Identifying And Analyzing Effective Leadership: A Case Study In Metals And Mining Industry

Identifying an Effective Leader

The leadership roles played by the management of the organization helps in upholding the efficacy of the performance. The different leadership approaches that are utilized by the management and the hierarchy in order to cope up with the market situation that is faced by the business helps in understanding the sustainable approach of the venture. The different leadership styles and approaches clearly influence the decision making capabilities of the firm depending on the long term and short term concerns. The key changes in the organizational contexts are based on the leadership approach and the manner in which the leaders design the processes for enabling the progress of the businesses. It enumerates the ways in which the decision making functions can be enhanced through the involvement of the employees in the business operations.

The report will be focusing on the identification of a real life leader and thereby analyze the key leadership roles that are played by the person in an organizational context. On the other hand, the report will also be reflecting on the individual’s capabilities and competencies that are faced while leading an organization. The identification of the strengths and weaknesses of the individuals, which will be enumerated in the report, will assist in the formulation of a development plan. A leader in the final part of the report will review the development plan and a feedback will be provided in order to influence the enhancement of the plan.  Therefore, the purpose of the report is to identify the set of qualities that are required to be instilled in a leader through examples and thereby develop a plan to bring forth improvements in the leadership skills of the individual.

The leader that will be considered in this context of the study is a person who is an entrepreneur in the metals and mining industry having a position of an accountant and serves as a legal practitioner of the industry. The person has been a supportive leader who supported the growth of the organization through encouraging the involvement of the workforce in the model that is designed by the same. The application of Transformational leadership is evident through the practices that are undertaken by the personality (Voegtlin,   Patzer  and Scherer  2012). The transformational servant leadership approaches of the leader has helped in motivating the workforce and thereby bring in subtle modifications in the system through steady communication with the chief stakeholders, mostly the employees. The step has helped the leader in maximizing the involvement of the employees in the processes that are designed by the same for enhancing the productivity of the business (Ng . and Sears  2012).

The long term vision of the leader has helped the organization in making its progress as per the needs of the same to evolve in an competitive market scenario. The leaders is  passionate towards grasping the opportunities, prosperity and growth of the mining industries. It has helped in the development of the organization through representation of the communities around them (Crossan,  Mazutis  and Seijts  2013). The vision of the leader has helped the management in undertaking steady decision making functions, which has helped the business in upholding the consistency of the operations.

Analyzing the Key Leadership Roles

The leader utilized power through the decentralized decision making systems, which has helped the management in encouraging the involvement of the key stake4holders in the developmental processes of the operations (Riaz and Khalili  2014). On the other hand, the transparency of operations that are undertaken by the management of the business and the enhanced communicability of the same has aided to the enhanced performance of the business. The involvement of the key stakeholders, mostly the employees, in the business operations has facilitated in enhancing the performance of the organization. On the other hand, the identification of the different risks that might be faced by the venture through consultation of the chief stakeholders has assisted the management in overcoming the diverse issues that might be faced by the organization while implementing the change.

The enumeration of the role model and the manner in which the role model has undertaken steps to encourage the involvement of the employees in the processes has facilitated the smooth functioning of the processes. The study of the role model; helped me in identifying that I lack proper communicational skills, which might affect my role as a leader in the organization. On the other hand, the lack of proper analytical capabilities will be affecting the leadership role that I am to play in the future. Tannenbaum,  Weschler  and Massarik (2013) stated that the management of the organization is based on the analytical capabilities associated with the coordinative functions that are undertaken by the leaders in order to enhance the processes of the business operations. The key changes in the organizational context are dependent on the supportive role of the leaders (Smith  2014). However, lack of empathy in my approach will be affecting my functioning in the organizational context while encouraging the involvement of the employees in the processes of the business.

 Popovi? et al. (2012) stated that vision plays a major role in the decision making functions that are undertaken by the leaders in the organization. I have a clear vision of the processes that might be implemented in order to bring forth positive changes in the organizational context. It will be helping me to emphasize on the organizational performance. However, the lack of empathy and proper communicational skills might create situations of a distanced management- employee relation, which might affect the coordinative functions resulting to a lag in the productivity of the business operations. The identification of the different aspects of change in the organizational context is based on the approach of the leaders while considering the different issues that are faced by the business (Shamir  and Howell  2018). I will have to develop the different features of the transformational leadership in order to identify the issues that might be faced by the employees while applying different changes.  

The leadership tests that was undertaken by me has helped in identifying the different critical competencies and capabilities that are inherent in me which might be utilized in order to bring forth changes in the organizational context. The tests assisted in diagnosing the different leadership elements that helps an individual in bringing forth changes in the organizational development context.  The score of Self- control test has helped me in identifying the different aspects of leadership relating to self- control, self- management, social- awareness and relationship management. I scored 8/10 in self- awareness, which clearly depicts that I am well aware of the person, which has helped me in reflecting on the actions and decisions that are designed by me. The diagnosis on self awareness has helped me in identifying the specific areas where improvement is required to be infested in order to maintain the efficacy of the leadership approach.

Examining Leadership Styles and Decision Making Capabilities

On the other hand, I scored 4/10 in self- management, which clearly portrayed that I must take steps to develop on self- management practices in order to maintain the efficacy of the decisions that is aimed at enhancing the performance of the organization. The identification of the priorities and assimilation of the same in the practices will be helping me to identify the different criteria on which the decisions will be dependent. The identification of the needs of the organization and the manner in which the needs can be prioritized is dependent on the suitable development of self- management.  Social awareness is again an important criterion that supports the proper functioning of the leadership role. I scored 6/10 in social awareness, which is slightly above the average level. Thiel et al. (2012) stated that social awareness helps the leaders in identifying the interests of the people. I must be able to develop the skill of social awareness in order to maintain the efficacy of the performance as per the priorities and interests of the people. However, relationship management is again an important concern that affects the smooth operations planned by the business executives (Bergman et al. 2012). I scored 3/10 in relationship management and thereby requires most of my attention to bring forth developments in the same. Relationship management accounts for undertaking the priorities of the people and their interests, which helps in the smooth functioning of the processes that are designed by the management of organizations (Eisenbeiss  2012).

The Self- confidence test that was undertaken by me clearly portrayed that I have an average level of self- confidence, which might affect the decision making authority in the future. I scored 46 during the test, which exemplified the average level of self- confidence, which is affecting my professional approach while making a decision on designing the processes of the business. I must therefore take steps to develop my self confidence in order to justify the decisions that are framed by me in relation to the changes that are required by the business for optimization and enhancement in the situation of the undertaking. The self- confidence test will be helping me to identify the different psychological constrains that are affecting my self- confidence while designing the processes and thereby culminating into different outcomes for the business.

The assessment of the Team leadership skills has helped me in identifying different deficiencies that persists in me, which affects my involvement in the processes that are designed for the smooth performance of the teams. I lack in the coordinative mentality, which might affect the performance of the team while operating as per the objectives of the business. The test clearly portrayed the setbacks in my leadership skills while performing the activities in a team. Lack of communicability also affected the team functions as per the common objectives of the organization (Holt  and Marques 2012). However, the test indicated that I prefer working with people from different cultures, which will be helping me to induce a positive atmosphere and thereby enhance the proficiency of the performance of the team. The proper allocation of the job responsibilities through an assessment of the expertise of the team members will be helping me to build a stronger team as per the aspirations that are set by the business. The chief leadership role that is played by me is to integrate and thereby welcome a new candidate in the team. It will be helping me to enhance the efficacy of the functions as per the objectives of the organization.

Reflecting on Capabilities and Competencies

Janine Allis, the CEO of Boost Juice Bars reviewed the Leadership development plan that was designed by me after the assessment of my core capabilities and competencies through the diagnosis tools. Janine stated that the activities that are framed by me are not clear and doable. I will be taking steps to review the activities and thereby formulate a new set of activities in order to develop suitable leadership skills in order to bring forth changes in the performance. On the other hand, Janine also pointed out that the timeframe that was designed by me was inappropriate to boost my capabilities. It might affect the proper functioning of the systems as per the objective of inculcating the suitable leadership qualities. The major issue with the development plan, as indicated by Janine Allis, was that the development plan lacked clarification relating to the alignment of the strengths and weaknesses to the plan. The ambiguous nature might affect the efficacy of the functions as per the objectives of inducing suitable leadership approach in me. I will be taking steps to review the timeframe and thereby remove the ambiguity through restructuring the activities and realigning them, with the objective of enhancing the leadership development program. The different aspects of change in the development plan is based on the criterion of undertaking the efficacy of inducing the  leadership skills in order to bring forth changes in the operations. The development of the leadership skills are clearly connected to the effectiveness of managing the different levels of change in the organizational context through reduction of flaws in me. Therefore, the feedback by Janine Allis will be helping me to revise the development plan in order to enhance the leadership skills in me.

5. Conclusion: 

Therefore, it can be stated from the above analysis that the enumeration of the leadership qualities helps in enhancing the business performance. The report enumerates the leadership style of a role model and the manner in which the approach of the role model aided to the progress of the concerned organization. It has helped in identifying the effectiveness of leadership in the organizational context. On the other hand, the utilization of different diagnostic tools has unraveled the capabilities and competencies that are faced by the individual relating to the self confidence and team management perspectives. The tests that are undertaken while reporting on the leadership roles has helped in the identification of the constrains that might be faced by the individual in different contexts while managing the functions of the organization. The report also outlays a personal development plan in order to enhance the performance of the leaders while identifying the different concerns that might affect the organizational performance. Feedback from the existing leader on the leadership development plan will be helping to enhance the processes as per the objectives of the business operations. The feedback from the will be helping the individual in designing the processes for the internal growth of the person as per the objective of enhancing the leadership functions as per the organizational needs.

References: 

Bergman, J.Z., Rentsch, J.R., Small, E.E., Davenport, S.W. and Bergman, S.M., 2012. The shared leadership process in decision-making teams. The Journal of social psychology, 152(1), pp.17-42.

Crossan, M., Mazutis, D. and Seijts, G., 2013. In search of virtue: The role of virtues, values and character strengths in ethical decision making. Journal of Business Ethics, 113(4), pp.567-581.

Eisenbeiss, S.A., 2012. Re-thinking ethical leadership: An interdisciplinary integrative approach. The Leadership Quarterly, 23(5), pp.791-808.

Holt, S. and Marques, J., 2012. Empathy in leadership: Appropriate or misplaced? An empirical study on a topic that is asking for attention. Journal of business ethics, 105(1), pp.95-105.

Ng, E.S. and Sears, G.J., 2012. CEO leadership styles and the implementation of organizational diversity practices: Moderating effects of social values and age. Journal of Business Ethics, 105(1), pp.41-52.

Popovi?, A., Hackney, R., Coelho, P.S. and Jakli?, J., 2012. Towards business intelligence systems success: Effects of maturity and culture on analytical decision making. Decision Support Systems, 54(1), pp.729-739.

Riaz, M.N. and Khalili, M.T., 2014. Transformational, transactional leadership and rational decision making in services providing organizations: Moderating role of knowledge management processes. Pakistan journal of commerce and social sciences, 8(2), p.355.

Shamir, B. and Howell, J.M., 2018. Organizational and contextual influences on the emergence and effectiveness of charismatic leadership. In Leadership Now: Reflections on the Legacy of Boas Shamir (pp. 255-281). Emerald Publishing Limited.

Smith, W.K., 2014. Dynamic decision making: A model of senior leaders managing strategic paradoxes. Academy of Management Journal, 57(6), pp.1592-1623.

Tannenbaum, R., Weschler, I. and Massarik, F., 2013. Leadership and Organization (RLE: Organizations): A Behavioural Science Approach. Routledge.

Thiel, C.E., Bagdasarov, Z., Harkrider, L., Johnson, J.F. and Mumford, M.D., 2012. Leader ethical decision-making in organizations: Strategies for sensemaking. Journal of Business Ethics, 107(1), pp.49-64.

Voegtlin, C., Patzer, M. and Scherer, A.G., 2012. Responsible leadership in global business: A new approach to leadership and its multi-level outcomes. Journal of Business Ethics, 105(1), pp.1-16.

Order an Essay Now & Get These Features For Free:

Turnitin Report

Formatting

Title Page

Citation

Outline

Place an Order