Short-Answers Leadership that Gets Results

Short-Answers Leadership that Gets Results Student’s Name Institutional Affiliation 1. Craig Kielburger Cases Craig Kielburger faces a remarkable evolution of his organization and pivotal movements in his life. The primary dilemmas are strategic and the solutions relied on social entrepreneurship and leadership character. According to Karsgaard (2019) Kielburger is widely known for his activism and his cofounding work and leading ME to WE , a business that links purchases to economic and global social development. Kielburger founded and co-leads WE charity; formerly Free the Children, which focuses on youth education and mobilization particularly. Kielburger has demonstrated diverse leadership qualities such as integrity, equality, honesty and perseverance. Kielburger Leadership traits Karsgaard (2019) argues that Kielburger demonstrated to be an honest leader through fighting against child labor. The leader always accomplishes his set goals and keeps his word. Initially, Kielburger promised to continue fighting for children rights until they are all free of enslavement. Worth noting, his achievements are far above expectations as he was ranked as one of the youngest members to be awarded the Order of Canada award. Kielburger exhibits integrity as a leader as he stood up and spoke out for Iqbal Masih, a 12-year-old boy when nobody else was courageous enough to voice their opinion (Kielburger, 2010). Notably, Iqbal was assassinated because of raising his voice against child labor. Kielburger set his goal never to let this happen to anyone again. Therefore, Kielburger stood strong for equality and honesty. Equality is another aspect of the many leadership qualities that Kielburger demonstrated. His charity organization deemed as “Free the Children” focuses to end child labor and allow all children from diverse backgrounds globally to live as equals. Kielburger strongly believed that no one child should enjoy all the comforts of the world at the expense of another child suffering as a slave and struggling for necessities (Kielburger, 2010). The sense of equal opportunities for all was the driving force for Kielburger to start his charity. Karsgaard (2019) argues that Kielburger demonstrates perseverance leadership quality. He never gives up the event after achieving big milestones of success. Besides campaigning "Free the Children", Kielburger has a degree in peace and conflict and recently went back to school to execute Master of Business Administration. Despite the various challenges that couple his busy lifestyle; Kielburger is tenacious and seeks for ways to enhance his leadership qualities. Determination makes him an ideal leader as it allows the accomplishment of more work effectively and efficiently. Yes, I think Craig Kielburger is an effective leader because he demonstrated to be an honest leader ever since he started fighting against child enslavement and was tenacious to seek ways to enhance his leadership qualities besides having a busy schedule. Leithwood, Harris & Hopkins (2019) argues that effective leadership is demonstrated by integrity and honesty, passion and commitment, innovation and creativity, decision-making capabilities, accountability, delegation and empowerment, a good communicator and the capability to inspire others. Kielburger successfully fought against child enslavement as he possessed these good leadership qualities. Leithwood, Harris & Hopkins (2019) argues that leadership behaviors prompt others to act. Irrespective of having a vision for an organization, product, future and people, leadership behaviors inspire them to lead and their followers to action. A major challenge that coupled Kielburger is that he lacked sufficient funding to support his organization. He was doing fundraising such as car washes and bake sales to overcome the problem. Bringing others along is one of the leadership practices that Kielburger could adopt to help others achieve and grow. de Vries (2019)argues that good leaders are both coaches and mentors in pursuit of a goal. To this end, Kielburger would have taken an initiative of looking at potential well-wishers and treating in such as understanding their distinct abilities and goals. It takes Kielburger to work with people and help them uncover what they do best and methods to strengthen their asset. For instance, Kielburger would have involved donors to support his organization and achieve set goals together. This is because the donors work to support the marginalized groups in the society and Kielburger organization was working to support and protect the enslaved children. Additionally, Kielburger ability to share his vision with others would have helped in curbing the financial challenges he was facing in running the organization. This would have been accomplished by clearly outlining his idea of where he wants to go, how to get there and what success looks like. Kielburger ability to articulate his vision passionately and clearly would ensure that his team, the society, government and all stakeholders understand how their efforts contribute to the achievement of higher-level goals (Tang,2019). In essence, working towards his vision with tenacity, persistence and enthusiasm would encourage and inspire others to do the same. Specific Leadership theories Trait leadership theory is founded on the characteristics of different leaders. The trait leadership theory assumes that leaders are born possessing the correct qualities and traits that are ideal for leadership (Vaagaasar, Müller & De Paoli, 2019). Often, the theory identifies behavioral characteristics that are consistent in leaders. Such leaders are effective in running a business and achieving the objective of an organization because the leadership traits are innate. Behavioral theories focus on the behavior of leaders (Vaagaasar, Müller & De Paoli, 2019). For instance, Democratic leaders allow the team to participate before making a decision. The leadership style is crucial in encouraging the team to be part of decision making which makes the employees to feel like part of the organization and execute the targets. This enhances growth and maximization of profit due to increased productivity. Contingency theories link the best leadership style with the situation at hand (Cunha et. 2019). The theory predicts the ideal style based on the circumstance. Leaders who apply contingency theory can offer creative solutions for complex issues in the business because the theory allows flexibility in decision making based on the circumstance. This is key in promoting the concerns of a business. Power and influence theories are founded on diverse ways in which leaders apply power and influence to get ideas executed and they focus on the leadership style that emerges as a result (Nader, 2019). Such leaders can inspire and motivate others to execute actions thereby distinguishing between a manager and a leader. These leaders successfully influence the staffs at different levels across the organization, therefore driving behavior changes. Transformational leadership theory is an effective leadership style in most businesses. Transformational leadership helps in engaging the employees in decision making process and brings the best version of the employees (Vaagaasar, Müller & De Paoli, 2019). Transformational leaders offer individual attention to employees that are essential in the creation of a strong link between managers and employees thus reducing employee turnover rates. A transformational leader is a charismatic manager who influences the subordinate to feel passionate about the organizations' success. Also, a transformational leader has broad visions the future of the company which is instrumental in organizational planning. Finally, transformational leaders are consistently involved in an organizations growth and current development of employees. This ensures that the turnover rates for the employees are minimal hence ensuring the growth of the business. Personal Reflection Successful change is a major problem that leaders in the modernized organizations face. The strategic imperative to change is often clear, in our fast-changing world, that success is influenced by the ability to do things differently and the inability would otherwise lead to failure. Tang (2019) argues that research in change management has consistently demonstrated that initiatives level of failure subject to organizational change is higher relative to the success achieved despite the input in resources in pursuit of creating change in the management process. In essence, successful leadership is linked with successful organizational change. Change is characterized to capable leadership dynamics which defines the necessary key leadership competencies for better understanding of leadership behaviors and material leadership competencies instrumental for change that would contribute to successful change. According to Crede, Jong & Harms (2019), transformational leadership theory depicts that leaders work with teams for identification of need to change, creating vision by inspiring the team as well as executing tandem change with committed group members. Transformational leadership serves as entire range of leadership model integral part. For instance, in my leadership in an organization I was running that purely dealt with farm produce I was challenged that I was not conversant with Agritech which is an emerging agricultural technology. The lack of agricultural emerging technological skills posed a challenge to the organization as I was not able to regulate the productivity in terms of quality and standards. This led to stagnation of the organization that would have further led to the closure. Only after I took an initiative to go back to class and study the emerging technologies in agriculture and other fields that I was able to run the organization effectively and efficiently. I have also made an initiative to keep researching on the emerging technologies because the technology is changing at a high rate, hence demanding changes in the organization to meet market dynamics in demand. Therefore, it is evident that success is influenced by the ability to do things differently for instance being ahead of others in technology will go a long way with successful leadership in an organization Crede, Jong & Harms, 2019). According to Yukl, Mahsud, Prussia & Hassan (2019) researchers have established three skills that provide an ideal link between change process part and the change realized in people. An effective leadership change is characterized by good communication, collaboration and commitment. Failure of a leader to apply any of the aforementioned elements leads to an organizational failure in change. I worked in an international organization that had several staff members and employees. I was the head of the business department and my roles involved ensuring that customers have a smooth time in placing orders in our organization and help them in tackling the various challenges they faced while placing the orders. However, as a leader, I was hesitant to communicate why the organization needs to advance in technology to meet the customers' demands and also connect to the organization values. The customers could always embrace the emerging technologies such as online money transfers ahead of our organization and some of shifted to other organizations that were ahead to adopt the emerging technologies. As a result, our organization lost its customers to competitors. Additionally, as a leader, I also failed to bring the people together to plan and execute changes that were critical such as the adoption of the emerging technologies. Also, I failed to remain committed to ensure that own behaviors and beliefs supported change too. This implies that I failed to negotiate for the successful change persistently, resiliently and stepping out of the comfort zone. Therefore, I failed to confront the challenges that I would face in campaigning for emerging technologies adoption in the organization. The lack of the three successful change elements in my leadership affected both the company and the clients (Yukl, Mahsud, Prussia & Hassan, 2019). The organization lost its clients to the competitors while the remaining clients were coupled with inefficiency challenges in shopping with us and making payments. However, only after I communicated to the organization on the need to adopt the emerging technologies, collaborated with the organization in planning and executing the change and maintaining resilience, persistence and stepping out of comfort zone. I was committed to seeing the organization adopt the emerging technologies and created a need to keep up with the emerging technologies to meet the changing customer demands due to the adoption of new technologies that were growing rapidly. Subsequently, the organization embarked on continuous emerging technology adoption and training of its staff that led to the diversification of the clientele base and maximized profits with more customer satisfaction. Leaders are linked with an outstanding impact on organizations culture. Employees follow leaders in cultural and professional ways leading to a significant impact on the entire organization. Blanchard & Miller (2019) argues that leadership is commonly defined through the establishment of a clear vision, and communicating the vision to resolve the immediate employees' conflicts and challenges facing the entire organization. The author further argues that leaders are guiding organizational goals effectively while considering the skills of the team members essential in the production of productivity desired. Leadership is an essential aspect of management that ensures that management is subject to proper leadership skills. Effective leadership is influential to organizational values such as respect, honesty, tolerance and ethics through demonstration workplace ideal attitude, reinforcing accountability, establishing employees vision , executing vision plan for the values and culture, motivating employees and coaching the employees. Ideal attitude and behavior The management can present both a friendly and professional attitude in the workplace. The management has first to be implementing the change before the employees adapt to the change. Henkel, Marion & Bourdeau (2019) argues that the trait theory of leadership advocates for knowledgeable individuals with defined set of personal characteristics and qualities such as good judgment, intelligent and decisiveness for others to follow. For this behavior to be reinforced it must be appreciated, awarded and executed. The actions that are subsequently followed by satisfaction are firmly linked with the situation and thus the occurrence is probable. Establishing accountability Accountability is an ideal approach that leaders use to influence organizations culture (Yukl, Mahsud, Prussia & Hassan, 2019). It starts with sharing detailed job descriptions with the employees that establishes goals and measures. Furthermore, sharing the HR policies and manuals of the organization to the staff and making them mandatory to read is a major step. The employees need to see the alignment of the entire international process, systems and controls and cultural element for a reason. Further, discrepancies and other fallouts scenario cases demands for the necessary actions to be taken in order to bring order and eliminate organizational culture conflicts. Devising organizational values vision plan Yukl, Mahsud, Prussia & Hassan (2019) argue that vision is the goal achievement foundation within an organization. Organization vision awareness is instrumental for all the stakeholders' contributor in an organization in following the terms of work environment and efficiency. Effective leadership is linked with vision articulation . Discussing more on the organization and its scope of work without quality and ethics compromise impacts positively to an organization. This is achieved through involving the employees in brainstorming sessions, inquiring feedbacks and suggestions from the employees. Therefore, reassuring the employees that their actions will influence the impacts realized by the organization. These steps are taken by effective leaders and are essential in the achievement of organizational priorities through the maintenance of organizational values that aligns with the vision of the organization Establishing goals visions and purpose among employees Porter & Kramer (2019) argues that people demand for a purpose to believe in and it is imperative for them to establish what is expected of them. Communicating with employees the organization purpose, the required image to be maintained and the volume of required productivity brings a huge impact on organizational value perspectives among employees. This increases productivity and gives an opportunity to emotionally connect with the employees emotionally. Motivation and interest This incorporates establishing a personal relationship with employees to understand what motivates them in their scope of work. Loy, Coe, Gordon & Hernández (2019) argues that Maslow’s hierarchy of needs by critical and analytical assessment of employee inscribes positive change within the organization. Furthermore, application of Herzberg theory that addresses the motivational factors causing satisfaction and the hygiene factors that triggers dissatisfaction can be examined through communication or survey. Ideal leadership skills application is linked with, organizational values instilled among the employees. This can be achieved through the creation of friendly interpersonal communication, formal training and dinners as well as seminars.  Coaching the culture club Leaders' development and coaching provide employees framework, thus promoting the organization strategy and achievement of objectives while maintaining the organization values (Sharma, 2018). Effective leadership is instrumental to organizational values. These values include accountability, making a difference, delivering quality, focusing on details reliability and positivity, healthy working environment, honesty, meeting deadlines, helping others, showing respect and tolerance among others and upholding organization policies and rules. Therefore, leadership immensely influences organization values when leaders are well knowledgeable on leadership and professional qualities In the organization that I'm working for integrity is a principle that high up helps in leadership. Integrity is a top attribute of a great leader in the organization I'm currently working for. It is a concept of consistent actions, measures, principles, methods outcomes and expectations. In essence, it connotes a deep commitment to the right thing for the right reason irrespective of circumstances. Integrity is an essential leadership quality in the organization because people want to for ethical organizations. According to Sharma (2018) leaders’ words, methodologies decisions help in the creation of organizations true values and its culture. Integrity is a pillar of leaders’ trustworthiness as followers’ mirrors leaders’ trustworthiness through their ability integrity and benevolence. In essence, followers are willing to be vulnerable in a good way to trustworthy leaders and are more satisfied and committed to such leaders. Executive leaders are judged based on competence and character. Notably, character incorporates integrity and signals if the leaders are a foe or a friend. The organization upholds integrity in leadership as an approach to maintaining its culture and values. The organization recruits leaders who depict the element of integrity and also have punitive measures such as termination for employees and staff who lack integrity in their scope of work. This has promoted the organizations' culture and the principle of integrity. As a leader, I can influence the influence of integrity practice principle through ensuring that the organization recruits staff that show integrity and retain staff that continuously depicts integrity in their work ethics. Integrity in leadership helps in the maintenance of the organization culture (Sharma, 2018). Espoused organizational values versus Living organizational values Organizational values are the beliefs held by organizational members addressing the ends and means that organizations ought to identify to run an enterprise. The most basic commonality level that provides a shared sense of purpose and a common identity is mirrored in the organizations' vision. On the other hand, espoused values are attributed to an organization or voiced on organizations behalf by the senior managers in public statements that may be distinct from organizational values (Chen, Kang & Butler, 2019).While the relationship between organizational practices and espoused values continues to be a subject to reseach.,espoused values are applicable in the enhancement of organizations image. Leaders should share both espoused and the organizational practice's values with employees so that employees feel more committed, loyal and identify more strongly with the organization thus reducing the turnover rates. Dhir (2019) argues that leadership is the enuthiastic process of ensuring that the team is fully and willingly committed to a sustainable and a new course of action, to meet mutually agreed objectives while still upholding commonly held principles. Leaders have to ensure that they are committed to aligning stated beliefs with actual choices. Leaders should engage the employees in strategic conversations and ensure that they use their potential maximally to fulfil the organizations' strategic imperatives (Chen, Kang & Butler, 2019).Hence, the on-going conversations serve...