Business Introduction to Management

Question: Discuss about theBusiness Introduction to Management. Answer: Introduction Leadership is defined as the practical skill of a person to guide or lead people in a team or institution or a company. A leader encompasses the personal power to reach goals. The integrated psychological theory of leadership attempts to combine the strengths of situational and functional, behavioral and styles, and traits theory. The psychological theory addresses the limitations of these approaches and introduces a new element by implementing mastery in psychology. The theory emphasizes the need to develop the presence of leadership and behavioral flexibility. It is a foundational theory for leaders who want to apply and utilize the philosophies of authentic and servant leadership (Alvesson 2012). The Three Levels of Leadership model by James Scouller proved to be attention grabbing for the Integrated Psychological theory. Scouller pointed out the limitations of trait theories. Trait theory stresses the idea that leaders are not made but born. This approach might help a firm to select leaders, but it is not useful as such for leaders who are developing. Also, an ideal style like that of Mouton and Blakes team style is not suitable for all circumstances. Scouller further argues that the functional and contingency/situational theory is also faulty. It is important that leaders lay emphasis on their personal psychology (Chatman et al. 2013). Scouller hence proposed the Three Levels of Leadership model or the Integrated Psychological theory which guides leaders to develop themselves both psychologically and technically as leaders. The three levels of leadership in Scouller's model are Personal, Private, and Public Leadership. The outer levels are the private and public leadership. Scouller calls such behavior the four dimensions of leadership. The four dimensions comprise motivating and shared group purpose; results, action, and progress; team spirit or collective unity; and motivation and individual selection (Simpson 2012). While public leadership contains thirty-four behaviors, private relationship covers fourteen behaviors. On the other hand, personal leadership acts on the inner level and puts emphasis on the persons leadership growth, self-mastery, development of correct attitude, skill, and know-how. Scouller further said that the key to developing one's presence of leadership is self-mastery. A leader must build t rustful relationships and dissolve limiting habits and beliefs. Leaders must be flexible as the situation demands but remain grounded in their core values and be authentic. Leadership plays a critical role in an organization. Leaders determine the culture, values, motivation, and tolerance within an organization. Leaders are instrumental in shaping the strategies of an institution. This includes effectiveness and execution. Leaders help an organization to grow. The effective leadership is affected by factors like training, support, employee performance, company values, and technology (Tyssen et al. 2014). To work efficiently, it is imperative that business leaders get proper training. Training on management duties and practical matters encourages managers and supervisors to focus on the fundamental principles of leadership principles and practices. Moreover, there must be trust and sense of being among the employees. There must be mutual understanding between the employees and leaders. Commitment and confidence must be maintained and forged through communication. Effective communication skills affect the culture and climate of an organization. Deterioration of communication leads to misrepresentations and misunderstandings. Senior managers must communicate more often with the employees directly. Mostly, a leader must enjoy his/her work (Karmakar et al. 2014). Support from the organization is crucial for effective business leadership. It is important that the company support the decisions made by a leader. Moreover, it is essential that the actions of managers and supervisors are commended and acknowledged by the owners of the company. It is very likely that business leaders would fail if they do not get proper support. The performance of the employees in a company is a vital factor which affects a manager. The career and aptitude interests of the employees affect the decision making process of business leaders. The leaders who assign and delegate the tasks are finally responsible for whatever is the outcome (Karati and Yuksekbilgili 2014). Employees reflect the styles and guidance of the leaders. Employees who meet the expectations prove to be beneficial for a leader. Hence the reputation of a leader depends greatly on the response of the employee. There must be trust and integrity among the employees in an organization. The honesty and authenticity of an employee affect a leader to a great extent. A leader must take respectful and courageous stand on principles. Moreover, excellent communication skills are crucial for an effective leader. Excellent leadership skills include personal skills like self-esteem and character and relationship skills like cooperation and conflict resolution. Working on communication skills and developing it would, therefore, result in effective leadership (Haine and Robert 2014). To build up excellent communication skills, it is imperative that a leader listens to the people surrounding him/her. This is more important in cases when employees share their ideas, and when people are experiencing high emotions. Extreme emotions like excitement, anger, and resentment are worthy of attention. People would feel encouraged and acknowledged when they are heard. Managers ignoring the emotions and feelings of their employees end up eroding relationships. Moreover, emotions also affect clarity in thinking. Employees must be allowed to address their feelings and emotions. This would help the managers to build up stronger relationship and enhance productivity. The culture differs from place to place and depends on demography. Culture affects leadership strategies in myriad ways. To work efficiently, it is important to define the culture of an organization. What is beneficial in one situation may not be advantageous in another. Cultural differences often pose a barrier to interaction and communication. However, these cultural differences can be eliminated through proper management. Leaders must analyze the malleability of culture. They must diagnose its layers and features. Moreover, through a thorough and correct understanding, they must implement strategies. They must achieve transformational skills and values to mold the culture(Spector 2014). A leader must have appropriate skills to deal with people from varying cultures. They must be interactive in a multinational or global context. Culture affects the way leaders define their roles and apply their strategies. Technology is a very crucial factor affecting the efficiency and productivity of a leader. Technology affects the business leaders largely as it affects the performance of a manager or a supervisor. Moreover, it affects the ways in which managers and supervisors interact with the staff. Technology is a crucial tool in the modern world. In fact, it is hard to imagine any workplace without advanced technological tools. Technology affects every aspect of business virtually. Hence, leaders must encourage their employees to use advanced techniques and keep themselves technologically updated (Du et al. 2013). Technology would help both the employees and the leaders to establish effective communication. It would bridge the gap if any. The organizational behavior affects the leadership role largely. The base of an organization rests on the values, vision, philosophy, and goals of the management. The culture determines the communication, group dynamics, and leadership style within an organization. Other factors like personality of an individual, situation, individual needs, operating environment, and the leadership style play a crucial role in affecting leadership behavior. Leaders must be given proper training so that they can set response targets. They must have the ability to be counterproductive and react promptly to any adverse situation. The leader must be responsive to all kind of people and events. A leader must respond appropriately to a situation. Employees must not dictate the decisions of the leader. He/she must be capable enough to take decisions. It is often seen that the power and status of a leader makes a leader very demanding and authoritative. This may be good in some situations. But it may lead to an adverse effect in other circumstances (Avolio and Yammarino 2013). Through a comprehensive training program, leaders would be able to learn how they can influence the growth of the organization as well as their growth. Training may lead to more productive and efficient working teams. Leaders must give the effort to develop them. Leaders must engage in activities to understand how diversity in thinking and quality of decisions can improve through collaboration. Leaders must understand the behavioral patterns of the employees and take steps accordingly. They must discuss and analyze relevant case studies to create a healthy, fruitful and productive environment. Leaders are accountable for motivating their team members. This would result in more efficient and productive relation with the employees. Leaders would understand the impact that their behavior would have on the employees. They must promote a healthy and competitive environment (Landis et al. 2014). It is thus evident that leadership plays a crucial role in shaping an organization. It determines the productivity of a team or a company. There are numerous theories of leadership such as the contingency and situational theory, functional theory, integrated psychological theory, transformational and transactional theories, and the Member- leader exchange theory. Among these theories, the combined psychological theory lays emphasis on the strengths and weaknesses of other theories. There are many factors which affect the leadership style within an organization. However, through training, understanding, and effective communicative skills, leaders can improve themselves and work more efficiently. References Alvesson, M., 2012. Understanding organizational culture. Sage. Avolio, B.J. and Yammarino, F.J., 2013. Introduction to, and overview of, transformational and charismatic leadership.Transformational and charismatic leadership: the road ahead. London: Emerald Group Publishing Limited. 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