Application of Leadership

Leadership is the core foundation of organizational success. The big data challenge landmark in the 21st century. In this case, organizations need a proper direction for them to sail through the significant data age and find success. The direction needs to come from the leaders. Leaders need to create a culture within an organization that pushes the employees to pass their limits to achieve success. Doing so requires a leader to have facets of leadership that goes beyond an individual dream to have a collective achievement. In this case, a leader must equip themselves with some tenets that will keep him or her on the track for success. Ethics, analytical skills, and leadership skills are some of the techniques a leader needs to have to get success for an organization in this age. 

Analytical Inquiry 

Analytical Leader 

Given organizations’ growing adoption of a data-driven approach to work, the ability for individuals to influence in an environment where decisions are based on big data and technology is becoming increasingly important (Damiani, Rolling & Wieczorek, 2017). Due to the growing amount of big data and technology adoption in new business institutions, the skills to make use of these data to enhance collective decision making is becoming increasingly important for leaders. A leader in a current company should be in a position to understand through critical analysis data and statistics and be able to decide on the use of such data (Lašáková & Remišová, 2015). Taken together, this ability to effectively influence within the context of this data-rich environment is the hallmark of an analytical leader. An analytical inquiry is thus the application of the analytical skills and creative thinking to analyze information and make a decision based on such information. 

The analytical inquiry, Therefore, demands a high degree of analytical skills, creative skills, and research. Analytical skills place an individual in a position where he or she can interpret data, and find a meaning where people see the blind spot. Creative skills, in this case, help an individual understand these data and their usage for business purposes. Research skills, on the other hand, help an individual find more about the information for interpretation. 

The analytical inquiry is critical for leaders as it enhances decision making, influence, and gives direction. A leader works through people to achieve organizational goals. Armed with analytical inquiry skills, a leader can make critical decisions based on different categories of information that can be helpful for an organization. Analytical skills present a leader with the capability to understand information, and this is critical for a leader who needs to make a crucial decision based on such data. Other than decision making, analytical inquiry present a leader with a golden chance to stamp his or her influence (Gupta & Mitra, 2017). 

Analytical leadership skills come with self-awareness. Such leaders understand their limits within which they can either achieve success or failure. Thus, they delegate duties to those whom they have analyzed and confirmed that they are in a position to do the job better than them. In this sense, they achieve much success, and this comes with a lot of influence in the organization (Damiani, Rolling & Wieczorek, 2017). Finally, analytical inquiry places a leader in a position where he or she can drive an organization in the right direction. These leaders use different data to make a decision. In this essence, they create situations where they are accurate, predictable, and unique in the organization. With such authorities, such leaders can give an organization a proper direction. 

Data analysis and comparison techniques. The critical inquiry needs a leader to equip with essential data analysis and comparison techniques which allow him or her to derive meaning from a set of data content. Depending on the nature of the data, there different analysis techniques that analytical leader can use to understand, interpret and compare a set of data. The first technique is content analysis. Content analysis is mostly used to analyze sets of information that people present in narrative form. Besides, they are used to analyze data from qualitative research (Damiani, Rolling & Wieczorek, 2017). These can be a qualitative survey such as interview response, questionnaire responses of focus group discussion. In this case, the data go through intense scrutiny. The focus is on the content reading to finding out similar concepts within the content. These can be similar words, phrases, and how persons use them within a different context. These words aid in comparing different responses and finding out their implications. 

Another technique is descriptive analysis, which people commonly use for the quantitative survey. The approach provides an individual with a chance to find an absolute number to summarize individual variable and find patterns within the information and thus, use the pattern to interpret the data (Damiani, Rolling & Wieczorek, 2017). There are many examples of descriptive analysis that a person can use depending on the nature of the information that needs interpretation. For instance, there is a means which is a numerical average of data. Further, there is a medium or the midpoint of numbers, and there is a mode which is sometimes known as the most common value within the pattern. Others within the group include percentage, frequencies, and ranges. All these are options which are critical for analyzing data (Lašáková & Remišová, 2015). 

The third technique individuals use for quantitative data is the inferential analysis. An inferential analysis is a complex process that shows a relationship between multiple variables to generalize results and make predictions on data. There are many examples in this case that a person can use to understand and interpret data. There is a correlation which describes how two variables relate to each other (Damiani, Rolling & Wieczorek, 2017). On the other hand, regression shows the relationship between two variables, and the last one is an analysis of variance, which tests the degree to which two or more sets of data varies. 

Analytical inquiry enhancements in the workplace. Embracing teamwork, enhancing communication, and enhancing research culture within an organization are the best approaches to improve analytical inquiry in the workplace. The search for analytical inquiry within a workplace demands much energy, mostly in enhancing Creativity among workers. One of the best ways to achieve analytical investigations is to create a culture of teamwork in the workplace. Teamwork allows people to come together and consult. Discussion is critical inquiring more about issues which enhances analytical skills during decision making (Gupta & Mitra, 2017). Furthermore, opening communication pathways is also vital. With the freedom to communicate and get the feedback, the workers become free to think and work on minor challenges which face them and thus enhance their chance to become creative. Leaders must come up with ways of communicating with employees through data. The employee will need to interpret such data to get the information. When employees set such a culture in the workplace, it becomes easy for the workers to embrace the use of analytical data as a mode of communication. 

Further, research should be part of an organization that wishes to enhance analytical inquiry (Damiani, Rolling & Wieczorek, 2017). For example, such an organization needs to build a culture where people conduct research, come up with findings, analyze them, and presents them for decision making. This process is likely to increase the chances of being creative thinkers and information analysts. 

Ethics 

Ethics is the foundation of leadership. In the current world, business is dynamics and much integrity to achieve a business objective. 

Ethical leadership is about far more than having an understanding of the correct values, or of having a strong character that leads by example. An ethical leader not only has high values and the determination to succeed but also understands the importance of building a strong framework that allows others to follow the examples set so that everyone benefits (Grint, Jones & Holt, 2016 p. 327). 

By definition, ethics are moral behaviors from which a person finds the direction while deciding on an action. In the current business world, ethics is critical for leadership. 

First, ethics enhances moral decision making in an organization. An ethical leader places much consideration before deciding any move in the organization. Such leaders plant a culture where there is honesty, and this is critical in enhancing trust and customers’ loyalty (Grint, Jones & Holt, 2016). Ethical leaders also try to orients employees’ goals with that of the organization. A successful organization must create an environment where there is a goal-sharing between the employees and the organization. In this manner, it becomes easy to achieve organization goals (Udofia & Alexander, 2017). 

Ethical leadership is also critical for an organization image. The current nature of business goes beyond profit making (Anderson et al., 2017). The modern-day business environment demands that the organization return some gratitude to the loyal public. In this sense, managers set the bar for organization public relation, and it requires that an organization act in a conscious manner avoid any harm to the clients and the public in general. Also, the modern-day business demands an ethical leader to ensure that the company balances between profit-m a king and public safety. Ethical leaders, in this case, will thus reduce the chances of violation of ethics and legal matters. Such a move will be cost saving for the company in addition to creating a strong brand that is competitive in the market (Grint, Jones & Holt, 2016). 

Ethical theory. As a leader, there are different ethical theories which are paramount for leadership. However, utilitarianism theory seems to be an outstanding ethical theory for me as a leader. Utilitarianism is an ethical theory that focuses on the benefits for the majority. According to the Utilitarianism moral viewpoint, any action that is good for society is moral. It is an implication that a person needs to consider the benefits of the action to the majority. If a decision made within the sphere benefits more people, it should be right for the organization despite the procedure for its execution (Udofia & Alexander, 2017). It is also an implication that any action that results to harm for some people but benefits the majority is also moral when viewed under the lens of utilitarianism ethics. As a leader, I consider the majority when making decisions. During my operations, I observe that the majority as the cornerstone of my leadership (Udofia & Alexander, 2017). While making decisions within my capacity, I carry out a risk assessment to assess the level of risk to the majority of the stakeholders. My decision base on whether most people will be affected negatively or positively when proceeding with my plan. In a case where many people face potential adverse effects, I come up with another safer method. However, I do continue with my plans if the risk assessment reveals that the decision will result in the benefits for many people within the company or society. 

Theory application. I have applied and will apply the utilitarianism theory in many cases as a leader in the organization. For instance, I would use this ethical theory to aid me in making ethical oriented decisions in the company. First, there are many cases where the organization has to weigh whether to engage in an operation that seems dangerous the environment but beneficial to the company. Take, for example, a technology which boosts the speed of the newly invented car in a company (Anderson et al., 2017). On one side, the technology has a potential of boosting the speed, and the value of the car, and this is critical for the image as well as the revenue for the company. On the other side, technology pollutes the environment, and it is an implication that when people use these cars, they will have a significant effect on the environment and will affect people’s health. However, it will take time for both the public and any environmental regulation body to discover this secret (Udofia & Alexander, 2017). Making such a decision needs an ethical oriented mind. 

In my case, I would apply utilitarianism ethical theory to lead me on what I think I should do best. In this case, launching this car means that the organization stands to dominate the market because of the value and the speed for those who need a vehicle with such qualities. However, it is true that those who will want to purchase a car of such status are less in the population (Udofia & Alexander, 2017). These are luxurious cars that are owned by rich people in the society. It is an implication that other than the organization which will benefit from their sales, only a few people will also enjoy the benefits of these cars (Udofia & Alexander, 2017). However, the vehicle will be contributing majorly on environmental population. In this case, many people stand a chance of inhaling poisonous gas from these cars and thus will be affected health wise. In my case, I would not approve the launch of the car because it brings more harm than good to society. 

Leadership 

Leadership is a virtue few people possess, even though it is critical that any person needs to be a leader. The term leadership brings a variety of images in mind. It brings the copy of a politician to outline his or her points on the campaign trail. It also brings an image of an explorer leading a team cutting through a jungle. Lastly, it also implicates an executive manager coming up with a strategy to influence others to achieve the goals (Jones, 2018). The fact remains that a leader must have people and must be in a position to influence these people and achieve some objectives together with their contribution (Meyer et al., 2016). Leadership is thus about coming up with a goal, devising a good plan for the purpose, and then, the company a team and leading them to achieve the goal. Leadership is not about making a goal at an individual level but is about appreciating a collective effort to achieve a specific output (Downe, Cowell & Morgan, 2016). It is with this regards that leaders work through people by influencing them to achieve a particular objective that is both beneficial for the organization, the leader, and the employees (Jones, 2018). 

There are reasons why leadership is critical to me. First, a leader is an initiator of action . Different people depend on their leaders to make a move while undertaking any task. As a leader, a person is obliged to be at the forefront of all activities by initiating them and communicating strategies which all people need to follow to achieve the desired outcome. Further, a leader is a motivator . Motivation is the core foundation of leadership (Jones, 2018). As a leader, one of the core roles to get the best out of an individual is to increase their morale. Motivation makes an individual feel appreciated within the organization, and this may play a part in raising their connection with the company . Leaders create confidence and also build morale among the employees (Downe, Cowell & Morgan, 2016). These are facts which are critical in enhancing performance among people. Through coordination, a leader finds the right recipe to create a well-coordinated environment where each person fits . In this case, leaders are the foundation of the organization success in any industry (Meyer et al., 2016). 

Effective leadership behavior. Leaders have to get it right with regards to their behaviors to make them unique and also have a chance of success within their capacity of leadership. First, leaders must be people with a high degree of integrity and ethics (Downe, Cowell & Morgan, 2016). The business environment demands that ethic is one of the core foundations of a business for it to market its image. As a result, there must be a culture of integrity among the works whereby decision making is based on ethics. The culture must begin at the top to achieve such an environment. A leader must be ethical and honest in his or her operations so that he or she can be in a position where he or she can cultivate the culture of integrity and ethics among the employees (Downe, Cowell & Morgan, 2016). Secondly, a leader must be trustable for him or her to cultivate the culture trust among the workers . 

This is not something that comes automatically to a leader. It is something the most successful know they must earn. To that end, they take actions that gain their respect. They involve others in decisions that affect them rather than making unilateral calls (Downe, Cowell & Morgan, 2016, p. # 901). 

Moreover, a leader must demonstrate self-awareness . Self-awareness implies that a leader is smart enough to understand his or her strengths and weakness. In such a case, a leader will be able to identify the workers who have strengths where he or she as leaders are weak. A leader must reduce his or her ego to borrow a leaf from the employees in a situation where he or she encounters his or her weak point . In this case, he or she would be a leader who walks with his or her people. Lastly, a leader must be able to inspire those who work close to him or her. Leadership is about creating a vision (Jones, 2018). A vision is incomplete if there are no strategies that must be in line with the nature and the magnitude of the vision. Part of the strategy should be a dedicated and inspired team to achieve the goal. The leader thus must be in a position to express the goal with passion and energy and backing it with strong beliefs and values that count. It is a matter of exciting people to be equally engaged and uplifted at being a part of something bigger and better. These are some of the behaviors which a competent and successful leader must emulate (Downe, Cowell & Morgan, 2016). 

Application of leadership behaviors. During my tenure as a leader, I will ensure that while making any decision within my capacity, I remain honest. Further. I will be delegating my duties to some of the workers who have outstanding strengths in areas I think are my weak points. Moreover, I will make sure that all my decisions incorporate all the workers. Also, I will have strategies for both inspiration and motivation so that I develop an outstanding team that will be vital for my success as leaders. Besides, I will recognize individual and group effort within my team so that people get inspired and motivated at both a personal and a group level. With such acts in place, I have no doubts about meeting most of my goals. 

Diversity and Multiculturalism 

Diversity, by definition, is the differences between people. Diversity implies the differences that come about due to race, color, gender, and religion. On the other hand, the term multiculturalism goes deeper than variety by focusing on inclusiveness, understanding, and respect, and also by looking at unequal power in society (Lisak & Erez, 2015). 

Diversity and culture have become pertinent topics in modern day leadership. As a leader, a person must be able to understand and be aware of the differences that come as a result of origin, and how they can balance power so that there is no discrimination of any form to any person (Trimble, 2019). As a leader, it is critical to understand that walking on the footprint of the diversity and multicultural will not only reduce the legal cases that come as a result of the violation of the two terms but will also contribute to the success of the organization (Ferdman, 2017). In the current business environments, recruiters are sensitive to diversity and multi-culture, and thus, leaders must cultivate a culture that is diverse and embraces different culture with equality and equity. Further, marketing and brand position also depends highly on the organization image with regards to diversity. A leader must ensure that the organization is diverse from its policies, culture, and operation so that the organization environment is friendly to any person from any culture. 

Communicating in a culturally diverse workforce. Leaders find it challenging to communicate well to people from the different cultural background. In a multicultural organization, there are strategies which a leader can use to communicate to such a team of workers to evade potholes that may result in discrimination in a diverse . First, a leader must understand and acknowledge differences in culture (Chin, Desormeaux & Sawyer, 2016). In this case, a leader thus must use an official language that is understood by every person within the group. In this sense, a leader will be inclusive, and there will be no alienation of any person from any culture (Wolfe & Dilworth, 2015). Furthermore, a leader must emphasize face to face communication to keep in touch with the workers . In this sense, it will be critical as a leader will have a chance to get to understand some of the workers that are not well complaisant with the language used within the organization (Lisak et al., 2016). The last strategy is active listening. As a leader, active listening is critical in a diverse environment. Through listening, a leader will be in apposition to get to understand each worker and creates an environment that is accommodative to all workers. 

Application of the skills. As a leader, I will be much aware of the diverse nature of my workforce. In this sense, I will have in place ways of communicating to them without discriminating any of my employees based on his or her differences. First, I will have all meetings and group works conducted in an official language, which will be a policy that will be effective for all people within the company. 

Further, each group will have a translator that will be useful for those who will have some language limitations. Further, I will also listen to my workers to understand them better. I will ensure that after assigning any work, I get feedback on how the workers are progressing and whether they need any form of assistance. 

Reflection 

From the course, I have gained a lot of critical issues as far as the matter of leadership is of concern. The first insight is ethics in leadership. I have come to learn how deep ethics is critical to leaders. A leader with no ethics is like a ship with no captain, and thus, getting the right direction is difficult. Ethics creates a path where a leader needs to follow so that he or she gets to gain trust, loyalty, and respect among the workers. Besides, ethics is also the foundation of leaders who are creating the right image of the company at both the global and local business field. Ethics is thus a virtue that I will forever embrace as a leader in any field. Next, I have come to understand the value of a diverse mindset in an organization. I have come to realize that leadership is about accepting others and creating an environment that is inclusive of any person despite the background. I have also come to understand the extent to which an ethical mindset will not only reduce the conflicts that come due to diversity but will also increase the chances of an organization succeeding in the business arena. The third insight is Creativity as an analytical leader. Creativity is a tool that is critical for the analytical part of leadership. It is through Creativity that a person is in a position to understand essential information despite how others present it to the audience. 

The last one is flexibility with regards to leadership behaviors in an organization. I have come to learn that success does not come to leaders who are not flexible enough to change their behavior and reorient them to strategies that will bring success on their path. From the courses, I have changed my mind on how I perceive a structured and diverse organization. Further, I have also changed my point of view on some critical leadership behaviors that are vital to leadership success. I also have a change in my mind, which makes me more adaptive to cultures that enhance ethical behavior within a work environment. 

Action plan 

For my action plan, the following list captures the leadership insights and plan of action for each I will be implementing as a leader. 

Ethics 

Creates an ethical training program for all the workers and leaders within my capacity 

Have merit-based recruitment policy to enhance the integrity 

Creates an ethical guideline for all the operation within the organization 

Set the moral department and team that engage in research teach and solve ethical dilemmas and conflicts in the organization 

Encourage feedback 

Enhance transparency in every activity so that there is a high level of integrity within every operation in the business. 

Diverse Mindset 

Create recruitment policies that encourage diversity 

Have diversity training every two months 

Reward the diversity champions every end of the fiscal year 

Creates a diversity and culture department which enhances diversity within the organization 

Creates a culture of diversity within the organization by ensuring that at all level, there is diversity with regards to workers 

Creates a culture of diversity by providing that there is equity with payments, recruitment, rewards, and promotion. 

Creativity 

Enhancing feedback system within an organization 

Increasing diversity with regards to recruitment 

Encouraging teamwork 

Improving evidence-based results 

Supporting research within the organization 

Creating a flat structured organization 

Behavior Flexibility 

Create a uniform vision 

Have a motivation plan within the organization that rewards group and individual efforts 

Being flexible and be ready to change to adopt any form of behavior that is critical to saving situations or make it much better. 

References 

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Chin, J. L., Desormeaux, L., & Sawyer, K. (2016). Making way for paradigms of diversity leadership. Consulting Psychology Journal: Practice and Research , 68 (1), 49. 

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Jones, D. K., (2018). The Importance of State Leadership: Lessons From Kentucky on Reducing Disparities in Insurance Coverage 

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Meyer, B., Burtscher, M. J., Jonas, K., Feese, S., Arnrich, B., Tröster, G., & Schermuly, C. C. (2016). What good leaders do: micro-level leadership behavior, leader evaluations, and team decision quality. European Journal of Work and Organizational Psychology , 25 (6), 773-789. 

Trimble, J. E., (2019). Exploring Culturally Diverse Leadership Styles: A Mindset and Multicultural Journey 

Udofia, D., & Alexander, C. (2017). Leadership in the Health Sector: A Discourse of the Leadership Model of Utilitarianism. Online Journal of Health Ethics , 13 (1), 6. 

Wolfe, B. L., & Dilworth, P. P. (2015). Transitioning normalcy: Organizational culture, African American administrators, and diversity leadership in higher education. Review of Educational Research , 85 (4), 667-697