MGMT704 Management And Leadership

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MGMT704 Management And Leadership

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MGMT704 Management And Leadership

0 Download2 Pages / 313 Words

Course Code: MGMT704
University: Centennial College

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Country: Canada

Question:
Leadership comes in different forms such as organisational, political, family, or communities. Carroll stated from Bolden and Gosling (2006, pg147) suggested ubiquitous are the competency of management and organisational life that have imbedded from thinking and implementations.  In the position of leadership Carroll et al (2015) states it’s an attribute of knowledge obtained from learning and development.  The practice of Learning and development cannot be separated as they lean on each other to strengthen knowledge. Carrol also refer to leadership idea of practice and power as the key way to understand leadership.
 
Madsen et el, (2015) states the challenge facing women around the world is the disparity between the position of women in leadership compared to men. Women in leadership argued they do similar roles as men, but recognition is unequal. Does this disparity make NZ a patriarchy society? A result driven leadership would be a method to evaluate different leadership styles. Therefore, we can focus on Evidence-Based leadership quality rather than gender inequality.
 
I work in an organisation whose visions are based on culture and beliefs; client-centered as paramount. Culture is the centre of integration intervention with various western modalities to enhance effective service delivery. However; dominant discourses of neoliberalism are still seen as a barrier between the followers and leaders or management and staff.
 
Transformational leadership is the influential model of leadership in our organisation. Management supports professional development as a key to staff competency development in not only to meeting the demands and quality of our work; but also supporting the community the best way we can. The skills of each staff members are the key to the success of the organisation.
Answer:
Introduction:

As a counsellor, I believe that leadership in organizations are based on visions, organizational cultures and beliefs. In leadership, client centred position is paramount. For effective service delivery, intervention of culture with various western modalities is paramount. However, there are barriers between management and staff of an organization due to dominant discourses of neoliberalism (Antonakis, & Day, 2017). Transformational leadership supports professional development of staff due to introduction of competency development in meeting the demands of quality of work. In organizational leadership, the success of each project is based on the skills and competency of individual staff.
According to Aaron (2006), transformational leadership requires five critical traits and components. They include; demonstration of idealized behaviour and attributes, intellectual stimulation, motivation and individualized consideration. A transformational leader should also provide a professional relationship between the followers and the leader in order to achieve the set goals, mission and vision of the organization. As a novice counsellor and a practitioner of the leadership theory, transformational leadership introduction excited and created parallels in my practice. The characteristics of transformational leadership embody a leadership style that is innovative and visionary.
The era, is not only transformational but is digitalized leading to a lot of innovation in leadership. Incorporation of technologies to engage and connect to members could bring healthy outcomes in today’s diverse population of an organization (Banks, McCauley, Gardner, & Guler, 2016). In a shifting and dynamic business world, there is complexity of leadership placing leaders as either tech savvy or conservative. Leaders should think, act and react differently in the digital environment in order to succeed.
References
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.
Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy. The Leadership Quarterly, 27(4), 634-652.

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