User:MOHAMMED RAHMAN ALI7/sandbox

LEADING AND MANAGING ORGANISATIONAL RESOURCES Student Name: MOHAMMED RAHMAN ALI University: BEDFORDSHIRE Unit number:20-21 BLK1AABSS064-6 Student ID:1927349 Location: LUTON Date of Submission:16-10-2020 Table of Contents

Assessment 3: Wiki Post (Week 3)	3 Topic Name: Opinion about leadership quoting authors of leadership References

Assessment 3: Wiki Post (Week 3)

“The behavioural quality of individuals that guide others in organising performance and efforts is known as leadership.”- Chester I. Barnard. Leadership is one of the strongest assets and skills of an organisation’s effectiveness and productivity. In every organisation, a group of leaders works diligently to demonstrate great efficiency that improves the overall functioning capacity of the business. In this context, the term efficiency is important (Miao et al. 2019). Efficiency is defined as a skill that categorically demonstrates strong performance and well-built expertise that brings positive outcomes to the business. Efficiency leads to greater productivity which is defined as a comprehensive ratio between the total output and input volumes that measure how efficiently inputs like labour or capital or skills have been utilised in a business to generate the desired level of output. While a business runs to generate revenues, it is important for the employer to ensure that the workers are performing with the best of their efficiencies to make the firm a profitable unit. And, this can only be mediated through the direction of an effective leader. It is the sheer ability of an experienced individual to induce the subordinates to perform with zeal, enthusiasm, and above all confidence. An inefficient leader would not be able to motivate others to perform with the best of their knowledge and expertise, thereby resulting in lower productivity. Leadership abilities always inflict motivation among the workers that, in turn, strengthen employee satisfaction (Kljajić-Dervić and Dervić 2017, p.569). Low productivity has a humongous impact on the workplace that exhibits its reflection on business profitability as well as the systemic implication for the organisational morale. Since strong leadership facilitates business productivity, the organisation eventually turns all its potential resources into revenues and profit margins and experience huge growth and expansion. According to Theo Haimann, “leadership corresponds to a systematic process whereby a person chronologically guides and impacts the operational capability of others to accomplish the predefined business objectives.” While leadership is an authority, it only reflects a positive impact on the other members to extract the best out of them. For example, a business leader with influential authority will use his power as an opportunity to motivate young learners to mobilize or capitalize on their skills in the best interest of the organisation. A leader motivates a junior to learn and attain the desired skillset for his future benefits (Ribeiro, Gomes, and Kurian2018). Thus, the position of leadership exists in almost every group setting regardless of its dimension or functionality. While some leaders are able to play their role much easier as they receive the supportive cooperation and dedication of their followers, some leaders have to prove their worth over time to win the confidence of others. In any group, leadership abilities have specific bases of power that influences the behavioural trends of the team members. These are informational knowledge, experience, formal authority, command, and above all charisma. The skilful utility of such power bases in leadership is likely to facilitate overall business success in a very short span of time. A successful leader, in any case, obtains more credibility among the followers and tends to focus more on strengthening the areas of his potential weaknesses. A strong leader is known to harbour the ability to resolve organisational conflict and inspire people to take positive learning from it. Leadership skills are more flexible towards criticisms whereby public opinions are always considered important for self-improvisation. If leadership abilities can align this power with duties and core responsibilities consistently, it can successfully influence multiple other factors to work in favour of the organisation’s success and eventual development. A strong leader encourages initiatives to unify people and achieve business success through collaboration (Pongpearchan2016). And, in doing so, a true leader inevitably overcomes resistance to organisational changes. When it comes to leadership, it is important to have an understanding of its various types. The most commonly effective leadership style is democratic leadership wherein a leader makes necessary decisions taking the team members’ inputs and valued opinions (Peker, Inandi and Giliç 2018). Although it is the leader who makes the final decision, each staff has a uniform say on the project's direction which mediates workplace flexibility and stability. It improves team performance by making each member feel valued and respected. Contrastingly, the rarely effective autocratic leadership causes an individual to take the supremacy wherein the workers neither feel valued nor consulted for any discussion (Peker, Inandi and Giliç 2018). Rather they are expected to comply with the decision stipulated by the leader. In this case, the Laissez-Faire Leadership, which is the least intrusive pattern, is sometimes effective. Is such a leadership style, a leader clearly affords all authorities to his team members and bestows complete faith in them to run the business objectivity. But often, it limits the professional development of the employees and overlooks some of the critical business opportunities (Breevaart and Zacher 2019). For this reason, such kind of a leadership pattern should always be kept in check. Another effective form is the transformational leadership that focuses on transforming and refining upon the business conventions. The team members might have a range of allocated tasks and business objectives, but a transformational leader continuously pushes them out of their known zone of comfort. This is an enormously encouraging leadership style among the development-oriented organisations as it categorically motivates the team members to identify what they are capable of pursuing. But at times, a transformational leader might lose sight of the individual learning pattern of others which might hinder personal development for a few employees. Another fairly common style of leadership is transactional leadership where the leaders reward their team members for their responsibilities as a token of motivation which improves their workplace productivity (Afsar et al. 2017). However, for transactional leaders, poor team performance also has penalties in return as they believe in a transaction. They will give the employees what they deserve in lieu of their performance. Another rarely effective leadership style is the bureaucratic leadership that provides space to the team for sharing perceptions. But the leader always rejects their input if that collides with the organisational policies or even past practices. Under such leaders, the team members would not feel immensely pressured as they do under an autocratic leader (Al Khajeh 2018). However, there is still not enough liberty in how the employees are able to perform their scheduled duties. This, in turn, limits innovation and is not always encouraged for goal-oriented businesses that are chasing rapid growth. Based on the varieties of leadership styles, a plethora of theories or theoretical models has been created to better understand the relevance and implications of leadership patterns. These are brought forward in order to explicitly illustrate how and why only a few individuals have the ability to emerge as successful leaders. Such theoretical assumptions emphasize the distinct traits of these people. It corresponds to the ability of a person or group to guide others and channelize the business towards the accomplishment of the predetermined business goals. Among all the leadership categories defined so far, the transformational leadership style is perhaps the most effective form used in business dynamics. Such leaders exhibit integrity and know the most reliable strategies to create a robust as well as an inspiring vision of the near future (Afsar et al. 2017). They can modulate the behavioural characteristics of others and drives the mission of the business growth towards efficiency and prosperity. A classic example of leadership is well illustrated in the prestigious Apple Inc where the autocratic leadership form of Steve Jobs was replaced by Tim Cook’s democratic style of leadership. For Tim Cook, it is crucial to develop consensus and coordination among the top management pertaining to the strategic decisions of the brand. Besides, considering his great responsibilities, Tim Cook believes in establishing a greater autonomy towards the development of the team (Perry 2016). Such forms of leadership go a very long way and ensure that the business generates humongous revenue from the active and disciplined participation of the workers. Cook has received a growing appreciation for his effectiveness as a leader of the global brand. Reportedly, Cook has set such an elevated benchmark in terms of leadership that it could be difficult for others to meet the same in the future. Progressively, it is important to ensure that a good leader promotes organisational diversity to ameliorate workplace efficiencies for the longest duration. To accomplish these all, a true leader needs to have multiple qualities that enable him to supersede others in terms of professional capabilities. Honesty is a notable leadership quality followed by integrity and wisdom. Team members will not work diligently for an immoral leader. Secondly, a leader must be transparent with his communication that enhances the rate of functionality. Another key quality of effective leadership is decision-making because if a leader makes improper business decisions, then all his other quality traits will fail to impress. Lastly, a strong leader needs to be an excellent innovator who must display and inspire others to demonstrate a creative attitude in the workplace (Miao et al. 2019). As quoted by Steve Jobs, “it is the innovation that specifically distinguishes between a good and the best leader.” Hence, in the end, it can be said that a progressive and liberal leader is essential to encourage the followers to strive towards better productivity of the business.

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