Strategic leadership involves the ability of a person or group of people to create agents that stimulate efficient management of the company and maximize its potential.
Strategic management refers to all systematic analysis of the elements related to the competitors, clients and the company itself to maximize profits. Strategies of an organization management can determine its growth, prosperity, and survival. The process is more complicated because the strategies chosen may not be importance organizational goals.
Since the emergence of resource-based ideologies of the organization, there developed a strategized design based on resources. There also exist elements applied to choosing strategic options. The approaches are feasibility, suitability, and acceptability (Harzing, Pinnington 2012 p. 19).
Secondly, the Corporative strategy involves the nature and level of diversification in an organization (Harzing, Pinnington 2012). This type of strategies helps the leaders and the managers to develop the organization rules, structure and processes for the level that the different branches of a company can share and to what the far the leader can manage them. This method deals with specific targeted goals and scope of the organization integral processes and local response.
Ethical Strategic leadership approach to workers engagements
Employee behavior can affect the performance of an organization. The type of strategic management applied determines the employees behaviors (Harzing, Pinnington 2012 p. 20). Therefore, strategic leadership choices a style or styles that deals the employees effectively. As a result, their behavior should be developed, maintained and rewarded in a competitive business strategy (Harzing, Pinnington 2012 p.20).
According to Harzing and Pinnington (2012 p. 28), there exist requirements of employees behaviors revolves around organizational roles. They include following strategic approaches:
Cost reduction strategy
The method involves around reducing the work output on every employer. This strategy gets used in short-term in relatively repetitive manner and involves predictable actions. Its primary focuses on outcome and it is also low-risk taking and more at comfort maintaining with stability (Harzing and Pinnington 2012 p. 28).
The approach revolves around creativity, independence, extra concern for quantity and quality and flexibility to any change. The firm gets abundantly involved in this approach.
It is a short-term predictable and repetitive short-term manners that encourage quality, quantity and less concern for the output. It enhances the staffs commitment to the company.
Therefore, a managers role should match up with the nature of the organization. A Competitive strategy should be in alignment with the expected behaviors. On the other hand, competitiveness should get matched with managers practices which includes training, planning, development and many more (Harzing, Pinnington 2012 p. 32). The leaders should keep updating their thinking and be flexible in their approaches choice.
Leadership is significant to the workers performance and success of an organization. The method used defines the culture of the organization (Archer, Cameroon 2013). The real Quality and image of a company get reflected in the organization and the attitude of the employees toward their responsibilities (Igbaekemen, Odvwri 2015 p. 8). Leadership styles used by the leader also affect their leadership. Democratic leadership defines a modern type of leading while dictatorship refers to one of the oldest styles of leadership.
In this system, both leaders and the employees make decisions concerning the organization (Igbaekemen, Odvwri 2015 p. 10). The method encourages a feeling of accountability and motivation and criticism gets offered objectively. Before the leader gives any directions, he or she asks for the opinion of his juniors. also gives support to the staff toward the achievement of the given responsibility. According to Archer and Cameroon (2013), the old style cannot deal with the type of the challenges found in todays world. This method of leadership encourages the creation of ideas and solutions (Susanto, Susanto 2013 n. p). It also encourages the growth of more leaders who can later lead the future organizations. Additionally, the new generation prefers to be participative and have a consensus in decision making. The following characteristics define a democratic style of leadership.
The modern era leaders have to be supportive in that the employees can approach them in case of issues (Maurer 2013 n. p). Furthermore, being respectful, expressing concern and empathy for the employees also defines a supportive leader. In turn, the workers feel cared for and valued which can significantly motivate them.
Achievement-driven and transformational
A good leader thinks highly of his or her team and pushes them to achieve their given task. The achievement-oriented leader will regularly show individual workers and a team that he or she believes in their ability. Additionally, a transformational leader leads through vision and expresses his or her direct thinking and commitment (Maurer 2013 n. p).
Directive and participative
A democratic leader institutes achievement goals directly and clearly to the employees. He or she clarifies each employees role in the company. Giving employees a part in decision making and consulting them when required defines a great and democratic leaders trait.
In this case, the leader or leaders poses absolute power over the workers. A worker who experienced this method of leading for sometime in the past tends to think that leaders applying the democratic style as weak as well as incapable of decision making. The leader believes in strict control of the employees for the organization to achieve its objectives (Susanto, Susanto 2013 n. p). It is the style that is applied when in need of a quick decision. It also gets issued in the presence of untrained and new employees who require understanding how things work in the organization and their tasks. According to Susanto and Susanto (2013 n. p) dictatorship leads to the increase of fear, tension, hatred and resentment which in turn lead to absenteeism, lack of morale and increased turnover. The closure of the institution might be the final thing to occur because of this type of leadership.
A good leader must adopt a style that enables him or her to meet the demand of the various situations in the institutions (Iqbal 2015 p. 1). Also, the type of leadership in place should match the employees in terms of empowerment and decision making. The leadership style applied in a company determines the performance of the employees and an organization success. Democratic leadership refers to the modern type of leadership while authoritarian defines an ancient and very strict type of leading.
Ethics in strategic management and its positive effect on employees engagement and performance
Ethics refers to moral values that get used by a company to its staffs. In the modern management, these set codes of morals get hotly debated. Ethics, if applied wisely, can improve the quality of an organization. According to Gwory (2012 n. p), ethics can aid in
Reduce an organizations risk
Determine its long-term survival and growth.
Gaining sustainable growth
Strengthening the companys system
Raising Market share and public value.
Ethical management aids in forming achievement-driven principles.
Unlike the strategies. Ethics get set with a long-term orientation that seeks long-term performance (Gwory 2012 n. p). Most of the ethics are universal except the additional localized ones. Ethical management helps to give a company acceptable status (Celikdemir, Paker 2016 p.19). Contemporarily, in decision making the managers should consider ethics as part of ensuring that the organization succeeds. Celikdemir and Paker (2016 p. 19) stated that standard values help the organization to have a good rapport with it external and internal partners because it develops trust between them. Since employees get affected by the characteristic of a company, it suggests the importance of inclusion of ethics in company behavioral requirements. Again, a code of ethics determines the method and formation of regulation regarding ethical behaviors. Using of justice approach to improving fairness and equality among the workers significantly relies on the code of ethics adopted by the manager (Celikdemir, paker 2016 p. 17).
Managers should consider ethical codes as the same the regard profits, growth and gains. As good ethics get combined with the culture of an organization, the reputation of the organization increases as a result. Again the ethics help in strengthening employees trust and motivation in their roles. A company with intact ethical principles attracts the best of employees since research suggested that people like to work in the ethical organization (Celikdemir, Paker 2016 p.17). The values should also consider the employees values to sustain the organizations ethics. All the factors involved in the encouraging ethical behaviors are part of strategic management.
Hence, the codes of conducts should get encouraged in an organization. The values improve an institution relationship with the employees. It also enhances harmony between the workers themselves and between the leaders and the workers. When the link that connects the organization and the employees become intact, then the staff get the belonging feeling and get seriously committed to their work. The commitment of the staff largely determines a companys path to success. Therefore, the leader should ensure that they choose the right style or styles of leading that motivate workers and enable him or her to handle emergent situations.
Managers role in recruiting and selecting employees
In the contemporary world, organizations get faced with too much competition. The recruitments and selecting process require a clear and specific methodology. Hence, they need to recruit the best-qualified employees to gear the company toward success in this competitive world. To get these kind of employees, wide research needs to be conducted. Hiring the right staff for the job prevents bad recruitments lost time, effort and finances of all the people and the organization involved. (Best 2015 n. p). The wasted cost can either be direct or indirect. Direct loss occurs through remuneration and advertisement while indirect loss happens through challenges in poor team motivation, low productivity, and performance, (Best 2015 n. p). Therefore, a well taken care of recruitment process ensures the best people suited to roles get chosen. The managers have responsibilities make sure that the recruitment and selecting procedures picks the right candidate and he or she acts as the company by picking the candidate.
The interview is the main applied method used in recruitment and selecting process. The comprehensive interview also combines psychometric test, job knowledge, and thorough referencing-checking examinations in its procedures (Best 2015 n. p). The advantageous thing about this method is that the interviewer gets to meet the candidate one on one, measure their ability through various techniques and decide which one of them can fit in the employment gap.
Currently, organization persists that the managers recruit and select talents that fit the organization's developmental needs. A manager should treat the recruitment procedure as a risk to prevent any chance of making unnecessary decisions.
The person-organization fit recruitment fit model
The person-organization fit model refers to the most applied method in recrui...
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