Organizational Governance And Leadership Strategy

Self-Analysis

Discuss about the Organizational Governance and Leadership Strategy.

Leadership and management are the two concepts that are dependent upon each other. These two concepts are linked to each other and are complementary in nature. Leadership traits within an individual helps in analysing the future traits of management within that referred person. The qualities of leadership would help the person in judging and performing well in the long run (Dvir et al. 2015). Leadership is a process that helps n influencing others to attain the objective and directions that has been stated by the organization. An ideal leader is the most efficient one in framing the structure of the organization that would lead them in achieving the stated goals and objectives of the firm. Leaders are the ones who remind the subsidiaries regarding the missions and visions of the firm.

The report is related leadership qualities that must be followed by the individuals to attain power and influence over the others. Power and influence has both positive and negative aspects. An efficient leader is the one who analyses its attributes in such a manner, so that the subsidiaries take their power to be quite positive in nature, thereby raising their productivity.

This report is divided into three parts. The first part, self analysis, deals with three results of the diagnostic tools that have been implemented in order to highlight the positive and negative qualities of the individual. The second part is related to the literature review, that would help in accessing the researches that has been performed till date. Lastly, conclusion and an action plan is created based on the personal strong attributes that has been analysed by the individual. This would provide the one with a projected path of future success.

Leadership is a process that is adhered in monitoring a group of people to attain success. Skills, knowledge and characteristics of an individual make them the ideal leader. It is quite vital for the individual to pertain its strengths and weaknesses that would help them in future to express power and influence over others (Quinn et al. 2012). In order to analyze the personal traits in me, I had conducted three diagnostic tests, whose results have made it quite clear for me to analyze my future path of projection. The three tests that I have undertaken are Quinn Management Tool, Emotional Intelligence Test and Situational Leadership Analysis.

Literature Review

Quinn Management Tool: Quinn management test of an individual offers an insight to an individual in order to analyze their strengths and weaknesses regarding a particular management role to be played. This tool had been designed an developed by Robert e. Quinn. Eight roles of an individual is identified in this analyses that would provide the effectiveness of the role which would be played by the person (McCleskey 2014). The eight attributes that are stated in this management tool are innovator, broker, producer, monitor, facilitator, director, coordinator and mentor. After submitting, the questionnaire provided during this test, these eight characteristics would help in stating the primary and the important factors that might affect our leadership roles to be played. The self analysis report that has been pertained while performing the test states that the associated percentage with regards to the eight character are as follows : mentor (91%), broker (87%), producer (82%) director (82%), monitor (82%), coordinator (76%), facilitator (69%) and innovator (67%). My major traits being a leader would be of being a mentor to all. It would be quite easier for me to analyze the power and influence of others. I focus on people development where I am helping, caring, sensitive, approachable, open and just. I help the subsidiaries to get motivated by praising their handwork and complimenting them in public. I believe in providing people with opportunities of learning better skills that would further help in the enhancement of the productivity in the organization. I encourage cooperation and communication between the people in the firm. I am well aware of contact handling techniques in order to overcome the disputed between the individuals at work. I am task oriented and I focus on the work being provided in the end of the production process. I aim at showing involvement, achievement, motivation, energy and personal involvement. Being a director, I aim at specifying clearer objectives to the team by taking a decisive initiative in the group. It is quite vital for me to know all the matters that prevail within the organization. I recognize the importance of pertaining changes that are necessary in the environment of work place.

Emotional Intelligence Test: the emotional intelligence test is a questionnaire that has been prepared by the hay group under Emotional and Social Competency Inventory (ESCI) (Golema,  Boyatzis and McKee 2013). Emotional intelligence provides an individual with the capacity to recognize their own feelings and that of others, in order to motivate both themselves and their surroundings. This test helps in analyzing the interpersonal skills that an individual has thereby analyzing the  ability or personality preferences of that individual. the emotional intelligence tool highlights the areas of self awareness, social awareness, self management and relationship management. I scored a 120 score on the test, which shows that I have a flawless attitude towards managing an organization being an efficient leader. this shows that I have can control the group easily and motivate them to overcome various hurdles in the organization. with slight improvements with regards to communication ability, I can be an ideal example of an efficient leader.

Situational Leadership Analysis: situational leadership analysis provides an individual with an incentive to analyze its future role, this future role a leader or a management body of an organization (Lankshear et al. 2013). The score that I got after answering the questions of the questionnaire was 83 out of 100. This shows that I have a clear direction to be implemented by the organization in order to communicate and execute the plans. I have the ability to convince the people at workplace that would help them in achieving the targeted goal.

By analyzing the three diagnostic tests based upon the leadership qualities of the person, my main objectives would be identifying the factors that could help me in portraying power and influence over the team members in a positive manner. Based on my experiences I can easily analyze my shortcomings of being a leader or under the management group of the organization. It would help me in stating the points where I can improve my skills in future. During my internship as an assistant manager in a furniture manufacturing company, there were various situations where I had to incorporate my leadership qualities. One such incident was when I had to motivate the laborers to improve their production capacity. Second incident was to hold a meeting among the board of directors by stating them the strategical implementations needed in the organization for future betterment. These two incidents had been helpful for me to highlight the places where I should work more. These two incidents have taught me how I should increase my communication with the subsidiaries and raise my motivational level in order to exercise power and influence over others.

Numerous explanations, theories, classifications and definitions regarding leadership qualities of an individual has been analyzed in the contemporary literature so far. Literature of leadership reveals various theories that has been refined and modified along with the passage of time. Several factors would help an individual in making an efficient leader. Among those factors, one of the most important aspects of an efficient leader is the individual’s capability in exercising power over the others (Nohria and Khurana 2013).

Traits theory often concludes that leaders share some common personalities. That is helpful in instigating a sense of motivation among the subsidiaries. Various behavioral theories focus on how the leaders should behave while accessing their powers over the teammates. There are three kinds of leaders, autocratic, democratic and laissez faire leaders. Autocratic leaders take decisions their decisions without consulting it with their teams (Rabarison Ingram and Holsinger Jr 2013). These decisions are taken by the leaders in order to come to quick decisive factors. Democratic leaders allow their team members to input their views, before taking up any decisions in the team. Laissez fair leaders are the ones who do not interfere at all. They allow the team members to take all the decisions. Depending upon the capabilities of the team, the leaders can choose any one of these three types.

Every leader is associated to a particular theory, which can be observed in their way of attaining the objectives of the firm by maintaining the role of an ideal leader. Some leaders follow the footsteps of other successful leaders. This is known as action centered leadership model. Situational leadership model helps in analyzing the ability of a particular individual in analyzing the skills of leadership (Parris and Peachey 2013). They perform according to the synopsis that has been faced by them.

The contingency theory argues that there is no single way that could lead to an efficient management system (Lussier and Achua, 2015). Every leadership style is based on certain situations that help in signifying the performance of the individual. Contingency leadership theories are considered as an extension of trait theory as human traits are related to the theory. It is generally accepted within the contingency theories that leader are more likely to express their leadership when they feel that their followers will be responsive.

The researchers have further divided the form of leadership as transformational and transactional. According to transactional leadership, transaction is made between the leader and the follower. It follows a positive mutual beneficiary relationship (Northouse, 2015). Transactional leadership is based upon the motivational values where the leader must find various means to reward its subsidiaries. This would help the leader in attaining the attention and loyalty of the members in the association. Transformational leadership on the other hand  states that the process by which people interact with others and thereby create a strong relationship between each other (Price and Weiss 2013). This relationship helps in attaining the intrinsic and extrinsic motivation in both the leaders and followers. The essence of transformational theories is that leaders transform their followers through their inspirational nature and charismatic personalities.

The theories associated with leadership helps in setting the objectives of the individual. One of the most important objectives of an ideal leader is to attain power and influence over the others (Dinh et al. 2014). This attribute can leave both positive and negative impact on the people who follow the leader. Power and influence should be exercised over the followers in the correct manner. There must be ample of communication and motivation done among the leaders and their followers. This would make the followers to readily agree and understand regarding the long term plans of the leader (Tourish 2014). These long term plans would help in implementing the daily work with greater efficiency.

Power and influence aims at promoting a successful leadership quality within an individual. This would help in promoting the skills of managing the group within an individual. Power could be termed as a positive or a negative term. This term can have mixed impacts on the followers. Power refers to the potential capability of an individual leader, thereby influencing certain specific methods of achieving success among other (Antonakis and House 2014). This would help in pertaining success in managing the team with positivism around. Power and influence can be exercised in a positive manner using various aspects. Among these aspects, the vital ones are communicating with the members of the group.  A positive communication would help in delivering the ideas to the people, thereby reframing the opinions and influencing the followers. Motivating people would help them in guiding the path of the subsidiaries, raising their skills and gaining the confidence of others (Avolio and Yammarino 2013). Hence, it could be stated that with the help of various theories on leadership skills, an individual can aim at striving for the ideal objectives that would help in attaining a successful framework of being a leader.

Conclusion

Leadership traits within an individual are a skill, which is achieved with experience. Expecting perfect leadership traits in an individual without any experience is considered as an absurd misconception. Leadership qualities can be implemented by analyzing the areas of weakness and strengths within the person and then promoting activities that would enhance the areas where gaining success is easier. A mark of a good leader is someone who can see the bigger picture, and anticipate problems before they occur. This is a valuable skill to have when handling complex projects with tight deadlines. The ability to foresee and provide suggestions for avoiding potential problems is invaluable for a leader. This ability also helps to recognize opportunities that others overlook, which will certainly earn you recognition.  

From my personal experiences gained, I can state that I am a good mentor, with the ability of persuading people into the correct path. I appreciate my subsidiaries and remind them the missions and visions of the organization. This helps the group to raise the productivity in reaching the target. My reflection of leadership on my past experience highlights some of my weaknesses too. These weaknesses are that I have to work more on my communication skills and on my skills of motivating others. These skills would help me n achieving the objective of imparting power and influence on others. To frame the path of improving my skills, it is quite important for me to undertake certain practices and plans. These planned actions would help me in enhancing and promoting my qualities of being an ideal leader in future.

In order to enhance communicating skills within oneself, it is important to socialize with people. This would help me in understanding various ways of persuading people, understanding their problems, providing them with certain beneficial advices and respecting their thoughts. A good leader is the one who is not just a good speaker, but also a good listener. Hence, it would be quite important for me to communicate with the employees. Communicating with them would help me in acknowledging their opinions regarding my leadership traits. This would even help me to attain their opinions regarding certain matters that are prevailing in the economy. Praising the employees and rewarding them for their hard work must be an important effort to be undertaken by me. This would help me in gaining the loyalty of the employees and their confidence towards my decisions.

Actions	1st month	2nd month	3rd month	4th month	5th month	6th month
Communicating with the employees
Developing reward generation programmes
Discussing matters with the supervisors and planning the future projection.
Acknowledging the correct form of leadership
Distributing questinairres among the employees regarding the issues and further changes to be implemented
Analyzing the results and working towards improving ones own skill of performing better as a leader.

Table 1: Action plan

(Source: Created by author)

The above mentioned action plan is based on the planned chart of 6 months. Each month represents a different aspect for me to improve my skills as a leader. In order to achieve the objective of impacting power and influence among the subsidiaries, i have analyzed that I need to improve my communication and motivational strengths. In order to do so i have planned to raise my communication skills by holding meetings with the employees and the supervisors in order to attain their opinion and issues regarding the organization. I would generate reward programs for the employees in order to motivate them. In the 5^th month, I would generate a questionnaire in my team that would help me analyze of what further changes does my team wants me to implement. This questionnaire would help me in acknowledging the future projected plan for being an ideal leader.

Reference

Antonakis, J. and House, R.J., 2014. Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4), pp.746-771.

Avolio, B.J. and Yammarino, F.J. eds., 2013. Transformational and charismatic leadership: The road ahead. Emerald Group Publishing.

Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), pp.36-62.

Dvir, T., Eden, D., Avolio, B.J. and Shamir, B., 2015. The impact of Transformational Leadership.

Goleman, D., Boyatzis, R. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.

Lankshear, S., Kerr, M.S., Laschinger, H.K.S. and Wong, C.A., 2013. Professional practice leadership roles: The role of organizational power and personal influence in creating a professional practice environment for nurses. Health care management review, 38(4), pp.349-360.

Lussier, R.N. and Achua, C.F., 2015. Leadership: Theory, application, & skill development. Nelson Education.

McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), p.117.

Nohria, N. and Khurana, R. eds., 2013. Handbook of leadership theory and practice: An HBS centennial colloquium on advancing leadership. Harvard Business Press.

Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.

Parris, D.L. and Peachey, J.W., 2013. A systematic literature review of servant leadership theory in organizational contexts. Journal of business ethics, 113(3), pp.377-393.

Price, M.S. and Weiss, M.R., 2013. Relationships among coach leadership, peer leadership, and adolescent athletes’ psychosocial and team outcomes: A test of transformational leadership theory. Journal of applied sport psychology, 25(2), pp.265-279.

Quinn, D., Amer, Y., Lonie, A., Blackmore, K., Thompson, L. and Pettigrove, M., 2012. Leading change: Applying change management approaches to engage students in blended learning. Australasian Journal of Educational Technology, 28(1), pp.16-29.

Rabarison, K., Ingram, R.C. and Holsinger Jr, J.W., 2013. Application of situational leadership to the national voluntary public health accreditation process. Frontiers in public health, 1, p.26.

Tourish, D., 2014. Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), pp.79-98.