Leadership plays a significant role when it comes to ensuring that a particular group of people will be able to meet specific objectives and aims. This case means that leaders have a more significant role in affecting both the performance and also outcomes from a particular group of individuals. Therefore, there is a great need to focus on ensuring the effectiveness of the leaders that will be considered when it comes to leading and providing direction to a particular group (Sroufe, Sivasubramaniam, Ramos & Saiia, 2015). Leaders have a more significant role in influencing ways in which people will relate perform and most importantly achieving their assigned tasks and objectives in general.
Responsible leadership involves making decisions that are mainly net to the interests of stakeholders and most importantly respecting and considering the impact roles of other stakeholders who may include the environment, communities or even future generation. Sustainable leadership, in this case, is about making decisions that will take into account all the interest of those that are involved. In this case, there is a great need for me to consider the roles and most importantly impact related to sustainability and catering for the needs and aims of each involved in that environments (Doh & Quigley, 2014). As a result, responsible leadership plays a more significant role in ensuring that groups will be allele to quickly and significantly achieve their aims and objectives in general.
Competencies of responsible leadership
Competence entails the demonstration characteristics of a leader to show that they can be able to perform their responsibilities as leaders effectively. To ensure proper performance and productivity, then I, in this case, must possess particular skills and knowledge that are essential when it comes to the setting of specific duties and objectives. Therefore, the competence of responsible, in this case, is a set of defined behaviors that will help in provisions of structural guidance to achieve all objectives as a capable leader. This case is all about energizing and creation of a sense of directions and most important purpose for this that are involved and the nature of momentum for change (Witt & Stahl, 2016).
Everything begins with having an understanding of what one is doing, reasons for doing it and the most critical ways in which it is supposed to be done in general. Self-reflection is not only a passive but powerful technique that will significantly help leaders to ensure an improved and excellent performance in general. This technique is uncomfortable but also exercising thus providing countless benefits which will also become easier and enjoyable when doing it in public. In this case, as a leader, I should focus on leaving a strong legacy particularly from the start of their careers in general (Dell Ariccia, Laeven & Suarez, 2017). Therefore, the method of self-reflection focuses on ensuring that I will be able to know more about how they can help to ensure effectiveness in one way or another through understanding their performance in general. It is thus an essential element that will provide effective when it comes to providing that, I, as a leader will be able to perform effectively and in one way or another.
Transformational leadership can be considered as a theory of administration where a leader will have to work together with the entire team in ordered to quickly identify changes that are required, vision creation to guide the difference, mainly through inspiration and most important execution of changes in tandem with members that are committed within the group involved. As a result, it will serve with a primary aim of enhancing morale, motivation and also a performance of jobs. In this case, leaders with their followers will raise one another to levels of confidence and motives that are higher. In most case, transformational changes tend to inspire positive change particularly in those that follow (Park, Lee, Lim, & Sohn, 2018). This case means that transformational leader will be energetic, passionate and also enthusiastic in general. Transformational leaders tend to have higher levels of performance and satisfaction as followers will have to effectively do their best and leading them, to feel inspired and empowered in general.
Considering work as a call is essential to an individual and also an organization in general. Therefore, it is critical to focus on one’s calling (Pearce, Wassenaar & Manz, 2014). As a result, a leader, in this case, will be able to ensure that they inspire their followers to focus on achieving remarkable and unexpected results through providing them with autonomy over specific jobs and also the authority of making decisions based on what they know and what they have trained for in general.
Although its good leadership method, transformational leadership tend to have negative influence and limitations (Miska, & Mendenhall, 2018). First, in some case, control related to transformational leaders can backfire, and as a result, it may result in negative control an impact on a given group. In this regard, it will result in wrong decisions making thus influencing them negatively. Other than that, there is also employee burn out where employees might become hopeful and inspired to attaining goals and objectives that have been set in general and in case of failure to achieving these objectives, it becomes a bigger problem which also a de-motivating worker in general (Miska & Mendenhall, 2018).
Leadership when it comes to moral leadership is mainly directed by respect in consideration of moral beliefs and values and most importantly for the dignity and rights of other people in a given environment. An individual, in this case, will demonstrate conduct in consideration to the common good which is appropriate and acceptable in each area of real life (Avolio, Keng-Highberger, Schaubroeck, Trevino & Kozlowski, 2016). Typically, the sole advantage in consideration to power is that one has a greater chance of going better. First, ethical leadership entails defining values of the organization which allows one to effectively embody them in their day-to-day business (Haller, Fischer & Frey, 2018). Other than that, there is also a great need to ensure that one knows their good leaders will provide to follow their values together with those of their organization. Other than that, ethical leaders will be able to adequately recognize and deal with ethical dilemmas which may prevent a group from achieving their objectives and aim in general. Moral leadership allows a leader to set a good example, a champion for the essence of ethics and musts importantly considering the role and nature of communication. Ethical leadership will thus contribute a lot when it comes to ensuring effectives in achieving aims and objectives of a particular group.
Improving the energy and performance of a team
Considering the well being of each person within that environment
Ensuring the good health of the organization
Limitations
One of the problems in ethical leadership is mainly the ability to adhere and follow rules that have been established consistently. Following your ethical standards serves as an inspiration in consideration to followers. Failure to do this tends to be a significant problem among most ethical leaders. Other than that, as ethic tend to be complicated, ensuring of clearly will require one to have clear policies in the form of mission, rules and also practices which might be a challenge in general (Walumbwa, Hartnell & Misati, 2017).
There will always be changes within a particular environment. In this case, there is a great need to consider and understand the role of the changing environment and know ways in which they can adapt to the changing environment. Leaders must recognize the need and most important part of the changing environment in general (Bueno & Tubbs, 2004). This case means that they should be able to effectively adapt to these changes and provide leadership to their followers in consideration of these changes. Therefore, flexibility and ability to changes circumstances will allow them to achieve this objective in one way or another and most importantly in a way that will enable their follower to adapt to these changes in general. Some of the limitation and problems, in this case, include the fact that changes might be a problem in one way or another and as a result, it may affect both performance and most important outcomes of the group involved. In this case, flexibility allows one to effective changes with the change of the environment and requirements; in general, allowing for ways in which people and organization can be able to achieve different aims and objectives.
There will always be two primary and essential aspects that one can gain from a particular activity. Any leader will have to take risks which in turn they can either be successful or even fail and most importantly get to know more about specific aspects and in one way or another. In this case, the importance of commitment in consideration to a leader allows them to effectively achieve specific aim and objectives in a way that will, in turn, ensure changes when it comes to making their goals and aims in general (Imas, 2016). Risk-Taking is part of focusing on success, and as a result, it tends to allow the leader to become more concentrate on achieving what is best and learn from their failures.
Conclusion
Responsible leadership is all about understanding ways that one will focus on to ensure that they guide the followers in a direction that would, in turn, help them to achieve particular goals and objectives in general. Therefore, it is essential for leaders to focus mainly on their objectives and ways that would, in turn, allow them to achieve each of their goals in a way that will enable success and achievements of all obligations.
References
Avolio, B. J., Keng-Highberger, F. T., Schaubroeck, J., Trevino, L. K., & Kozlowski, S. W. (2016). How Follower Attributes Affect Ratings of Ethical and Transformational Leadership. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 16854). Briarcliff Manor, NY 10510: Academy of Management.
Bueno, C. M., & Tubbs, S. L. (2004). Identifying global leadership competencies: An exploratory study.
Dell Ariccia, G., Laeven, L., & Suarez, G. A. (2017). Bank leverage and monetary policy’s risk?taking channel: evidence from the United States. the Journal of Finance, 72(2), 613-654.
Doh, J. P., & Quigley, N. R. (2014). Responsible leadership and stakeholder management: Influence pathways and organizational outcomes. Academy of Management Perspectives, 28(3), 255-274.
Haller, D. K., Fischer, P., & Frey, D. (2018). The power of good: a leader’s personal power as a mediator of the ethical leadership-follower outcomes link. Frontiers in psychology, 9, 1094.
Imas, A. (2016). The realization effect: Risk-taking after realized versus paper losses. American Economic Review, 106(8), 2086-2109.
Miska, C., & Mendenhall, M. E. (2018). Responsible leadership: A mapping of extant research and future directions. Journal of Business Ethics, 148(1), 117-134.
Park, J., Lee, K., Lim, J. I., & Sohn, Y. W. (2018). Leading with callings: Effects of leader’s calling on followers’ team commitment, voice behavior, and job performance. Frontiers in psychology, 9, 1706.
Pearce, C. L., Wassenaar, C. L., & Manz, C. C. (2014). Is shared leadership the key to responsible leadership?. Academy of Management Perspectives, 28(3), 275-288.
Sroufe, R., Sivasubramaniam, N., Ramos, D., & Saiia, D. (2015). Aligning the PRME: How study abroad nurtures responsible leadership. Journal of Management Education, 39(2), 244-275.
Walumbwa, F. O., Hartnell, C. A., & Misati, E. (2017). Does ethical leadership enhance group learning behavior? Examining the mediating influence of group ethical conduct, justice climate, and peer justice. Journal of Business Research, 72, 14-23.
Witt, M. A., & Stahl, G. K. (2016). Foundations of responsible leadership: Asian versus Western executive responsibility orientations toward key stakeholders. Journal of Business Ethics, 136(3), 623-638.
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