Organizational Leadership
Part 1
It is important to note, from the onset, that organizational culture can be a rather difficult concept to comprehend for most. This is more so the case given that it has got to do with the interactions between individuals in an organizational setting and how these interactions and behaviors are governed by the prevailing beliefs, values, as well as shared assumptions. In an attempt to help in the evaluation as well as assessment of the relevant organizational culture elements, Edgan Schein came up with a model… Continue Reading...
presented skills like conflict management, flexibility, social reasoning and persuasion as requirements for a leader to address ascending levels in the organization. In this case, the model of organizational leadership in question gave emphasis to the important role played by social intelligence in organizational leadership. Emotional intelligence has two models ability model (capabilities emerging from feelings like perception and reasoning without information) and mixed model (an ability with social behaviors and traits) often seen as unique human abilities (Mandell and Pherwani, 2003). Genderen's article asserts that Emotional Intelligence has been developed into three related approaches: The ability-based model, personality-based model and a competency-framed "mixed" model (2012).
Leadership style is an essential component considered by managers because it rolls… Continue Reading...
metaphor in the nineties to account for inaccessibility of organizational leadership posts for females. Even today, females continue to encounter a number of challenges when aiming for leadership positions (Ayman & Korabik, 2010). Research scholars recognize the broad significance of culture and situational contingencies as contextual factors governing leadership, whilst also presenting leadership or governance as a largely gender-neutral phenomenon. As of 2010, the labor force of the U.S. comprised of approximately 72 million women (aged 16+); i.e., 58.6% of American females above 16 years were employed, with 40% of the working female population either in professional or managerial… Continue Reading...
Kouzes & Posner (2012) provide practical real-world advice on organizational leadership. These authors suggest that individuals can become exemplary leaders through understanding and exploiting their potential. This requires understanding leadership skills and practices that make exemplary leaders and distinguish them from the rest. As a result, they provide five practices of exemplary leadership that are utilized by today’s organizational leaders. These practices of exemplary leadership are centered on the idea that leadership is a relationship whose foundation is credibility. Once leaders understand that leadership is a relationship, they start engaging in the five practices of exemplary leadership (Kouzes &… Continue Reading...
from a leadership assessment. I would systematically collect and analyze data on its organizational leadership using the structured questionnaire, which Tsai (2011) recommends as an effective method for obtaining data from stakeholders within an organization and identifying relationships between culture, leadership and job satisfaction. Knowing where to apply the questionnaire and among which stakeholders (executives, lower level managers, employees, clients, etc.) could be determined by first conducting an internal and external assessment to see exactly what is going on both inside and outside the company.
Knowing what best practices are conducted in the industry and what the industry standard is in terms of… Continue Reading...
for Workplace Conflict Management
One of the essential organizational leadership skills and quality is the ability to identify conflict, understand its nature, and identify and utilize suitable conflict resolution strategies (Myatt, 2012). The inevitability of organizational conflict implies that organizational leaders to to develop conflict management skills. Lawless & Trif (2016) contend that effective workplace conflict management requires a combination of psychological and managerial approaches. These approaches provide a suitable framework for understanding and handling interpersonal conflicts in the workplace. Psychological approaches for workplace conflict management incorporate measures that address communication and the individual characteristics of employees. This… Continue Reading...
