Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Essay:
Blog 1: Theories and Models of Leadership and Management
An organization is a collection of multidimensional components and there are complex equations between all of these components. It encompasses various individuals, business practices, visions, missions, goals, performance standards, an organizational culture, ethical frameworks, hierarchies based on command and control, working methods, management styles along with relevant theories and models and a considerable number of other factors. Different organizations perform their operations under the influence of distinguished and diverse rules, conditions, circumstances, goals and factors (Cherry n.d.). Since the modus operandi and culture associated with every organization are tailored to its requirements, therefore, the models and theories allied with management style of an organization can also be also distinctive, unique and different from what accomplishes favorable outcomes for another organization.
Ibarra and Hansen (2011, p.p.71) reveals a research-based fact that has consistently shown that diverse teams produce better results, provided they are well led. The ability to bring together people from different backgrounds, disciplines, cultures, and generations and leverage all they have to offer, therefore, is a must-have for leaders.
Adhering to the author's statement, it is clear enough that management of diversification requires adequate participation of ideas and notions which the diversified staff members come up with to achieve organizational goals and market growth. In this regard, the Participative model or style of management is the one which provides significant advantages to the firms which find diversification as the key factor of their business growth. Further elaboration on this theory of organizational management is described subsequently.
Management Style or Model: Participative Management
This management style model is a moderate channel between the two afore-mentioned styles. This style deviates from the characteristics of authoritative style because it does permit opinions of subordinates to be taken into consideration but the ultimate decision of matters is left in the hands of the manager. This style can be applied to the organizations so that the organization has some role definitions and a sense of hierarchy without being too strict. Also, this can work well with the aspect of the organization which divides religious and nonreligious members. This management style might give rise to communication between team members to a controlled degree because they may share opinions before providing their feedback to the manager. The management of individuals acquires even more of a complicated nature in a diverse environment when cultural factors and differentiation can prove to be instrumental in leaving an effect on individual and professional attitudes and practices (Kent 2005, pp. 4+).
This management style, by incorporating the opinions of subordinates and permitting them to participate, manages diversity in an efficient manner as well. Further, it will lead to better integration of technology in the framework of the organization.
Since this style permits the opinions of staff members to be considered in the procedure of making decisions, there will not be a shared feeling of being left out among staff members and they will feel valued since their opinions are being considered. The organizations can thus benefit from this specific approach.
Research conducted to evaluate the efficacy of participative management indicates that this type of management may lead to a condition of instilling a sense of contentment, joy and involvement in workers (Mudacumura 2000, pp. 2051). The workers of various organizations will be permitted to sustain their involvement which will help retain the culture and values of the organization.
This style can help employees prioritize their tasks and accomplish results in a better way in the organizations because of high levels of involvement.
Since all employees will be asked to share their opinions, this management style will lead to an environment in which products and services are outcomes of multidimensional and informed approaches, rather than rigid ones. This will cause the services provided by the organization to be superior.
Since it involves a participative approach, therefore, this style can find solutions to problems and issues in a better manner. If the organizations utilize this approach, then the problems arising from the present lack of communication in the organization may be effectively dealt with.
When this management style is applied to the organizations, it may lead to complications because since this style involves a number of staff opinions, it may result in delayed outcomes. Participative decisions are not well-timed because they cannot be taken in a quick manner and consume time (Chelladurai 2006, p. 207).
Studies also suggest that participative management model is not successful in giving rise to favorable results (Mudacumura 2000, p. 2051). Therefore, a complication is accentuated here because the organization in question is one which is producing results without a particularly defined management style so if a management style takes away from its capability to produce desired results, it cannot be considered to be a recommended action to take.
If the group members are not aligned well in relation to this management style, then it can direct the course of events to increased conflicts (Chelladurai 2006, p. 207). Without any specific or rigid management style, even if The organizations employees have conflicts, they do not obstruct the quality of their outcomes but the conflicts originating from participative management may impact their outcomes.
Inconsistency between the manager and the group's knowledge and perspectives may lead to a lot of information going to waste (Chelladurai 2006, p. 207).
Conclusions and Outcomes
The afore-mentioned analysis makes a statement that participative management can produce mixed results for the organizations. From a diversity-based perspective, it can be favorable because it creates an interactive environment and permits individuals to share their opinions. It can lead to a condition of uniformity and sharing between members belonging to diverse groups, which are evident from the presence of religious as well as non-religious segments of this organization, which are the only distinctive and clearly defined sections of this organization. But there are problematic areas as well and this management style may lead to ineffective or deteriorated outcomes. Further, it may lead to confusions and decrement in performance levels of employees.
Blog 2: Changes and Resistance for Changes
It is very frequent these days that a great number of organizations are going through drastic and sometimes even unpredictable changes in economical, political, social, and technological conditions of the world that are often responsible to necessitate some substantial changes within the existing structures, strategies, policies, procedures, and objectives for any organization. Restructuring, downfalls, joint ventures, and various other kinds of across-the-board organizational changes are becoming very common strategies that are being inclined towards or preferred by the private as well as public sectors and organizations so as to better respond to the ever changing environmental conditions and pressures to give boost to the effectiveness of the previously devised organizational structure. In spite of all this, an all-inclusive and thriving organizational change still remains a tough target to be achieved, and for that reason many organizations stand at odd to implement change effectively; as lack of managerial strategies make their efforts fail out-and-out (Gibb et al. 2001).
Mergers and amalgamations of two different entities usually serve as the main reason for organizational failures to undergo and implement large- scale changes. The Royal Air Force Station is also going through a big organizational change for empowering its effectiveness by the amalgamating two of its bases for changing the process through which the Crews obtain all the information before flying. In other words, the firm is looking at bringing in the dispatch process similar to its Civilian counterparts.
This change in procedures is emerged as a massive one that is taking time which is more than the expected one. Thus, impacts the perceptions of working employees at the undertaken project. Incoherent and perplexed managerial activities serve as the key factors influencing negative and ignorant behaviors of the teams assigned to this project.
The afore-mentioned facts about the changes being implemented by the management of the company might be effectual for the good-will and market performance of the organization but, mismanaged strategies could hinder the effectiveness as well as the future progress of the implemented change by all means.
Blog 3: Analysis of Leaders in Global Business
To analyze the unique traits of global leaders, in this exposition, the two most renowned leaders of the world who are known for their eminence, creativity, innovation and most importantly for the pioneering talent they come up with. These two popular leaders are: Bill Gates, the owner of Microsoft Inc. And Mark Zuckerberg, the developer of Facebook. The leadership traits they depict make them popular and successful all over the world. As a leader, they act as the dignitaries who can direct enormous activities of a group en route for a shared goal by proposing a consequential and evocative direction to combined efforts. Their leadership traits exemplify their inclinations towards teamwork and their magnificent interpersonal skills that are the true essence of a real leader.
Both of them found:
"Leadership as a course of action where a person, i.e. The leader, manipulates…[continue]
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