Sample Essay On Requirements: A. Conduct A Leadership Evaluation Of Your Own Leadership By Doing The Following:

Personal Leadership

Introduction
In the business and societal frontier, leadership and management, play a decisive factor in determining the path for either excellence or failure. Conversely, the comprehension of the aforesaid aspects forms a critical aspect in shaping the performance mandate of not only the organization but also its employees. Thus, it is imperative that an individual has clear-cut leadership competency and policies that are construed towards the development of the organization in a proper manner that will ensure sustainable environments of operation. Hence, this paper will examine the various aspects of personal organizational leadership competencies and how I can incorporate them with an aim of ensuring successful macro and micro environments for employees in future as per the case questions.

Reflect on the results of your seven habits profile, including what those results might indicate about your leadership style
Evaluate your leadership practice by doing the following:
Evaluate three strengths of your leadership practice using a scholarly leadership theory
A transformational leader is highly advisable in diverse organizations especially the start-ups. Most fundamentally, the leadership style that I exude has various strengths as per the diverse pundits. Thus, the three main strengths of the leadership style practice include:

Sustainable environmental empowerment through nurturing relationships with the diverse stakeholders

The transformational leadership approach entails the investment into open communication and welfare based operational strategy. As a transformational leader, caring or involvement in the diverse facets of employee and stakeholder environment is highly evident. Through nurturing plausible relationships, a sustainable business environment is developed (Bodwell 2007). The sustainability of the business environment is due to the open communication and wider networks of relationship. A transformational leader necessitates change and participates highly in the micro and macro environment of operation. Involvement in the micro and macro environment is highly plausible towards ensuring profitable and mutually beneficial outcomes.

Encouragement of autonomous leadership among the various employees within the organization hence heightened performance

A transformational leader greatly believes in autonomy in employee management and running of operations. As such, employees that feel open and flexible towards individual management are highly performance centric. Leaders that invest into micro-management in most instances result into disgruntled employees and usually slack in performance. Diverse theorists argue that ensuring employees feel open to decision making result into highly motivated employees. The evident motivated employees translate into high performance centric employees (Bodwell 2007). Thus, it is highly advisable that individuals continue towards implementation of the transformational leadership style that encourages autonomy in leadership and individual management of the employees.
Incorporation of effective steering committees that is built on cementing stakeholder relationships and encouragement of team work in the organization thus team centric performance
The transformational leadership style is employee centric. As an employee centric approach, a transformational leader highly encourages interactions and team work among the employees. The notion of teamwork has become a highly plausible approach towards ensuring heightened performance. As such, teamwork entails the harmonization of skills, professions, characters and behaviors. In the instance that the diverse individuals with diversity in character and so forth operate in unity, profitable outcomes are highly evident. Investing into teamwork translates into an easier approach towards accomplishment of goals set in a more flexible and timely manner (Brooks 2009). Hence, transformational leadership is team based and aims towards building formidable employee interactions towards successful outcomes.

Evaluate three weaknesses of your leadership practice using the same scholarly leadership theory you used in part a2a

Despite the evident strengths of the transformational leadership style, it is evident that there are several weaknesses. As an individual that exudes the transformational leadership practice, the several weaknesses include:

Highly daunting for a leader to ensure effective monitoring of performance and meeting targets effectively

Transformational leadership practice, as aforesaid is highly people centric. The people centric approach in operational approach may result to ineffective handling of employees. As a transformational leader, continuous interaction with employees may result into the individual not being taken seriously by the employees. As a result of employees not taking the leader seriously, it leads to ineffective performance of employees. Employees that do not take a leader seriously do not perform in a plausible manner. Thus, the ineffectively performing leaders results into ineffective monitoring of the operations of employees (Singh 2010). A leader that cannot effectively monitor the performance of employees may have to deal with the notion of implausible meeting of the targets on time. In regards to the transformational leadership theory, pundits emphasize that the leader operates as a role model. The concept of role model in the operational mandate denotes that the leader shows how the tasks should be accomplished within a given manner. Thus, the notion of becoming a role model to the diverse employees makes it highly daunting since the leader assumes the different risks in the operational mandate. A transformational leader makes an assumption of the evident risks, targets and other operational outcomes in order to achieve a given goal. Thus, the assumption of the evident risks in regards to the operational mandate of a leader results into ineffective performance and monitoring approach. The concept of ineffective analysis and strategy formulation impacts heavily on the entire organization due to the ineffective planning and evaluation of the evident risks that may impede on the organization. Hence, it is imperative that the leader ensures that the employees do not become too accustomed to him or her in an implausible manner.

Transformational leadership is ineffective in high pressure organizational situations

Leaders grapple with instances of underperformance and dwindling profitability in an organization. The external factors that are not within the operational control of the leader denote a highly serious and highly performance cantered leader. As such, in instances that an organization is grappling with financial setbacks, the notion of laying off employees, cutbacks in salaries and so forth are effective decisions. However, a transformational leader may not make the tough choices due to the welfare based operational mandate (Draft 2011). Accordingly, the leader due to the extensive association with the employees may result to ineffective decision making in high pressure instances. Transformational leaders have to capitalize on high commitment entails the need for an organization to possess both behavioral and additional commitment. As such, the prospect of high commitment prevails through employee strong identification to the organizational mandate. Thus, from the evaluation of transformational leaders, the concept of high commitment should be evidenced through the positive employee perception of the organization. Admittedly, 91% of employees in the organization deem the company as the best place to work is through effective leadership. As such the positive perception of employees should be replicated in the employee turnover which decreases significantly due to ineffective commitment levels and evaluation by the transformational leader.

Transformational leadership is not profit centric

Transformational leader is highly employee centric. As well, the transformational leadership approach makes an in-depth emphasis on building sustainable relationships that translate into profitability. The main emphasis on building sustainable relationships may not necessarily translate into profitability. Hence, the transformational leader should adopt diverse operational strategies from the diverse leadership theories (Singh 2010). Inculcating facets of diverse leadership theories is highly advisable for the transformational leader since he or she can adopt effective operational approaches. Harmonization of sustainable relationships coupled with enhancement of performance among the employees should form a more viable approach to ensure plausible profitability.
On the other hand, pundits assert that transformational leadership theory denotes a tactical and coherent approach towards the management of employees who form the most fundamental capital within the organization. On the other hand, pundits deem that the concept personnel management as an assimilation of various tactical approaches to produce a richer management of employees that is highly daunting for the leaders. Thus, from the evaluation of transformational leadership style, the company has to inculcate a HR practice that is aligned and connected to the leader that is more in line with Storey’s definition of effective leadership. Admittedly, the engagement approach harnessed by the organization is based on beliefs of operation, an involvement of line managers, extensive investment into teamwork and policies and objectives of operation. Through the aforesaid approach, human resource practice is within the operational definition of HRM and should denote cohesiveness in the transformational leadership policy. The daunting mandate in regards to incorporation of the leadership style denotes harmonization of human resource practice with the notion of employee management.
Recommend three theory based changes you could make to maximizing your success in managing organizations and leading people in the future
The evident weakness in the leadership theory practice entails the need for effective theories towards implementation of plausible changes in maximization of organizational performance. Thus, from the evaluation of diverse pundits, the various recommendations for a transformational leader include:
Reward based operational approach: effective reward scheme is a plausible approach towards enhancement of profitability in an organization. As such, rewards denote both monetary and non-monetary incentives available to the employees. Investment into a reward based operational strategy mainly focuses on ensuring that profitability in the organization prevails. Laying forth in a transparent mandate pertaining to the rewards evident for employees for meeting the targets set is bound to catapult performance. In many organizations, the notion of bonuses, welfare based rewards and so forth has been highly successful towards boosting performance (Bagad 2009). As a leader, the investment into the reward based approach in performance is directly impactful on the profitability since it encourages employees to perform highly to achieve the diverse rewards.
Inculcation of consultative approach in teamwork and targets setting: consultations denote the implementation of daily or monthly meets towards analysis of the performance of the employees. Ensuring consultations with the diverse employees or teams is nurtured is highly effective for the transformational leader towards effective monitoring of performance. Employees that are exposed to effective consultations and determination of the targets to be achieved tend to operate in an aligned mandate (Bagad 2009). As such, the leader investing into consultative approach in performance and targets setting develops an environment in which employees comprehend the organizational obligations they have to meet effectively. As such, consultative performance ensures that the leader can effectively monitor the trend and performance of the employees.
Implementation of participative decision making: in moments of pressure or tough times on the organization, it is highly imperative that a leader incorporates a more participative approach in decision making. The participative approach denotes maintenance of transparency and communication towards making decisions that may influence the organization in both positive and negative mandate (Fox 2010). Through investment into participative decision making, the leader managers to ensure that employees are on board in making tough choices such as taking pay cuts or temporary leave.

Discuss two short term SMART goals that will help improve your leadership practice

First and foremost, SMART goals should be specific, measurable, attainable, and realistic and time bound. As an individual focusing on the improvement of leadership practice, the two short term goals include:

Discuss specific actions you will take to reach each of the smart goals discussed in part a2d

There are various developmental opportunities available within the institutional and organizational level that can play an imperative role towards meeting the current or future needs. As such, from the evaluation of the institutional environment, the prevailing development opportunities include:
Undertaking more initiatives towards group work activities within the institutional level. Through participating in group work activities, improvement of decision making skills is bound to prevail. Furthermore, group work will generate an avenue to improve self confidence in communicating to an audience or employees at a future date.
Undertaking the various units available on project management Through the prevailing courses on project management, I will manage to improve extensively on the comprehension of the various monitoring and management skills.

Conclusion

An organization is a dynamic entity that incorporates various aspects and ideals that are crucial for success and performance. Admittedly, from the above analysis, it is evident that organizational leadership depends on diverse tactics or styles. From the individual analysis, transformational leadership is highly effective towards ensuring a more employee centric approach in performance. Improving on the evident shortfalls is bound to catapult performance and necessitate effective profitability in an organization.

References

Aquinas, P. G. (2007). Organization behavior. New Delhi: Excel Books India.
Augustin, J. (2012). Management accounting at j Sainsbury plc. Munich: GRIN, Verlag.
Bagad, V. S. (2009). Management science. London: Technical Publications.
Bodwell, C. (2007). Total responsibility management. New York: Greenleaf Publishing.
Brooks, I. (2009). Organizational behavior: Individuals, groups and organization. New York: Financial Times Prentice Hall.
Copley, J. (2013). Marketing communications management. London: Routledge.
Daft, R. (2011). New era of management. Chicago: Cengage Learning.
Fox, W. (2010). The management process: An integrated functional approach. Chicago: IAP.
Mullins, M. (2007). Management and organizational behavior. New York: Financial Times Prentice Hall.
Singh, K. (2010). Organizational behavior: Text and cases. New Delhi: Pearson education India.