Leadership and integrity is one of the most significant traits for achieving the success of business. In this very specific part, I have given a self-reflection based on my leadership skill and competency. While evaluating the study I have critically analyzed both positive and negative qualities as a leader by using some of the most significant diagnostic tools. Based on three primary diagnostic tools such as situational leadership questionnaires, emotional intelligence questionnaires and Quinn management questions I have evaluated my skills and competency level as a leader. With the help of these diagnostic tools I have evaluated myself whether I am capable to handle the post of leader or not.
Situational leadership questionnaires are all about the presentation of different situations that a leader has to face at the workplace. In this specific part, I have scored well by proving the fact that I can handle different business situations with skills and competency. I as a business leader am comfortable in interacting with any people belonging to various geographical backgrounds and attitudes. Due to my over extrovert nature the employees working under me can easily communicate and interact while facing difficulties. Therefore, I can handle any sudden and unexpected crisis by making collective communication with the employees. My emotional intelligence skill is also high. I have observed that due to my effective emotional skill and competency level employees can maintain a good rapport with me.
My emotional skill and competency level has enabled the employees in sharing the problems facing at the workplace. If any employee faces any kind of health issue at the workplace they can easily interact with me and share their problem (Goetsch & Davis, 2014). On the other hand, people belonging to other cultural backgrounds faces linguistic barrier. In this situation, I never show my biased attitude towards that individual employee. In addition, I intend to show my emotional approach with the help of which people having linguistic barrier does not reflect on the performance of that individual employee.
Quinn management questionnaires primarily ensure specific competency and skill of an individual. In order to judge my leadership skill and competency I have used this diagnostic assessment tool. I have identified the fact that my Quinn management capability is little bit average which needs to be improved in order to become an efficient leader. I have observed that as a business leader I do not have effective decision making skill with the help of which I take immense time in handling urgent work pressure. I have also identified that I do not have in-depth knowledge and understanding on business innovations and creativity. As a result, at the time of conducting training and development session I fail to provide innovative ideas. As a business leader it is a matter of discredit that I cannot render innovative ideas within my team project. In this kind of situation, I am unable to gain competitive advantages.
In this specific part, I am going to highlight two major scenarios from where my leadership skill and capability can be critically evaluated. In last month, I had to tackle a serious business crisis due to sudden technological glitch. In this kind of situation, I have decided to communicate with the stakeholders first. By arranging a business meeting I have described the entire scenario. I have explained on how customers are facing challenges due to this sudden technological barrier. I have also realized that customers are from different geographical backgrounds and attitudes. Therefore, I need to maintain proper communication with them; otherwise I will lose their trust. After communicating with the employees I have arranged a press conference and multiplied the messages that our organization has faced sudden technological glitch. In this kind of situation, customers have understood our problem and showed their sympathy towards by assuring that they will show their cooperation towards us. In this way I have tackled the business environment with the help of which I could realize that my situational leadership skill is good.
The second scenario is all about my emotional intelligence skill. Our human resource manager has referred one employee in my team who is from racial background (Reem, Kitsantas & Maddox, 2014). Naturally, that person has to face immense cultural and psychological and linguistic barrier at the workplace. Being unable to interact with us the person had to face innumerable difficulties in resolving any kind of workplace issues. However, I have personally felt that this individual needs a sympathetic treatment on behalf of us. With the help of this sympathetic treatment the person can maintain their motivational spirit in performing well towards the services. However, in quest of motivating that person I have proposed our human resource manager to provide a training and development session to this person. As a result, this person has improved communication skill within three months. Automatically, I did not have to face challenges in interacting with this person regarding any kind of business deal.
The last scenario is all about Quinn management competency. In last year our organization has launched new product in the market (Hanapi & Nordin, 2014). In order to introduce the brand I had to place the product in various media platform with the help of which people belonging to other geographical backgrounds and attitude can get in-depth knowledge and information. The product could have been designed in an innovative way based on which customers intended to show their interest in purchasing our products by leaving other options. Due to the lack of creativity and competency I could not design promotional campaign in an effective way. However, I have also observed that I do not have multi-lingual communication skill. With the help of multilingual communication I could have interacted with those persons who have language barrier. Due to communication barrier I have faced immense difficulties in getting good performances from those employees. However, finally, it is observed that I have failed to meet customers’ expectation and reliability due to the lack of creativity skill.
After evaluating the entire business scenario, two major areas have been highlighted that needs to be improved. Bolden (2016) stated that lack of confidence and lack of proper decision making skills are the two major areas that I need to improve for becoming a skilful and competent leader.
In this very specific part, an effective literature review is conducted for critically evaluating the opinion of numerous eminent scholars.
As per the opinion of Wagner (2016), an organization is unable to run their entire business process effectively without having an efficient leader. The role and responsibility of an eminent leader is to direct the employees in achieving business goals and objectives. In order to deal with the employees in an effective manner organization appoints a business leader. They can keep a constant data record on the overall performances. Frich et al. (2015) stated that after being appointed within the business services leaders intend to follow different style of leadership style among which participative, autocratic and situational is the most prominent.
In participative form of leadership style, both the leaders and employees can make collective decision. With the help of an effective leadership style and quality employees can get the opportunity of sharing their views and thoughts with each other. Mosadeghrad (2014) opined that employees have every opportunity of sharing their views and opinion regarding their success of business. On the other hand, leaders give immense priority and respect on the decisions taken by those employees. Naturally, employees can maintain effective courageous attitudes in performing well towards the services. On the other hand, it has also been observed that participative form of leadership style is possessed with negative impacts as well. As opined by West et al., (2014), employees intend to misuse the form of participative leadership style as they get liberty in sharing their own decision. Twale and Kochan (2014) stated that autocratic form of leadership style is little bit strict with the help of which employees do not much exposure in performing well towards the services. In this form of leadership style leaders tend to impose their own decision on the employees. As a result, the customers have to face immense challenges in getting proper services. Basu (2014) stated that employees show their reluctant attitude in performing well to the services. Customers have to suffer due to this kind of circumstances.
Gurdjian, Halbeisen and Lane (2014) stated that situational form of leadership style enables the employees in transforming their leadership capability from one particular leadership form to another. Depending on the business environment, the leaders intend to form their leadership style. Trastek et al., (2014) stated that if the leaders have to take any kind of urgent decision on meeting strategic business goal, they can follow autocratic style of leadership in order to prioritize on their own decision. On the other hand, in case of taking any kind of collective decision making process the business leaders intend to follow autocratic form of leadership style. However, business leaders have every right to transform their leadership style based on the situated rose at the workplace.
In order to handle organizational pressure the role of a business leader is undeniable. The most significant quality that the leader should have includes self-confidence and self-attitude. Leader should have the self-confidence of leading the entire team. Lin et al., (2015) opined that employees are from different geographical and diverse cultural backgrounds and attitudes. In this kind of business environment, leaders need to have self-confidence along with attitude. Otherwise, employees would like to show their reluctant attitude in performing well towards the services. On the other hand, leaders need to have proper communication skill. Daly et al., (2014) opined that the strategies and techniques to be implementing at the workplace should be properly communicated to the employees. Hassan and Hatmaker (2014) stated that employees in order to provide effective services should have in-depth knowledge about organizational goals and strategy. In this kind of situation, an effective business communication is very much appropriate in order to motivate the employees towards success.
In order to control the overall process of business technological skill and competency is equally important. Ferland et al., (2014) opined that with the help of proper technological skill leaders can gather detailed database about the employee performances. As a result, technological skill can maintain business coherence. However, it has also been identified that leaders should have to quality of emotional intelligence skill and competency. With the help of an effective emotional intelligence skill leaders should deal with the problems faced by the employees at the workplace. Yun et al., (2014) opined that proper emotional intelligence skill is very much effective with the help of which employees can get sympathetic outlook from the leaders. As a result, they can get motivation in providing their best endeavour towards the services. Proper motivational spirits can render the success of business as well.
Among most of the significant leadership theories and models the importance of motivational theory and trait theory is the most prominent. In this very specific study, motivational theory and its various aspects have been critically evaluated. With the help of an effective motivational theories and practices the employees can gain their enthusiastic attitude in performing well. Owen (2017) stated that Maslow’s hierarchy need theory is constituted with five major stages including self-actualization, esteem needs, social needs, safety needs and physiological needs. Physiological needs are the tangible desires that an employee needs in order to survive on the workplace. Okçu (2014) opined that Tangible needs include proper remuneration that actually motivates the employees towards services. In order to work properly the business experts need to have security in terms of safety. Therefore, the business leaders need to follow health and safety act at the workplace. Yang (2014) stated that social needs imply that employees should have proper workplace flexibility at the workplace.
Song and Lee (2016) stated that leaders need to communicate with the business employees so that employees can share their views and thoughts to render organizational success. The leaders need to be concerned in maintaining self-esteem of the employees. While providing service at the workplace, employees need to be treated with proper respect and dignity. Otherwise, they would like to show their reluctant attitude in providing effective services. Fallatah and Laschinger (2016) opined that self-actualization is the phase where the business leaders have to make the employees realize about actual environment of workplace. As a result, the employees can perform well towards services based on the actual business situation.
In the overall literature review it is observed that after being appointed within the business services leaders intend to follow different style of leadership style among which participative, autocratic and situational is the most prominent. Employees intend to misuse the form of participative leadership style as they get liberty in sharing their own decision. On the other hand, autocratic form of leadership style is little bit strict with the help of which employees do not much exposure in performing well towards the services. Depending on the business environment, the leaders intend to form their leadership style. On the other hand, in case of taking any kind of collective decision making process the business leaders intend to follow autocratic form of leadership style.
However, the study has not critically evaluated the impact of effective leadership style on the overall performances of the employees. In addition, the study could have focused to make critical evaluation about leadership theory and practices. The entire literature review is presented in a descriptive manner. More arguments by involving the opinion of eminent scholars could have been presented in this very specific study to render more clarity on the identified issue.
Conclusion and action plan:
I have identified my drawback as a business leader based on which I have made an action plan.
|
Activities |
Implementation Plan |
Duration |
Time |
|
Activity 1 |
I would receive training for enhancing my managerial skill along with decision making skill. As a result, my self-confidence will be automatically increased. |
15st December to 25th December |
1.00 PM 2.30 PM |
|
Activity 2 |
I will conduct a course on business innovation and creative design |
16st January to 30st January |
1.00 PM 2.30 PM |
|
Activity 3 |
I will receive a training of communication skill for rendering multilingual flexibility |
10st February to 25st February |
1.00 PM 2.30 PM |
|
Activity 4 |
After enhancing managerial skill and decision making skill my self-attitude will be automatically increased. |
12st March to 20th March |
1.00 PM 2.30 PM |
|
Activity 5 |
I will receiving a career progression plan for enhancing my qualities as a business leader |
23st April to 30h April |
1.00 PM 2.30 PM |
|
Activity 6 |
I will implement my knowledge and skill in the practical field to evaluate my performance |
1st May to 30th May |
1.00 PM 2.30 PM |
Based on the overall business evaluation it can be concluded that Situational leadership questionnaires are all about the presentation of different situations that a leader has to face at the workplace. I have critically analyzed both positive and negative qualities as a leader by using some of the most significant diagnostic tools. I have observed that due to my effective emotional skill and competency level employees can maintain a good rapport with me. Quinn management questionnaires primarily ensure specific competency and skill of an individual. In order to judge my leadership skill and competency I have used this diagnostic assessment tool. As a business leader it is a matter of discredit that I cannot render innovative ideas within my team project. In this kind of situation, I am unable to gain competitive advantages. After communicating with the employees I have arranged a press conference and multiplied the messages that our organization has faced sudden technological glitch.
The study has summarized that role and responsibility of an eminent leader is to direct the employees in achieving business goals and objectives. In order to deal with the employees in an effective manner organization appoints a business leader. On the other hand, it has also been observed that participative form of leadership style is possessed with negative impacts as well. Employees intend to misuse the form of participative leadership style as they get liberty in sharing their own decision. On the other hand, leaders need to have proper communication skill. The strategies and techniques to be implementing at the workplace should be properly communicated to the employees. Employees in order to provide effective services should have in-depth knowledge about organizational goals and strategy. After identified some of the major drawbacks I have critically made an action plan as well based on which I have focused on the areas of my improvement.
References
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Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.
Daly, J., Jackson, D., Mannix, J., Davidson, P. M., & Hutchinson, M. (2014). The importance of clinical leadership in the hospital setting. Journal of Healthcare Leadership, 6, 75-83.
Fallatah, F., & Laschinger, H. K. (2016). The influence of authentic leadership and supportive professional practice environments on new graduate nurses’ job satisfaction. Journal of Research in Nursing, 21(2), 125-136.
Ferland, A., Chu, Y. L., Gleddie, D., Storey, K., & Veugelers, P. (2014). Leadership skills are associated with health behaviours among Canadian children. Health promotion international, 30(1), 106-113.
Frich, J. C., Brewster, A. L., Cherlin, E. J., & Bradley, E. H. (2015). Leadership development programs for physicians: a systematic review. Journal of general internal medicine, 30(5), 656-674.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Gurdjian, P., Halbeisen, T., & Lane, K. (2014). Why leadership-development programs fail. McKinsey Quarterly, 1(1), 121-126.
Hanapi, Z., & Nordin, M. S. (2014). Unemployment among Malaysia graduates: Graduates’ attributes, lecturers’ competency and quality of education. Procedia-Social and Behavioral Sciences, 112, 1056-1063.
Hassan, S., & Hatmaker, D. M. (2014). Leadership and performance of public employees: Effects of the quality and characteristics of manager-employee relationships. Journal of Public Administration Research and Theory, 25(4), 1127-1155.
Lin, P. Y., MacLennan, S., Hunt, N., & Cox, T. (2015). The influences of nursing transformational leadership style on the quality of nurses’ working lives in Taiwan: a cross-sectional quantitative study. BMC nursing, 14(1), 33.
Mosadeghrad, A. M. (2014). Factors influencing healthcare service quality. International journal of health policy and management, 3(2), 77.
Okçu, V. (2014). Relation between Secondary School Administrators’ Transformational and Transactional Leadership Style and Skills to Diversity Management in the School. Educational Sciences: Theory and Practice, 14(6), 2162-2174.
Owen, J. (2017). The Leadership Skills Handbook: 90 Essential Skills You Need to be a Leader. Kogan Page Publishers.
Reem, A. D., Kitsantas, P., & Maddox, P. J. (2014). The impact of residency programs on new nurse graduates’ clinical decision-making and leadership skills: A systematic review. Nurse Education Today, 34(6), 1024-1028.
Song, H. J., & Lee, S. M. (2016). The effects of hospital nurses’ self-esteem and communication skill on self-leadership and the quality of nursing service. Journal of Korean Academy of Nursing Administration, 22(3), 220-229.
Trastek, V. F., Hamilton, N. W., & Niles, E. E. (2014, March). Leadership models in health care—a case for servant leadership. In Mayo Clinic Proceedings (Vol. 89, No. 3, pp. 374-381). Elsevier.
Twale, D. J., & Kochan, F. K. (2014). Assessment of an alternative cohort model for part-time students in an educational leadership program. Journal of School Leadership, 10(2), 188-196.
Wagner, W. E. (2016). Leadership for a better world: Understanding the social change model of leadership development. John Wiley & Sons.
West, M., Lyubovnikova, J., Eckert, R., & Denis, J. L. (2014). Collective leadership for cultures of high quality health care. Journal of Organizational Effectiveness: People and Performance, 1(3), 240-260.
Yang, Y. (2014). Principals’ transformational leadership in school improvement. International Journal of Educational Management, 28(3), 279-288.
Yun, Y. H., Sim, J. A., Jung, J. Y., Noh, D. Y., Lee, E. S., Kim, Y. W., … & Cho, K. H. (2014). The association of self?leadership, health behaviors, and posttraumatic growth with health?related quality of life in patients with cancer. Psycho?Oncology, 23(12), 1423-1430.
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