RESPONSIBLE LEADERSHIP AND ORGANISATION
Table of Contents
1.Executive Summary……………………………………………………………………
2.Introduction…………………………………………………………………………….
3.Role of responsible leader………………………………………………………………………
4. Issues ……………………………………………………………………………………
4.1. Inability to communicate………………………………………………………………………
4.2. Alignment Concerns……………………………………………………………………………..
4.3. Absence of Clarity of Perception……………………………………………………………
4.4. A Workplace Culture…………………………………………………………………………….
4.5. Incomplete Execution……………………………………………………………………………
5. Strategies to overcome……………………………………………………………………………
6. Conclusion……………………………………………………………………………………………..
7. References………………………………………………………………………………
EXECUTIVE SUMMARY:
The importance of leadership in the enhancement of an organization is explained and discussed. In recognizing the shared forces of all those entities that are to a certain degree relevant to the organization, responsible leadership examines principles such as accountability, ethics, stability, and stakeholders’ interests. The obstacles that resist a leader to play his or her adequate role are discussed. Along with that the solutions and strategies to overcome are discussed in a well-defined format for better understanding. A curious feature of this argument is that proactive leadership could be described in several ways, based on someone’s theoretical viewpoint. Various are used to define the most common distinction between responsible leadership types. Whereas the planner orientation includes senior leaders using social responsibility to promote the needs of a variety of organizational stakeholders, an integrator orientation consists of senior leaders using corporate social responsibility and promote the needs of a variety of business stakeholders.
INTRODUCTION:
Leadership style is an attitude or mindset adopted by individuals in corporate roles to address the interests of the company’s stakeholders (s). As such, it is concerned with identifying those stakeholders, deciding the validity of their arguments, and evaluating how those needs, preferences, or priorities could and should be met. When engaging with staff, responsible leadership reflects on the needs of different customers relevant to the company and shares knowledge and views with them. Furthermore, Leader can improve employee success in non-work-related activities, such as corporate citizenship. A leader defines the team Therefore a Leader should have all adequate and healthy skills that can be used to handle all the uneven circumstances in life. The leader should be socially and mentally prepared to handle big problems and maintain the integrity of the organization. (Gomes & Marques, 2020) Along with that Leader should maintain a good environment in wor culture to gain profits with full efficiency. Leadership is crucial in an organization because it inspires staff members to do well, increases motivation and confidence, and assists in the reaction to transition.
Being a strong leader entails taking responsibility. You can exert self-control, select your decisions and reactions, and accept the implications of decisions. But there are many challenges or issues with the leader that resist achieving targets and accommodate the task in a properly defined or desired manner. All these challenges are mentioned in this paper to analyze all the circumstances properly.
ROLE OF RESPONSIBLE LEADER:
Reaching sustainable business choices that consider the expectations of all customers, including owners, staff, customers, vendors, the economy, the environment, even generations to come, is what good leadership entails.
Responsible leader roles are discussed below:
Exercising Leadership:
The leader is responsible for leading and guiding the team, as well as inspiring excitement and stimulating their interests. Ensure to be concerned with their well-being, and they’ll appreciate efforts if productive and uphold high company expectations.
Ensure the company’s high sustainability:
Concentrate in the long run. Although various causes could cause the business to deviate from its course – the evolving environment, the board members, or industry-specific technologies – you must focus solely on the organization’s ultimate growth. ( Schinzel, 2020) There would be no blueprint or attack plan if this does not happen.
Keep an optimistic mindset:
Since boards tend to concentrate on trivial specifics and specific tasks, need to concentrate on focusing them on broader structural topics of abstract or unknown outcomes. This would need some work on their behalf, but if don’t press them, no one will have to do the panel’s job.
Know the Function and Company on Basic Level:
It’s impossible to know everything there is to know about any role in the business. Ensure that you should have a basic knowledge of key positions within the organization and that you remain up to date on business development and developments by local corporate societies including publications.
Maintain Reputation:
A leader should still seek to maintain operations within the bounds of the law, just as you should set a good example. Don’t indulge in any company you do not want the public to hear about. Talk up if you find any procedures or problems that do not meet the company’s ethical expectations. Although it takes a lot of bravery to speak up, being quiet will cost your business and your future.
ISSUES FACED BY LEADER IN ORGANISATION:
Each day, a leader will face new obstacles. From every angle, around any corner, and even from inside. True leadership, founded on integrity, authenticity, and positive relationships, necessitates guts. It takes a lot of effort to inspire people, serve people, or guide themselves toward a larger meaning and vision.
The road to leadership is paved with several potholes. They can be a hindrance at times. Perhaps the bridge is completely closed. ( Siddiqui et al, 2020) However, any obstacle is an opportunity. It’s an opportunity to learn more about yourself, develop your abilities, and enhance emotional maturity, which is necessary for successful leadership.
Some of the issues faced by a leader that resists becoming a responsible leader are discussed below:
Inability to communicate:
Because of the dynamics of today’s corporate climate, CEOs must be able to connect on multiple occasions. For instance, you must build the vision and convince the colleagues to accept it as their vision as well. You must communicate with people on an individual level to encourage them to switch from “I” to “we.” Along with that, you must establish confidence by maintaining that the interactions complement each other.
Effective contact is difficult since it necessitates dedication. You must prioritize good contact, which necessitates patience, continuity, message comprehension, and a desire to persevere week after week. You will greatly increase your leadership quality and accelerate faster top and bottom line development by implementing a standardized coordination framework that communicates at the appropriate level with most of the stakeholders.
Alignment Concerns:
Consider yourself a fish attempting to float upstream. It’s difficult to make headway. When the main players aren’t together on the same side, this is what happens. Yes, there will be differences, but as the boss, you must ensure that whenever a decision has been made, the team supports it and works together to make it a reality.
Easy tasks like ensuring that the payment mechanisms are aligned to recognize the desired behavior is important. When the team’s priorities are aligned with those of the organization, the magic begins to happen.
Absence of Clarity of Perception:
If there is no clarity of vision associated with a leader then there would be many uneven circumstances raised in the future. So a dynamic leader should shares a vision simply and passionately that will encourage workers to behave with zeal and intent, ensuring that everybody is collaborating for a shared goal. ( Voegtlin & Patzer, 2020) As a result, everybody leads to the organization’s future growth.
True leaders build a clear objective that inspires their staff to work together to do the correct thing even though no one is looking.
A Workplace Culture:
Leaders must realize that corporate culture evolves and develops over time. They will help the group members navigate these transitions by understanding the complex essence of the office. Leaders that appreciate the work environment recognize that it is their responsibility to continue actively fostering a positive organizational culture. The role of the organizational level in the creation of corporate culture cannot be overstated. The way leaders communicate with each other and the members of the team are referred to as leadership culture.
It’s how leaders talk, act, and decide things. It’s all about their daily work environment, including their behavior, relationships, attitudes, and values. Members that are inspired by money and power draw workers who are equally motivated. Leaving a workplace system where people only come to work for a payday. This empowers workers who have a shared belief to devote it all to the firm’s task.
Incomplete Execution:
There are three reasons why politicians don’t follow through. For starters, they lack the discipline to adhere to their schedule. Second, they don’t keep track of what’s important. Third, they lack the necessary personnel in the appropriate positions to make it work. You will put your business on the road to growth if you can put all three pieces of the puzzle together.
STRATEGIES TO BE ADAPTED TO OVERCOME THE BARRIERS:
Below all the strategies are mentioned in proper order for better understanding:
- Defining and aligning your beliefs, treat people in a way you wish to be handled, often say “thank you,” assist others in need, and so on. However, as you get older and culture evolves, conventions evolve, forcing beliefs to alter. Question yourself what is important to you as a person, and then match that with your leadership goals. ( Haque et al, 2019). Defining your beliefs not only reflects your sincerity but also inspires your colleagues to do so, resulting in a common mission with all employees.
- Encourage free dialogue and if they have characteristics, each employee is unique. Be open and solicit input from your colleagues on each decision you make. This makes you become a stronger leader while still making your employees feel more comfortable expressing their thoughts or problems. Gathering input from your team encourages you to evolve as a leader while simultaneously propelling your company forward.
- To create an ethical business, you must begin at the top. Your workers will observe your behavior, decisions, and beliefs and will incorporate them into their activities.” To successfully lead, an effective person follows the line that he or she wishes others to obey,”. “The great way to guarantee an ethical business would be to set an example.” Setting an example instills confidence and demonstrates to your staff that you genuinely think inside them and support them to do their jobs.
CONCLUSION:
In this report, all the aspects of a responsible leader are raised and explained. The importance of a leader in an organization is explained. Barriers resisting them to perform well are discussed in a well-defined format. Along with that overcome methods are discussed for a better understanding of the reader.
REFERENCES:
Gomes, J. F., & Marques, T. (2020, October). Responsible Leadership, Organisational Commitment, and Work Engagement: Does Organisational Identification act as a Mediator or a Moderator?. In 7th RME Research Conference.
Siddiqui, S. H., Viswanathan, K., & Rasheed, R. (2020). Linking Responsible Leadership and Sustainability Challenges. In Oxford Research Encyclopedia of Education.
Schinzel, U. (2020). “I am a Responsible Leader” Responsible Corporate Social Responsibility: The Example of Luxembourg. Business Perspectives and Research, 8(1), 21-35.
Voegtlin, C., & Patzer, M. (2020). 11 Responsible Global Leaders as Drivers of Responsible Innovation. Responsible Global Leadership: Dilemmas, Paradoxes, and Opportunities.
Haque, A., Fernando, M., & Caputi, P. (2019). The relationship between responsible leadership and organisational commitment and the mediating effect of employee turnover intentions: An empirical study with Australian employees. Journal of Business Ethics, 156(3), 759-774.
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