Leadership is considered as the practical skill and research area of an individual to lead its subordinates. Along with this, leadership is also considered as one of the effective element to guide the employees in a team or the whole organization for the objective of enhancing organizational performance. Leadership is considered as flexible in nature and with the effect of certain revolutionary changes in the business environment due to introduction of globalisation in the business markets.
Characterises, behaviour, and attributes of a leader plays important role for an effective leader. These attributes forms an effective combination for a leader which shows his determination and commitment towards attainment of organizational goals. Apart from this, leader also plays significant role in the success of organization because he represents the organization in the external world. Thus, organizational sustainable growth and development depends upon the functionalities of leader (Cummings, Grau & Wong, 2014).
As the three major areas of leadership plays vital role in the formation of an effective personal model of leadership, the major focus of this report will be to evaluate the issues, challenges and other attributes in the style of a leader. Along with this, this report will also focus over the requirements of traits, behaviours and other skills for being an effective leader. Core values and behaviour of a leader are also considered as important elements and this report will also focus over these elements for creation of an effective personal model of leadership. The last part of the report will aim to the discussion that how a leader could apply the created personal model of leadership in the current scenario.
Personal model of leadership
Self-awareness is one of the vital elements for being an effective leader. “Leaders are born and not created” is a statement which is considered is considered as true for certain leaders while some believe that leaders could also be created. As every person’s upbringing differs from each other, thus, their values, personality, style of leading, communicating and dealing the people will also be different. Thus, as per my opinion, a leader should first recall its own values before leading other people. My personal values are encouraging teamwork, following ethics and principles and understanding other people’s opinion i.e. psychology (Laschinger & Fida, 2014). In accordance to these values, I prefer to take decisions as most of the times; it helps to find an accurate resolution irrelevance to the type of situation. Following is the description of my three values:
Teamwork
Teamwork is one of the crucial tool through which big milestones could easily be attained and the concept of teamwork is effective in all scenarios such as politics, sports, business, etc. An individual with all qualities, experience and appropriate knowledge is not sufficient to execute all the activities alone for the attainment of desired goals. Thus, teamwork is being considered as an important tool by me for the attainment of organizational goals as well as for the objective of enhancing an individual’s as well as organizational performance (Harold & Holtz, 2015). Since then, I have realised the significance of teamwork, I have considered this element as one of the most effective element of my leadership style and taking subordinates together acts the substantial tool for the accomplishment of organizational as well as individual goals. So, it could be analysed that teamwork stands with me always and it showcase my leadership style.
Ethics and principles
Ethics and principles are other crucial aspects of my leadership style which stands side-by-side with teamwork. In accordance to ethics and principles, I do assign the tasks amongst the teammates on the basis of their talent, capability and efficiency through which higher results could be attained. An individual is judged by his actions and those actions are directly linked with the ethics and moral principles (Babalola, Stouten, Euwema & Ovadje, 2018).
Ethics and principles are also considered as tail for the actions done by an individual, thus, I always believe in dealing with the people in an appropriate manner which showcases my upbringing and my background culture. I believe that my ethics are part of utilitarianism theory of ethics and with regards to this theory; I could be able to do great for large number of people. My decisions are based on the basis of situations where I seek benefit for large number of people. As per my opinion, I used to take all my decisions on the basis of this theory with the objective of enhancing organizational performance (Afsar, Badir & Kiani, 2016).
Psychology
Rather thinking for short term benefits, I look for future benefits and with regards to this; I used to execute my functionalities through which sustainable growth could be attained easily. Along with this, I believe that change is necessary through which organizational performance could be enhanced. In relation with developing positive environment at workplace, I used to conduct team activities and interactive sessions through which they could easily work with each other in an effective manner (Wang & Sung, 2016).
Idea of leadership
On the basis of organizational culture, leader needs to change its leadership style because ultimately leaders follow organizational vision it is necessary to make a clear picture regarding organizational vision, mission and objectives so that an appropriate and effective way could be adopted in order to reach to the desired destination. As per my leadership practice, I believe that when whole organization with same vision works together, possibility for the accomplishment of goals as per the expectations increases and with regards to this, it is necessary to involve every person who is linked with a particular project in the decision making and other processes for providing all relevant information. This also helps the employees empowered that ultimately boost up their confidence and develops reliable image for the organization (Taylor & Pattie, 2014).
Along with this, my leadership style is a combination of a charismatic and transformational leader as I always encourage creative and innovative measures for the objective of enhancing organizational performance. In addition to this, I also believe in adaptation of change as per the trends through which employees’ efficiency could be uplifted in order to uplift organizational productivity.
Attributes important for a leader
A leader is meant to be effective when they have appropriate skills, traits and behaviour for dealing with various types of situations. Along with appropriate skills and traits, it is important for a leader to adopt several effective communication strategies through which flow of information amongst the top level management and employees could be done in an effective manner (Ahmad, 2018). Following are some of the effective skills which are required for a leader to be effective:
Collaboration
Team collaboration is one of the significant tasks which need to be adopted by the organization in relation with the attainment of desired goals and objectives. Collaboration helps in creation of an effective workplace environment and the application of collaboration and related aspects is dependent upon the leader. In relation with this, leader needs to adopt appropriate steps such as interactive sessions and team building activities for the objective of building strong relations with the employees so that the tasks could be performed in an appropriate manner. This results in development of effective collaboration amongst the employees through which the desired goals could easily be accomplished (Lee & Jensen, 2014).
Communication
Traits of an effective leader also include the way of communication in order to transfer the information amongst the employees with regards to the organizational objectives. In terms of building appropriate relations with the employees along with creating certain sort of bond between the organization and the employees with regards to the clear flow of information. With the effective communication, leader could stay in touch with the employees that are beneficial in terms of analysing their issues and challenges along with determining appropriate resolutions (Wagner, 2016).
Motivation
The major responsibility of a leader is to motivate and encourages its teammates towards organizational goals and objectives. This helps in enhancing the productivity of the organization which is also beneficial in terms of enhancing productivity of the employees. Motivation is the factor which makes an employee confident and it is important to determine the needs of the employees through which relevant motivational theories could be implemented. This is helpful in boosting up employees’ confidence which will ultimately enhance organizational performance. In my opinion, motivation is required at every field because demotivation is the major factor which affects an employee’s performance and it leads to certain demerits such as increase in labour turnover, enhances training cost on new employees and affects organizational performance (Ahlquist, 2014).
Along with these skills, leader should have certain traits and attributes through which their effectiveness could be measured. Following are some of the traits required for being an effective leader:
Creative thinking
Leader should always be creative and innovative. If a leader will follow theoretical approaches for leading and guiding its team, it may work well in some circumstances but there will be various other situations where leader needs to take steps on the basis of their experience and behaviour to deal with particular situations. Creative thinking helps the leader to be innovative in all types of situations which is effective in every sort of situation which ultimately helps in enhancing organizational performance (Radda, Majidadi & Akanno, 2015).
Reliability
A leader should be reliable through his actions not by his words. This is essential in terms building appropriate image amongst the teammates as well as amongst the senior level management. Along with this, leader should also rely upon his subordinates’ actions and their skills while assigning them the tasks. This helps the leader to make their reliable image amongst the employees by making them feel that they are significant for the organization.
Tasks for a leader
In relation with these tasks, leader should regularly implement monitoring and evaluating techniques for the objective of determining challenges and issues faced by the employees with the motive of implementing appropriate resolutions so that employees could work in a safe and secure workplace environment.
Values and Assumptions for making an effective PML
As discussed in the above section, my leadership style is based on the following aspects:
Assumptions
PML Positioning
I am working in automobile industry as senior manager responsible for handling operations of marketing. Automobile industry has seen various ups and down in last two decades due to introduction of high-tech and globalisation. My organisation has changed its business model several times in these decades with the objective of dealing with the latest trends and coping up with the target audience’s demands and wants. In relation with this, I have also modified my leadership style as per the organizational requirements and in accordance with this, I have made my leadership style on the basis of ethics and principles, psychology and team work. This has helped me to work as per the organizational, industry, customers as well as employees’ requirements (Mitchell, 2015).
With regards to the ethics and principles, I have been able to value my client’s demands, their core values and expectations with the products. This is also essential in terms of building appropriate customer relations which is effective in terms of enhancing organizational performance. Team work is another crucial concept which has been adopted by me to make my leadership style more effective and efficient.
Teamwork and collaboration are two major factors which bind the employees and the organization together and encourage them to work on the same path through which organizational mission could easily be attained. Another effective attribute of my leadership style is psychology which is effective in terms of implementing creative and innovative measures at the workplace for the objective of enhancing organizational performance. All these attributes are essential in terms of developing positive synergies at the workplace which ultimately helps in terms of boosting up the organizational productivity (Priest & Gass, 2017).
Relationship at workplace and culture of organization
My leadership style has helped me to develop and maintain an effective relationship with all the internal as well as external stakeholders of the organization. It is also essential in terms of building appropriate relationship with the consumers as well. My personal values, cultural background and my upbringing has played essential role in making me as an effective and dynamic leader in order to deal with different situations in different ways for attaining positive outcomes.
With the help of this leadership model, an effective organizational culture will be developed which will be based on following three aspects:
Goals to be achieved with PML
In relation with making the organization efficient enough to gain positive outcomes, the values which I used to follow in my leadership style i.e. psychology, ethics and teamwork needs to be implemented in the organization as well. With the help of these values, organization would be able to reach to its desired goals in an effective manner. Along with this, organization could also adopt creative and innovative measures for the purpose of implementing forward looking culture in an appropriate manner (Hill & Bartol, 2016).
Difference in the leadership model
Rather getting engaged in the functionalities of teammate, I personally believe that giving those instructions along with the freedom is much essential and effective for attaining positive outcomes. In relation to this, outcome will depend upon their actions and they will be held responsible irrespective to the nature of the outcome, thus, they feel responsible while taking any decision on behalf of the organization. While making the difference in this leadership model and the model implemented in reality, the basic difference is that it is necessary to keep eye on employees’ work along with pushing them for keep working rather wasting time in making groups at workplace (Ramchunder & Martins, 2014).
Recommendations and Conclusion
It is necessary for the organization to keep their employees happy and satisfied in order to reduce labour turnover as well as to enhance organizational productivity. Satisfied employees work in order to attain organizational goals which make the organization competitive and capable enough to reach to its desired destination. Along with this, organization is also required to adopt change on regular basis for dealing with the dynamic business environmental issues as well as to attain sustainable growth and overall development.
With regards to the above discussion, it can be concluded that one leadership style is not sufficient for a leader to boost up its performance. Leader should be innovative and creative through which dynamic business environmental situations could be dealt in an effective and appropriate manner. The discussed three pillars of my leadership style i.e. teamwork, psychology and ethics should be followed in terms of guiding the employees in an appropriate manner along with gaining positive outcomes.
References
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Ahlquist, J. (2014). Trending now: Digital leadership education using social media and the social change model. Journal of Leadership Studies, 8(2), 57-60.
Ahmad, S. (2018). Can ethical leadership inhibit workplace bullying across East and West: Exploring cross-cultural interactional justice as a mediating mechanism. European Management Journal, 36(2), 223-234.
Babalola, M. T., Stouten, J., Euwema, M. C., & Ovadje, F. (2018). The relation between ethical leadership and workplace conflicts: The mediating role of employee resolution efficacy. Journal of Management, 44(5), 2037-2063.
Coget, J., Shani, A., & Solari, L. (2014). The lone genius, or leaders who tyrannize their creative teams: an alternative to the ‘mothering’model of leadership and creativity. Organizational Dynamics, 43(2), 105-113.
Cummings, G. G., Grau, A. L., & Wong, C. A. (2014). Resonant leadership and workplace empowerment: The value of positive organizational cultures in reducing workplace incivility. NURSING, 32(1), 6.
Foreman, E. A., & Retallick, M. S. (2016). The effect of undergraduate extracurricular involvement and leadership activities on community values of the Social Change Model. NACTA Journal, 60(1), 86.
Harold, C. M., & Holtz, B. C. (2015). The effects of passive leadership on workplace incivility. Journal of Organizational Behavior, 36(1), 16-38.
Hill, N. S., & Bartol, K. M. (2016). Empowering leadership and effective collaboration in geographically dispersed teams. Personnel Psychology, 69(1), 159-198.
Laschinger, H. K. S., & Fida, R. (2014). A time-lagged analysis of the effect of authentic leadership on workplace bullying, burnout, and occupational turnover intentions. European Journal of Work and Organizational Psychology, 23(5), 739-753.
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Mathew, M., & Gupta, K. S. (2015). Transformational leadership: Emotional intelligence. SCMS Journal of Indian Management, 12(2).
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Priest, S., & Gass, M. (2017). Effective Leadership in Adventure Programming, 3E. Human Kinetics.
Radda, A. A., Majidadi, M. A., & Akanno, S. N. (2015). Employee engagement: The new model of leadership. Indian Journal of Management Science, 5(2), 17.
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Taylor, S. G., & Pattie, M. W. (2014). When does ethical leadership affect workplace incivility? The moderating role of follower personality. Business Ethics Quarterly, 24(4), 595-616.
Wagner, W. E. (2016). Leadership for a better world: Understanding the social change model of leadership development. John Wiley & Sons.
Wang, Y. D., & Sung, W. C. (2016). Predictors of organizational citizenship behavior: Ethical leadership and workplace jealousy. Journal of business ethics, 135(1), 117-128.
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