Leadership Ever Changing Concept

Question: Describe about the Leadership for Ever Changing Concept. Answer: Leadership is an ever-changing concept that structures a human character in which it leads the group of people connected in term of work and profession. Hence, development of a personal leadership model is necessary for any management student to seek a better control over the workforce. On the other hand, personal leadership model is helpful in develop personal skills and knowledge that are required to communicate with other and influence them to perform well (Scott, Jaffe and Scott, 2015). The three areas of leadership that are focused through my personal leadership development model are Ethics, Teamwork, and Management. I have found these areas to be the key to success for a leader. On the other hand, these three areas of leadership have been identified as core part of leaders life that helps them to develop personal skills and experience to work with a team (Scott, Jaffe and Scott, 2015). Hence, the essay has been prepared to discuss my personal leadership model that focuses on et hics, teamwork and management to develop myself as a quality leader. Through the identification of personal standings, I have identified creditability, communication skills, vision, innovation, traits and strong relationship building as the primary organising ideas of my leadership model based on ethics, teamwork and management. In order to influence the productivity of the workforce, communication skill has been identified as one of the crucial skills for a leadership model. On the other hand, the quality of creditability has been efficiently utilised to convince the subordinates to pursue higher ranks at workplace providing greater responsibility (Engbers, 2016). Apparently, a tactical leader must promote innovation and traits within the leadership model by setting examples to the rest of the employees to be followed. By developing a strong relationship with the organisational subordinates, an efficient leader can influence the performance of the workforce in a positive manner. As far as organising issues are concerned in the personal leadership mod el, employee satisfaction and confidence building can be identified as the two principal drawbacks (Piasecki, Fletcher and Mendelson, 2009). The primary trait that must exist within a leader is the effective communication capability and judgement skills. It is important for a leader to understand his team members and judge their capabilities to provide them with appropriate roles. I must follow certain ethical practices that will help me to develop a better relationship with by team members (Nice, 2008). On the other hand, it is important for me to understand and judge my team mates by continuously interacting with them and conducting a debate session regarding any issues going on in the public or related to work. Furthermore, the regular interaction and understanding of team mates helps to develop good relationship and motivate them to perform better. It further helps in planning the roles and responsibilities that are to be played by each member of the team. Hence, according to me, the primary traits of a leader are to be a jolly person with good interactive skills (Fisher, 2010). Furthermore, the leader must have the s kills of multi-cultural communication, good knowledge of the business and workforce. Finally, an effective leader must monitor the performance of its team mates by continuously interacting with them and sharing their feedbacks and experiences. The leadership model that I have chosen emphasises on establishing a good relationship between a cross cultural team. Furthermore, it aims to manage a diversified workforce that differentiates in terms of practices, belief and moral thoughts. Along with that, the core value of the model to is to improve teamwork by motivating each member to participate in the activities (Fisher, 2010). On the other hand, the model emphasises on respecting individual thoughts and participation in the group activities. Hence, the core value of the model is to establish a good relationship and understanding among the group that will increase the efficiency and productivity of the team. It can be seen that the leadership model focuses on understanding the skills and knowledge of the group members. On the other hand, it helps to observe the thoughts of every member of the group by respecting their feedbacks and implementing their ideas while planning the strategies. According to me, the identified leadership model will develop a strong relationship in the group by honouring individual practices and ideas (Rayner and Adam-Smith, 2009). A regular interaction with the group members regarding personal problems and issues related to work helps to develop better bonding among the leaders and participants. On the other hand, continuous and interactive communication provides solution to major problems that reduces the chances of occurrence of uncertainties while managing a large group (Kouzes and Posner, 2012). Hence, the relationship among the group will be benefited by using the leadership model that focuses on three major areas such as ethics, teamwork and management. The shared values and beliefs governing the workforce are interestingly combined to promote sustainability. Through the identification of the importance of organisational culture within the workforces performance standpoint, management of the firm has created a strong influence on the corporate staffs dictating the level of performance. Moreover, the current administration has promoted innovation in the business strategies so that each of the members of the organisation can communicate a vision leading to organisations long-term success (Aleksander, 2016). Currently, the culture of the organisation promotes sharing information and knowledge among the groups to achieve the overall business objective of the firm. Invariably, effective communication resources such as ICTs have been utilised among the organisation so that the staffs can be identified about their responsibility and contribution towards the success of the enterprise (O'Leary, 2013). Meanwhile, in the existing scenario, the current organisational culture of the firm lacks leadership traits, to say the least. The leadership practiced in my model is seeking to achieve a higher performance of the team members. It aims to develop a good understanding among the group members by regular interaction of problems and issues. On the other hand, the model aims to respect the ethics and moral practices of each member (Rayner and Adam-Smith, 2009). Furthermore, I will use the leadership model to understand and judge the capabilities of my team members in order to allocate them with proper roles and responsibilities. The model will help me to create a flexible work arrangement and develop good relationship with the team members (Leavy, 2012). Hence, it can be said that the model aims to eliminate conflict between the group members and deliver a better team performance. Under the existing circumstances, the current leadership model has been identified as somewhat different from my suitability of leadership model. Understandably, the management of the firm values ethics in their leadership model but pay less attention to teamwork, leadership theory and management ideas (Okoth-Okombo, 2011). Conversely, the current leadership model of the enterprise works on the basis of multiculturalism, traditional philosophy and power of the management. In order to improve the performance standards, the leadership model must identify the effect of human psychology on the job. By promoting intrinsic and extrinsic benefits through performance management system, leaders can influence the performance of the subordinates by a great deal. On the basis of statutory evidence, corporate leadership is not all about showing the power of the management (Earley and Bubb, 2014). By utilising the personal traits of significant leadership style, organisational leaders must set tea mwork and management of the group at highest precedence level. On the basis of classic leadership practices, a professional leader must identify his strengths and weaknesses in managing the business. As far as my standpoint, the best leadership practices have started outside the work environment. In order to apply the leadership model on a personal stance, a leader must identify his obligations and responsibility towards the organisation and its people. For effective management of workforce, credit to the leaders must be shared with the subordinates so that the workforce can be influenced in an encouraging way. By following the social ethics and integrity, a strong bonding must be set up with the workforce so that extra responsibility can be shared with others (Einarsen, Aasland and Skogstad, 2007). Thus, a leader can promote teamwork in the best possible way. By identifying the opportunities to improve, significant staff training and development programmes must be arranged increasing the productivity of the employees. Clearly, by encouraging go od decision-making and avoiding deliberation, a genuine leader can personally apply the art of leadership model for the betterment of the organisation. In leadership model, the susceptibility of power can contribute to the downfall of a leader. In order to develop a sustainable position among the workforce, there are subtle decisions to be taken into consideration for better productivity of the workforce. There is a significant difference between leadership and management that must be highlighted through the identified leadership model of any leader. Apparently, the organising ideas of a leader such as personal traits, vision, creditability and skills must be included within the personal leadership model promoting the best areas of leadership such as ethics, management, and teamwork. Through the identification of latest leadership strategies and concepts, a prominent leader can classify the benefits of interactions with the organisational subordinates for long-term management perspective. Moreover, a strong leader must lead by examples for the rest of the employees to be followed for further sustainability of the organisation. 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