Social Change Model of Leadership Development Free-Samples

Question: Explore and Develop Key Capabilities in one of the three key Leadership Capabilities (competencies) addressed in the unit. Answer: Self Reflection One of the remarkable criteria of an effective work culture is the type and category of leadership practices that are prevalent in the organization. It is one of the mandatory profile characteristics of the leader or the manager who possess the role of leading or managing the relative aspects of the organization. Leadership can be defined as a process which is realized through a behavioral trait that is a mandatory quality that measures the effectiveness and the capabilities of the leader or the manager. The efficacy of role and responsibility of the manager is determined through the application and management of the various aspect of this feature. There are a number of segments and procedures which helps in analyzing the required leadership capabilities that are observed in an individual. Among the number of participants there were a number of questionnaire that was formulated and passed on which was based on the reflections and revelations of the number of theories of leadership st yle. The leadership theories on which the diagnosis was carried out have been predominantly used for the techniques responsible for the individual analysis. The inference which was drawn from the stages of mini simulation has been necessarily coordinated and I have been able to derive a number of instances that has helped in realizing my ability to empower and influence my leadership style. In regards to the Quinn Management Questionnaire which is based on rating the constituents of leadership where the essential practices and applications of skills of power and influence has been evaluated through the determinants of the test. Owing to the criteria of commanding and influencing my authority over the others I have been a pretty successful leader. I was appointed as the leader of maintaining the cultural aspect of an annual meet of an educational institution. The fact that I had to not only manage or arrange but also supervise all the activities, style and the best fit approaches for executing al the aspect of the program allowed to use my power of assigning different task and encouraging the participations of the team members. There were three groups assigned under my managerial power and application which has helped me to comprehend the best criteria required for managing three groups. The cultural activity involved contacting, arranging, ensuring the participation and attendance of three famous personalities, which was assigned to two teams which had two members each. In fact there have been instances where I had to influence my team members in successfully getting their task done in spite of many obstacles and had to exercise my power when they did not show sincerity towards their assigned work. One of the incredible criterions of a successful work culture is the nature and class of leadership practices and during this event I have been able to observe a number of sequences that regulated the multitude of activities among my group members. One more role of me as a responsible influencer developed my competence was due to my representation of an anti-discrimination movement which was carried out in our institutions. Armed with an objective of the equal value and integrity it raised concern among the peer people and the initiative of managing has been practiced in this scenario. Moreover, while leading a group of 10 people under the online and offline marketing team I have developed an acute sense of influencing towards the better performance and more productivity towards the noble initiative everyone in the group was involved with a survey which are prevalent in the behavioral structure. It is one of the mandatory profile characteristics of the leader or the manager who posse ss the role of leading or managing the relative aspects of the organization. Leadership can be defined as a process which is realized through a behavioral trait that is a mandatory quality that measures the effectiveness and the capabilities of the leader or the manager. The efficacy of role and responsibility of the manager is determined through the application and management of the various aspect of this feature. There are a number of segments and procedures which helps in analyzing the required leadership capabilities that are observed in an individual while performing their role. It is defined on the purpose and the situation which is feasible for the application of the suitable leadership style. The objective of an assessment is to allow and interpret the required gaps and the ability which must be fulfilled and addressed by the individual in the role of a manager. The devise of management which is employed to supervise and critically analyze the variety of role that is expected of a manager have been defined extensively in this assessment (Refer Fig.7.) . The assessment has also allowed me to carry out a self analysis on my capabilities as an able leader. Undoubtedly, leadership skills are a number of factors which contribute to the best of the required scenario. The factors include the competencies and abilities of appropriate credibility, the significance of power and influence along with the humanistic motive of self confidence are some of the digressions which are to be analyzed in order to make pragmatic judgment. However, this unit focuses particularly on the ability of influence and power to the correlation with the varying dynamics of leadership and its ranging styles. A questionnaire was involved for assessing all the properties that will aid in comprehending my nature of power and influence. The comparison and contrast between the three diagnostic tests have revealed that I am capable in understanding the emotional intelligence, priorities and my role in asserting both the power of leadership and facilitating the process of motivation among my teammates for improving the type of work and the culture, which is sustained in the following assessment. The measurement tools have helped me to access the importance to analyze and draw inference from the situations and implications that are required for the development of my personality. The relevancy of power and influence in an organizational structure is as crucial in an appropriate leadership framework, which is necessarily a huge determinant while analyzing, and carrying out a self-diagnosis. Among the participants of this workshop there were a number of tools which have marked or analyzed my competence in ascending order staring form lower rate of 1 to a higher rate of 3 (Refer Fig.9). Literature Review The concept of leadership is an age-old phenomenon. The administrative aspect and nature of the organization depends upon the leadership qualities. It is used as a determinant and a qualifying factor that helps in comprehending the influential and relative capable powers of the leader. A leader or manager is supposed to lead a team towards fulfilling or accomplishing a common objective. The leader of a group must possess the cognition and the control of influencing and motivating the group members for improving their productivity and the determination towards their role (Pierro et al., 2013). The approach of organizational behavior has helped in the coordination of the power and influence which is one of the integral powers of the authority or the body of management. The mechanism of power and influence is important to understand the call of organizational authority and the influence, which has been defined by the theories, which has been determined by the several categories of power . According to Cameron et al., (2014) the factors that coordinate the environment of this behavior includes the legitimate, coercive, reward, expert, referent and informational which has been acknowledged on the importance of power and influence applied in the various organizational structure (Refer Fig.10.). Influencing is an ability, which motivates, analyzes the situation and helps in improving the strategies that are involved in effective organizational factors. Power on the other hand states the nature of authority, which is important for understanding the variable factors and the interventions of the relationship between the followers and the leader (Pennings et al., 2014). The factors of power and its coordination are the aspects, which helps in determining the nature and the type of authority involved in a specific systems and the various aspects of the leadership styles. The job profile of a leader also expects him/ her to analyze human and environmental situations through the proper utility of the power that has been vested upon them. Accessing the power and imposing on the team member must be performed effectively and strategically so that there are no hindrance in the role and affairs of leadership. In fact, the four elements that are involved in the leadership style involve leader and the respective followers, the process of flow of information and communication practices and the circumstances of the operation. The official representative of a group must be able to mange, acquire and indulge in a number of pro-active activities and roles that are expected to be performed by while presiding as a leader. The skills that are required are congruent with a number of leadership theories that have existed by the virtue of the various research and studies in this discipline of management (Reich Lebow, 2014). The critical and analytical studies have helped in improving the conventional style along with the new discoveries and concepts, which aided in developing new techniques and tools for evaluating the style of leadership followed in an organization. The assessment carried out after conducting the experiential workshop, which was a two long event, has been measured based on power and influence. The self-assessment on the theories, factors and limitations of this competency of a leader shall be executed in this module (Meier, 2016). It addresses the required competence in order to fulfill the key skills and features of the appropriate leadership style. The module helps in coordinating and drawing an informative account on the policies and framework of the different leadership style prevalent in the course of this assessment. Moreover, the involvement of the Competing Value Framework of Quinn, Emotional Intelligence Capability by David Golemaan and Situational Leadership Framework by Hers ey-Blanchard has been a significant tool in deriving a conclusion to this leadership assessment. The Competing Value Framework is a constructive tool in which are based the dimensions of leadership and its nature within a predefined organizational framework which is hypothetical and can be cited by assessing any competing value standards. According to Quinn et al., (2014), effectiveness in an organization, through the quantitative representation of the key performance meter of the organization. It has been classified in four quadrants primarily in order to initiate the framework and the required structure for assessing four models namely, the internal, human systems, open and rational goal model (Refer Fig1.). The leadership qualities have been linked to the relevant situation and the probable roles, which can exist in the specific environment, have been classified in the competitive value leadership framework. It can be described by plotting a graph, which measures the tendencies of occurrence of the different roles of a leader in a structural set up of the organizational framework. The roles entail eight categories ranging from the role of a mentor, innovator, monitor, director, facilitator, producer, co-coordinator and broker (Refer Fig. 2). The assimilation of these roles defines the importance and variety of the behavioral intentions and adaptations, which can be accessed by any leader or a manager. The competence of a leader with a powerful attitude of a great influencer cannot be limited to any specific role, but proper mentoring and monitoring of the team members or the apparent followers are important characteristics that can be used for operating them in a real environment. The regulatory agents are the level of flexibility and control which measures the requirement and the style that is required for the management of the competing values framework (Refer Fig.8). As opined by the Magee Frasier, (2014), culture is an inherent part of determining o evaluating the effectiveness that can be employed by aligning all the notions that have been referred while formulating the theory developed by Quinn which will result in an effective outcome. In fact advocating the means of this framework has helped in assessing the significance and the nature of the roles that involves power and influence to be integrated within the systems of organizational practices. The next diagnostic action involves the concept of Emotional Intelligence Capability, which is a mixture of a cognitive and radical involvement with the activities of a leader while leading a group of people. In fact, Daniel Golemaan in his theory has deciphered the notions of capabilities, which are dependent on both the emotional as well as the intelligence quotient. He asserted the fact that being a strategic and controlled leader is not the limits of attaining effectiveness rather the fact that the leader must possess equal human quality as compassion and comprehending ability. This theory is of prime importance due to the involvement of human resource in an organizational framework who is emotional bearers. As stated by Gardner Salovey, (2013), leader is supposed to have capabilities who is likely to understand and relate to the emotions and the reasons of effectiveness or natural tendencies. Goleman has developed the criterions into four models or medium, which is subjected to being flexible and apply it while incorporating into the leadership strategies of an individual (Refer Fig.6). The interpersonal account of embracing and accepting a range of emotions and displaying it with the right amount of emotional balance and recognition capacities are involved in the analysis of the ESIC theory (Goleman Boyatzis, McKee, 2013). The four strata can be defined as the self-awareness or consciousness along with self-management on the other hand it entails the social awareness and skill, which must be managed by the acquired status of a leader. Therefore, the immense involvement of the discipline, which involves aligning both, the emotional acquaintance of the individual as well as the peer team members have been mentioned within this emotional intelligence assessment. Capacities to self reflect and identify the best of the requirements and judging a situation, which should have a holistic impact on all the employees in consideration with the performance meter have been involved in this study of the emotional intelligence of a leader. It also looks into managing and interpreting the relationship between the coordination of the team members and understanding the work-life balance. Another significant tool, which was involved in the assessment of judging the capabilities of leadership accounts have been involved with the theory developed by Hersey-Blanchard (Hersey, 2014). The Situational Leadership Questionnaire have developed from the extensive research on the Situational Leadership Framework which defines that there is no specific obligation which will result in the best criteria of the effectiveness rather if adapting to the policies and ethics of the situation the outcomes will be more effective (Refer Fig. 3.). It asserts on the knowledge about the four types of leadership style probabilities, which can be used for the situations that must arrive due to the hierarchy and quantity of the task and relationship prevalent within the organizational structure. The four elements involve the style of delegating, telling, participating and selling along with the maintenance and integration of work culture and interaction procedure (Refer Fig. 5.). Moreover, this structure is dependent on the variation of the situations and the leader must adapt according to the suitable and appropriate style and nature of acceptance and correlation (Beveridge, 2013).The flow of directions and the analysis will be involved within the criteria and the involvement of the four modules and the situation, which can occur in any organizational culture. The power of maturity, competency and willingness determines the success and philosophy of the situational leadership framework. The fact that commitment and the tendency to perform the role of a leader effectively have been coordinated within a graphical plot, which have been analyzed through the nature of the balance between all the determinants (Refer Fig. 4). The contextual factors that are involved within the situational leadership model involve the hierarchies and the levels of developing and interpreting the best goals and objectives of the organization and the leader. Overall all the interpreta tions of the three important elements of judging the leadership style has helped in assessing and understanding the leadership style and the type of leadership practices which has enabled in regulating the practices and the necessary theories of the type of organizational leadership and governance. Conclusion The fact and the importance of the various scenarios which have been developed due to the various leadership theories have been asserted in this discussion. It began with a self reflection procedure which has been streamlined in determining my capacities in managing and coordinating my leadership skills. The self account drew a lead to discussing all the contextual factors that are involved in managing and supervising my scope and capacities of leading and governing a coordinated and effectual team members. The competence of a leader with a powerful attitude of a great influencer cannot be limited to any specific role, but proper mentoring and monitoring of the team members or the apparent followers are important characteristics that can be used for operating them in a real environment. The conclusion is an account which has assimilated the requirements and purpose of the assessment of leadership skills in relation to the aspects of power and influence. Reference Beveridge, L. (2013).Power and influence. Hodder And Stoughton Ltd., London. Cameron, K. S., Quinn, R. E., DeGraff, J., Thakor, A. V. (2014).Competing values leadership. 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