Discuss About The Education Leadership Social Responsibility?
The report gives an overview of leadership in business. There is description and evaluation of the relevant leadership theories along with a self-assessment done. The report provides a personal development plan that includes rationale, opportunities, strategies, timeframe, measures and resourcing. There is also discussion of influence and concept of ethics in leadership mentioned in the report. Further, the report also describes cultural context of leadership in self-development. The report also provides a scope for exploration of social responsibility on leadership. Additionally, there is also exploration of the influence of stakeholder’s goal and stakeholder on leadership mentioned in the report. There is also discussion about the societal influence on leadership
Exploring Leadership Theories, Known Leaders, and Evaluating Own Frame of Reference
Leadership defined by the art of motivating and influencing people for performing in a manner so that a common goal is achievable. In other words, leadership is the sum totals of tasks, roles and responsibilities that influence that are interpersonal (Northouse, 2015). Thus, a leader should not only be intelligent enough to solve problems but should also possess high character and integrity. Thus, effective workers not only work ceaselessly but also communicate with people for motivating them in an effective manner.
However, some of the great leaders include David Cameroon, Pope Francis, Vladimir Putin and Barrack Obama.
There are various theories on leadership and these when followed from time to time influences a leader’s effectiveness. These theories are as follows:
Trait Theory of Leadership: This is a theory that emphasizes upon the qualities and traits of leaders that ensures their effectiveness. However, trait theory cannot establish the trait that should be common to all the leaders (Fleeson & Jayawickreme, 2015). The theory is also unable to explain the instances where leadership fails. Although, certain traits such as charisma, confidence and knowledge might help the leaders to act more effectively but relying on these traits might not always provide motivation for the goal stated.
Trait theory commonly applies in the workplace. There has been great deal of research that has gone into determining the traits helpful in specific jobs. For instance, a sales person would do better if she is extrovert; a teacher would succeed if he is conscientious and a navy seal can get the job done in case he is confident and open to new experiences.
Personally, I would use the theory for orientation of character while recruiting a person for sales job. In normal cases, a person might lie or even stretch the truth for getting the job. I say this because if a person is an introvert then he might lie stating to be an extrovert as might hinder his chances of getting a job.
Behavioral Theory of Leadership: The behavioral theory of leadership used for identification of specific leadership behavior that leads to their success. Leaders might demonstrate people oriented or task oriented behaviors that might help them in making decisions that are either democratic or authoritarian (Turner, 2012). This resulted in different circumstances. However, the theory did not look upon the situational factors and the ambience under which such behavior demonstrated.
Application: The behavioral theories applied for the preparation of the emergency and disaster management at organizational, community and individual levels.
I would apply the behavioral theory in understanding the employee behavior of my company. Thus as leader this will not only enable me to understand the attitude, performance and interpersonal skills but at the same time implement procedures and techniques for the progress of the company.
Contingency Theory of Leadership: According to contingency theory of leadership, the effectiveness of leadership is dependent on the interplay of situational factors, behaviors and leader trait’s (Northouse, 2015). There are various types of contingency model namely Fred Fiedler Contingency Model , Hersey Blanchard Situational Model, Path Goal Model, Vroom Yetton Model.
Application: In real life Contingency Theories, applied for the supervision of student and teachers.
However, practically I can apply this theory of contingency to global leadership that will help me understand three situational variables like position power, task structure and leader member relations.
Charismatic Leadership Theory: This theory commands an authority based on charismatic personality than on formal positioning. The three core components of charismatic leadership are empowerment, empathy and envision (Avolio & Yammarino, 2013). According to the theory, people who deliver extraordinary qualities to the leaders have an idealized commitment and goal.
Application: Great personalities like Mother Teresa have been great examples of charismatic leadership in a real life scenario.
Thoughtfulness: According to me, I would apply the above theory of leadership in my organization so that it can influence employees to deliver extraordinary qualities.
Transactional Leadership Theory: As per this theory, leadership is dependent on punishments and rewards that are contingent upon follower performance (Antonakis & House, 2014). This type of leadership mostly followed in business and the transactional leaders are more outcome or task oriented.
Application: The Transactional Leadership Theory applied by CEOs of international companies and high-level military members.
Thoughtfulness: According to me, I will apply this leadership theory when I visit new product teams and ask difficult questions thereby allowing me to understand that teams understood the goals and were on track.
Transformational Leadership Theory: According to this theory, the transformational leaders have the capacity in inspiring followers with their personality and vision for the change of expectations, motivation and perception (Price & Weiss, 2013). This kind of leadership theory involves four components that are intellectual simulation, inspirational motivation, consideration for individuals and idealized influence.
Application: In practical life, the application of transformational leadership applied to parenting.
Thoughtfulness: Personally, as a leader I would apply the transformational leadership in my organization for bringing in a positive change in both people and organization.
The aim for creating a personal development plan refers to the documentation of self-analysis, honest appraisal and personal reflections of the strengths and weakness. This enables in the evaluation leadership value and management training received for future leadership development.
I am working for mobile telecommunications company. However, I joined the organization while at the university and transferred to the current department following graduation where I was encouraged to undertake managerial leadership.
I should have a greater depth of knowledge in leading external business activities. I need to widen my understanding of leadership and at the same time improve my personal fitness.
To achieve my rationale, I need support and advice from the line manager and ensure in getting a proper team feedback. Further, I need to discuss my priorities with the line manager and colleagues who are senior. For the fitness part, I will require advice from my gym fitness instructor.
My basic skills and personal administration in the company are good. I am confident that I can deal with pressures and can handle any adverse situation even with sleep deprivation. I have the ability of providing direction and effectively manage people for achieving specific task even under pressure.
At times, it becomes challenging to balance work and personal commitments.
Ethics considered as optional philosophy helpful for actions and thoughts of a person. The importance of ethics allows us to see that ethics is not only helpful but at the same time is necessary (Leopold, 2014). Thus, the concept of ethics is a branch of philosophy that involves in recommending, defending and systemizing concepts for determining the right or wrong conduct.
Effective leadership and ethics function as an effect and cause relationship. Effective leadership is an outcome of ethical behavior (Yukl, 2012). Good ethics is necessary for promotion of characteristics required for effective leadership. However, before commencement of leadership, it is necessary for followers to accept a leader and acceptability based on trust factor considered as a primary factor of leadership that leads to promotion of long-term success. The achievement of trust can be in two ways, one where followers look at the history of leader and second where they observing them in present (Schaubroeck et al., 2013). Thus, a realistic present with good ethics and a trustworthy past can make someone a good leader.
A leader with a good ethics understanding, ability to execute and develop plans of actions not only shows empathy, stability, integrity but is also receives a greater amount of trust from his followers since they enforce positive characteristics. However, the identity built with good ethics leads to the promotion of long-term success as the followers can build in more trust on their leaders that is equivalent to an effective leadership. However, there is another thing that needs consideration that in order to become effective as leader one must have followers. Thus, effective leadership determined partially by the relationships that a leader is able to build with his followers. Good ethics requires a person in developing an understanding of personal beliefs. Thus, knowing oneself allows the leader to form true and authentic relationship with others (Voegtlin, Patzer & Scherer, 2012). However, without a good knowledge of ethics a person a leader is never aware of self-knowledge that not only hampers leadership effectively but also has an impact on true relationship.
Thus, without good ethics it becomes extremely difficult for the leader for developing authenticity, integrity or other traits that are responsible for an effective leadership. Absence of these qualities also hinders the development of the trust factor. Thus, effective leadership is a reflection of good ethics. Therefore, without ethics, leadership is likely to undergo failure.
However, the cosmopolitan effect of the society have forced people to interact with people from different cultures whether it is at a professional level or at a social level. Thus effective leaders should be multifaceted and must be able to solve problems and at the same time get the job done (Giltinane, 2013). They must also be able to motivate, inspire and empower the team for adapting to changes easily. As culture influence styles of leadership similarly leadership also set the tone for culture in the organization. Six dimensions of cultural context of leadership exist that leads to self-development. These dimensions include, power distance, masculinity versus femininity, individualism versus collectivism, avoidance of uncertainty, orientation of short term versus long term and restraint versus indulgence.
Power Distance to the gap that exist between authority and subordinates. The distinction between boss and the staff is determined by the gap that exist between them.(Rinne, Steel & Fairweather, 2012). To explain the Power Distance, one can draw in the example of Zappos, CEO Tony Hsieh, who believes in the self-development of employees by involving them in the decision making process. In addition to this, he also changed the layout of the office to encourage employee coordination.
Individualism versus collectivism that is the second dimension deals the fact with the extent to which people search for them or is geared environment that is community based. To explain this dimension if Zappos drawn in as an example them one might see that the company follows this dimension through team orientation and face-to-face communication (Cho et al., 2013).
The third dimension is masculinity versus femininity is the extent to which a culture remains effected by assertiveness, material gain and competitiveness or through relationship building and quality of life. Zappos believes in following this dimension through building of relationship with their customers (Terman, 2013). At the same time, the company also tries to build relationship amongst the colleagues. Fun events organized by the company to encourage socialization.
Uncertainty Avoidance is the fourth dimension that deals with the extent to which members of a culture threatened by unknown or ambiguous situations (Hwang & Lee, 2012). Thus, in the year 2008 when Zappos turnover reduced to 39 percent it was attributed the loyalty to a culture that not only cultivates passion and purpose but also humanity of employees
The influence of social responsibility on leadership goes beyond simply managing the tasks of the company. Thus, the influence social responsibility can have on leadership mentioned as follows:
Social responsibility helps a leader to be prepared for a challenge regarding the logic of industry to stay in business: In this context, one can speak about Andrew Witty, the CEO of GlaxoSmithKline, who followed a completely new approach to throw down the obstacles that pharmaceutical industry faced in the issues of drug pricing (Chin, Hambrick & Treviño, 2013). He believed that though his approach might face some resistance initially but will be initially get accepted by his peers.
Social responsibility also allows a leader to do what is right and then work on ways to make payment: Most companies does not gain importance for until they do things for the right reason and is looked upon as unrealistic as they try to provide ways that would seem unsustainable. In this context, one can draw in the example of a company in UK named as Marshall that uncovered child labor (Low & Ang, 2012). Though they had options for showing that there was nothing harmful in the supply still they did not want to engage small children in a dangerous and dirty job even though it would increase the company’s cost. The leader of the company realizes that child labor is not a calculation of cost benefit equation.
Helps in understanding the already set incentives of the leaders and realize that the bottom line is a wrong incentive: The entire idea of receiving stock options by the CEOs and others is about aligning their interest with that of shareholders which has not been a successful approach (Christensen, Mackey, & Whetten, 2014). A situation where incentives goes terribly wrong, people always complains about incentives not being smart enough.
Social responsibility also helps leaders in understanding the situation for application of rules and applies his/her common sense when outcomes seem unintended: In order to expect people behave in a certain manner training them in a proper manner is necessary (Tai & Chuang, 2014). In this case, the story of a father and child described in this context where a father unknowingly buys lemonade for a son that contained some amounts of alcohol. Before even realizing it, the guards called the police and the child not only whisked to the hospital but also kept in foster home. This action was undertaken based on some similar incidents in the past.
Social responsibility also helps one to understand that though people might consider someone as leader it does not simply imply that he or she is perfect: This influence of social responsibility explained through influence of leadership skills of the CEO of GlaxoSmithKline who initiated rearrangement of furniture as one of its first actions (Nemerowicz & Rossi, 2014). He also made sure that the top executive team must settle at a place so that they become easily approachable when enquiring about the whereabouts of the company. This is rather a good sign that portrays him as a good leader.
Stakeholders considered as people having vested stake or interest in the operation of a business. Prominent stakeholders are responsible having an influence in leadership for all companies (Epstein & Buhovac, 2014). Thus, there should be an awareness of the impact of each type of stakeholder have on leadership.
The collaborated suppliers and partners in business partners command attention in the decision undertaken by the leaders. When collaboration with other companies takes place then there should be a winning attitude for maintaining the interest of other company. Moreover, the business undertaken by the first company also affects the collaborated company. Thus, leaders must value such relationships and decisions must always include the values shared with other business.
The early 21st century treats communities as distinct shareholder entity. The leaders of a company must therefore remember that beyond employees and customers their decisions have impact on communities where they operate. Thus, to gain favor from the community leaders must make decisions that also run in their favor.
Organizational leaders have a great opportunity as they can positively influence people. That over 60 % of the wake hours spent as work hours therefore, the atmosphere prevailing at the work place not only influences people’s interaction within work place but also outside work. However, there may be exceptions but the leadership responsibility cannot de decided based on exceptions. Leaders can see human potential in his employees and thus implement ways for achieving the organizational goals and at the same time individual goals with a great amount of zeal (24). Thus, responsibility mixed with fun so that they can also contribute in improving the society. The leaders should thus stop confining the effects of leadership functions only at workplace. Leaders must therefore implement policies keeping in mind an overall societal development.
Conclusion
The report ends with exploring the influence of society on leadership. There is discussion about the influence that stakeholders and their goals have on leadership. There is also a discussion on the influence of social responsibility on leadership mentioned in the reports. The report also explores the cultural context in self-development. Further, there is also an elaboration of the concepts of ethics and influence of ethics on leadership. There is also exploration of the theories of leadership and their evaluation. The report also puts forward a personal development plan.
References
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Chin, M. K., Hambrick, D. C., & Treviño, L. K. (2013). Political ideologies of CEOs: The influence of executives’ values on corporate social responsibility. Administrative Science Quarterly, 58(2), 197-232.
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