Importance of Self-Awareness for Modern Leaders
Leadership is one of the major aspect of the modern business organizations (Aarons et al. 2016). Major responsibilities of the effective leaders inside the organization are the formation of the strategy for the operations of the organization with a precise focus on the achievement of the higher growth for the organization, the production of the motivation to the employees of the organizations and the effective identification of the factors that are influential in the decrement of the performances of the employees (Bolman and Deal 2017). The paper analyses the required activities of a leader in managing the performances of the employees, managing the retention of the employees who are considered to be the assets of the organization, in managing the human resource of the organization and along with that, the paper evaluates the personal skills that are required for becoming an effective manager.
The ability to lead the individuals and influence them towards a predefined goal are considered to be the major aspects of the leadership (Barbera 2014). In modern business context, the leadership is observed to be notably influential as the growth of the organization will be dependent on the ability of the leaders to lead the organization in an effective manner.
The theories that are taught to me are significantly helpful for me in my development of the leadership attributes. Being a leader, it is much needed to identify the gap in the performance of the employees inside the organization. The theories were able to provide me the base for the identification of the variation in the desired performances and the actual performances of the employees. In connection with this, the assessment of the development al needs and the developmental activities were notably helpful for me in becoming an effective leader. One of the major concern of the modern day organizations is observed to be in the form of the retention of the employees (Miner 2015). The theories were significantly helpful for me in the understanding of the impact of the higher turnover rates in the modern organizations and along with that, the necessity of the effective rewarding policy with the introduction of both, intrinsic and the extrinsic rewards, is well served by the theories that were taught to me. The theories enabled me to understand the technique for managing the stress of the employees and necessity of the conduction of the employee engagement activities for the reduction in the stress and job dissatisfaction of the employees.
Necessary Activities of an Effective Leader
Apart from this, the theories were significantly helpful for me in understanding the different stages of the career growth and the increment in the pay structure as well. The theories helped me to understand the human resource planning considerations. I understood that the modern organizations are notably trying to implement the scientific management of the operations of the organizations and the main influential factor in this, is the notable competition that the organizations of modern generation are able to experience in the industry.
The online resources were significantly contributing to my development as a leader. The management of the talents is one of the prime requirements of an effective leader and the success of the organizations in ensuring the growth is observed to be notable when they can manage the assets of their organization (Lepper and Greene 2015). Along with the management of the talents, the concept of the talent acquisition is also of great significance for the leaders and that is pretty evident from the assessment of the online resources that I used. The online videos helped me to understand the importance of recruiting employees with precise focus on the ability of the employees to provide the much required quality and at the same time, the resources enabled me to know to understand the personal quality and competencies of the probable employees. In order to get an efficient employee, the assessment of the personal skills of the probable employee is much needed. The assessment of the personality skills becomes crucial for the leader as the leader is the responsible person for figuring out the appropriateness of the probable employee in becoming a team player. Along with that, the assessment of the employee for the aspects like values, ethics, and the avoidance of the cultural differences has notable significance for the leaders.
Apart from this, the resources helped me in understanding the importance of the acceptance of the faults for the better improvement. It is important for a leader to get the opinion of the employees rather than dictating them the operations as that might have the possibility to introduce considerable amount of unrest among the member of the organization. The video resources that I used, were of great significance for me in achieving the idea of the fact that the transfer of the power to the employees to take decisions regarding the operations, has great potential in integrating the employees to the organization and the growth of the organization. The acceptance of the failure builds the base for the recovery and an efficient leader is expected to appreciate that. It is impossible to do everything in the correct way and the identification of the reasons responsible for the failure has potential to provide the solution for them and that becomes crucial for a leader in managing the employees.
Theories as Helpful Tools for an Effective Leader
The guest speaker for me was Katherine Dziaman. The speaker was observed to communicate us regarding the definition of the leadership and the necessity of the leadership. The speaker commented that the leadership is the capability of developing a vision which has the potential to motivate others with a passion towards a particular goal that is acknowledged by everyone. In addition to this, the comments of the guest speaker were notably helpful for me in the understanding of the differences between a boss and a leader. The usage of the authority is predominant in the case of the boss. On the other hand, the strictness is notably limited in cases of the leaders. The speaker was able to inform us regarding the several attributes of an efficient leader like the integrity, honesty, trust and passion along with awareness and passion. In the modern business context, a leader must make sure that he or she manages the workforce with utmost honesty and that must reflect from the decision making that the leader undertakes in order to judge the performances of the employees (DuBrin 2015).
Apart from this, ten more characteristics which were described by the guest speaker was notably helpful for me in my development as a good leader as all of those characteristics bare considered to be much needed for becoming an efficient leader. The characteristics were listening, empathy, team working, awareness, persuasion, strategic thinking, commitment and building a community that will follow the leader (Daft 2014). Apart from this, an efficient leader is expected to have the skills for challenging the people to think, to communicate clearly, to make effective decisions, to measure the performances of the employees and reward the efficient employees (Algahtani 2014).
The in class activities were majorly focused in the elaboration of three notable aspects which are the talent management, the recruitment and selections and along with that, the performance and reward system. The necessity of the selection procedure and the recruitment of the efficient candidates were pretty visible with the troubles that the modern organizations are facing due to the incapability of the fresher employees (Armstrong and Taylor 2014). In addition to this, the activities were instrumental in my assessment of the management of the employees who are able to provide the much desired quality. It is evident that the talent management is achieving greater importance in the organizational setting and the major factor responsible for the increment is the maintenance of the quality (Herzberg 2017). Till this part of the class activities, I had a question and that was the possible methods for the management of the talent. With the third part of the class activity, I figured out that the introduction of an effective rewarding policy is the best possible measure that the organizations are liable to take to manage their human assets. Along with this, I also acquired the knowledge of the difference between the intrinsic and the extrinsic rewards and how that helps to satisfy the different needs of the employees.
Online Resources as a Major Contribution to Leader Development
Overall Structure:
From the scorecard, it is visible that I scored 3 in the mentioned aspect. The feedback states that I did well in this aspect. However, in this assignment, I focused on the HR initiatives rather than anything else and overlooked the topics like the relationship between the HR practices and the ability to recruit. Hence the developmental need for me is pretty clear.
Performance Initiatives:
In the aspect of performance initiative, I scored 3. The analysis of the performance initiative went pretty well for me. However, I worked well to figure out such factors that have major impact on the performance of employees. But I missed to conduct a deeper analysis these factors to search which of these factors have the major impact on the performance of the employees compared to the other factors.
Culture Initiatives:
In the aspect of culture initiative, I scored 3.5 which was pretty good. According to the feedback of my assessor, I tried well in this part. However, the score of 3.5 shows that I need to develop more and the feedback made sure that I know the areas for the development. I need to produce more in depth analysis of the linkage between various elements of the HR initiative process that have the potential to pose a threat to the strategic direction of the business. Apart from this, my paper lacked appropriate examples and citations that would increase the value of my paper.
Engagement Initiatives:
I scored 3.5 in the engagement initiative section. I was told that my approach to the possible solutions were pretty good. However there are much needed aspects that I missed and I need to recover from that. In order to improve, I need to add more theoretical frameworks into the recommended strategies. I need to elaborate in detail how and why these recommended strategies work by using the theories and the frameworks.
In the recommendations section, I scored similar to the previous section and that was 3.5. My assessor told that the coverage of the issues that I portrayed was good. In addition to this, the assessor advised me to look for several other issues apart from HR initiatives in order to understand the strategic HR issues. Along with this, the assessor commented to evaluate all the elements that have the potential to be a cause of the HR initiative challenges. The assessor was able to comment that my paper did not show a clear understanding of the above mentioned topics and that is the reason responsible for the fact that I need a refinement. One of the major lapses in my paper was that I wrote in generic terms rather than focusing on a company and weakened my analysis. Hence i need to improve this aspect as well.
Guest Speaker’s Insights on Leadership Characteristics
In order to evaluate my skills as a leader, I undertook two tests which are the DISC personality test and the Situational analysis test.
During the test, I chose the suitable and the most effective options under the situation. Along with this, the test was pretty effective for the fact that, it presented questions or situations of various job roles inside the organization. However, the test result that I got was 23 out of 32. It was not too impressive but the result was significant for me in the assessment of the faults that I conducted during the test. However, during the test, I felt that I was not able to answer some of the questions with the achievement of notable insights regarding them and those are the sections where I missed the scoring. Hence the improvement needs to be in alignment with the achievement of the knowledge in those sections.
In the personality test, the evaluation of my personality was conducted. With the result of the test, it was pretty evident that I have a strong personality where dominance holds the major share. The result ensured that I like to control the proceedings by myself. Along with the dominance, the second major aspect was the Influence which describes that I communicate with my followers in an effective manner. In addition to this, the steadiness and the persistence in my personality is limited and that acts as a drawback of mine. Being a leader, I need to be patient and that is the reason for the improvement of my personality.
Conclusion:
On a concluding note, the leadership in the modern business context is observed to be notably critical. The success, failure and the growth of an organization are significantly dependent on the leadership. Along with this, the revival of a company from the failure or crisis also largely depends on the effectiveness of the leader.
References:
Aarons, G.A., Green, A.E., Trott, E., Willging, C.E., Torres, E.M., Ehrhart, M.G. and Roesch, S.C., 2016. The roles of system and organizational leadership in system-wide evidence-based intervention sustainment: a mixed-method study. Administration and Policy in Mental Health and Mental Health Services Research, 43(6), pp.991-1008.
Algahtani, A., 2014. Are leadership and management different? A review. Journal of management policies and practices, 2(3), pp.71-82.
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Barbera, K.M., 2014. The Oxford handbook of organizational climate and culture. Oxford University Press.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Daft, R.L., 2014. The leadership experience. Cengage Learning.
DuBrin, A.J., 2015. Leadership: Research findings, practice, and skills. Nelson Education.
Herzberg, F., 2017. Motivation to work. Routledge.
Lepper, M.R. and Greene, D. eds., 2015. The hidden costs of reward: New perspectives on the psychology of human motivation. Psychology Press.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.
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