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literature review of employee empowerment
how culture and leadership are linked
literature review of employee empowerment
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Topic Page no.
Introduction 3
Importance of Leadership and Management Development 4
About the company 4
Learning Strategy 5
Key Features of Leadership and Management Development Programme 8
Implementation of strategy 9
Evaluation of strategy 10
Conclusion 11
Reference 11
INTRODUCTION
Leadership development is a continuous process which helps to expand the learning knowledge and capacity of an individual or of a group to perform in the organization in order to meet the goals and objectives of the company. Leadership and management development programs provide managers and other employees with certain skills and capabilities which can help them to achieve success (Avolio, 2010). Over last few decades there has been an increase in demand for leadership and management development in the organization due various reasons like globalization, downsizing, loosing employee loyalty, change in workplace and structure.
Burgoyne (2010) defines “Leadership development in the widest sense involves the acquisition, development and utilization of leadership capability or the potential for it”. This leadership programs helps the individuals and the group of people to be prepare for the leadership roles and situation which are beyond their control. Bolden (2010) suggested some essential elements for the leadership development which are self-awareness, reflection, personal support etc. to work (Armstrong and Taylor, 2014).
“Leadership and management development refer to learning and growth over the course of a person’s career, contribution to increasing role effectively” (Wexley and Baldwin, 1986; Velsor et al, (1998). In this proposal paper we will discuss about the leadership and management development programme for 30 mana...
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...M. (2012). Action Learning for Manager. 2nd Edition. UK: British Library Cataloguing in Publication Data.
Pennigton, M and Ioekje, B. (2010). Language Program Leadership in a Changing World: An Ecological Model. Emerald Insight Publishing.
Poell, R and Woerkom, M. (2011). Supporting Workplace Learning: Towards evidence based practice. Netherland: Springer.
Porter, K; Smith, P and Fagg, R. (2007). Leadership and Management for HR Professionals. 3rd Edition. UK: British Library Cataloguing in Publication Data.
Rao, T; Ramnarayan, S and Chawla, J. (2009). Life after 360 degree feedback and assessment development centers. India: Excel Books.
Weinstein, K. (2012). Action Learning: A Practical guide. 2nd Edition. UK: British library cataloguing in Publication Data.
www.ccl.org/leadership/pdf/research/leadershipchallengepharmaceutical.pdf. , Accessed on 1st May 2014.
Hughes, R. L., Ginnett, R. C., & Curphy, G. J. (2012). Leadership: Enhancing the lessons of experience. New York: McGraw-Hill Irwin
Leadership can be defined as the way through which one individual has impacts and influences the attitudes and behavior of other people at a workplace. The tasks of leaders in corporations include organizational as well as departmental activities. Leaders are responsible fr coordination of these activities so as to reach the goals successfully by motivating and inspiring team members. (DUYGULU, Ethem and Ciraklar, Nurcan, 2008). Besides, leaders are supposed to resolve issues by avoiding conflicting situations related to work and strive to boost progress on achieving the overall objectives of a company. Moreover, great leaders provide the required knowledge,
McLean, J. (2005). Management and leadership: Dispelling the myths. British Journal of Administrative Management, 9(1), 16-17. Retrieved from http://web.ebscohost.com.ezproxy2.apus.edu/ehost/pdfviewer/pdfviewer?vid=20&sid=5c780ccf-104d-49c6-9368-db4615f766bd%40sessionmgr113&hid=108
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.
What is leadership? Leadership is having the ability to give guidance to those that will follow. Those that follow will help to complete the mission. Leadership is a soft science, just as anthropology, sociology and psychology. It cannot be proven exactly what it is. Leadership is an art, the skillful application of leadership behaviors beyond techniques is much the same as the skillful application of brushstrokes by a master painter. Leadership is both rational and emotional. It involves both sides of human experience. It includes actions and influences based on reason and logic as well those based on inspiration and passion. Leadership is a social process shared among all members of a group. Leadership development comes through experience. We all learn from our different experiences. Whether positive or negative, they are our tools for growth and development.
The only way to develop the kind of leaders a changing organization needs is to make leadership a critical criterion for promotion, and then manage people’s careers to develop it.
Hall, Peter, & Norris, Peter. (1993). Learning for leadership. Leadership & Organization Development Journal, 14(7), 35. Retrieved August 25, 2011, from ABI/INFORM Global. (Document ID: 81758).
Managers have leadership qualities; Yet not all managers are leaders. This course has allowed me to challenge myself and learn about my strengths and weaknesses in a leadership role. Exploring the main three practices which include managing ethics and diversity, challenging the process and enabling others to act. This report is an analytical study of the leadership practices mentioned above; while exploring leadership practices, ways to improve them and new innovative ideas.
McGill, I. & Beatty, L. (1996, 2nd edn.) Action Learning: a practitioner’s guide London: Kogan Page.)
The leadership is a privilege and it is such a privilege and an honor which will carry the tremendous responsibility which will inspire others to direct them to accomplish goals and vision of the organization. Leadership is about influencing the people, by producing direction, purpose and motivating in order to accomplish the mission, vision and improving the organization. The leadership philosophy is evolved based on the experiences, both positive and negative, in most of the initiatives and activities that we undertake. It is also one among the collaboration and teamwork within which the team members can utilize each other’s strengths to counter the weaknesses of the individuals. By observing, introspecting and experimenting we can developed a leadership paradigm which is inclusive, collaborative and proactive. We can develop the ability to recognize which will approach in order to reach the productive conclusion. The great leaders know their limitations and are capable at utilize their strengths and also the strengths of others to compensate.
When considering the term management, there has always been a common miss conception that this automatically makes an individual a leader. Leadership is only a single element of the management role. Many times managers are more comfortable utilizing a particular leadership style. While this may work well the majority of the time, certain employees or situations may require a different approach. Good leadership requires that the individual recognize the need for change to motivate their employees to accomplish the task at hand or to reach common goals. Understanding the importance of leadership is essential. However, the key element to focus on is what steps can be taken to improve one’s leadership capabilities. For many individuals this may be a difficult question to answer and may only be possible through self-assessment and reflection.
Hughes, Ginnett, & Curphy (2009). Leadership: Enhancing the Lessons of Experience (6th Ed). New York, NY McGraw-Hill Irwin
effectiveness, and mentor and facilitator concerned with effective human relations (Journal.TDL.Org). These are the primary goals I wanted to achieve throughout my career in management, therefore I took this Managerial Leadership course to help expand my knowledge and understanding of leadership. Moreover, everything I hope to learn in taking Managerial Leadership came to fruition, because of the essential techniques such as; self-talks, self-awareness and setting self-goals I learn to successfully lead myself as well as others.
”Leadership involves the exhibition of style or behavior by managers or supervisors while dealing with subordinates; leadership is a critical determinant of the employees ' actions toward the achievement of the organizational goals” (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014). Leadership is a strength that initiates, inspires, and guides the cooperation and attitudes of others on the way to set vision. Leadership is influential and involves several styles of approaches that involve trust, accomplishment and focus to reach a projected result. Using and implementing the ideas of others motivates new thinking and gains the confidence to build the trust and encourage everyone to work to the same goals (Northouse,
As I teach leadership development skills within my organization, the topic of personal and employee development naturally arises. When asked leaders often admit how little time is spent on their own development or that of their employees. The most frequent reason for why this is a reality is the lack of time. The problem with this mindset is that leaders often feel that they cannot send employees to a training or development activity, because they do not have anyone who can fill in for the employee while they are gone. In other words, the leader cannot develop their people, because the leader has not spent time developing their people. The habitual assessment and development of oneself and others represents a “deliberate practice” (Fullan, 2011, p.25), that must be adopted if the organization will be able to meet the changing demands of its environment and markets.