Today
the world is facing global competition and other environmental challenges in
every sector. The challenge is posed both by the large and small companies who
are confronted with the question on how they can ensure their survival in the
face of increasing competition. The most businesses primary purpose is to
achieve the targets and to maximize the returns. A leader can have a
significant role in accelerating or achieving the target of the organization or
the company. This paper first examines the leadership skills that help an
organization to plan, develop it strategies to achieve or encounter future
challenges. While facing a lot of challenges the leadership skills has a
powerful influence on individual and group behavior in order to improve profit
and overall earnings i.e. the goal toward which the company expects to reach. A
leader is someone that takes the responsibility to take challenges and
determines to sort out the tribulations (Adler, 1991).
When
a company is established for practically each business, preparing is a major
part of regular operations, as each business is distinctive and consequently
has diverse practices to take after. Preparing is likewise business enterprise
attitude new, possibly bright appointees all need to begin some other region
and putting resources into talent through both essential preparing and planning
senior executives for the following go up can pay off when done right by
organized and accomplished human resource superintendent. It is human resource
influence to fit the preparation around everyday function, figuring in time and
monetary expenses.
Brief description about
current leadership roles
In
the scenario where I am giving the responsibility of leader, there is a
situation where organization is facing some losses in their business then in
this aspect, the company has to take some serious actions so that the bad
factor could be eradicated from the company. This situation is usually faced by
those companies where is a poor management and this part is directly linked
with the human resource department because they are the people who are
responsible for choosing the people for the company. The company is truly
dependent on their capabilities and in such bad situation all would taunt to
human resource department (Anderson & Hussey, 1999).
For
an example if there is a company that has the capability of hiring 10 employees
in the year 2012 but they hired more than their action planned, if the
employees that are hired due to references and does not produce good results as
expected then at the end of the day the company has to face huge mismanagement
and unprofessional conduct (Aron, 1999).. It is quite obvious that when a
budget is proposed by the finance department they have to follow some
guidelines and action plan in order to get the tasks done. I would present the guidelines
that are supposed to be followed by each and every one and human resource also
comes under these instructions and guidelines (Aron, 1999).
Now
there comes a situation where two types of staffing is done, the traditional
staffing and the strategic staffing. They have very clear differences as they
are based upon different approaches. Strategic staffing plans are
forward-looking systems used to raise and look after firm, always looking
forward for the development. Strategic staffing plans vary from universal
staffing exercises, which are mostly kept tabs on filling vacant jobs with new
representatives, in that they acknowledge the correct people worthy of the
exact posts and responsibilities, while advancing routines for expanding the
worth of every member of staff as time marches on. Understanding the
significance of fundamental staffing can inspire the individual possessions
team to take their departmental techniques to the expected height. I have to
ensure that organization should pick up compelling focused focal people by
utilizing imperative staffing plans. Make the most of politeness within
procuring choices and worker improvement can relentlessly build employee profit
and productivity by advancing their expertise and hope (Adams, 1965). Searching
out creative and imaginative human resources, and giving them the devices and
preparing to develop, can keep the accumulation on the critical edge of
advancements in the business. The best part of strategic staffing can likewise
integrates physically dividing distinctive branches to make the most of the
chances offered in inaccessible advertises or difficult to get to down.
Leadership quality
necessitate to be develop
- Description of the quality
Wellbeing
of the employees is really significant as their performance directly impacts
the company’s performance. Employee regularly utilizes provisions that, if not
legitimately utilized, can bring about mishaps or health issues. Without a
doubt, something like a work area that is not technically positioned might be a
possible smash up source. The human resource division needs to consider this
when it forms professional. It as well explores declaration of dangerous
equipment or decision-making attitude. It is the need of hour to make certain
decisions that are for the well being of the employees. The quality that really
attracts me is the intelligence, leadership ability, integrity, team player,
competence, courage, inner strength and strong reputation.
- Extent of the leadership qualities
The
analysis of the development and implementation of human resource strategies
leads the situation to implement the leadership qualities and capabilities. The
implementation and the development of the organization need to be as per the
advanced guidelines of management so that the company could run its operation
in streamline. The relevant arranging is a key to the achievement of any
association and a significant part for human resource is to be a vital
accomplice so as to adjust human resource destinations to uphold the
accomplishment of the organizational vision, qualities and procedures. This assists to drive technique improvement
and usage by means of best practices keeping in mind the end goal to prioritize
activities and guarantee all stakeholders are working together towards the
accomplishment of the association (Shoebridge & Ferguson, 1997). By taking on the leadership qualities, it
could have impressive reasonable experience in driving technique advancement
and usage in an extensive variety of businesses and associations.
Some
of the positive outcomes that could come out as a result of significant input.
·
Creating
center universal business forms
·
The
utilization of innovation to make worldwide consistency
·
Maintaining
engagement around a worldwide workforce
·
Managing
an universally portable workforce
- Qualities that supports to be a
successful leader
There
are some of the leadership models that assist to achieve the guidelines and
motives. Such models will assist in understanding the phenomenon of the human
resources that are adopted by the companies to maintain their performances.
Organic human resource model is a very important instrument for the human
resources administrator as it is a way of ornamental and humanizing the
excellence of an organization’s information and aptitude. It is a method of attaining business aspires
through the eagerness and faith of its labor force. By analyzing organic leadership model, it
clears that there is no obvious wrapping up to be fatigued as to what
definitively motivates an employee in the workforce (Kawakami & Dovidio, 2001).
Implementation of
leadership qualities
Well
I believe, a leader is a role model for employees of the company. I would like
to implement my skills in situations where there is a kind of deadlock created.
The sense of analyzing the premeditated leadership tends the analysis of an
organization could be done by analyzing the strengths, weakness, opportunities
and threat. I have to focus on the key issues of the organization so that there
could be a comprehensive analysis of the company. I would list down the issues
that could affect the company’s environment for example the change in the
external or internal environment, also note down the new strategies that would
emerge after the passage of time. As I am the manger/leader then I have the
duty to ensure that what is the specific weakness of the companies on which
management has to work out.
By
covering these weakness then one can see perfect outcomes at the end of the
day. The assessment of strategic human resource management can be understood by
two main factors, that are the environment influences and the other one is the
business influences. By understanding the nature of both components, one can
easily decide to what to do in future and where to invest. The approach
followed in making an assessment of the roles makes it peculiar to have a
better understanding out of it. The scrutiny of framework of strategic leadership
management includes the analysis of agenda of deliberate guidance and supervision
consists of following features, they are mentioned below:
·
Maintain
and develop headship and overseer strategies
·
Monitor
and access existing strategies
·
Implement
human resource strategies
·
Analyze
alternative strategies
·
Maintain
and develop human resource policies
·
Review
and plan human resource requirements
·
Plan
manpower
·
Evaluate
personal requirements
·
Manage
human resource management processes
·
Manage
personal life cycle of the organization
Action plans based on
leadership skills and qualities
It
is quite obvious that when I conduct the training for the young and fresh
recruited employees then the people would learn a lot and in future the company
would run its business and will perform well. The consequences for the training
and the workshops are very clear, the manager would convey his work to the
employees and the trainees and these are the guys that will be selected in
various departments and will perform their duties up to the expectations
(Daboval, 1998).
There
is a scenario in which the consequences could be bad and worst. In case if the
listeners are not hearing to the manager and just wasting their time then at
the end of the day, it would be a great disaster for the manager, listener as
well as for the organization just because the company has utilized its
resources to train the people. So it is my duty to guide them well so that the
company make these training steps valuable and try to learn each and every
thing and solve the problems with great sense of logic.
Some
of the major points that I always consider myself to commit, they are as
follows:
·
Time
management
·
Reduced
cost
·
Open
forum
·
Less
strain
·
Good
for workers
·
Good
for business
·
Formative
assessment
·
To
provide basics skills and knowledge taught to the trainees/employees
·
Providing
the background knowledge to young recruited employees
Leadership skills
relating to network connections of associations
When
it comes to developing networks with other organizations then it is really
necessary to ensure that you have a well reputation among associates. Well what
I believe is identifying the key notes and main points for better understanding
in future. In case where the organization is facing some kind of employee’s
issues that is affecting the performance of organization (Hewstone & Brown,
1998). The recruitment phase could be underdone by crystal clear methods and
without any kind of favoritism. I would make these processes in the most
professional way and will build healthy connections with the other
organizations too. It also leads in explaining the main point and significant
points so that the employees and stakeholders must have a better understanding
with me. What I believe to have positive attitude towards each phase of
professionalism.
As
a responsible leader, I would prefer to have followings questions answered by
people, these survey queries are as follows:
·
How
successful were the trainees in implementing their action plans?
·
To
what extent were they supported in this by their line managers?
·
To
what extent has the action listed above achieved a Return on Investment for the
organization, either in terms of identified objectives satisfaction or, where
possible, a monetary assessment.
·
Does
the employees are able to know about the complete operation of the company?
·
Does
an employee can get into a new project and can handle it?
·
Does
an employee can be a team player?
·
Did
your staff enjoy the training?
·
Did
they like the trainer?
·
Would
they want him or her back?
·
Do
they think they felt it was an appropriate use of their time?
·
Do
they think the material was relevant to their work?
·
How
likely would they be to recommend the course to colleagues?
·
Does
an employee know its colleagues?
Conclusion
In
the nutshell it is concluded with the fact that an organization needs to
recruit such deserving people so that in future there could more positive
response in future. The human resource department needs to be more refined and
dedicated so that their each decision comes in the favor of the company
(Finkelstein& Johnson, 1999). These are the noteworthy points that are to
be considered for the setting up a company. The recruitment has to be crystal
clear to avoid future conflicts in the company so that in the future time, they
could produce leaders for the organization. Leadership qualities could only be
obtained if there is a practical approach towards the implementation of
objectives and motives.
References
Adler,
N.J. (1991). International dimensions of organizational behavior. Boston:
PWS-Kent Publishing Company.
Anderson
& Hussey (1999). Health and population aging: A multinational comparison.
Aron.
(1999). Statistics for psychology (2nd Ed.). New Jersey: Prentice-Hall
International, Inc.
Adams,
J.S. (1965). Inequity in social exchange, In L. Berkowitz (Ed.), Advances in
experimental social psychology (Vol. 2, 267-299). New York: Academic Press.
Daboval,
J.M. (1998). A comparison between baby boomer and generation X employees’ bases
and foci of commitment.
Finkelstein&
Johnson (1999). The development of measures of age and generation identity.
Paper presented at the poster session presented at the 14th annual meeting of
the Society for Industrial and Organizational Psychology, Atlanta, GA.
Hewstone,
M., & Brown, R. (Eds.). (1986). Contact and conflict in intergroup
encounters. Oxford: Basil Blackwell Ltd.
Kawakami,
K., & Dovidio, J.F. (2001). The reliability of implicit stereotyping.
Personality and Social Psychology Bulletin, 27(2), 212-225.
Shoebridge,
N., & Ferguson, A. (1997). Rise of the baby-boom bosses. Business Review
Weekly, 28-34.
Appendix 1
|
5 leadership
development qualities/capabilities
|
Goals
|
|
Ability to envision a
new and create better future
|
To understand upcoming
future challenge and increase innovative capabilities
|
|
Capapilitiy to inspire
and deploy others according to firm or organization's consistency
|
To inform about others
about the to complete task effectively
|
|
Managing teams and
running organizations
|
To keep employees
aware about their responsibility.
|
|
Ability to mange
themselves effectively i.e self efficacy
|
To grow management’s
capability
|
|
Sense making
|
Very prone to
situation and develop sense to act accordingly
|
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