Organizational Leader Essays (Examples)

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According to the authors, this can be done if employees are given a sense of importance in the organizations. Knowledge workers are already short in supplies and most competing rivals also compete to get the best human resource in terms of knowledge workers. It is therefore essential for any organization to retain this highly skilled part of their workforce and in order to do that organizations must eliminate the autocratic elements and give the employees more say in the organization.
The shortage in supply of specialized knowledge workforce has not only made this type of labor more expensive but also more immobile and difficult to acquire. High employee turnovers with this type of labours can therefore be threatening to organization's sustainable management and long-term success. The company should be more flexible with its bureaucracy. It should allow more decentralization as far as functional and regional departments are concerned (Ireland &….

organizational leader responsible for developing policies related to managing diversity through looking at: age, gender, race, ethnicity, religious and spirituality and the organizational functions of human resource, marketing, customer service.
Over the last several years, human resources (HR) has been playing an increasingly evolving role in dealing with a host of different challenges ranging from: employee satisfaction to helping the firm adapt with changes in the marketplace. These factors have meant that there has been a shift in the kind of tools that are being used by firms. Part of the reason for this, is because globalization has caused a transformation in the way businesses are competing against each other. This means that they have been seeking out any kind of strategic advantage to help increase their overall bottom line results. At the heart of this basic strategy, is having HR work closely with management and stakeholders to deal with….

Disintegrating elationships Between Organizational Leaders and Employees
Organizational leadership behavior towards employees can significantly affect their perception of the workplace, and contribute to the organization high performance and most essentially create and maintain a proper organizational culture that lead to the success of the organization . The good health of the organization depends greatly on the relationship between leaders and employees. However, the relationship that exists between organizational leaders and employees are failing at a high rate in today's workplaces and the reasons for this are not clear. Leaders in organizations have a tendency to use employees in the time of the organizational needs and them to simply ignore the employee's commitment and their potential. Committed employees should be rewarded with committed organizational leadership. Critical in organizational leadership interaction with employees is communication. Communication keeps employees informed and results in a feeling of connectedness and inclusiveness in the organizational operations,….

The strategy has helped a limitation and a better control over the costs and it was subscribed by Neeleman himself, who only makes $200,000 a year in wages - quite low in comparison to other executives at international corporations.
The second feature in the successful corporate culture implemented by David Neeleman was that of an increased focus onto the full satisfaction of the customers' needs and wants. Instead of prospecting the market to identify the strategies implemented by the competition and trying to top them, the founder researched the market in order to identify the needs of the customers. "So instead of trying to beat the other airlines, he took a different angle. He's not in the aviation industry, Neeleman says, "e're in the customer service business" (Mount, 2007).

As such, by cutting costs while satisfying both his staff and his employees, David Neeleman was able to find a perfect recipe….

Organizational Leadership Part 1
It is important to note, from the onset, that organizational culture can be a rather difficult concept to comprehend for most. This is more so the case given that it has got to do with the interactions between individuals in an organizational setting and how these interactions and behaviors are governed by the prevailing beliefs, values, as well as shared assumptions. In an attempt to help in the evaluation as well as assessment of the relevant organizational culture elements, Edgan Schein came up with a model that we could utilize to assess organizational leadership effectiveness. According to Edgar, the culture’s visible elements are the artifacts. These include, but they are not limited to, the various workplace processes, art, dress codes, as well as structures. Individuals who are not necessarily part of the culture can be able to recognize artifacts (Elisabeth, 2010). Given that these are the visible organizational….

.....leader in an organization is affected by various factors including organizational structure, culture, and values. While organizational leaders need to possess professional/technical skills, they also need to develop social skills in order to enhance their effectiveness in their respective positions. The list of sociopolitical skills categories suitably reflects the required skills that help to promote the success of an organizational leader in his/her new role or position. The suitability of this list is attributable to the fact that they help promote the leader's smooth transition to the new role or position. Without these skill categories, a leader is more likely to experience challenges with regards to effectiveness in their new roles and responsibilities in the organization. According to Pagon, Banutai & Bizjak (2008), leaders require several competencies in order to be effective in their roles and positions including interpersonal skills, communication, technical skills, and people skills among others. These skill….

Organizational leadership
PAGES 3 WORDS 1255

How might researchers study the effectiveness of inclusive leadership with regard to overall organizational effectiveness and competitiveness? Why is this effective methodology?
Researchers may achieve this by combining longitudinal and cross-sectional technique. The sample for the research will be chosen from the whole economic sector or from maximum possible industries such as banks, telecommunication, the public sector, construction and building, hospitality, agriculture, and so forth. This way, generalization of extended and replicated study outcomes may be achieved more confidently for a bigger group of individuals. Respondents will be administered the following Likert scales: Inclusive Leadership, Personnel Creativity, Personnel Work Engagement, and Affective Company Commitment (Choi, Tran & Park, 2015). Also to be identified is company leaders' leadership approach, preferably making sure every approach is taken into account. This will help compare inclusive leadership with other approaches in terms of its competitiveness and efficacy.

Longitudinal as well as cross-sectional researches are observational in….

Leadership in Organizations
Leader-behavior approach

Leadership refers to the process of influencing other people towards attainment of organizational or group goals. Leadership entails three key factors: first, leadership is a process of social influence. It is non-existent without followers and a leader. Second, leadership requires that the followers act voluntarily. The nature of compliance is voluntary thus differentiating leadership from other forms of influence based on formal authority. Finally, leadership elicits behavior in followers that are goal directed in an organized setting (Griffiin, 2010).

Most organizational sciences focus on the topic of leader-behavior approach. There is enough documentation showing that thousands of leader-behavior approach studies have undergone publication. However, the precise nature and correlation of leadership with key criterion variables such as commitment, subordinate satisfaction, and performance remains uncertain (Green & obinson, 2010). This paper focuses on leader-behavior research approach for studying leadership. It also incorporates the strengths and weaknesses of the leadership….

" (Simon, 188) the fundamental perspective here is that leadership and the ability to apply actions based on culturally driven decisions are central to helping members of the organization learn in a concrete manner how best to accord with the reigning culture.
In order for this to occur though, there must be a certain initial scrutiny and selectiveness where leadership and personnel are concerned, endorsing an organization-wide emphasis on the quality of personnel. This implicitly brings us to consideration of the application phase in terms of learning organizational culture, which is inevitably associated to all actionable aspects of an organization's structure and operations. The correlation between recruitment, personnel makeup and leadership personalities is perhaps threaded by the common string of day-to-day responsibility within an organizational culture. And quite certainly, we see the stamp of organizational culture on so many of the most important applicable indicators. Schein, to this end, points out….

Whereas poor leaders avoid choosing competent members of their inner circle to avoid losing control, superior leaders establish the most talented and effective inner circles as possible. The manager in this case had the benefit of several subordinates who were capable of becoming part of her inner circle.
Instead of inviting their contribution, she deliberately maintained the maximum possible distance from them and insisted on always reviewing their decisions after the fact. Meanwhile, her own decisions were always hers alone and simply announced to the entire team together. Instead of allowing her supervisors to relay her decisions, the manager routinely announced them to supervisors and line employees together, further highlighting the complete non-involvement of supervisors in any meaningful decisions.

Finally, the manager made absolutely no attempt to identify leadership qualities in her subordinates, mainly because she feared any competent leaders as rivals. Effective leaders realize that it is essential to take….

At the intersection between the executive and upper managerial levels, effective communication is equally important to implement executive decisions, as it is at the middle management and operational levels where most executive decisions with respect to strategic visions of organizational redesign must be executed to accomplish organizational goals (Maxwell, 2007).
My Contribution to Organizational edesign

I have worked hard to improve my knowledge base and other aspects of technical skill in my intended profession, and I also make a specific effort to manage details efficiently in every aspect of my life, both personally and professionally. However, in terms of my contribution to organizational redesign, my communications skills would be most valuable. I have been practicing my active listening skills as well as my ability to communicate in different business settings in the manner most conducive to the accurate transmission of ideas to others. In my experience, my communications skills have also….

Leaders must be able to avoid the temptation to revert to the status quo when no clear best alternative surfaces during the evaluation process. As Peter Drucker et al. (2001) advise, an executive -- or anyone empowered with decision making authority in an organization -- must "force [himself] to choose" instead of the worse action of defaulting to a status quo that has already proven itself inadequate.
There are many traps that can lead a decision making body away from following these five steps. A command-and-control type hierarchy where the executive or the executive team is not open to input from the lower levels of the organization (such as was present in the infrastructure of Scholar Unlimited) can severely hamper nearly every step of the process. In addition, poorly defined desired outcomes and assumption-laden approaches to alternative solutions can mire the process in conflict and confusion. Keeping these decision making….

Further, coercive and reward power are often highly distributed through the more agile organizations and as a result must be applied immediately to behavior to be effective.
In the context of Dr. Edgar Schein's (1983) analysis and presentation of results in his working papers referenced in this document, an industry's growth and culture is well defined in the following quote. In the working papers, Schein (1983) writes:

For an organizational culture to exist, there must be a definable organization in the sense of a number of people interacting with each other for the purpose of accomplishing some goal in their defined environment. The founder of an organization simultaneously creates such a group and, by force of his or her personality, begins to shape the culture of that group. But the culture of that new group is not there until the group has had its own history of overcoming various crises of….

Effective diversity management, on the other hand, provides a means more than just the elimination of potential sources of revenue loss; it means actually increasing revenue through customer satisfaction that is known to generate increased patronage and brand loyalty (ussell-Whalling, 2008), especially in the restaurant services industry.
Organizational Dynamics and the ole of Managers in the etail Services Industry

The highly competitive nature of modern retail restaurant services makes traditional supervisory and management practices comparatively ineffective, especially in areas outside of direct operational dynamics. Traditional supervisor-subordinate relationships are sufficient to provide training in mechanical procedures and operations; they are comparatively ineffective at cultivating a commitment to becoming part of an organizational culture (George & Jones, 2008).

Especially with respect to inexperienced, part-time, non-career, and seasonal employees, it is preferable for organizational leaders (Bennis, 2009) and managers (Lencioni, 2009) to develop a more personal connection to their staff members. In fact, the low….

Atkinson states that the scores from one test to the next do not reflect a reliable picture of a person's motivation. All of these specific (and sometimes esoteric) issues raised by Atkinson should become familiar to those HR people searching for talent that will build organizational strength.
Atkinson goes on to explain that there is a lot to be learned when analyzing the "strength of a motive" verses the "behavioral expression" the individual actually shows. In taking the TAT to task, Atkinson points to the fact that, according to TAT's application, every behavioral incident is looked upon as "a discrete and independent incident in the life of an individual" (Atkinson, p. 22). But the TAT presumes - "gratuitously," in Atkinson's view - that differences in personality traits will also manifest themselves in behavior. But using Atkinson's approach ("achievement motivation") helps explain the "variable behavior" that might occur when the individual….

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30 Pages
Thesis

Business - Management

Organizational Leaders Produce Results Through

Words: 9447
Length: 30 Pages
Type: Thesis

According to the authors, this can be done if employees are given a sense of importance in the organizations. Knowledge workers are already short in supplies and most…

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4 Pages
Essay

Business

Organizational Leader Responsible for Developing Policies Related

Words: 1292
Length: 4 Pages
Type: Essay

organizational leader responsible for developing policies related to managing diversity through looking at: age, gender, race, ethnicity, religious and spirituality and the organizational functions of human resource, marketing,…

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10 Pages
Dissertation

Leadership

Disintegrating Relationships Between Organizational Leaders and Employees

Words: 3181
Length: 10 Pages
Type: Dissertation

Disintegrating elationships Between Organizational Leaders and Employees Organizational leadership behavior towards employees can significantly affect their perception of the workplace, and contribute to the organization high performance and most…

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1 Pages
Term Paper

Careers

Business Policy&'strategy Organizational Leaders David

Words: 393
Length: 1 Pages
Type: Term Paper

The strategy has helped a limitation and a better control over the costs and it was subscribed by Neeleman himself, who only makes $200,000 a year in wages…

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5 Pages
Essay

Business - Management

Organizational Leadership Styles and Approaches

Words: 1753
Length: 5 Pages
Type: Essay

Organizational Leadership Part 1 It is important to note, from the onset, that organizational culture can be a rather difficult concept to comprehend for most. This is more so the case…

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3 Pages
Essay

Leadership

Effective Skills for Organizational Leadership

Words: 1046
Length: 3 Pages
Type: Essay

.....leader in an organization is affected by various factors including organizational structure, culture, and values. While organizational leaders need to possess professional/technical skills, they also need to develop social…

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3 Pages
Essay

Leadership

Organizational leadership

Words: 1255
Length: 3 Pages
Type: Essay

How might researchers study the effectiveness of inclusive leadership with regard to overall organizational effectiveness and competitiveness? Why is this effective methodology? Researchers may achieve this by combining longitudinal and…

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2 Pages
Essay

Leadership

Leadership in Organizations Leader-Behavior Approach Leadership Refers

Words: 741
Length: 2 Pages
Type: Essay

Leadership in Organizations Leader-behavior approach Leadership refers to the process of influencing other people towards attainment of organizational or group goals. Leadership entails three key factors: first, leadership is a process…

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16 Pages
Research Paper

Business - Management

Org Culture Leadership Leadership Learning

Words: 4817
Length: 16 Pages
Type: Research Paper

" (Simon, 188) the fundamental perspective here is that leadership and the ability to apply actions based on culturally driven decisions are central to helping members of the organization…

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4 Pages
Term Paper

Business - Management

Organizational Behavior -- Theoretical Application

Words: 1179
Length: 4 Pages
Type: Term Paper

Whereas poor leaders avoid choosing competent members of their inner circle to avoid losing control, superior leaders establish the most talented and effective inner circles as possible. The…

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2 Pages
Term Paper

Business - Management

Organizational Redesign -- Transferable Skills

Words: 543
Length: 2 Pages
Type: Term Paper

At the intersection between the executive and upper managerial levels, effective communication is equally important to implement executive decisions, as it is at the middle management and operational…

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6 Pages
Research Paper

Business

Organizational Behavior Avoiding Common Pitfalls

Words: 1787
Length: 6 Pages
Type: Research Paper

Leaders must be able to avoid the temptation to revert to the status quo when no clear best alternative surfaces during the evaluation process. As Peter Drucker et…

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8 Pages
Term Paper

Business - Management

Organizational Theory the Theoretical and

Words: 2840
Length: 8 Pages
Type: Term Paper

Further, coercive and reward power are often highly distributed through the more agile organizations and as a result must be applied immediately to behavior to be effective. In the…

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7 Pages
Term Paper

Business

Organizational Behavior -- Managing Diversity

Words: 1898
Length: 7 Pages
Type: Term Paper

Effective diversity management, on the other hand, provides a means more than just the elimination of potential sources of revenue loss; it means actually increasing revenue through customer…

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5 Pages
Research Proposal

Leadership

Organizational Behavior How Motivation Influences

Words: 1590
Length: 5 Pages
Type: Research Proposal

Atkinson states that the scores from one test to the next do not reflect a reliable picture of a person's motivation. All of these specific (and sometimes esoteric)…

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