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Literature Review on Leadership
Literature Review on Leadership
Topic Focus
An examination of leadership is linked with many implicit and explicit aspects where researchers correlate it with the organizational performance. Numerous studies on the organization skills point organizational leadership as a component for creating harmony and maintaining the organizational culture. Similarly, the literature of leadership indicates that the capacity to comprehend and wok within a culture is a mandatory to an effective leadership.
Critical study has been conducted in many organizations, devoted to understand the relationship between the leadership and culture. This is not surprising incidence given the leaders roles in establishing, delegating and implementing leadership strategies within their organizations. This paper creates an empirical study of what it takes an organization to develop and maintain its performance by sustaining good leadership qualities among all the stakeholders (Burnes, 2000).
The early research on leadership focused on identifying the character traits, which categorizes different levels of leaderships. From these studies, leadership is highlighted as the backbone for all companies and organizations. Leaders acts as the catalyst for improving the morale of works, thus helping in strengthening the organization in moving forward. This study notes that developing leaders to their full capacity is a great challenge. Consequently, the research tries to analyze different theories and leadership approaches that provide light on the best ways of smoothening and boosting the operational strategies in an organization. These approaches are effective to cope with the demographic in substituting the baby-boomer leaders with the young and innovative strategists (Fulmer, 1999).
In summary, the study underlines communication as an effective tool for effective leadership. Moreover, effective management of people is developed through compassion and emotional intelligence. Good leadership is not about issuing instructions to the junior members but rather developing more evolving plans to incorporate every stakeholder. Building rapport is an efficient means of connecting with other people in the organizations. Still, good leadership entails building a working environment based on integrity, honesty, trust and unity. These qualities facilitate the organization to remain competent in production, hence flourishing both economically and financially.
Interviews as an assessment Tool
One of the most used methods of assessing job applicants in an organization or a company is employment interviews. Researchers are working on different studies in order to determine the validity and reliability of using interviews in an occasion of evaluating the quality, knowledge and reliability of workers in an organization. It has occurred that structured interviews are important in sense that they facilitate limiting the degree of discretion that an interviewer would add on the interviewee. The principles of evaluating a response, behavioral simulations, observation and eliciting tendencies in an individual increases the overall interviewers agreement on a given matter.
The structure and design of an interview may vary depending on the constraints of the question or the matter rose in the forum. Essentially, interviews with a low degree of design creates no limitation on the questions asked, thus allowing in-depth evaluation of the interviewee on the question at hand. In addition, interviews enable the panel to conduct a global evaluation of the applicant’s responses.
Interviews with complex structures involve asking respondents exact set of predefined questions. The suitability and competency of the respondent is determined by their benchmark proficiency. Alternatively, the qualification in an interview is also based on individual’s understanding, creativity and confidence in responding to the posed questions. Notably, interviews with high degree of structure will show high degrees of validity, sense, lowered adverse impacts and a balanced agreement and reliability rater (Slater, 1995).
Besides, interviews also vary depending on levels of competency being computed. For instance, employment interviews may center on past, present or even a future behavior, opinion, queries, attitude or beliefs of the applicants. The collected information may cover behavior portrayed during the interview, job experience, training, field of study, and career aspirations. Studies indicate interview questions on a certain job descriptions are synthesized through a job analysis. When properly carried out, the assessment procedure indicates higher degrees of rater reliability and agreement, and high levels of validity.
The widely used techniques of creating job related questions is achieved either by situational or behavioral analysis of the interview. In a situational interview session, the applicants are required to give an account of what they would achieve when given an opportunity to work in the organization. In addition, the panel expects the applicants to describe how they would behave in order to gain full achievements for the organization. For example, assume a situational question, “the organization director has delegated some responsibilities to you and other colleagues. while still at work, you realize that coworkers are goofing off , hence you are left with much of the work to do. Unfortunately, you realize that you are working behind time, and deadline will reach without having completed the task. How would you narrate that to your boss?” this type of interview requires the applicant to answer on this situation as if they were real.
Similarly, the panel may require the applicants to describe how they react to a financial, leadership or economic dilemma if either condition may affect the organization. Such types of questions are linear to the principle of behavioral consistency. Notably, different types of interviews are recommended to varying questions depending on job-incidents. Moreover, there are several factors that play part in determining the form of interview to adhere. These considerations include validity, face validity, subgroup difference, interview cost, administration values and utility.
Behavioral consistency theory suggests that the best form of leadership is revealed by situational variables and that there is no leadership style that resonates well with given workplace situations. Effective leadership style appreciates identification of the type of the task, the size of the organization, the qualification of the members and the production techniques endorsed in the working environment. For instance, the leadership skills entitled in the bank is very different from those entitled for a Motor Industry. Furthermore, there would be eminent distinction between the leadership styles that would be employed by the corporate security compared to the leadership style in the parliament. This means that appropriate evaluation is required in structuring interview questions with that meet criteria of a given job (Slater, 1995).
Good leadership pertains pluralistic qualities that involve group discussions in decision-making. Apparently, group discussions value the opinions of others, thus eliminating the feeling of dishonor and disrespect. Under this theory, the model of leadership adopted determines the sustainability of the organization and subsequent success of its leaders. One of the main reasons why many CEOs fail before finishing their term is poor leadership skills. Newly recruited leaders should understand the culture of the organization, thus making endeavors of improving different means of production. Depending on the stage of leadership, competent leaders should develop insight to the staff to implement good working conditions. Further, all the sectors of the company or the organization should possess adequate human power, skills and necessary tools to maintain the good performance of the organization.
Moreover, interviews are all about assessing applicants’ motives, nourishing their needs, and valuing their recommendations. This is system of evaluation is useful in developing a workable transformational leadership in an organization. Transformational leaders makes their organizational successful by valuing its members. Their mode of leadership is founded on idealized influence, rousing motivation, rational stimulation and personal considerations. Idealized influence refers to managers who possess special traits to their associates. Managers with exemplary leadership skills are can be trusted and respected by other staff in decision-making for the company. Inspirational leaders motivate their employees to remain committed to the vision of the company. In additional, these leaders have ability to encourage and promote teamwork in increasing organizational revenues and market grounds. Rational stimulation refers to leaders who promote innovation and creativity through counteracting the norms and cultures of the organization (Fulmer, 1999).
Kotter (1990) identifies four I’s which are essential in realizing the effectiveness of the transformation leadership. They are illustrated in the flow chart below:
Idealized influence
Individualized consideration
Inspirational motivation
Intellectual stimulation
In transformation theory, the leaders should possess the following qualities:
Empowering members to give the organization the best results
Create the insight in their manner of handling responsibilities
Develop the spirit of unity within the organization
Aggressiveness in meeting the organizational goals
Help the organization to remain at par in the production line
Analysis interviews features for a realistic leadership
Leadership traits focused in this theory are:
Vision
People consider this aspect in defining great leaders in both business and non-business organization. An interview for visionary leaders should be based on quality and in-depth knowledge of the organization goals within a given duration. Such interview will determines where the company is heading and provides big picture pertaining developing the industry before anyone else do it. Besides, vision should be conveyed to all members of an organization, including the junior staff, so that they feel recognized and acceptable in the organization. This is not attained through formalizing the organizational goals, conducts and behaviors, but through passing inspirational information to the members. The ability to translate and cascade vision into people’s every day job is viewed as a critical skill.
However, this theory faces the challenge of categorizing these leadership qualities in the evolving and collective manner..
Trust and communication
People develop trust in their leaders when they realize that they conforms themselves in an honesty and empathetic manner. This forms the ground for good relationship between the leaders and the followers. Incase such cordial grounds were missing; it would be difficult for carry the task of leadership. Indeed, it is hard to accommodate people for a given task when they do not trust you. In their studies, scholars argue that person’s overall achievement in any leadership capacity is based on people’s trust upon the individual. Therefore, trust should remain as continuous nourishment without forcing it.
Communication is the most critical leadership skill. The potential to listen, read the body language, conduct a study, and provide reports and continuous exchange of information between the leaders and the followers helps to build trust in the organization. Moreover, the ability to apply different communication techniques in order to pass the intended message paves way for healthy relationship across all the classes of workers. Providing the employees with the relevant information enables them to participate actively towards realizing the companies’ goals (Burnes, 2000).
Emotional intelligence and sympathetic
Good leaders possess this important quality in facilitating attaining the organizational goals. Leaders with these characters put their own needs behind those of their people. The ability to listen to the needs of others, understanding them, and developing a rapport is an efficient way of connecting with the employer. Empathy, respect, and acknowledging individuals’ uniqueness provides reliable grounds for empowering the working environment.
Integrity
Inspirational leaders possess tremendous levels of honesty and integrity, thus creating confidence towards the rest employers. Subsequently, they are focused as the organizational role models. Other member in the organization strives to land into their working levels. These forms of management endeavors are essential in improving the performance of the company. Leaders with a strong sense of humor, integrity and humility have an inner drive in doing what is right because they are governed by their own principles, but not expecting any form of reward (Slater, 1995).
Apparently, bad debts, which results from poor management and corruption, are avoided. When the culture of honesty and integrity in cultivated in an organization, unnecessary sacking of the employees is minimized. Theft and employees’ harassment are also eliminated. Therefore, leaders hold the core responsibility in enhancing efficient and smooth running of an organization.
Conclusion
Successful organization requires strong leaders who have the ability to control all employees in working towards a common goal. The modern world of business requires efficient and reliable working habits coupled with appropriate responsiveness to changes. Therefore, everyone has a role in ensuring that company’s goals are attained within the threshold of unity, harmony and creativity.
Good leaders should recognize the role of modern technology in running different operations within their premises. Actually, technology is core tool in research work, communication and meeting other organizational dynamics. Building coherent communication systems ensures that the data is shared efficiently, and the feedback obtained within a short time (Kotter, 1990).
Effective leadership is stemmed on three personal skills. These are technical, human, and theoretical skills. These skills have varying significance across the leadership pillars. At the lower levels, both technical and human skills are crucial for an organization. In the middle organizations, the three skills are equally essential. Conversely, high management employs theoretical and technical aspects in effecting good governance in the organizations.
Finally, leadership skills determine the amplitude and degree of competence of different companies. Therefore, good leadership should concentrate on improving the qualities of the stakeholders in order to maintain productivity.
References
Burnes. (2000). Managing Change, Prentice Hall, 3rd edn.
Fulmer. (1999). Leadership: lessons from the best, Training and Development; Retrieved on 28,
1999. Retrieved from
HYPERLINK “http://gallup.com” http://gallup.com.
Kotter, J. (1990). What Leaders Really Do, Harvard Business Review; May–June, p.103.
Retrieved from
HYPERLINK “http://nwlink.com/donclark/leader” http://nwlink.com/donclark/leader
Mumford. (2000). Leadership skills: Conclusions and future directions. Leadership Quarterly.
Retrieved from
HYPERLINK “http://mapnp.org/library/ldrship/ldrship.htm” http://mapnp.org/library/ldrship/ldrship.htm
Slater, S. (1995). Issues in Conducting Marketing Strategy Research. Journal of Strategic
Marketing, 3(4): 257–70.
A paper advising on effective leadership practices at MyCommuniCo Company
MyCommuniCo ADVICE PAPER
(A paper advising on effective leadership practices at MyCommuniCo Company)
To be presented to:
The CEO, MyCommuniCo
Name of student
Name of instructor
Course name and code
Name of institution
Date
EXECUTIVE SUMMARY
This paper purposes at discussing the Bass theory of transformational leadership, and the Wallace and Halls mode of team working, in relation to their application to a company by name, MyCommuniCo. The theories are explored, and a review of the literature explored to gather views of other researches about the two models of leadership. A total of eleven studies have been reviewed. The results show that adoption of the two theories and applying them at different levels, in the organization, is the best method to promote effective leadership. The paper thus recommends teamworking in the organization and transformational leadership in the teams.
TABLE OF CONTENTS
Title page……………………………………………………………………………………….…1
Executive summary…………………………………………………………….………………….2
Table of contents…………………………………………………………….……………….……3
Introduction……………………………………………………………………………………….4
Exploration of the theories……………………………………………….………………………..4
Application of the theories…………………………………………………….…………………..6
Evaluation and recommendations………………………………………………………………….7
Conclusion…………………………………………………………………………………………9
References……………………………………………………………………………………..…10
INTRODUCTION
Effective leadership is very essential part of organizational performance in the realization of goals. Application of effective principles of leadership has been found to produce good results for organizations, in the long term and in the short term. However, this is not to say that, application of effective leadership does not experience challenges. It experiences challenges, but the leaders identify the problem and counter it before adverse effects are realized. The case of MyCommuniCo is not different. Having operated for over 10 years, this is a period long enough for a big organization like this to experience challenges. The departmentalization of the organization to almost independent units can also pose a challenge. The lucky side about MyCommuniCo is that the problem has been identified. This points to the possibility of applying the principles of effective leadership; and the theories of leadership, to realize success, in the organization. This paper discusses the application of models of leadership to correct the situation in the organization, MyCommuniCo. The paper is divided into sections to the Bass theory of transformational leadership, as well as, the Wallace and Hall’s leadership model in teamworking. The essay will compare these theories, and critically analyze their application and effectiveness in the situation like the one being experienced by MyCommuniCo. The paper will finally make recommendations for leadership improvements based on these theories. The following section is aimed at exploring the two theories, as well as, supporting them from various other studies.
EXPLORATION OF THE BASS THEORY OF TRANSFORMATIONAL LEADERSHIP; AND THE WALLACE AND HALL’S MODEL OF LEADERSHIP IN TEAMWORKING.
For a deeper understanding of these two models of leadership, they are introduced separately, and then discussed together. The model of leadership through teamwork proposed by Wallace and Halls focused on distribution of leadership and shared responsibility (Wallace and Hall 1994 P. 191). The two authors of the model advocate for the application of the school of thought on teams in the leadership and management in the organization. The work of Igen and Kozlowski (2006), and the work of Gronn (2002) support the school of thought on teamwork leadership, in organizations. In his support and recommendation of the shared leadership, as proposed by Wallace and Halls, Gronn (2002), advocates for distribution of the power, and authority into units. These units are the ones that the authors of the original model, Wallace and Hall called teams. Leadership through units can be practiced through a departmentalization, like the case of MyCommuniCo. The model advocates for devolution of authority to make sure that the units, or departments, enjoy a healthy autonomy in order to be productive. However, through a productive culture of organizational behavior of check-ups and controls, as proposed by Judge and Robbins (2011), the units should be checked and controlled, so that the autonomy and independence do not become unhealthy. The practice of excess autonomy and independence in an organization, like in the case of MyCommuniCo, can lead to underperformance, resulting to poor realization of organizational goals.
On his part Bass (1998), on his theory of transformational leadership, advocates for a style of leadership that is based on influencing people. He advocates a method of transforming the organization, through inspiring the employees and the juniors, to sing the song of the management at whatever costs. The theory focuses and directs concern to the degree into which a manager, or a leader, influences people in an organization. Bass outlines the qualities of a leader that will enable them influence employees as honesty, trust, and reliability. These, according to Bass, attract loyalty and obedience from the workers. The loyal and obedient workers are then highly likely to be influenced by the management or the leadership. Bass argues that the leader can only influence the followers, if only they possess these characteristics. The leader in this case is the role model. In supporting his model, Bass proposed the aspects that a leader who aims at influencing followers should consider. Firstly, consideration of individual needs and aspirations is very effective in influencing people. The argument of the model is that the leader should be quick to identify the needs of the specific members of their organization or teams, and act quickly to address them. In this case, the leader needs to act as both a facilitator and a mentor.
The second aspect proposed by Bass (1998); and Bass and Riggio (2006), and Bass and Ruth (2008), is stimulating and challenging the members intellectually, towards discovery and innovation, in solving of organizational challenges. This aspect aims at ensuring that, all the members are involved in decision making. Another way of looking at the aspect, is whereby a leader seeks the opinions and suggestions of group members, and challenges the members to make a move in implementing them. This empowers the members and gives the morale needed to cooperate with the management. At such a level, it is easy for the leadership to influence the followers.
The third aspect of transformational leadership proposed by Bass (1998) is providing a vision to the organization, team or group. Research shows that a leadership that is visionary, impacts a group to a large extent (Judge & Robbins, 2011). Providing a vision for the group, is giving the group purpose and a reason to work on the task they are supposed to work on. A group that knows the reason for carrying out a particular task is likely to perform better than one that has no vision.
The last aspect given by Bass concerning transformational leadership is a leader who is fully fledged to the course of change and transformation. A leader, who has the true sense of what the transformation they are preaching, means. Such a leader will practice the principles of honesty while working with their followers. The leader will also be concerned about the personal needs of the individuals, and not only the interests of the organization (Gronn 2002).
A degree of criticism is applicable in the two models of leadership discussed in this paper. For example, the model of shared leadership by Wallace and Halls (1994), has been widely applied and emphasized in the school setting. However, a research done by Louise et al. (2006) on learning communities, suggests that, the success of learners depend on the efforts of individual teachers and not group work. The researchers argue that building the capacity of individual learners is what matters, and not grouping the students or the teachers. These results are not in agreement with the propositions of Wallace and Hall. In spite of this, the results cannot discredit the contribution of teamwork in promoting effective leadership. The study by Igen and Kozlowski (2006), recommend highly, the application of teamwork in enhancing organizational performance. According to the authors, teamwork enhances encouragement of group members and promotes innovation in the group. It sets an environment where members of the group can empower one another, thus promoting organizational performance.
On the part or transformational leadership, critics have argued that there is a problem with the test effect, in the multifactor test questionnaire. The argument is that, the tests that are used to justify the theory are deficient to a greater extent, and cannot tell to what degree transformation is needed in a particular situation. Another problem with the theory is failure to address the extent to which a leader of a multinational organization can reach all the employees in order to empower and motivate them. The question is well applicable in a big organization like MycommuniCo. The morality of the values that the leaders should influence the followers with, is also a question of discussion. Muenjohn (n.d) argues that, sometimes, or in some scenarios, it may not be possible to determine which values are good to emulate, or to teach others. An example is a situation where religious values contradict. A particular religion may regard a value as being ethical, while it is considered unethical by another religion. Cultural values also contradict. It can be, therefore, pose some difficulty applying transformational theory in a global organization. Having discussed these theories and reviewed some literature supporting them, the following section looks at how they can be applied in the case of MyCommuniCo.
APPLICATION OF THE THEORIES
The situation of MyCommunico is manageable and can be corrected to achieve the desired organizational goals. The proposition mad by Bass (1998), and Wallace and Hall (1994), can be combined and applied simultaneously to achieve the desired organizational performance. The combination of the two models will involve the application of transformational leadership into small groups. The shared leadership style proposed by Wallace and Hall, for example, can do very well considering the fact that an individual cannot possess all the skills of leadership. Distributing this leadership will see many talents combined to produce the best results. In his support of the teamwork leadership theory, Kocolowski (2010) presupposes that, the available literature documenting research findings on teamwork, show effectiveness in its application, in the sectors of education and health. The sectors have been known for a long time to apply the theory of teamworking, and have benefited greatly while tapping the benefits of shared leadership. The organizations that have applied the concept of teamwork leadership have also attempted to apply transformational leadership in their teams.
The departmentalization of MyCommuniCo places it at a very good position to apply the two proposed models of leadership in its realization of the set goals. The departments need to act as teams. When they act as teams, unity will be realized in each department. The model of team bonding and strengthening proposed by Igen and Kozlowski (2006) should be applied to make the teams, in this case departments, strong. Igen and Kozlowski propose a strong support and role-modelling of the team by the organizational leadership, and the leadership of the team. In essence, the proposition involves the practice of both theories to realize effective leadership.
The vastness of an organization like MyCommuniCo can pose a challenge in applying the theory proposed by Bass and Riggio (2006). This is where team leadership comes into play. However, after dividing the organization into teams, transformational leadership theory can be incorporated into the teams to make them productive and effective. Kocolowski (2010) brings out this idea very well. He argues that an individual cannot save a whole company, regardless of their level of gifting and talent. He presupposes that many organizations have had to learn the hard way, that shared leadership is the style of the day, in leadership. Judge and Robbins (2011) share the same sentiments. It might be that the same is happening to MyCommuniCo. To save this organization from a fall with a thud, transformational leadership has to be applied in teams. Many chief executives have had it wrong in applying one theory of leadership in organizational management (Kocolowski 2010). It has not worked. With these propositions, it seems the best way for MyCommuniCo to go, is by empowering the departments through the propositions of Bass (1998) as backed by Kocolowski (2010).
Another reason why team leadership is very recommendable is because it has existed since the old times, and has been found to yield results (Kocolowski 2010). This author gives an example of the republic of Rome, which used shared leadership for four successive centuries with a lot of success. The success of the leadership made it to be adopted to the higher ranks in the governance, up to the one of the Consul. However, this practice did not inspire many business leaders. In the world over, many businesses have existed reflecting the policies of the executive officer. Because of a culture of lack of consultations, when this member leaves the organization, it deteriorates. To prevent the same from befalling MyCommuniCo, it is to the interest of all the employees, customers and stakeholders that the organization adopts shared leadership in order to run effectively.
The problem of coordination cited in the case of MyCommuniCo, should not be blamed on departmentalization. Rather, the model of Wallace and Hall of teamwork leadership should be adopted in full measure, so that training of teams can be implemented to make the teams effective. According to Serfaty and Entin (2013), the adoption of organizational management using teams should be accompanied by training of the teams. The authors did a research on coordination of teams and found out that performance in an organization is greatly improved by adaptation training. The process of adaptation training according to the authors, entail the use of mental models which have been found to improve performance. The authors also recommend that, when team training is employed in teams, there is a likelihood of all employees holding onto common goals, thus improving organizational performance. Having looked at how these theories can be applied, the following section evaluates the recommendations of applying the styles in MyCommuniCo.
EVALUATION AND RECOMMENDATIONS ABOUT THE TWO THEORIES
With the study and research that was made by Wallace and Hall about small management teams (Wallace & Hall 1994 P. 192), this model is highly recommended for implementation in MyCommuniCo. The authors did a research for over one year to evaluate the effectiveness of six small management teams. The prolonged period of the study allowed the authors to confirm that their propositions are true to their recommendations. The author’s results showed that the small teams operated very smoothly and the members even showed evidence of having enjoyed the experience of working in the teams. Going by this model, a teamwork style can be adopted in MyCommuniCo and employ the recommendations provided by the model of Wallace and Hall (1994) to make the teams effective. The authors recommend making sure that all the members in the small teams are aware of their individual responsibilities. At the same time, the small team should be aware of its role in the entire organization. This can be very well applicable in the department system, which is already in place at MyCommuniCo. To make sure that these departments stop unhealthy competition among themselves, the recommendations of this theory can be applied. For example, ground rule for consultations between the departments need to be laid out. Communication from the head office should be specific to a particular department. Wallace and Hall recommend that the members should be encouraged and role-modelled to keep the organization’s goals ahead of personal aspirations.
Looking at the transformational model of Bass (1998), it is also recommendable that the model be incorporated, but that it is implemented in the small teams. The model can work well in stages in the organization. This is evident in that, even the authors of teamwork model admit that “SMTs are not simply means to an end” (Wallace and Hall 1994 P. 194). There proposition is that, after sharing the leadership between the departments, the management has the role of applying inspirational principles to the teams, to keep the team spirit alive. Wallace and Hall agree that, in their study, members acknowledged inspiration and encouragements from their colleagues, and the team leaders. This is very consistent with the recommendation of the transformational leadership model proposed by Bass. In MycommuniCo, this can work very well by dividing work in specialized teams as departments, as per Wallace and Halls model; and inspiring the teams through the transformational leadership model, as proposed by Bass. The transformational style should be implemented from the top. The chief executive officer should influence the first line managers, who in turn influence their subordinates, until energy and ambition is instilled in the small teams. By adopting these two styles of leadership in this manner, effectiveness is going to be regained in MyCommuniCo.
The model of teamwork leadership by Wallace and Hall has been widely recommended. The authors cite Janis (1972) and Bottery (1992) in their work (1994) as a support of their theory. Judge and Robbins (2011) and Kocolowski (2010), as well as Igen and Kozlowski (2006) are other researchers who agree with this model. In my first employment before I joined this company, I was working in a fortune 500 company, which greatly relied on team leadership for success. On the other hand, the teams in the company relied too much with transformational leadership style. Adopting only one of these models will not work best for MyCommuniCo because it is a very big company. I recommend the adoption of the two models.
CONCLUSION
In conclusion, after evaluating the two theories and considering the case of MyCommuniCo, I recommend the adoption of the two models to achieve effective leadership in the company. However, the implementation should take the best aspects form each of the models. The idea of teams will work very well because MyCommuniCo is a very big organization. The departments are already in existence, but there is already a leadership lapse. This shows that there is something that needs to be done in the teams (departments). Influencing the leaders of the teams, who will in turn influence the team members, is what is needed. This will be in line with application of transformational style of leadership in the teams. The case states that MyCommuniCo has more than 500 employees. A single person cannot succeed in influencing all these people. Therefore, work of leadership has to be shared, but influencing has to happen inside the teams. The aspects of leadership that I recommend that MyCommuniCo should adopt include the following: The departments should still remain. Ground rules for consultation should be laid in order to prevent unhealthy competition, and to promote productive consultation. Departmental leaders should be trained on how to make the teams effective, as well as how to influence their team members and inspire them with organizational goals. An organizational culture that promotes organizational values, should be emphasized, initiated and maintained. The top leadership should provide vision and values in the organization to promote following of a common goal by the employees. In line with the propositions of the two models, MyCommuniCo stands a very good chance to improve, if these recommendations are followed. They have been tested and proven right, and with the situation at hand in this organization, I strongly recommend application of teamworking in the organization, as well as transformational leadership in the level of the groups.
REFERENCES
Bass, B. 1998. Transformational leadership: Military, industry and the educational impact. Mahwah, NJ: Erlbaum Associates.
Bass, M.B. & Riggio, E.R. 2006. Transformational leadership (2nd ed). London, UK: Taylor and Francis.
Bass, M.B. & Ruth, B. 2008. The Bass handbook of leadership: Theory, research and managerial applications. New York, NY: Free Press.
Gronn, P. 2002. ‘Distributed leadership as a unit of analysis’. The Leadership Quarterly, Vol 13, no. 4 pp 423-451
Igen, R.D. & Kozlowski, W.J. (2006). ‘Enhancing the effectiveness of work groups and teams’. Association for Psychological Science, 7 (3): 77-124
Judge, T. A. & Robbins, S. P. 2011. Organizational behavior (14th Edition). Upper Saddle River, NJ: Pearson Education, Inc.
Kocolowski, D.M. 2010. Shared leadership: Is it time for a change? Emerging Leadership Journeys, Vol 3, no. 1 pp 22-32.
Louise, S., Ray, B., Agnes, M., Mike, W. & Sally, T. 2006. Professional learning communities: A review of the literature. Journal of Educational Change, Vol 7, no. 6 pp 221-258.
Muenjohn, N. n.d. ‘The ethical dimension in transformational leadership.’ Journal of Business Systems, Governance and Ethics, Vol 3, no. 3 pp 21-35
Wallace, M. & Hall, V. 1994. Inside the SMT: Teamwork in secondary school management. London: Paul Chapman.
Wallace, M. 2001. ‘Sharing leadership of schools through teamwork’: Educational management and administration, Vol 29, no. 2: pp 153.
BenefitsDrawbacks of Reducing Single Use Plastics
Benefits/Drawbacks of Reducing Single Use Plastics
Name
Institution
Date
Benefits/Drawbacks of Reducing Single Use Plastics
Single-use of plastics is often described as the one-time use and disposal or recycling of plastics such as straws, bottles, bags and other common types of packaging. As much of these plastics are designed to be thrown away or disposed of after use. Banning and reducing single-use of plastics is made possible by the adoption of bans and levies by governments policies on the production of the plastics with the aim of replacing them with more environmentally friendly alternatives The advantages of the single-use of plastics recorded are undeniable thus the reducing and banning of single-use plastics is set to weigh on drawbacks. The effects of single plastics usage impact both the environment and the living creatures. Through their impact on society, the benefits and drawbacks of single-use of plastic papers are evaluated. As much as it is easily disposable, majority of the single-use plastic takes years to decompose, they are easily available and cheap a factors that make their usage more common in various places
Assessments conducted shows plastic to have a miracle product as it has enhanced in development of health sector, facilitating the development of clean energy through the use of turbines and solar panels and has helped the revolution of the food industry as the packaging helps preserve food keeping them fresh for longer periods of time thus reducing wastage. The effects assessments of the single-use of plastic bags have shown how the disposal of plastics after a single use has impacted mostly the environment as these wastes find their way to being dumped mostly in the waterbodies choking marine animals (Ross, 2013). The disposable plastics take up to a thousand years to decompose thus globally the plastic wastes has led to a disruption of drainages clogging the drains causing floods and allow for disease breeding. They can also find their way to the food chain as some animals could consume them causing severe effects. Banning of single-use of plastics has emerged to be government initiatives in the efforts to mitigate their global environmental effects. More than 60 countries across the world have introduced bans and levies on curbing of the single-use of plastics and with a review of countries such as Rwanda that banned the use of plastics being regarded as the cleanest nation on earth. Basing on the countries that have introduced and enacted the banning of single-use plastics this evaluation analyses what has been able to be successful and what is not in terms of expected outcomes. Thus it intends to guide on the users (mostly governments) on measures to involved in a reduction or banning of single-use of plastics whether beneficial or not (Astrup, 2009). Although their due to lack of enough monitoring there are no conclusive information to ascertain the impacts of banning and levies measures of the assessment and evaluation analysis of the benefits and drawbacks of the banning of single-use of plastics in controlling the rate of environment pollutions shows a huge benefit for people and the environment that seeks to avert pollution crisis with the reduction or banning being a painless but profitable initiative.
The evaluation of the essay may, however, be out of balance as the plastics under study are not the problem but rather the focus should be on how the people choose to use the plastics and what they do with it. Which illustrates that it is should be left for the people to decide in smarter ways what they ought to do with the plastics. The evaluation should also help to enhance or focus on other actions to be pursued in efforts to reduce single-use of plastics rather than banning. Other methods can include the development of waste management systems through enhancing technology.
References
Astrup, T., Fruergaard, T., & Christensen, T. H. (2009). Recycling of plastic: accounting of greenhouse gases and global warming contributions. Waste management & research, 27(8), 763-772.
Ross, S., & Evans, D. (2003). The environmental effect of reusing and recycling a plastic-based packaging system. Journal of Cleaner Production, 11(5), 561-571.