Analysis of Ethical Leadership and Responsibility †Free Samples

Question: Discuss about the Ethical Leadership and Social Responsibility. Answer: Introduction The following paper focuses on developing a learning journal for the self analysis. It is indeed very useful for the future managers and the leaders to develop certain leadership skills out of their self assessment. This is because the leaders are the faces of an organization and they have to represent themselves on behalf of the company. The leaders in the organizations of the present era needs to develop many skills because they belong to a certain group of persons who have the decision making powers and the leadership skills they choose to run the organization (Northouse, 2015). Their own motives and point of views have a lot of significance in the path the organization will thrive to move. The leadership skills are different for the different leaders and the managers. However, the common motive or purpose behind all of them is to build up a good reputation for the organizations. In order to do this, the leaders have to assess themselves and identify what kinds of skills they are lacking at that moment. Then they have to improve on that and thus develop for themselves a better skilled person to guide the organizations for its success. The benefits of self-awareness There are many critical leadership skills in the present era fitting to different types of leaders (Duval, Silvia Lalwani, 2012). This enhances the fact that the leaders need to upgrade themselves as per the requirements of the organizations. As the business environment in the present time is much volatile in context, the leaders may have to face difficult situations at many times. This will lead to the betterment of their skill improvements. The self-awareness is one of the most important but least focused competencies for leadership (Thorn, 2012). Self-awareness is the process by which the leaders learn in what conditions they are good at managing and which things they have to still learn. It is always better for the future leaders and managers to go through certain self-assessment programs because if they dont, the other people in the workplace will surely be able to see those weaknesses. There are some interpersonal activities that the future leaders must undertake to improve th eir activities. If the leaders do not indulge in such matters, their leadership skills may degrade and it might lead the organization to an utter failure (Mendenhall, 2012).On the contrary, if the organizational leaders undertake the responsibilities to identify their faults and strengthen them, the result will automatically be on the positive side. The organization will get many added benefits for this. The most important and common trait for all the organizations is to learn through the process. This organizational learning is a very useful process for maintaining the core competencies for the organization (Argote, 2012). The organizations have to be pass through constant changing periods that influence them to change and improve incessantly. This also works in case for the leaders as well as they are the drivers for success of the organization. The innovation process in the organizations is one of learning and changing. The hallmark of the high performing organizations is to continuously learn and make amends after they commit some mistakes. There are many leadership traits that can be followed by them in order to be a successful organizational leader (Nahavandi, 2016). The leadership skills for the future managers Some of the important traits or the features that must be present in the future leaders have to be discussed in this segment. These features or the traits are empathy, poise, his outgoing nature, attention to details of any case, ambition and most importantly to be optimistic about the success. Empathy The first feature that is required to be the top leaders in the organizations is the ability to apply the emotional intelligence in the workplace (Goleman, Boyatzis McKee, 2013). This is led by the empathy that the concerned candidate has for the situation. Leadership is considered mostly to be a situational issue so the decisions have to be taken according to the decisions. The future leaders must be able to perceive, understand and manage all the emotional feelings so that they can handle any situation in the workplace. The leaders or the future managers must be able to relate all the circumstances they face in the real time. They should be able to link them for gaining the organizational success. The leaders must develop the emotional intelligence so that they can relate the situation. (Goleman, Boyatzis McKee, 2013). The earlier form of empathy relies on empathy. It is of utmost importance for the managers to care for the employees who are working in their organization. They must develop some emotional bonding with them and relate themselves to their lives. The manager or the future leader must be able to adjust with other co-workers in different difficult situations. If they cannot relate themselves to the workers, the workers will not feel any reason to be on the same page. The approach of the managers has to be seen when difficult situations arise in the personal or familial lives for the employees (De Waal, 2013). They should act to be friendly and caring and motivate them to overcome or sort out those problems. Poise It is very significant that the leaders must have sheer confidence in themselves. This is because confidence is one thing that helps the individuals to stay in the race for supremacy. When the leaders decides to undertake some new things and apply them in their organizations, at the very first point, they should try to convince the employees. It is because the employees will perform the tasks. If the employees do not have the confidence on the leaders or the managers, it means that the managers themselves do not have that much of confidence in the works that they are looking to undertake. This situation may cause some confusion among the employees. This may result in complete ruining of the work (Lorentz Hilmola, 2012). The need for confidence in the future leaders or managers is very important form another aspect. Very often it has been noticed that the employees get indulged in conflicts between themselves. It may be because of some unwanted reasons that have arisen in the workplaces. The leaders or the managers need to consider the different facts and they have to take the employees under their confidence. The leaders must be able to motivate the employees to go in line with the organizational adjectives and command them with full confidence (Lorentz Hilmola, 2012). Ambition Ambition is one very important trait among the leaders because it helps them to move forward with the organization by applying certain development strategies (Block, 2016). The leaders who thrive for development of the organization must be very ambitious. The future leaders must have a great deal of ambition in themselves that will drive them to innovate. The employees should be completely dedicated to the leaders as the leaders will motivate them to chase the organizational success (Kaufman Guerra-Lopez, 2013). The ambition of the leaders will make them try new things in the organizations. These innovation techniques will be applied by the employees. The leaders must be ambitious enough to dream about a sustainable future about his organization (Thomas, Lamm, 2012). Optimism Optimism is another thing that has to be one of the most important factors in determining the success of the organizations in the future (Carver Scheier, 2014). The organizational leaders should be full of optimism because their optimism and confidence in achieving the desired success will lead the organizations towards a grand success. It is the duty of the leaders to generate the optimism skills within their nature and characteristics. If the leaders are not optimist about the operations they indulge in, automatically their leadership will be affected and the employees will feel the impact (Carver Scheier, 2014). A feeling of negativity will be spread in them as well. This will be very problematic for the growth of the organization. Professionally humble and 360-degree thinking power Some of the other traits that the future leaders or managers in an organization must develop are to be professionally humble and helpful and to have possessed a 360-degree thinking capacity (Rue, Byars Ibrahim, 2012). This is to say that the organizational leaders must be soft spoken and humble to his subordinates. However, this does not mean that they will not be strict. They must present themselves in such a manner that the employees and the customers will feel safe and reliable to make business with. This has to be integrated within the nature of the leaders because very often they have to deal with the customers verbally (Arnstrong et al., 2015). If they are rude in their behavior and they always seem to be very annoyed with everything going around them, the customers may not like them at all (Best, 2012). The leaders must be a 360-degree thinker because they have to think about the overall success of the organization from all the angles (Rue, Byars Ibrahim, 2012). The leaders have to understand the purpose and motives of the organization, be versatile and deal with every difficult situation in a calm head and he has to understand and compare his organization with other organizations as well. Self-assessment I have chosen these four criterions for the self-analysis of the leadership skills for the leaders to develop. I think I have to build these traits within myself so as to drive my company towards growth and success. I think I have to be versatile, critically aware of the things that are happening around me, I have to be humble when I meet with my companys customers and other big names in the industry. Besides that, I have to be very much optimistic about everything that are around me and I must face all the challenges bravely and bring out positive things. I should have the confidence so that I can deal with almost any matter presented before me. Learning journal In this part of the paper, I will have to summarize the results that I have assessed about myself in the quest to be a successful organizational leader. I had the good fortune of sharing thoughts with my friend Mr. Wilson about these things I have come through while assessing my own nature and what things I have to develop to become a proper leader. I have found that I lack the feature of motivating my employees as I myself am very introvert. I am prone to be rude sometimes when I am under pressure. I do not like to make mistakes and I get very angry when I see someone making in mistake in their works. I like to face new challenges and solve those challenges. I am always optimistic about any given situation. I only consider the fact that these situations have to be tackled by me in good ways. I like to be 360-degree thinker because I want to utilize every opportunity that is in front of me. My friend Mr. Wilson has been an ardent listener when I consulted and shared these things with him. He listened to what I had assessed about myself and opined his valuable remarks to me. He said that I would have to be extrovert and aggressive if I want to be a successful leader of an organization. He also said that it was quite difficult for me to control the workforce if I was not able to motivate them. My tendency of getting rude sometimes could destroy the purpose of the work as well. These negative points I have to get rid of very soon. He also opined that my liking of facing new challenges is very good because it would help me to grow in confidence and my optimism would drive me to attain success for the organization. The fact that I like to utilize every available opportunity would surely drive me to personal success. Conclusion This paper can be concluded by saying that I have discussed the various factors behind a proper leadership of an organization and the things that drives to a successful leadership. I have assessed my nature in this paper in regards to the fact if I want to be the leader of an organization. I have discussed about some of the traits to be a critically successful leader in the real time organizations. I have assessed myself critically looking at both my pros and cons so that the person I have consulted with can provide and guide me with the best advices. This will help me to prosper in life by growing the best opportunities to utilize my strengths and put more focus on my weaknesses. References Argote, L. (2012).Organizational learning: Creating, retaining and transferring knowledge. Springer Science Business Media. Armstrong, G., Kotler, P., Harker, M., Brennan, R. (2015).Marketing: an introduction. Pearson Education. Best, R. (2012).Market-based management. Pearson Higher Ed. Block, P. (2016).The empowered manager: Positive political skills at work. John Wiley Sons. Carver, C. S., Scheier, M. F. (2014). Dispositional optimism.Trends in cognitive sciences,18(6), 293-299. De Waal, A. (2013).Strategic Performance Management: A managerial and behavioral approach. 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