Why Should Be Any One Lead By You?

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Every vision has some mission. My mission is to approach my vision to be a good leader not only the leader but a good leader. Leader who influence other, lead others and consider ethics. Who always think about his team and motivate them with his inspiring moves. In this blog we are going to discuss about leadership style and what are the ways that author has used to demonstrate his knowledge and developing his understandings for his future organization.
There are four components that characterise leadership; process, goal attainments, influence and group context (Northouse 2006).
For my understanding of effective leadership, the person who has inspired me most of the time was Steve jobs because he was the man of innovation, his principles was to form something rather just to be a bureaucratic. He not only invited other to his innovation but also make them feel his thinking and creativity style that there are some thing in this world that we can achieve, without depending on someone rather someone will come and command us to do something. His effective leadership has not only proves him intelligent but brings Apple out of bankruptcy to profitability.

People should not think about leadership is a downward process as managers and employees sometime lead it upwards(Hollington2006).A leader is one who is responsive to others needs and put his efforts to get the things done for them. An effective leader is very well aware of his organizations mission, vision and overall goals. He knows how to achieve by putting strategies as a goal to measure it with his diverse team capabilities to achieve them. My understanding derived with the vision of creativity to inspire my subordinates in my organization. My passion is not to inspire only someone but to lead them with a vision of influencing other as a team in nature and to prevent bureaucratic style and deliver ideas with effective leadership style to let my team to think freely and be democratic. It is vital to be a real leader until you have a full knowledge of your organization to bring change in organization by giving their resisting subordinates a sense of achievement through various examples. Leadership is all about the efforts are focus on objectives, goals and activities (Hale 2004). A real leader not only drive the results but also capable of making his staff keep motivated and passionate to do the things and feel them a sense of belongings to the organization which results staff retention, their loyalty to the organization. A leadership has to be ethical as it not only save organization from being destroy but will lead in competitive environment because of his ethics and balance in organizational approach to employees.
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The feedback I receive from my colleagues aware me that I have an ability to work with most of the diverse people with an influencing factor as I always try to take initiatives to describe things better before anyone can else in my group. I have a good communicational skill through which I effectively communicate my ideas and develop the thinking of others in certain way. Particularly when we have any team work I try to come up with a good idea to pursue with through my past experiences which I feel makes me stronger in my thinking. (Yukl2010) much of the leadership skills come from experience rather through training. The areas I have to develop myself are to motivate and lead others as it is very strong point in my vision to be a strong personality in the future if we have a motivational factor we can not only retain staff in the organization with a good leadership qualities but can lead them.
The leadership qualities which I will be developing through my peer feedback received from my colleagues, managers as well as customers are showing transformational leadership traits as I am capable of doing things with a clear vision. A transformational Theory by James Mcgregor 1978 which after several years modifications today has transformed in to four elements of leadership
• Individualised consideration
• Inspirational motivation
• Intellectual simulation
• Idealised influence
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A leader is one who treats relationships with his followers through motivation, commitment, influence and inspiration to improve performance of organization (Buchanan & Huczynski 2010). So for my future organization I have to be self motivated first where I can then be motivate others. I have to start doing two-way communication process through my continuous learning process which will helps me to develop my feed backs area too. Even though my communication style is good but it has to be more effective so I can influence others. In my future organization being a good leader I want to give my team a sense of belongings, a clear perspective about organization mission, vision so they can be directed in the right direction. This will help them to achieve a high performance level and realise true potential. My team will not only be capable of doing things properly even I will be their strength to support to develop their personal as well as professional skills as I am developing now my own. By evaluating followers in terms of their ability I will fulfil the commitments and envision them their responsibilities in my organization.
References:
1) Hollingdon, S. (2006). ‘How to lead your boss’, people management. (vol.12)(No.24)(pp 44-5).
2) Nothouse, P. (2006). Leadership: Theory and Practice. 4th Ed. California: sage publications.
3) Yukl, G. (2010). Leadership in Organizations: Global Edition. London. 7th Ed. Pearson.
4) Hale, J. (2004). Performance based management: What every manager should do to get Results. USA. John Wiley & sons.
5) Buchnan, D. & Huczynski, A. (2010). Organizational Behviour. London. Pearson Education Ltd.

Ethical Leadership

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According to my analysis through this blog I have concluded that Ethical leadership is to focus on achieving goals through performing well by remain in the limits of rules. In this blog going to discuss about the ethical leadership of leader within the organization and see how effective his leadership can perform to achieve organizational goals by operating ethically.
As organizations are not really ethical, it is their managers who bring the ethical culture within the organization to follow the set of rules and take care of moral values in respect to their business. However managers look at the various aspects like social and fair style, trading fairly and also try to maintain relation with their customers, suppliers and general public relationships respectively (Mullin 2013).
(Fraedrich 2014:311) ethical leadership not only allow employee to follow own moral but helps them to reinforced and implement shared values to promote ethical culture. In organization it is more concerned with the values accepted by individual or a large group of people. It acts like a guide line for any organization whether the leaders follow the principles of Ethical leadership throughout. There is a video by Apple CEO Tim Cook talking about Ethical leadership which is very important factor for an organization.

Commitment of employee and job satisfaction are influencing factors for organizational effectiveness (Ghorban2012). It not only reduces costs for recruitment and selection but increase the productivity. The leaders are the backbone for any organization as good leader follows the code of ethics. It not only gives organization a charm of doing practice ethically but also give employee assurance of treated equally regardless of age, religion, gender etc. such organization not only get repute but also bring the attention of good ethical leadership to people like employees, customers, suppliers or else whoever is connected with the concerned organization.
Contrary, as we are aware that businesses are more concerned in making profits with respect to ethics. But sometime functioning ethically, it reduce organizations profit with the fact that they have to pay more to contribute in outside activities like corporate social responsibilities, fare trade etc. this has reduce the organizations profit margin and that is the contrary aspect of following the ethics. Through this we are clear that business would not be able to maximize profits but in accordance to business ethics it is still useful for the society and their social cause (Mullins 2013).
Being an ethical leader in my chosen retail industry I will follow the code of ethics in organization. By balancing both organizations ethics and leadership I will try to emphasize on the role to play within the organization by knowing the organizations objectives. This will not only increase the awareness to the others it also give respect to the organization. People will come to your business with the fact that the organization is following the principles of Ethics and Ethical leadership and this will enhance the business profit. By putting more efforts in corporate social responsibility you are not only contributing towards society but you are playing a role of ethical leader with the purpose that you are taking care of business as well as its society.
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The best example is Marks and Spencer where the best practice of Ethical leadership leads them to better change. They go beyond the expectations of customers, employee, Stakeholders through collaboration with their suppliers to create fair workplace. On organizations Fair Trade front they are pursuing with ethical framework, where excellence in ethical initiatives and training programme to train 500000 supply chain workers in their rights. The evidence of positive change example has been seen in Kenya where producers of tea captured value by packing at source. Another example has seen through cotton initiative in Warangal, India where it helps to improve lives of 20,000 farmers. Living wage work sharpened industry first approach and in 2010, M&S remains the world largest producer for fair trade of cotton. These were the few examples from M&S which illustrates that their ethical leadership has raised the standards of not only organization but also of people connected with it. (The guardian 2013)
It concludes that, the ethical leadership has both the advantages and disadvantages. Ethical leaders try to maximize profit in organization but sometime ethics becomes barrier and it stops them to work unethically and the organization loose at various occasions to increase its profit. Ethical leader not only lead the organization but to its followers by setting examples around through behaviour and morale code of ethics which describe his leadership ethically. By following ethical leadership we are not only saving organizations image but contributes towards the society and social lives .with due respect and our ethical values we must emphasise towards the organizations ethical functioning.
Reference:
1. Beavis, L. (2013). M&S: doing the right things leads to change. The guardian. Available at [ http://www.theguardian.com/sustainable-business/best-practice-exchange/marks-and-spencer-change-better%5D accessed on [21/03/2014]
2. Mullins, L. (2013). Management and organizational Behnaviour.London.10th Ed. Pearson.
3. Ghazali, M., Ghorban, Z. and Ghahroodi, H. (2013) ‘Examining Ethical Leadership and Its Impacts on the Followers’ Behavioral Outcomes’ Asain Social Science. (vol 3)(No3)(Pp 91-96).
4. Fraedrich, J. (2014). Business Ethics: Ethical decision making & cases. 10th Ed.(p 323).

Managing Change

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This blog is about managing change in the organization as resistance is the main fact within the employees, so we are going to discuss about this resistance change with the help of J C Penny organization as an example to see different views on resistance in change.

‘‘Change is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change. It is all down to the personality of the individual and there is little management can do about resistance to change (Mullins 2010: 753)’’.

Managing change is one of the biggest challenges within the organization. The fact is people, some are really adept to the change naturally and others resist and become threaten for the organization. The type of employees who want to develop themselves they adopt changes quickly even they are looking for opportunities to move career forwards and they seek to thrive with the challenges. Much of these changes is a natural process of ageing like building, material or equipment like choice of new technology and methods so employers automatically be a part of these changes and they not only develop themselves but also adopt to new changes (Mullin 2013:712). Contrary According to (Davis 2009) ‘people resist to change due to the anticipation for the unknown is a reason for them’. John Kotter talk about resistance to change in organization that one can manage.

Some time people have a misconception regarding their power, luxury, jobs at risk, insecurity (Mullins 2013). As people grow old with a passage of time it is hard for them to change their perspectives and personality over night, a significantly change may affects their lives in long term which is difficult scenario for them to change and also they scared of uncertainty (Marcus & Curt 1999).
According to (Kotter 2005) open yourself to learn more about organization to lead your employees. Clarify the staff the vision behind the initiatives through your own management style and ensure that everyone is striving towards the same goal in your organization. The role manager plays in avoiding resistance according to (William2011:194) said that Kurt Lewin has introduced three step Model:
• Unfreezing
• Movement
• Refreezing
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Unfreezing is to identify your needs to employees that the change is needed as it will give organization a competitive advantage by going through change planning process. Movement is change transition process, which involved the options available for change and implementing the action plan. Freezing is to support and reinforce the new system which ever is recognised will be beneficial to the organization.
To overcome resistance in changing process manager should have to educate their employees about the actual purpose of change and also communicate change related information so they can understand. For example resistance to change is particularly stronger in merging company’s situation where a big company due to its high status acquire small company so the importance of this fact should understand by employees. Managers effectively play a major role in encouraging while promoting among staff new proposal of change to adopt positive change and their involvement in this change (Kavanagh 2006).
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The best example for resistance to change is J C Penny’s where Ullman has proved that resistance to change could be handled in an effective way to increase the capability of the organization. By using Handy frame work of organizational culture he has turned the power culture to persons culture where everything was aristocratic, everybody was very reserved, no one speak to customers properly, staff had limited freedom everything reserved up to managers, no casual clothing in office. He changed to democratic way and make it persons culture where staff can call their managers by first name, staff can wear casual on Friday, did first Christmas party which changed staff thinking about organization, can decorate their cabins, have a freedom to do things and staff get more friendly in their customers service as well staff got training facilities to develop their selves. This example has illustrates that change to resistance has a positive impact on the organization and the managers has to adopt the effective way to give empowerment to staff so they can be friendly with everyone.
It concludes that, change is actually nothing but is the need of hour. Employees in organization tend to resist because of the facilities they have. Effective leader always try to develop employees to bring productivity and this benefited to the organization. The most effective way to manage change is to educate employee in your industry, try to empower them which gives them a motivation to do the things in a better way. Collaborate with the employees to decrease the resistance and bring their participation to solve the problem. People love change until unless there is more resistance involve in it (cummings2008).

Reference:
1. Buckingham, M. and Coffman, C. (1999). First break all the rules. New York: Simon & Schuster.
2. Mullins, L. (2013). Management and organizational behavior. 10th Ed. (p712). Pearson
3. Kotter, P. (2005). Managing change to reduce resistance. Harvard business review.
4. William, C. (2011). Effective management: a multimedia approach. 5th Ed. (p194).
5. Kavanagh, M. (2006) ‘The Impact of Leadership and Change Management Strategy on Organizational Culture and Individual Acceptance of Change during a Merger’. British Journal of Management (Vol17)(p81-103).

Leadership vs Management

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Most effective leadership style to managing the work of subordinates
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Through my understanding of this blog management have a framework where they manage the subordinates through managers while leaders they manage the work out of frame to see another perspective of the framework. In is blog we are going to discuss that how effective leadership can manage the work of subordinates.
Although management and leadership style are used interchangeably but consider two different ways which helps organization to move forward but there are similarities and differences in their approach (Mullin 2013).
According to (Kotter1990) Management and leadership have so many things in common:
• Both exercise their powers
• Accomplishing the goals of organization
• working with people
• Effective manager/leader
The differences between management and leadership are:
Management is about ‘getting things done through others effort’. Management is a formal authority where managers manage the business to run day to day operations through subordinates. (French and Raven1968) Managers exercise their power sometimes legitimately to get the things done where as leaders show employees a vision to participate and achieve it by using their power of influence to others. Managers are only concerned to operational issues to tackle them, meet targets which are set by management, complete administrative duties and supervise the work. The best example is Tesco where managers just follow the command to operate business by allocating tasks to different people to get job done, here there is no effective leadership role as managers are bound with certain amount of duties to perform through head office commands.
Leadership is about ‘get others to follow you’. The leaders are innovators who inspire their work to subordinate to follow them through creativity. A leader has clear vision to ensure it will follow by subordinates in the organization. Leader always strive for change and inspire others to promote development between, in a more efficient way. According to Loperena (2004:36) ‘leadership can be defined in terms of transformational leadership where the followers exceed expectations through motivation in loyalty, respect, trust as well as admiration’. The best leadership example is Apple’s Ex-CEO Steve Jobs who inspired people with his excellent piece of innovation which bring change to his organization and it leads them to the number one corporate in the globe for electronic devices i.e. iPhone, iPad etc.
‘The best approach may vary according to circumstances and individual characteristics’ (CMI 2013).
There are many approaches that define leadership which may vary according to the circumstances and characteristics. The trait model is based on many leadership characteristics both successful and unsuccessful. Trait model used to predict leadership effectiveness but it does not explain whether the implementation will give a success to the organization. However attempts made to know the good or successful leadership characteristics, common personalities which have met with little success (Fleenor 2006).

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                              Fig: Trait Model of Leadership

Drucker (1955) in his views said that ‘there is no substitute for leadership as it is of utmost importance but it cannot be leaned or taught, not created or promoted.’’ Leadership is genuine matter where an individual have capability to produce new ideas and bring those concepts to market in an innovative style.
Goleman (2000) discovered that there are six approaches through which a manager can approach a leadership style. It does not fit to one organization and is differ from one organization to the other. A brief analysis of each is given below:
• Affiliative
• Democratic
• Visionary
• Coaching
• Commanding
• Pace-setter

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Fig: Goleman’s leadership style

Goleman reports that authoritative style is distinct approach that effective leaders used to overbearing occasionally to motivate and inspire commitment with organization. Democratic style encourages staff for input and is seen as positive which helps build consensus through participation. Coaching is least approach and helps staff to see their strength and encourage goals of long term development. Study concludes that effective leaders rely on more than one style of leadership.
As a member of a team, I would like to be manage by democratic style as it has approach to encourage others and it helps to develop good ideas which freely and openly moves between the employees, it helps to open discussion to solve problem and everybody have a right to see him/her self at the seat of CEO of the organization to make a good decision and this is the fact that helps employee to make effective decision within organization to be an effective leader. Best leadership style not only effective, but also develops subordinates with a high skills and knowledge and polish them for the competitive advantage.
References:
1. Fleenor, John W. (2006). ‘Trait Approach to Leadership’’. Encyclopaedia of industrial and organizational psychology. Sage publications.
2. Drucker, P. (1955). The practice of management. London: Heinmann.
3. Mullins, L.(2013). Management and Organizational Behaviour. Pearson. 10th Ed.
4. Kotter,J.P.(1990). A force for change: How leadership differs from management. New York.
5. Loperena, M. (2004). Team leadership behaviours, roles and characteristics in effective teams. The George Washington University.
6. Goleman, D. (2000). Leadership that gets result. Harvard Business review, Vol.78, p(17-21).
7. Walter, I. (2012). The real leadership lessons of Steve Jobs. The Magazine. Harvard business review. Available online [http://www.hbr.org/2012/04/the-real-leadership-lessons-of-steve-jobs] Accessed on [11th March 2014]

Diverse Teams Produce Better Results

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Research has consistently shown that diverse teams produce better results, provided they are well led. The ability to bring together people from different backgrounds, disciplines, cultures, and generations and leverage all they have to offer, therefore, is a must-have for leaders (Ibarra and Hansen 2011: 71).

In this blog we are going to discuss about diverse teams produce better results and will show that how the variety of people can achieve the common goal in same organization and bring bright new ideas to their organization.
The diversity in the organization has seen many patterns in the past where organisation has got success through diverse teams e.g. L’Oreal. According to (Cox, 2013) Organizations, government entities and communities pursued with diversity and proclaimed a positive result through setting goals’. Diversity not only gives rise to the organization but it also helps to lead the organization to the top level. The best example is Tesco where people from different cultural background work together, as this bring experience and knowledge of people together from different corners of the world and they work together towards the common goal and that is how Tesco got success in the business world. According to Tesco they provide to their managers with a religious toolkit which makes them to support their diverse people faith via information over diet, dress and prayer and also give suggestions about how to support colleagues during their festival, this has influenced the diverse culture of Tesco and people have passion to do their job enthusiastically. Diversity is today’s world tool which every organization used to create success in this era. Team with different back ground, ethnicities and gender are more innovative and creative as compared to those belongs to same background (Carole, 2008).
Diversity in organization brings new ideas which on constructive feedback give development to the most innovative thinking which create an organizational success. This skill of diversity in organization helps them to learn more from each other in such competitive environment where everyone challenge to each other with good ideas and that helps the organization to be benefited from diverse background. To manage the team of diverse people, the leader must have the capability and right skills to acquire diverse talent in order to increase efficiency and omit errors to improve the operational strength. The team success is not only about creating a diverse team but also leads them in an efficient way by training and motivating them towards objectives (Winter K.2008).
Gallois, Bordia and Hobman (2003) states that team success and relationship entirely depend on the leader’s management. If the leader has no influence on team of hardworking people then the organization will definitely unsuccessful on the other hand if the leader influenced the diverse team of people it will give a rise to company and bring new concept within organization due to the fact that people have a positive attitude and are motivated by the leadership style of the leader.
According to (Yukl 2010:26) ‘the process of leadership is to influence other by understanding and agree on what needs to be done and how to do it’. Leader always encourages their people for constructive ideas which build repute and that can be more creative with diversity.
Diverse team leadership requires transforming and motivating individual through interaction to bring out the best out of it. This concept is also known as transformational leadership Model.

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Fig: Transformational Leadership Model

There are four basic components of transformational leadership Model (Turner, Parker and William 2010) which are:
• Inspirational Motivation ( It emphasise leaders behaviour and how he challenge and meaning the work of the followers)
• Idealised influence (It describes the admiration and respect of followers and highlights the leadership charisma)
• Intellectual stimulation ( it solicits leader new approach for the work performance and seeks creative problem solution form followers)
• Individualised consideration ( where leaders gives special concern by listening to the needs and concerns of the followers for growth)
There are limitations in this model as followers constantly depend on their leaders for approval of their performance which may foster deception (Mullins 2013).
In conclusion, the diverse team produce better results than same background people. In order to be creative, innovative and successful diversity is the need of the hour. The diverse team could only be effective if train and motivate by the right leader and this will result increase in efficiency of organization. The diversity should be comprises of equal opportunity with no discrimination then it can add value to the culture of organization and the workforce will act in a positive way.
References:
1) Carole (2008) ‘The Business Benefits of Diversity’. Management Services [online] 52(2), 26-30, available from
2) Tesco (2009) Diversity in action [Online] available from [http://www.tesco-careers.com/home/working/diversity] [21 Feb 2014]
3) Winter k. (2008)Team Climate and Productivity for Similar Majors versus Mixed Majors. Journal of education for business.
4) Williams, H, Parker, S, & Turner, N (2010), ‘Proactively performing teams: The role of work design, transformational leadership, and team composition’, Journal Of Occupational & Organizational Psychology, 83, 2, pp. 301-324.
5) Steven, C. (2013) ‘The Costs and Benefits of Diversity: Are Religious Differences Most Important’? Journal of Global Business issues 7(2), 9-20.
6) Garry, Y. (2010). Leadership in organization. 8th Ed. Prentice hall

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