Personal Leadership Development Strategy Research Paper - 1

Personal Leadership Development Strategy - Research Paper Example The vision of leadership therefore places more attention on the relationship between an individual leader and the groups, while at the same time placing more emphasis on collective development. In these contexts, leadership’s relationship to capacity development is often viewed in three levels: individual, organizational and societal. Of these three main levels, societal leadership development often offers the most sustainable change, but also the most difficult to reach, monitor and by an extension evaluate. This paper analyzes personal leadership development, my current leadership state, weaknesses and strengths and it will take to reach an ideal leadership state. Success does not come on a silver platter. It only comes when you are able to face your challenges obstacles which are associated with being a leader. This process entails having adequate information of your strengths and the weaknesses that are inherent within you. Listed are my weaknesses which have contributed o r hindered my personal leadership growth, skills which I intend to enhance my course at the end of my studies; Being compassionate Hardworking Sociable Action oriented and practical High level of integrity Forgiving Having a high level of personal and social intelligence. Leadership Reviewed When looked from an organizational perspective, leadership is the ability of guiding a group of individuals that are in the organization, and thus involves creating and instituting a very clear vision and outline for an organization (Grohmann & Kauffeld, 2013). In this context, sharing a vision with other people or employees in the company aims at creating a unified platform so that fellow organizational employees can follow the company’s objectives without any compromise, and offering information, and other parameters and methods that are required for the accomplishment of the company’s vision. Additionally, leadership involves the process of organizing and coordinating various pr ogram actions and activities, and other inherent conflicting positions that may derail workers and organizational stakeholders from achieving the desired organizational levels. On the other hand, leadership management involves the process of planning, organizing, directing, coordinating, and control both human and non-human resources in an organization so as to achieve the required organizational levels. Management of people in the organization therefore is the art of planning, organizing and coordinating people and resources in the organization without compromising organizational goals and resources (John, 2002). When examined exclusively, management bears certain characteristics that define organizational efficiency and effectiveness: it involves a continuous process that is often in motion; the leader has to undertake certain functions and responsibilities in an ongoing process and allocating resources to ensure that organizational objectives are met without compromising the obje ctives of individual employees in the organization. The modern concept of organizational management views management and leadership as synonymous. In this understanding Neirott & Paolucci (2013) contend that leadership is a result driven process that is multidisciplinary in nature; it is a process that embraces focus in achieving the intended organizational goals and results through working with and by people that have diverse

Business 6 Essay Example | Topics and Well Written Essays - 500 words - 1

Business 6 - Essay Example In this social orientation, people are more self-focused and tend to put their interest before those of a group. On the other hand, China practices collectivism. This is whereby the group’s interests come before individuals’ interests. Power orientation categorizes cultures into power respect and power tolerant societies. Power respect societies respect the chain of command and accept power based on position in an organization or in the society. Authority is not usually questioned. This orientation is common in China. Power tolerant societies question authority and do not necessarily buy what authority says as seen in the United States of America. The third category of Hostede’s classification is uncertainty orientation, which focuses on people’s feelings toward vague or uncertain situations. This categorizes cultures into uncertainty acceptance and uncertainty avoidance. The United States tends to lean more on uncertainty acceptance because her cultures are undisturbed by change. Chinese cultural set ups, on the other hand, tend to embrace uncertainty avoidance, which exhibits rigid systems based on rules (Ajami, Cool, Goddard, & Khambata, 2006). China and the United States are among the leading economies in the world. However, the socio-cultural aspects of the two economies greatly differ. Chinese cultures tend to avoid uncertainty, favor power distance and are usually adapted to long-term feminism and collectivism orientations (Smith, Dugan, & Trompenaars, 1996). On the other hand, Americans are more short-term-oriented and tend to favor individualism and masculinity. They are also not bothered by uncertainty and are more democratic (Fu & Yukl, 2000). In this regard, Americans and Chinese seem to differ in almost all aspects of their cultures. Culture has a major influence on business both at domestic and international levels. Cateora and Graham (1999) observed that