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Justify the need of effective communication in an organization
Leadership Meaning
What is leadership
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IntroductionAccording to Muenjohn, Boucher and Tran 2010, ‘Leadership is theability to inspire confidence and support among the people who needed to achieve organizational goals.’ In this module, we learn the differences between what makes a leader and a manager. And the purposeof this assessment is to do a reflection on an analysis of anotherleader for my leadership improvement by applying the relevant theoriesand concepts learned in this module.Task One: ObservationThe person that I have chosen to do this report on is a leader in avoluntary organisation whom I have worked with. Her name is DarrylLoh, 29, she has recently become a mother of one and to my knowledge,she has done much voluntary work/ community work since 2001 as anintern at City Harvest Community Services Association and eventuallybecomes a staff in 2002 till now. Recently she has taken part in abig-scale corporate social responsibility project that was organizedby CapitaLand, LEGO Singapore and Mediacorp’s ‘We Are One’ on 7November at ION Orchard. It was through this project whereby I hadvolunteered that we have worked together, though I have known her forabout two years.“City Harvest Community Services Association (CHCSA) was establishedin March 1996. CHCSA passionately believes in a culture of lovingothers fervently. With that, on 31 August 2008, we have a dedicatedgroup of 8 full-time staff and 784 volunteers who work towardfulfilling the vision of making a difference in our society. In 2008alone, CHCSA provided 22,996 services to 14,276 unique individuals.”(Taken from CHCSA website)The Association provides services for: The Elderly, The Children, TheIntellectually Disabled, The Hearing Impaired, The Terminally-Ill,Multiple Sclerosis Patients, The Family, The Yo...
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...an Ye Peng who is the founder of CityCare organization, a‘not-for-profit organization that believes in the synergisticcollaboration of business enterprises, community groups andindividuals to affect a positive transformation in society.’ (Takenfrom CityCare website)Lastly, Darryl shares the two obstacles she faced while leading herteam; (1) When ego or self-gets in the way, sometimes when people are inpower, it’s easy to abuse it. A good leader has to keep oneself incheck at all times, in the motives of leading the team, not for self-benefits but for the group’s benefit. And (2) when you have not earnedthe right to lead, leaders I believe have to earn the right to leadtoo through especially winning the respect and love of the team.Without the members believing in the vision and respecting thebehavior or style of the leader, it is very difficult for them tofollow you.
According to Ken Blanchard, “In the past a leader was a boss. Today’s leaders must be partners with their people. They no longer can lead solely based on potential power”.
There are opportunities for a ‘natural leader’ to emerge on a daily basis among staff and volunteer managers alike. Eagly and Joannesen-Schmidt (2001) published an article titled “The Leadership Styles of Women and Men” noting the traits of a natural leader. A natural leader is inspiring to themselves and other employees, enables professional growth, and encourages staff rather than dictate what job needs to be done. In the Salvation Army, the mission is to bring aid to those in need with a passion and empathy for others. Program leaders should be aware of their responsibility as the heart and the brain of the organization (Eagly and Jonannesen-Schmidt,
There have been countless books, lectures, and and trainings, and retreats constructed around the idea of cultivating leadership in an individual. However, cultivating individuals’ ability to follow great leadership has received far less attention. Who are these people leading if each person within an organization is being trained to be a leader? The word follower has negative connotations, evoking the images of a weak, uncreative, milquetoast personality. However, Jimmy Collins, in his book, “Creative Followership: In the Shadow of Greatness”, suggests that the ability to be led brings as much creativity, consciousness, and indeed leadership to an organization or team as the leader himself.
Leaders: Strategies for Taking Charge is an organizational management book written by Warren Bennis and Burt Nanus for those who aim to become better leaders. The authors emphasize that having executive positions or being a manager does not automatically make one a leader. A leader is one who inspires his staff, help them find purpose in their work, and effectively implement their plans. They separate the book not quite into chapters on different topics, but rather by four strategies that they have determined are vital for any leader to take on. The strategies are effectively concluded as attention through vision, meaning through communication, trust through positioning, and the deployment of self. A prominent feature of Leaders is the various
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
In order for a leader to be a leader he/she must begin with the assumption that you are the one who matters most. As a leader you have to possess that level of confidence in yourself that you are capable of leading yourself “before you can lead others”. And when you develop this belief then you are better able of affirmative influence “on others”.
M.D. Arnold once said, “A good leader leads the people from above them. A great leader leads the people from within them.” Reading this quote always reminds me of my decision to go into the Human Resource Management and Development field. It reminds me of what being in a leadership role is all about and how the wrong kind of leadership influence can potentially break or corrupt an organization. Ever since I can remember, I have always been the friend who others felt comfortable enough to speak to about their issues. I have always been the student who tries to find different methods to learn. I have always been the employee who makes sure my peers feel comfortable with the work given to them. I have always been a leader.
As I have developed in my job, school, and as a person, I found that I enjoyed helping others and want to become a leader. This paper will further describe how my experiences and background have shaped the leader I am today.
“In order to be a good leader, there are two things to remember. Lead from the Front and always set the Example. From these two leadership principles, everything else will fall into place.”
Leadership which is success oriented and mindful of the people’s welfare should be the one that provides direction and steering change which is beneficial to every person. This implies a leadership with the capacity to make development processes and programs a routine whilst at the same time being reliable and systems. Furthermore, leadership incorporates management practices such as the organization of people and providing alternative solutions to various problems affecting the system. An effective leader should be able to prepare people for change (Bennis, 1989).
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
The terms Management and Leadership have been used interchangeably in so many cases over the past years. Many people think that Managers are automatically leaders whilst Leaders on the other hand are naturally seen as Managers. The lack of knowledge of the differences between the two processes and how to integrate both to achieve excellence has led to many organisations being under led and over managed. Some Leaders and scholars therefore believe it is important to make a distinction between the processes of management and leadership. One of such scholars is Peter Drucker, a management guru who distinguishes the two processes as “Management is doing things right; Leadership is doing the right things”. Whilst agreeing with him, I also want to add that Management and Leadership must go hand in hand because in modern times, “People no longer look to their managers just to assign them a task but to define for them a purpose, to nurture skills, develop talent and inspire results” (Murray, n.d.). In the next paragraphs we will look at the difference between Management and Leadership through the lens of Peter Drucker’s distinction.
“Leadership is the quality of behavior of individuals whereby they guide people or their activities in organising efforts” — Chester I. Barnard
Managers should be able to lead the members of their work groups toward the accomplishment of the organization’s goals. Leading is defined as motivating and directing the members of the organization so that they contribute to the achievement of the goals of the organization. In order for leaders and managers to be effective they must understand the dynamics of individual and group behavior, to be able to motivate their employees, and be effective communicators. It is said that a good ...
Many people associate leadership with a specific job title or form of power within an organization. However, through personal experience, I have concluded that leadership can come in many forms and position as well as from multiple sources of roles and job titles both with and without power. Based on the definition of leadership, anyone can be considered a leader as long as they have the ability to influence people to achieve a particular result or goal which benefits the organization or group as a whole. Individuals with a secure sense of self and understanding, acceptance of diversity within an organization tend to be the strongest leaders that not only make others want to follow, but they also encourage other leaders to gravitate to their