Role of Leadership In Governance Of An Organisation

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Assess changing perspectives of leadership in different economic, social and political contexts

Leadership theory emphasizes the attention to the existing behaviour as well as a trait of the employees required to boost their efficiencies. It possibly generates the feeling of extrinsic motivation which is required for the success of the team in diverse arenas such as economic, social as well as political conditions.

Changing perspectives of leadership in political contexts

Political leadership focuses on the formal power which is exercised or inculcated in order to deliver suitable values to the public. The purpose of such leadership is to carry out better administration and shape the actions of the organisation in terms of abiding by the rules and regulations significantly. There exist various constraints in order to deliver worthy values to the local residents. So for the development of political leadership, the external environment is analysed and examined by paying attention to the skills as well as expertise. Hence, it helps to maintain the connection with multiple stakeholders and the adoption of a participative leadership style leads to sustainable development (Global Definitions of Leadership and Theories of Leadership Development: Literature Review, 2017).

Changing perspectives of leadership in different economic contexts

The organisation can not operate in isolation as it requires the support of external conditions and resources in order to flourish the day-to-day operations. The economic context involves factors like the disposable income of consumers, changing economic conditions, inflation rate, interest rate and so on. All these factors need to be captured by the leader before designing the framework in order to give new dimension to the enterprises.

As per the perspective of economists, leadership within an organisation assists in maintaining the formal relationship with its team members. Along with that, they are required to access a significant amount of control and accordingly delegate the authorities. This leads to accomplishing a favourable amount of position and attaining the collective goals which enhance the profitability of the firm. This helps the organisation to contribute to the gross domestic product of an economy which even rises the purchasing power of local residents. Further, it determines the strong position of the leader in terms of the diversity of the business and enhancing the FDI which improves the economic condition of the overall economy (DeMatthews, 2014).

According to Richard Parsons who is the leading CEO of the company Time Warner gave essential five components of leadership. This includes setting out the viable vision, communicating the vision with employees, empowering others to take action, executing as well as integrity. This particularly assist in addressing the specific problem for the betterment of the whole economy.

Changing perspectives of leadership in social contexts

Social leadership encompasses the affirmative impact to maintain interpersonal relationships and successfully manages intercultural empathy. This enables the employee to understand the external environment and necessary changes based on which they can acquire new interactions and learning skills for better performance of activities. Based on the shared experiences the successful enterprise acknowledges the suggestion and feedback of employees and works to build sound policies to preserve personal as well as organisational success.

Assess the challenges in leadership in today’s volatile business environment

To conduct the leadership effectiveness there exist various challenges that are faced by the organisation that affect the productivity and profitability. So the managers of diverse countries need to focus on the challenges and make strategies to overcome them which results in managing the relationship with internal stakeholders. An explanation of the challenges is determined below:

Developing managerial effectiveness: The leader of an organisation focuses on developing certain skills like prioritising work, time management, decision making and so on. The main challenge is to inculcate such skills in employee and encourage them to perform their duties within a specific time. Countries like China as well as the US mainly face this issue up to 26.3 and 26.0 levels. Where Spain (13.8) is less reluctant in terms of undergoing the threat of managerial effectiveness as compared to the other two countries.

Inspiring others: The other challenge is to inspire the behaviour of personnel so that they push their efforts to the extreme level and help in landing up with expertise performance. There are certain countries like Singapore, China as well as Spain which face the issue of inspiring others. So to overcome the problem and promote better implementation direct supervision and monitoring are required to manage the actions of internal stakeholders.

Developing employees: This reflects the challenges which are associated with grooming the personality, capabilities as well and technical skills of new and existing employees (Dugan, 2017). It involves methods like providing coaching or mentoring the performance of employees under which sessions or conferences are organised.

Leading a team: Here leader performs the challenges like forming the team and generating the participation of members in order to effectively carry out management activities. Additionally, China and the US are quite efficient in terms of leading the team but still, the leader needs to constantly encourage its staff. This leads to the better performance of activities and enriches the capacities of overall personnel who help in the functioning of business.

Guiding change: For better management and mobilising significant efforts the leader faces challenges in terms of overcoming the residence and negative reaction of the employees towards changes. Adequate dealing helps to carry out successful performance with better change management skills.

Managing internal stakeholders and politics: It involves the challenges that are associated with managing the relationship and participation of employees by gaining significant effort from different departments, individuals as well as groups. Thus, the US and Singapore faces the biggest challenges in terms of managing the internal relationship with stakeholders and overcoming the chances of negative policies.

Therefore, to carry out leadership and sustain the advantage of effectiveness these challenges needs to be successfully accompanied. It particularly manages the interpersonal relationship between the leaders as well as employees of the firm.

Characteristics of responsible leadership

Responsible leadership focuses on collectively solving the common problem and simultaneously manages the balance between economic as well as social conditions. It involves the strong cognitive behaviour, and competitive as well as behavioural capacities required to implement the changes and sustain adequate relations (Haslam, Reicher and Platow, 2015). Thus, it successfully fulfils the predetermined objective of the firm. Characteristics of the responsible leadership are demonstrated below:

Compliance with cooperate rules and regulations: It is the primary responsibility of the leader to make sure that the internal workforce adequately abides by the guidelines, regulations as well and standards of the firm. Implication of corporate practices leads to better administration and performance of routine regimes (Kenny, 2012).

Ethical standards and practices: It comprises professional practices like maintaining cultural values, performing fair activities, and social justice which need to be embedded by the firm. Sustaining such ethical practices and meeting the standard helps to accommodate better performance.

Stakeholders' interest: Stakeholders, whether they are internal or external such as employees, customers, government, investors and so on, help in the success of the business. So it is essential that the responsible leader bridge the gap between the company and this stakeholder as it can encourage them to participate in favour of the company. For instance, investment done by the investor helps the company to effectively fulfil its purpose.

Accountability: Responsible leaders are accountable for addressing the issues faced by the employees in order to maintain their interests. Along with that, they need to deliver their commitments so that the efforts can be successfully transformed into a sound result. Thus, their productive attitude helps to attain the collective target durably.

The importance of demonstrating responsible leadership to be able to lead the organisation during a process of change

The manager as well as a leader needs to consider changes as an essential part of their integral organisation because it helps in the continuous improvement of the activities. Also if the existing services of the firm are competitive it is not necessary that in future it will be able to capture the same marketplace. So the responsible leader needs to invest in the training and development of staff and accordingly encourage them to adopt the changes.

Leadership alignment (or misalignment) on exactly how to execute our change mission: Initially, the responsible leader determines the process by which they can bring changes within an organization. Rather than just focusing on the changes leaders too need to determine the way by which change procedure can be opted.

Clearly articulating the changes needed across the organization: After examining the procedure to attain the change mission, the responsible leader determines the specific areas where it is necessary to bring the changes in order to accommodate the potential need. Preparation for favourable changes helps to build up significant strategies (Van Wart, 2013).

Emotionally connecting the team to our renewed mission narrative: Effective participation of the team members can only help to accomplish the objective of the project. So the leader based on effective communication helps to maintain transparency and establish viable relations in order to accommodate the requirements of business.

Underdeveloped middle managers (and some senior leaders!): For the successful development of leadership the organization comprises the participation of different mindsets (Nevarez, Wood and Penrose, 2013). The potential effort of the diverse functional head, managers, as well as senior leaders, leads to better performance as well as the functioning of the firm.

Managing fear, fatigue and conflict as unforeseen issues arise: Application of desirable on the job and off the job training programs maintain transparency within the entire organization. This helps the workforce to remain competitive and overcome their insecurity in terms of fear. Better cooperation is the potential way by which conflicts are overcome and unforeseen situations can be effectively met.

Leading teams through various specific changes related to the larger transition: After undergoing the mental and practical preparation the employees potentially work to bring the transition. Here focus is given to adopting the new working pattern that specifically brings the changes which leads to generating a positive outcome.

Maintaining trust and accountability: During and after the process of transition responsible leader remains answerable to their staff based on the accomplished position or outcome. Along with that, a 360-degree program that gives detailed reports of the employee helps the leader address the challenges.

Handling all aspects related to maintaining (or improving) culture during the transformation: Once changes take place the leader makes sure that employees constantly practice the new working pattern because they are more comfortable in the old practices. So the changes need to be maintained which leads to transformation in the end result and assists the organization in gaining the advantage of sustainable development (Zhang and et. al., 2012).
Also Read:- Personal and Professional Development 

CONCLUSION

From the above report, it has been determined that in the dynamic or modern era leadership has taken a significant place that helps both men as well as women to expand their capabilities. In a global environment, the role of leadership helps to maintain the expectations of diverse stakeholders by taking the change initiative for the growth and development of the firm. The responsible leader focuses on overcoming challenges and developing a competitive team by running constant training and development programmes. Therefore, responsible leadership is an essential part of an organisation in terms of understanding the external situation and successfully transforming the culture by handling both internal and external situations effectively.

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