century and modern research shows a new interest and fresh new perspective on leadership. Nowadays, research, studies and theories are focusing on leadership as a whole, followers and the relation nature of leadership in an organization. The rapid change in the business environment has made people think about leadership on different levels. Leithwood et al. (1999) believe that instead of looking only at the quality and char acteristics of a leader, our focus inevitably to be shifted to the leadership gainsays in organizations and companies. They viewed leadership in confines of their nature and the challenges faced which allow result in developing leadership as a whole instead of just a single leader.The result and materialization that has come out from the new interest of studying leadership mainly 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. Visionary leadership refers to the act of creating a practical, sensible, and solid vision of the future for a company (Nanus, 1992), Charismatic leadership involves creating a personality that is so influential that people are naturally drawn to the leader, and transformational leadership is a leadership style that forms positive transformation in followers. Transformational leadership is the style being promoted in modern organizations. anile models view leadership as a process that that entails motivating others takes place indoors a team and entails goal achievement (Northouse, 2001). Modern leadership focuses on leadership development and development of social capital. Other modern studies have emphasized on the consanguinity amongst leaders and their followers, some authors stress the grandeur of studying follower ship because leaders are followers and followers are leaders. The devil entities are interconnected and are equally essential for the supremacy of the organization.Leadership Is Not a fly ActThe picture of a heroic person who leaps in to save the day is what is engraved into our minds. But all gathered facts from studies imply that the changeless success of a company is a collective and group effort rather than a single effort. Kouzes and Posner (2002) confirm that afterwar d studying numerous cases on effective leadership, they did not find any example of astonishing accomplishment that happened without the dynamic articulationicipation and support of many individuals. What is silent from this is that Leadership is a team endeavor. Without team utilisation and the support of people a single person jakesnot get astonishing intimacys done in a company.Dispersed LeadershipA theory that is currently gaining interest and getting plenty of attention is the dispersed leadership. This type 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 officially elected leader. The importance therefore transfers from developing leaders to developing leaderful companies with a communal accountability for leadership.The significances of group of people relationships in the leadership agreement, the requirement of a leader to be recognized and accepted by his/h er 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 less official approach to leadership where the leaders responsibility is separated from the organizational hierarchy. It is suggested that people at all levels in the organization and in all jobs can apply leadership influence over their peers and consequently influencing the whole leadership of the organization.Heifetz (1994) differentiates betwixt the practice of leadership and the practice of power hence separating leadership from formal organizational power roles. Raelin (2003) discusses of developing leaderful organizations through simultaneous and combined effort. The first thing to do is make a clear distinction in the midst of 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 only be def ined on the base of his/her association with others in the team who are acting as followers. Along these lines, it is middling probable to visualize 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 attention to the leaders personal character or qualities).Dispersed leadership demonstrates on notions such as organizational grow 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 recognition 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 core of leadership developments involves the combined efficiency of individuals to set goals and successfully carry out leadership functions and roles to build a strong team that wagers commitments and attains organizational goals. The accomplishment of goals and leadership activities should come with and without official authority.Saxenian (2006) has brand 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. According 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).Transformational Leadership in modern organizationsWhen companies adopted themselves to the constant evolutionary change, transactional forethought was in good turn of managing those changes. However, with the circumstances an d situations of present organizations performance need under fetching some essential, transformational changes. And managing these changes needs new traits one of these traits is applying transformational leadership in organizations.The book Leadership written by James MacGregor Burns 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 distinctly affirms what is needed today is not the old traditional style of Transactional leadership, but the new style of Transformational 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 o f these characteristics are listed belowAgents of Change Transformational leaders raise flat structures and flexible workplaces. They are able to get the organization to adapt quickly to change.Courage Transformational leaders face reality and do not cultism risk.Confidence in the followers Transformational leaders have credence in their team members. They give them a boost and push when required and try their best to empower them.Life-long Learning Transformational leaders believe in life-long teaching method and attempt to extract lessons from puzzles.Vision Capabilities Transformational leaders see the big picture. Their visionary abilities are excellent.Live by their Values Transformation leaders have set they live by.Passion and Enthusiasm They pump their followers with their enthusiasm to get them going.Ability to face the unknown Transformational leaders do not life with fear and are ready to face the worst situations knowing that they can handle anything that comes the ir way.According to bass part (1998), the transformational leader motivates followers to do more than formerly expected. Bass reveals that a leader is able to transform his/her followers byEmphasizing on the significant of goal and job, by creating awarenessEncouraging 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 BehaviorsSpeak about their valuesEmphasize the significance of having a sense of purposeTake into consideration the consequences of decisions madeSupport new opportunitiesDiscuss the issue of trust amongst each otherInspirational MotivationHave an optimistic 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 StimulationExamination of critical issuesSearch for differing views when attempting to settle issuesEncourage individuals to look at things from different perspectives project new methods of how to complete tasksIndividualized ConsiderationMake clock for mentoring and teachingHelp others to build on their strengthsSpend duration listening to others personal needsEncourage personal developmentIdealized AttributesLets others know that it is a pride being connected with them andWork to build others respectShow power and powerAssure everyone that barriers volition be overcomeIn 2007, Hooper and Potter broaden the concept of transformational leadership and identified 7 types of competences of transformational leaders, these competences areBuilding directionorganism a Role ModelCommunicationArrangements and GroupingGet the best in his/her peopleLeader as a change representativeSuggesting decision in a crucial situationNature of Leade rship in Modern OrganizationsContemporary organizations take up a range of HR management and leadership activities to boost staff contentment and satisfaction. Efforts are centered on enhancing and raising the quality, expertise and capabilities of the employees. In addition, providing intensive training and development activities helps in modify the quality. Recent studies have given a stool of attention to worked up intelligence, especially transformational leadership. Emotional intelligence has become a major part of leadership in modern organizations. Emotional intelligence is a leaders capability to ones ability to be zippy of ones personal feelings, be alert of employees feelings, to distinguish between them and to use the information to direct the 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 ) emotional intelligence is twice as important as technical skills and IQ for jobs at all levels. Motivation is excessively an important element in leadership in modern organizations. The abilities of any employee will be limited if they are not encouraged and motivated to execute their jobs. According to Bass (1998), compensation, appraisals, incentives and job security measure can motive employees to achieve their assigned goals and execute their jobs effectively. As a leader, part of the job involves understanding employees and learning motivational strategies to enhance performance. The main challenge is that every employee is different, therefore, what may work for one employee wont work for the other.Communication has also been a major part of leadership. Up-ward and down-ward communication are equally important and need to be transparent and effective. A Leaders responsibility is to ensure such communication takes place and should eliminate all obstacles in the way of embod ied communication. aggroup leadership is the most rapidly growing area of current research. Modern leaders in organizations do not think 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 focused. 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 meet ing three areas of need within the work group.The three parts of Adairs model are generally represented by 3 coincide 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 task 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 issuesAppreciate and honour individualsgive positions 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 happening in the work group and its processes. Be ing 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 operate are an organization comprising a team of real estate development professionals who provide 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 CEO of the company and leader, heads the entire 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 ways 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 behavioursAsking questions instead of giving answers (For example, asking an employee 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 improve their efforts to achieve and excel in their part of the job.Giving followers the opportunity to lead (For e xample, 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 ensures transparent communication.Due to the fact that Juthoor is a service provider for real estate development, the key to success is the quisl ingism of the team. The business is based on team work. A group of people together is not necessarily a team. A team is a chassis of people that get together that have high level of interdependence, working towards a common goal. (http//www.teal.org.uk/et/page5.html)A team has a occur of advantages for an organization maximation of HR team members are trained, coached by other members. Success or failure is not pointed at individuals, but rather the team as a whole.Greater outputs and results. A team is known to outperform 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 responsible and holds these valuesCommitment to the team members as well 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 funda mental in enhancing the growth in an organization. The saying goes, Two heads are better than one. Taking up all the responsibility and working alone will only reach you so far team work is required and is life-sustaining 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 difference 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 everythingThis type of leader delegates tasks and roles without busyAttempts 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 burdened 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, however he suggests that team leadership can be learned and developed.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 emotional intelligence and takes time to understand each team member to know wha t 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 create 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 communication, transparency and to tackle issues before they arise.Juthoors Leadership modelingThe leadership model used by Juthoor has 9 key fundamentals and they areBuilds Shared VisionTeam Building and teamworkStrategic thinking and trainingFocuses on outcomesMaximizes Potential OpportunitiesManaging and developi ng staffTransformational LeadershipMotivates CoachesDelivers ResultsMany organizations develop their own leadership frameworks because there is no one size will lead 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 genteelness 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 motivation. 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 beli eve 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 PlanThis part of the report is central around my leadership style and my leadership development needs. This section addresses a number of questions like, Do I have the right combination 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 j ourney, the main challenge for me was trying to understand the difference between managers and leaders. at one time 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 section of this report, I assessed my leadership skills and checked my ability to execute and implement effective leadership in my job and contribute 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 angry 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 har d 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 choice 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