Discuss About The Gendered Narcissism Leaders Identity Work.

The Symbiotic Relationship in Leadership Development

Discuss About The Gendered Narcissism Leaders Identity Work.

The leadership development is concerned with the nurturing, encouraging, incubating and the mentoring prospective leaders. In several companies the departments of Human resource and senior management is responsible for the identification of potential leaders with the fast trackers with are capable of ensuring that they are motivated and encouraged for giving them their best. This method of mentoring and the style of coaching of leaders for the future is brought about by a level of organisational commitment to their development which includes sending them to specific training programmes. It is to be remembered that the leadership development is not only about the organisational requirements but also for grooming of prospective leaders which is also related to the candidates which show a certain level of inclination along with a level of aptitude to be groomed as leaders.

Leadership development is a two way procedure which is symbiotic with both the company as well as the individual which results in mutual success. Only at the time when both the sides involved are interested in assisting each other, there can be a true organisational development. It is possible for senior leaders to help potential leaders to do better and get tips or insights into the way the business world operations take place. It is really helpful as several leaders may have the necessary traits but lack the insight or experience (Mendez, & Busenbark, 2015).

Human centred leadership comprises of putting people first. The second aspect of human centred leadership is considered from the first point and this involves the integration of the moral and technical dimensions of leadership (Boy, 2017). The technical matters are important as a certain amount of commercial acumen, strategic insight and global outlook needs to be maintained and there needs to be a deep insight among all the key competencies. The moral matters are worthy of mattering more. The proper decision making also helps in their life. Leaders are bound to face a range of strategic, operational, political and cultural decisions. There is a possibility of the perspectives which are based on the assumptions about the purpose of the business. In any sort of consideration, the most important stakeholders are the people. People need to be considered before any other situation or before any sort of profits. In this connection it can be said that the property of leadership is basically a moral undertaking as it involves the people along with their hopes, dreams and aspirations. The start and end of being a human centred is putting people first.

Human-Centered Design in Organizations

Human centred design is regarding the understanding which people have on their own terms. It is a practice of putting people first and allowing them to be involved in every step of the organisational procedure. The concept of human centred design facilitates organisations in the cultivation of empathy and properly understanding their customers. The people are also capable of understanding the people better and are concerned with the understanding of the people’s needs and tailor made solutions for the same (Boy, 2012).

Human centred design technique assist the emphasis the importance of properly understanding the stakeholders, than their perspectives and the job needs to be done before getting into the solution mode. The emphasis on the design is responsible for highlighting the importance of thinking and the things which need to be done. There is the need to be considerate towards the needs of the people in the different aspects. Human centred approach is necessary at all stages of leadership to ensure that the work can be done properly and success can be achieved (Parkay, Anctil & Hass, 2014).

“Making a positive impact” on the social issues needs a very innovative method of humans at the crux of the design procedure of the programs. Leadership and innovation is about building a particular technology which has not been experienced earlier. Therefore it comprises of a process or a service or a tool and transforming the method it is used to something innovative and creatively quite often we look at issues from the similar lens from which they were shaped in the first people (Boy & Narkevicius, 2014).

The design of thinking is related to the creative tackling of real world problems is inspired by what seems a “first simple approach of dealing with human problems around three stages. In case the solution is feasible the solution can be implemented and the resultant solution is desirable by experiencing the problem. In such an understanding the people who are experiencing issues can use observation as their key tool”. The difficulty of the implementation design begins with the first step of any method which is actually the concept of observation. The individuals using the particular approach are forced “to come up with a solution quickly and prior to the experience” of the isolation and its experience (Ahn, Adamson & Dornbusch, 2004).

The human centred design is an emergent ideology which is responsible for placing the community stakeholders at the core of their service. It is basically at the intersection of empathy and creativity. This is aimed at creating products and services for improvement of the lives of the people as a whole. This particular design aims at the “investigation of social problems, the analysis of knowledge, engagement of users and also the prototyping of the iteration of solutions”. It is desirable that the human centred approach becomes the norm in the organisations in order to ensure that the people are given their due importance.

Rational Thought Theory and Behavioral Economics

It is seen that people always take optimal decisions which provide them with the greatest amount of benefit and satisfaction. In this connection the concept of rational thought theory is supposed to state that the humans are presented several options that maximizes their individual satisfaction. Given certain preferences and constraints, individuals are capable of making rational decisions which is brought about by the effective weighing of costs and benefits of all options which are available to them. The end decision made will be the ideal choice for a particular person. People who are rational by nature possess self control and is unyielding by emotions and external factors. Therefore the person knows what is best for himself or herself. However, the concept of “behavioural economics explains that humans are not really rational and are therefore incapable of making proper decision”s.

The concept of behavioural economics draws on the concept of philosophy and economics to understand why people take irrational decisions and why or how the behaviour of them follows the predications of the economic models. As humans are emotional and easily distracted beings, it is common for them to make decisions that are not really in their self interests. Therefore it is desirable that a rational and positive outlook is maintained at the time of dealing with people. In case the actual situation of people are attempted to be understood then it is possible to proceed properly under all circumstances. In the real world there are a vast number of behavioural realizations and the amount of contribution is necessary in making people interested towards their responsibilities as well as job decisions.

A cognitive bias is basically a systematic error in the thought process which affects the decisions and judgements which are commonly made by individuals. Some of these biases are connected to the memory. The way in which an event is remembered might be biased for several reasons which can lead to a biased thought process and can also lead to biased thinking and decision making. There might often be problems which are related to the idea of attention.  Attention being a limited resource, it is necessary for the people to be selective regarding the things which they pay attention to and to those they do not. Therefore the managers and leaders need to be put forward plans and negotiations which are capable enough of holding the interest of the people who work for them (Levine, Thompson & Messick, 2013).

Cognitive Biases and Decision-Making Processes

Despite the role of cognitive biases in the “well known tragedies and disasters, cognitive biases might routinely enter into the day to day tensions of making the situations more and more crucial in the everyday scenarios”. The cognitive biases namely projection, or judgements can influence the personal decisions (Laud, Arevalo, & Johnson, 2016). There are different types of cognitive biases which need to be dealt with and understood based on the situations in which they are placed. There are basically three types of cognitive biases which suggest that the individual differences in the perspective can provide a theoretical framework for the categorization of biases and can help account for the decision making outcomes (Plambeck, 2012).

Simplification biases are motivated by the ability of comprehension, reflection of the information procedures and are also related to the cognitive abilities and cognition styles. The “verification biases are motivated by the desires to achieve consistency reflect on the self perception procedures and are also related to the core self evaluation along with the locus of control (Pullen & Rhodes, 2008). Verification biases are motivated by the desire to achieve a level of consistency, reflect on the self perception procedures and are also related to the core self-evaluation”. Regulation biases are also motivated by the desire to approach the pleasure and avoid pain, reflect on the decision making procedures and are also related to the approach of the people as well as the avoidance temperament (Loewenstein et al., 2012).

The application of cognitive bias is helpful in understanding the bias as well as managing the impact. There need to be people who can think in a similar way and there needs to be a level of trust which can be built in the people and they need not change or innovate. Therefore the people need to work such that they work towards a common goal. It often happens that if cognitive biases are not implemented properly they might cause people to face issues in the workplace. Thus it is to be ensured that the leaders need to help in the proper running of an organisation in order to endure that they work towards a common goal (Marshall, 2010).

There is the development of cognitive bias the unconscious drivers that impact the judgement and decision-making of individuals. These are very much pervasive in life as well as in case of organisations and are a big deal for the leaders. In case of life and organisations the biases are sometimes extremely helpful and adaptive and sometimes can be unhelpful that keep people from considering a vast range of options which help them in fresh information. It often happens that people fall prey to several types of biases and therefore much thought is not given to these (Alvesson & Willmott, 2002).

The traits of agentic leadership include the characteristics of dedication, charisma, intelligence, determination, aggression and competitive. The workers might work till late in order to finish a particular project. Such leadership also involves an intelligent approach in order to display extraordinary talent and competence in every project. The determination of the leaders is another crucial aspect where it is ensured that people cannot give up on a project when complications arise. There is also an aggressive attitude where people fight to get the necessary work done for the necessary resources. Competitiveness emphasizes that the team requires to be the number one (Do, & Minbashian, 2014).

Narcissism involves immense self-aggrandizement, an immensely ostentatious view of a person’s talents and achievements and also a preoccupation with the fantasies of power. This also results in an extreme amount of selfishness and a shallowness of emotion where the individual maintains a proper distain towards the concept of criticism, the unwillingness to compromise and is also over-reliant in the requirement of praise (Günzel-Jensen, Jain & Kjeldsen, 2016). The indicators of narcissism are often confused with those of self-esteem. Despite the fact that people in high self-esteem value individual achievement there is also a value towards their relationship skills. This style of leadership is not effective (Piff, 2014).

Narcissist is a personality condition which is responsible for denoting a long term pattern of abnormal behaviour. This is also characterised by feelings or considerations of self importance, excessive need for admiration and the lack of understanding of feelings of others. People often get affected and there is a lot of time which is spend in the processes and the achievement of power or success. All the consequences of such an application needs to be understood and therefore it might be possible that the leader can properly implement the nature and the patterns of behaviour (Freud, 2014).

Hubris denotes the level of over confident pride which is combined with the concept of arrogance. There a lack of humility in this particular condition. Therefore it often happens that the hubris of a person is related to his or her arrogance. Hubris is seen to be a natural or unexpected extension of the confidence and ambition which is required regarding any person who is seeking power. According to many researchers the concept of hubris is felt to be an unfortunate side of leaders as it is believed that a certain level of hubris is a great price to pay for such a level of leadership (Plambeck, 2012).

People need to be treated as the greatest assets of a particular firm and not their greatest liability. There needs to be a proper understanding that the people are the most important and above every other thing. It is desirable to put people before the profits which are the ultimate explanation of human centred leadership. At times when people are put first some matters need to be properly addressed rather than performing the tasks which are permissible (Kalshoven & Boon, 2012). There is an environment when the people can focus on proper matters rather than that of negative issues. The environment needs to be conducive for people to work and therefore the people need to maximize rather than lead to the minimisation of the bottom line. It therefore needs to be understood that the people need to be treated as the most important aspect of the business to ensure that they perform to the best of their ability and lead their organisation to a level of success and achievement (Rosenbach, Taylor & Youndt, 2012).

Conclusion:

It is common for leaders to face a plethora of strategic, operational, cultural and political decisions. However it is seen that a business needs to maximise its profit for the shareholders therefore a business needs to be managed properly. Leaders who look through the lens of profit only are bound to judge the suitability of actions based on whether they deliver a financial result or not. It is desirable that the leaders look through the lens of people and become a more human-centred leader in their approach so that their actions develop a financial result. Financial lens and review through them makes the employees seem as the units of economic production. Therefore the employees are those people with relevant dreams, hopes and aspirations which contribute towards a level of dignity and meaning in their lives. The human centred leadership is needed to not only promote but also to advocate a particular law.

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