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Advanced Leadership And Decision Making

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Explain how the systems within an organisation can be modified without damaging the organisation or losing good leaders or staff.

Answer:

 

Introduction: 

The article aims at providing an overview of advanced leadership and decision making. Advanced leadership, also known as intelligent leadership ensures modifying system within an organization without causing damage to the organizations or any loss to its members. The article is based on a case study that explains intelligent leadership with the help of a metaphor relating to bikes and frogs. Here the bikes and frogs represent different types of capacity and system within an organization. Moreover, intelligent leaders are able to understand complexity of organizational systems more like the frogs than the bikes. Disassembling and reassembling a bicycle for cleaning and oiling all the parts is not only easier but there is assurance that it will work like before. But if the parts from a frog are removed then it will kill them instantly thereby dismantling the entire system. Uncertainty is not only difficult but making decision under such condition is nerve wracking but it is the intelligent determines the relevance of the unknowns and proceeds the way he considers best. The article will thus put forward how a new strategy is implemented by such intelligent leaders without disrupting the organization.

Intelligent Leadership

Leaders possess the responsibility of pointing the systems in the intelligent directions. However for achieving this, it is necessary for the leader to point the systems in the intelligent directions. However, for achieving the leader need to portray persuasive characteristics. The essence of leadership depends on the capacity of changing and shifting systems which also too some extent implies understanding of the systems. Bikes and Frogs represent different kinds of capacity and system and for understanding the difference between them depends on the intelligence. The ways adopted in approaching the systems thinking are purely whimsical ways of readdressing the old issue.

The fast growth in economic environment along with the emergence of internet changed the business scenario of the organizations amongst the countries across the world thereby leading to the increased competitiveness (Abou-Moghli, 2015). Thus, for keeping the business afloat, organizations felt the need for modification of the existing system without damaging either the organization or losing the good leaders. This involved, offering quality products at low prices, employing strategies for adapting to the present business needs and flexibility to keep up with the changing environment of the business. The changing scenario of the business also demands the need for intelligent leadership in the organization for sustaining the business in the face of the problems. This is because such leaders not only take charge and control of the organizational operation but at the same time help in setting of the goals which are optimistic and routing the company operations towards the determined goal (Atkinson & Mackenzie 2015). In addition to this, intelligent leaders also influences the staffs and ensure motivation by through support of positive culture of the organization through providing various employee benefits. Further, intelligent leaders possess strong leadership capabilities with characteristic like passion, trust, vision and consistency that helps in building the trust amongst the employees.

 

Systems Modification without Damaging Organization or Losing Good Leaders

Modification of the systems without damaging the organization or losing the good leaders can be referred as change. In the initial steps change considered an issue for the organization since it is difficult to accept since it moves people away from the comfort zone and forces them to bring about a change in their habit (Azzam, 2014). For instance, if an employee performs a work in a particular sequence from A to Z can find it difficult with the change of the sequence from Z to A due to the modification of the systems. Therefore, change management within an organization refers to the approach of dealing with the change takes place in two areas which includes the organization and the individuals, both adapting to the change process at their own style and pace (Gant & Manukonda, 2014). The existing systems can also be modified through the process of change management that allows the organization in getting hold of an opportunity for gaining competitive advantage provided the organization is efficiently and effectively able to adapt to the changes. There are however, three stages of the process of change management that includes adaptation to the change, ensuring control of the change and influencing change. The initial stage refers to the adaptation towards the change which determines the readiness of the individuals in adapting to changes along with the willingness of commitment towards the change (Ionescu, 2014). The second stage refers to the control of the change and its implementation in the daily life. The last stage includes the sustenance of the change and getting used to it in a day to day life. Therefore, it is the intelligent leaders who need to play a role in undertaking this change management process and successfully implement it (Malloch & Melnyk, 2013).

The important difference between the frog and the bicycle lies in the relationship of the parts to whole. One can completely dismantle a bicycle into pieces on the garage floor, clean, oil and reassemble it knowing that the bike would work perfectly. The case of the frog is different since removal of a single part can instantaneously worsen its condition. However, if removal is done in bits then the frogs makes unpredictable and subtle adjustments for survival. Similarly, a system also tends to survive at level beneath the consciousness and continues for a length of time for achieving rough equilibrium.

Effective Intelligent Leadership and Modification of Organizational Systems

In accordance with the principles of leadership, intelligent leaders are those who possess the ability of influencing the values, attitudes, behaviour and belief of a particular employee group (Park et al., 2014). These leaders possess stronger leadership skills which can effectively influence and motivate the employees of the organization and implement the effective changes. According to Shankman (2014), lack of intelligent leaders will lead to no modification of the organizational system since there will be no one to motivates and lead the employees of the organization while providing a clear direction of the organization. Intelligent leaders believe that most of the complex systems are similar to the frogs than bikes (Mant, 1999).Bicycles can be disassembled and again reassembled for perfectly working like before but the case of the frog is different. The very moment a part is removed the entire system gets effected instantly in unprecedented manner. Some of the management consultants and binary leaders also think that organizational systems which are complex will respond necessarily to bicycle treatment. They also believe that aggregation of the component parts can provide a real picture of the entire system. However, these leaders can implement the following steps while modifying a system within an organization without either losing good leaders or damaging the organization.

Building of Trust:

Trust represents an essential factor for the leaders through gaining of the trust factor of the group members or the employees for improving performance and bringing about a change in the system (Williams, 2013). The trust of employees and the group members on their leaders reflects their effectiveness. It is only the trust of the employees on their leaders that allows a modification or change to be implemented as people only follows a person they believe would guide them towards appropriate path and not follow someone who only does talking without implementing actions for backing up the words. Moreover, the trust of the employees on the leaders will not only help in binding them together but also help in improving their performance otherwise  employee performance and commitment goes downhill thereby causing a higher turnover rate of the employees within the organization.

 

Implementation of Organizational Culture:

Intelligent leaders can lead to the shaping of good culture. This is very necessary when the systems within an organization are modified without the any damage to the organization or losing of the good leaders (Laschinger et al., 2014). The belief amongst the employees and the leaders of a particular organization shapes the culture of the organization.. Thus, the employees and the leaders within an organization must trust one another for shaping a affirmative culture of the organization The intelligent leaders with stronger skills of leadership possess the ability of shaping a optimistic culture within the organization (Ionescu, 2014), since they are able to gather the trust from the employees. Positivity in the organizational culture leads to performance improvement along with improvement in the attitude and behaviour of the employees towards a better organization with modified systems. In addition, the staffs also get motivation and a sense of belonging towards the organization that helps in enhancing the employee commitment and loyalty. A fine organizational culture helps in the improvement of the performance, modification of the system, reduction of the organizational turnover and also provides a solution to the internal issues within the organization (Heckemann, Schols & Halfens, 2015). A better organizational culture does not even discriminate based on the religion and the races thereby providing a work environment with reduced conflicts and where cooperation and discussion is encouraged for dealing with any employee issues. However, a better organizational culture not only encourages healthy competition, employee motivation and system modification through innovation. Thus, an organization with a strong culture has a better overall performance (Cameron & Green, 2015).

 

Encouragement through Learning:

Effective intelligent leader encourages the employees within the organization in learning through the specific kind of motivators that includes position and rewards (Huffman et al. 2014). This way modification of systems can take place without loss of good leaders. The process of continuous learning represents one of the means for improving the overall organizational performance. Thus, it is not just the employees who need improvement but it involves all the segments of leadership level within an organization thereby setting an example to bottom line for motivating them for learning.  Besides modification of the systems, Leaders must join training programs of leadership for strengthening their knowledge and skills thereby ensuring more effectiveness in the execution of strategies. This also holds true for the employees, since additional training will helps in improving the ability of the employees in doing their jobs as well facilitates successful implementing of the necessary changes (Hayes, 2014). This enables the organization in increasing the performance and productivity of the employees. As there is no end to the process of learning, so the leaders requires constant improvement of the knowledge and leadership skills for remaining competitive in today’s business market.  However, if a leader stops improving then will lead to the deterioration of the company. In this context, let’s draw in example of Nokia, which sold  the best smart phone brands worldwide. However the company leaders neither improved their skills nor made any modifications to the systems for adapting to the newer needs and changes of the market. This led to the downfall of the company which now many people do pay any heed to.

Implementation of Team Work

To implement modification of systems within organization without damaging it or losing good leaders it is also necessary for the intelligent leaders to encourage employees to be not only cooperative but also innovative (Hailey, 2013). This is ensured through communication and teamwork which represents the best possible ways for creating the innovative ideas for producing the best organizational outcome. For achieving the kind of rapport and teamwork necessary for innovative ideas, it is required for the intelligent leaders in cultivating a positive culture where employees trust one another and can perform their activities without much interference along with the necessary freedom for establishing a dialogue with each other. Intelligent leaders who wish to implement modification and change must encourage the employees for communicating and collaborating with each other. This leads to the discovery and creation of newer ways of thinking that not only produces a better outcome for an organization but also helps the employees in learning from the different people the ways for improving themselves. Even the management of higher ranking can take lesson from the strong point of the employees that they are themselves lacking. Communication not only helps in knowing each other but also helps in creating better ideas through the sharing of opinion with one another. This also represents the best possible means of gaining trust and bonds amongst the employees. Effective management ensures aligning itself with the natural process and the flows (Mant, 1999).  .On the other hand, dogmatic management tries in shoehorning the system into the shapes put forward by various management theories thereby confusing and distorting things.

 


Intelligent leadership not only modifies the systems without causing damage to the organization but also able to influence the employees within the organization thereby providing clear direction to the employees based on the mission and vision. These leaders are quite effective and hence they implement strategies for implementing the change while targeting at achieving the target and objectives of the company (Sethuraman & Suresh, 2014). Intelligent leaders understand the smaller details about bringing about a change and are able to effectively monitor the direction of employees for guiding them towards the right path in achieving the goals as per the strategies. Any modification in system without damaging the older system and losing the good leaders is possible through effectiveness in leadership that can inspire trust of the employees. This is because, employee expresses unwillingness in following someone who do not possess any idea about their doings and wastes resources and time on unnecessary things.

In this context, one can draw in the metaphor of the frog and the bicycle. This is because most of the bigger organizational systems contain both the frogish and the bikish bits where the bikish part can be reattached and hived off in a new manner without causing harm to the entire system (Mant, 1999).The frogfish part on the other hand represents a part of the key process. Thus, their removal might cause damage to the entire system.

Conclusion:

The article concludes by throwing a light on the fact that effective intelligent leadership is vital for managing a change that represents the method for sustaining an organization in present business environment. Usually, at the initial stage acceptance of change is difficult for people and they sometimes deny any change and continue with the existing system. Here comes the role of leadership which can act as a motivating factor that encourages people for continuously making a change and also pushing them towards the change for sustaining and adapting to the business environment thereby making sure that the organization is not only be innovative but also moves along the path of improvement. Moreover prevalence of positive organizational culture brings in benefits to the organization where positive culture is able to motivate and encourage the employees within the organization in learning, communicating and working with one another. This makes things easier for the other portions of the business management which helps in shaping the organizational culture.

 

References:

Abou-Moghli, A. (2015). The role of organizational support in improving employees performance. International Business Research, 8(2), 198-203.

Atkinson, P., & Mackenzie, R. (2015). Without leadership there is no change. Management Services, 59(2), 42-47.

Azzam, A. M. (2014) Motivation to learn: A Conversation with Daniel Pink. Motivation Matters, 72(1), 12-17.

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Ganta, V. C. & Manukonda, J. K. (2014). Leadership During Change And Uncertainty In Organizations. International Journal of Organizational Behaviour & Management Perspectives, 3(3), 1183.

Hailey, J. (2013). Managing for change: Leadership, strategy and management in Asian NGOs. Routledge.

Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

Heckemann, B., Schols, J. M., & Halfens, R. J. (2015). A reflective framework to foster emotionally intelligent leadership in nursing. Journal of nursing management, 23(6), 744-753.

Huffman, J. B., Hipp, K. A., Pankake, A. M., & Moller,. (2014). Professional learning communities: Leadership, purposeful decision making, and job-embedded staff development. Journal of School Leadership, 11(5), 448-463.

Ionescu, V. (2014). Leadership, culture and organizational change. Manager, (20), 65-71.

Laschinger, H. K. S., Wong, C. A., Cummings, G. G., & Grau, A. L. (2014). Resonant leadership and workplace empowerment: The value of positive organizational cultures in reducing workplace incivility. Nursing Economics, 32(1), 5.

Malloch, K., & Melnyk, B. M. (2013). Developing high-level change and innovation agents: competencies and challenges for executive leadership. Nursing administration quarterly, 37(1), 60-

Mant, A. (1999). Intelligent Leadership. Allen &amp Publishers

 Park, Y. K., Song J. H., Yoon S. W., Kim J., (2014) "Learning organization and innovative behavior: The mediating effect of work engagement", European Journal of Training and Development, Vol. 38 Iss: 1/2, 75 - 94.

Sethuraman, K., & Suresh, J. (2014). Effective leadership styles. International Business Research, 7(9), 165.

Shankman, M. L., Allen, S. J., & Haber-Curran, P. (2015). Emotionally intelligent leadership: A guide for students. John Wiley & Sons.

Williams, D. A. (2013). Strategic diversity leadership: Activating change and transformation in higher education. Stylus Publishing, LLC.

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