Leadership is the key element that dictates how organizations behave and perform. In business, more emphasis is laid on leadership even more that it is laid in startup capital. This is the reason we see shuffling of managers in almost all sectors; from health ministers, organizations chief executive officers to even sport managers. An overall look at this is; we always realize a shift in performance after one management has been replaced with the other. In corporate companies we will see a rise or drop or profits, in health we will see improved or diminishing state of service delivery and in sorts we will see more or less of the goals compared to the previous regimes. Why do we see a change in status quo every time a manager is changed even when he is using the same human and financial resource that his predecessors used?
This question is what brings us to the analysis of the topic at hand; personal leadership skills. There is a wide range of qualities that leaders can exercise in them. However, a leader must choose to major in some that he sees more impactful because he or she cannot use all of them at once; it brings about confusion and negative results. A combination of the values that a leader chooses; from individual, interpersonal, organizational and societal levels are all meant to bring about positive results (Hathaway, 2017). This is the thumb rule in the whole study of management. The values that an individual chooses to stress on are what bring as about the difference in a set of managers. When a manager he is trying to sort through the values to pick the ones to implement, he should make sure that his combination choice is easy to implement and adaptable in all the areas he is going to touch. He should know and beware of how he is going to put stress on each value as there are eventual merits and demerits to the endeavor.
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Leadership and joy at work
Joy at work is the basic element that catalyzes positive results in all organizations; employers and their management boards should always look for a spark in the job so that their employees can find joy in the job that is offered to them. Let me lean on the human leadership part as the key player that should help the workers find joy and hence a sense of fulfillment in the jobs they do, this is because it is the management boards that play a vital role in running the day to day activities of a company. There are some basic things that all managers should do so as to make the process effective, the tactics to deploy all fall under the universal management skills and policies. The most basic one is communication, but others like transparency, coordination, accountability and motivation merge to spice up the process.
Leaders should let communication be the pillar that all activities stand on, the communication in question should be two ways; the leaders should present their ideas and state the roles to employees and employees should also open up to the leaders and openly speak of their troubles or any other beneficial ideas. The relationship between the managers and the employees should be cordial or somewhat personal and not just stick to the professional line. All employees should be allowed to speak as this will make them have a sense of belonging and vitality towards the jobs they are doing. This will be effective if the managers come up with proper motivation tactics to help ease the process, some of the tactics include; forming mentoring teams to help new employees adjust to the work environment, openly congratulating and rewarding performing employees and writing in company memorandums how the company is pleased with the individual input of all workers.
Self-awareness and leadership approach
Brilliant leaders are ones that have gone through professional management training but excellent leaders are the ones that know how to deploy the learned in real time situations. The process of management skill deployment is not universal just as there are many dependent and independent variables to the course; mostly humanistic variables. A leader must be aware of his or her personal skills and talents as they come a long way into determining if his leadership style will be effective to himself or the employees under him (tourish,2014). This piece is very vital as a mix up of ideas or tactics will bring about confusion and long term negative effects to the organization or department that he or she is manning. This is the main reason why there are different principles revolving around personal, organizational and societal leadership management; a brilliant leader must be of his own traits and personality so that he can select the principles to stress on in each level of management (Khalil & Raheel, 2016).
A perfect example can be one in which a leader may choose to stress on communication as key principle in organizational management. It is advisable for a leader to choose communication if they individually know that they are good in speaking skills and that they don’t get too emotional when in open altercations. One wrong word; for example, a curse, rebuke or insult to an employee can tarnish his profession and ruin his career, this goes to show a leader must be fully aware of the capabilities he possesses before he chooses on the leadership aspect to stress on. My personal assessment on this aspect of finding a link between personal traits or values to leadership approaches does not mean leaders or managers should evade their roles, they can always look for ways to modify their traits or modify their leadership tactics to fall in line with their desired tactics.
Common issues between people
The probability of total peace in an institution or organization that hosts people from different backgrounds is zero; this is because of the natural ideological or physical differences that exist between the people. The disagreement stimuli that we have in the classroom are almost the same that all corporations and institutions have. Joy, teamwork, stress absorption, anxiety containment, depression, motivation and satisfaction levels are always at different scales within individuals; this is the main reason why conflicts are inevitable in both school and work places. Main causes of existence in the difference arise from gossip, harassment, discrimination, performance issues, interpersonal conflict, bullying and low self-esteem; it is important to note that the matters cut across small, big, single gender and multi gender organizations (Arzi & Frahbod, 2014). A rise in anxiety or stress levels usually come as catalysts to a myriad of mental health issues that later lead to a drop-in performance and productivity levels in the employees.
It is always the issue of an individual or a group feeling less appreciated or more stressed by another individual or another group; for example, one employee can feel that his fellow employees don’t respect for his racial background or the whole lot of employee feeling that the management does not care about them (Day & Miscenko, 2016). No matter the case or the cause, leaders and managers should always come up with human ways of solving the conflicts at hand. This is because, it is the conflicts that cause splits in the workforce and foster disunity among the block of employees. Negative results are at most times inevitable if the matters between individuals or the parties involved are not solved amicably; there can a loss of the financial or human resources. Hence, the importance of permanently employing or partly hiring of mental therapists to help monitor and maintain the mental health of employees in an organization cannot be ignored.
Ideas to improve working relationships
Just as there are to be series of problems that ruin relationships between workers, good managers should also come up with solutions to help ease the tension and restore the normalcy of relationships and activities in the organizations. It is good that a system to solve the situation be put in place before the real deal goes down than the management make desperate decisions when the situation is already far out of control. The proper way to go about disagreements should be written in the employee manual so that employees are first aware of what is required from them before committing themselves to the task at hand; this usually fosters a sense of individual accountability and helps keep everyone in check before the tide rises. Then later the management or leadership boards can sit down to come up with proper ways to ensure that the company regulations are followed to the latter without the workers feeling like targets or victims to the set laws.
Communication; as mentioned in the second page, two-way communication is the vital piece to the success of any organization. Workers must be allowed to freely express themselves; either individually or as group so that the management can be fully aware of the ground challenges that exist and know how to tackle them (Choi, Kim & Kang, 2017). This will involve the management allowing the workers to elect their representative that will speak on their behalf in board meetings; this is usually done because appointed managers tend to evade passing workers grievances to their bosses. Accountability should be stressed in all levels of workers and the departments that exist, the rules of the company should clearly outline the looming consequences that one may face when he or she is proved to be the cause or catalyst of a conflict while on duty.
Example of a humanistic and a poor leader
For the most humanistic leader position I chose Angela Merkel, the vice chancellor of Germany; to date, she still remains to be the most influential and respected female leader in the world. She is known worldwide for her humanistic principles and charismatic that has helped shaped Germany and help piece it together after the devastating effects of World War 2 and the cold war. She among the top European leaders that helped maintains the strength of the euro currency that had been facing a decrease in value when Greece that is part of the 19 countries using the currency was facing economic depression. Her individual charismatic and courageous character allowed her to open the gates of Germany to many refugees that had been rejected by numerous European nations. In one European Union conference she openly showed her disgust in the way world leaders lacked the courage and the feeling of remorse to accept refugees.
My choice for the poor leader position goes to Martin Winterkorn, the former chief executive officer of Volkswagen Company. His authoritative and exclusive ruling style alone saw the fall of the giant company when it was reported that the motor vehicles manufactured violated the universal green gas emission code. This can be attributed to the perfectionist nature that he had and used to run the company; the gentleman was reported to have been walking with a gauge to measure the spaces between car doors and tire rims. He was also known for publicly showing disgust and condemning employees that he thought were underperforming, he openly stressed that he only concern in the company was to increase its net sales and anyone that could meet the goal was laid off; I will not be wrong to state that it is this nature that made the employee cow from telling him the failure in assembling the car exhaust system.
References
Arzi, S., & Farahbod, L. (2014). The impact of leadership style on job satisfaction: A study of Iranian Hotels. Interdisciplinary Journal of Contemporary Research In Business , 6 (3), 171-186
Choi, S. B., Kim, K., & Kang, S. W. (2017). Effects of transformational and shared leadership styles on employees' perception of team effectiveness. Social Behavior and Personality: an international journal , 45 (3), 377-386.
Day, D., & Miscenko, D. (2016). Leader-Member Exchange (LMX): Construct evolution, contributions, and future prospects for advancing leadership theory. The Oxford handbook of leader-member exchange , 9-28
Khalil, M. A., & Raheel, Y. (2016). Impact of Leadership Style of Academic Administrators on Institutional Performance: A South Asian State University Case Study. Proceedings Appeared on IOARP Digital Library .
Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership , 10 (1), 79-98.
