Essays on Global Leadership Issues Assignment

Download free paperFile format: .doc, available for editing

The paper "Global Leadership Issues" Is a wonderful example of a Management Assignment. A good number of present businesses and firms are attempting to strengthen their positions in the market, while their competitors are also striving to increase their market share (Glaister et al. , 2004). Nonetheless, they have had to endure difficult fiscal stages, uneven economic periods tied by core factors such as swift transformations technically, legally, socially, environmentally and politically (Light, 2005). This has led to a situation where global firms depend on frequent appraisals, continuous changes in strategies, outsourcing of noncore services, management changes, technology adoption, and modernization to always be one step ahead of the competition, improve profitability, enhance client loyalty and develop the value of its shares.

The net effect of all these processes is to augment the firm’ s market share (Hillgren & Morse, 1998). For any firm to be described as a good performer, it has to undergo a series of life cycles that necessitates efficient and successful leadership in order for the firm to always remain relevant in the market. This report shall evaluate a recruitment advert placed on a recruitment website and how the different styles of leadership, management, and operations required for the vacancy compare to relevant theories.

The report shall initially explain the relevant qualities that may be looked for by assessors, for the leadership position. The link for the job I would be applying can be found on http: //brightpoint. submit4jobs. com/index. cfm? fuseaction=83040.viewjobdetail& CID=83040& JID=98827& source=JCNLX   Q1 Outline of skills, knowledge, and abilities being sought Skills: Direction Proficiency Motivation Organization Knowledge: Human resource management concepts and practices Abilities: The ability to steer human resources towards a particular goal of an organization and the successful achievement is very necessary for the job at hand. Q2: Explanation of why I think the above are important skills, knowledge, and abilities are being sought. The skills, that are required for the leadership position at the firm may be summarized as: Direction: This element classifies what is vital to the firm and what isn’ t.

A successful leader is able to appreciate where they are coming from, the situation they may be facing presently and the point they expect themselves to be in the near future (Light 173). In this element, it necessitates 3 fundamental components that are practiced and enshrined in global firms and companies (Hillgren & Morse, 1998).

Visions are an important part that global firms are very particular about. A successful leader is able to articulate the firm’ s vision through proper communication with staff. This also involves proper communication with the firm’ s stakeholders and outside the community. Great and convincing visions inspire staff to pull efforts together in order to ensure the successful achievement of organizational goals. Another component that a good leader must inspire within his/her staff is valued. Global firms have placed importance on values.

They are what a firm embraces to be extraordinary, and state how the conclusion is met, issues solved and policy-making and implementations are done (Glaister et al. , 2004). Leaders of global organizations are able to distinguish and implement the values of the organization, in a manner that ensures all staff follows and respect the values of the organization. Their values are not only entrenched on the firm’ s performance, but the administration is able to exemplify the values through role models within the firm. These models are followed by the firm’ s staff, by implementing complete and unofficial feedback from staff.

Through them, the management is able to evaluate the success of the emulated values (Hillgren & Morse, 1998). Furthermore, staff that actively and dutifully subscribe to the organizational behavior are rewarded for doing so. Proficiency: This is the ability of a leader to accomplish the set objectives and live up to t its vision and mission statements (Hillgren & Morse 1998). This proficiency is subject to the leader's ability to obtain practical expertise and understanding that is important in carrying out tasks and organizational effort, education of staff on all stages of the requirement for team building.

This can also include training on teamwork cultures, and allowing staff to learn work management proficient (Glaister et al. , 2004). Being a leader in a global environment in which the company operates will require me as a leader to have the ability in coming up with sound decisions, unraveling issues, thinking critically and making sure that operations are maintained with a lack of direct administration (Light 2005). Furthermore, proficiency of the firm’ s leadership is subject to the acquisition of data by staff in consideration to acquiring information regarding the firm’ s fiscal position which assists leaders in implementing valuable resolutions (Klitgaard et al. , 2005).

As a global leader one should consequently guarantee that the staffs have functional skills. As leader in the organization, I would allow the smooth implementation of organizational operations and the initiation of a teamwork culture. Staff should be allowed to work with them. Motivation The staff of the firm should be frequently motivated so as to improve productivity in the organization. Motivation ensures that employees exert effort into the successful accomplishment of the firm’ s mission.

Motivation also spawns ideas that assist in the initiation of new products. These newer products assist the firm in capturing and dominating its market position. Hence the firm will always be one step ahead of its rivals (N. S.W. D.P. , 2006). As a leader in my respectable organization, I will thus ensure that my employees are able to recognize the efforts that are being driven by the administration. Such efforts may include efforts in rewarding good results and investigating the causes of not realizing the set objectives.   A good leader and worth of heading a global firm are able to identify those deficiencies of staff motivation likely as a result of a lack of clear policy-making and implementation.                       There are numerous ways that an individual who is a leader can inspire a team.   They may comprise of ways such as arranging tasks in a manner that is appealing,   presenting awards to performers and at simultaneously, making sure that the hierarchy of needs is in place.

If a leader has the above merits, there is a high chance that the organization will succeed.                         Organization: Being a leader of a global entity necessitates an individual who is prepared.

The individual should be in a position to effortlessly manage a team that performs the organizational goals at hand.   As a leader in the firm, I should exhibit the capability of arranging the roles and tasks in a manner that it does not cause personal disagreements. In organizing the many organizational functions,   I should be in a perfect situation to develop various approaches to resolve the issues so that each member of any team is to accomplish the aims as envisioned by all stakeholders and management.

I recognize that a good leader should always ensure that each member of the team is organized Knowledge For me to get the job, I would be required to have knowledge of Human resource management concepts and practices.   Since I will be having an undergraduate degree in Human resource management, I am amply suited for the job. The Interview                               If invited for the Interview, I would first make sure that to dress formally.

The manner in which I dress myself in diverse settings very much controls the way different individuals distinguish us and to a very large extent develop our probability of success. This success may not only be confined in interviews alone but may also cut across in the business world, or even in social surroundings. It dictates how we communicate with our peers or people of higher authority. This is significant when conducting official duties with individuals who we are not familiar with or who we may be coming across for the first time.

When dressed suitably it is simple for us to encourage trust on individuals around us. This trust is central to any business that we want to conduct                       In the interview, the second thing that I would make sure is that I am able to communicate effectively. Effective communication is one of the central components of successful performance in the leadership position that is to be filled. Studies have shown that most firms believe that expertise in communication as the key factor in selecting managers for top jobs.

This is so, as effective communication skills transform into one’ s capability to labor with other team members. This leads to improved accomplishments in the firm. Having the ability to articulate my ideas to the interviewing panel will further ensure that I am better positioned for the selection of the job. Conclusion A leader of a global firm translates victory through accomplishing sound financial outcomes, having staff who are inspired, having satisfied customers and repaying their loyalty through learning their different tastes and preferences. This cans also extend to conducting regular customer surveys in order to ensure quality service delivery.

All successful leaders of big corporations have similar traits.

References

Checkmark Books. (2007). Communication Skills. Mastering Career Skills. New York: Checkmark Books.

Eigenhuis, A. Dijk, R.B. (2007) High Performance Business Strategy: Inspiring Success through Effective Human Resource Management. London: Kogan Page Publishers.

Glaister, K.W., Husan, R., & Buckley, P. J. (2004) Strategic business alliances: an examination of the core dimensions. Camberley: Edward Elgar Publishing.

Hawkins, L. (2009). Using the Web to teach Chinese. Austin American Statesman, B.7. Retrieved February 17, 2010, from ProQuest Newsstand. (Document D: 1907707371).

Heinemann, B.W. (2008) High Performance with High Integrity. Harvard: Harvard Business Press.

Hesselbein, F., Johnston, R. (2002) On high performance organizations: a leader to leader guide. San Francisco: Jossey-Bass.

Hillgren, J. & Morse, E. (1998) 'High performing organizations.’ London: Executive excellence.

Jacobs, S. K. (2009). Communication Skills for Conservation Professionals. New York: island Press.

Klitgaard, R.E., U.N.C.P.S., P.R.G.S. (2005) High-performance government: structure, leadership, incentives. London: Rand Corporation.

Light, P.C. (2005) The four pillars of high performance: how robust organizations achieve extraordinary results. Montreal: McGraw-Hill Professional.

N.S.W.D.P. (2006) Performance criteria: draft guide. England: NSW Dept. of Planning.

U.S.G.A.O. (2004) High-performing organizations: metrics, means, and mechanisms for achieving high performance in the 21st century management environment. Washington: U.S. Government Accounting Office.

Walrand, J., Varaiya, P.P. (2000) High-performance communication networks. Melbourne: Morgan Kaufmann.

Download free paperFile format: .doc, available for editing
Contact Us