Assignment 2 Leadership Assessment Due Week 8 And Worth 300

Assignment 2 Leadership Assessmentdue Week 8 And Worth 300 Pointsorga

Analyze the leadership style(s) of a senior executive (CEO, CFO, COO, Director, etc.) in your current or previous organization who made a positive or negative impact on you. Analyze the organizational structure and culture of the company for which you work (or would like to work) to determine its approach to team development, and whether that approach helped to enhance your relationship skills in the workplace.

Evaluate the performance of your selected leader based on his or her ethical conduct and effective communication to determine if this leader was successful in motivating and empowering you to improve on your work performance. Explain your answer. Determine three (3) best practices organizational leaders can use to motivate employees and discuss their potential benefits. Discuss some of the challenges leaders encounter when managing diversity and how diversity helps business organizations better compete in global markets. Develop an effective business strategy to address the challenges and issues you have identified above.

Use at least five (5) quality references. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.

Paper For Above instruction

The landscape of organizational leadership is multifaceted, encompassing various styles, ethical standards, communication practices, and strategies for managing diversity and development. Analyzing a senior executive's leadership approach within a specific organizational context provides valuable insights into how leadership influences performance, culture, and global competitiveness. This paper dissects the leadership style of a notable CEO from my previous organization, examines the company's organizational structure and culture, evaluates leadership effectiveness, and proposes strategic practices for fostering motivation and managing diversity.

Leadership Style and Impact

The leadership style of the CEO in my previous organization predominantly aligned with transformational leadership, characterized by inspiring vision, motivating employees beyond transactional exchanges, and fostering innovation. Their charismatic personality and ability to articulate a compelling vision motivated employees and cultivated a sense of shared purpose. However, there were instances where the leadership approach lacked consistency, leading to confusion around priorities, which at times negatively affected team cohesion. The CEO’s ability to empower managers at various levels facilitated autonomous decision-making, enhancing overall organizational responsiveness. Nonetheless, this empowerment was sometimes inconsistent, inadvertently causing variations in performance and morale across different departments.

Organizational Structure and Culture

The organization operated with a matrix structure, aimed at balancing project-based functions with operational efficiency. The culture was predominantly collaborative and innovative, emphasizing open communication and employee development. This environment supported team development by encouraging knowledge sharing and collective problem-solving. Such a culture enhanced my interpersonal skills by providing opportunities for collaborative projects and leadership roles in team settings. It fostered a sense of ownership and accountability among employees, which in turn strengthened relationship-building skills essential for effective teamwork.

Leadership Performance: Ethics and Communication

The CEO demonstrated high ethical standards, particularly in transparency regarding company performance and decision-making processes. Effective communication was evident through regular town hall meetings, transparent reporting, and open-door policies, which fostered trust and engagement among employees. These practices motivated and empowered staff, leading to increased productivity and alignment with organizational goals. However, some employees felt that top-down communication occasionally lacked nuance, which created gaps in understanding strategic shifts. Despite this, the leader's ethical conduct and emphasis on open communication contributed significantly to cultivating a motivated workforce.

Best Practices for Leadership Motivation

Three best practices that organizational leaders can adopt to motivate employees include:

1. Recognition and Reward Systems: Recognizing employee achievements publicly boosts morale and reinforces desired behaviors, fostering a culture of excellence (Deci & Ryan, 2000).
2. Professional Development Opportunities: Providing training and growth pathways increases job satisfaction and loyalty, aligning individual aspirations with organizational objectives (Noe et al., 2017).
3. Empowerment and Autonomy: Allowing employees to make decisions enhances engagement and innovation, leading to a sense of ownership over their work (Spreitzer, 1995).

The potential benefits of these practices include increased motivation, higher productivity, and improved employee retention. When recognition is linked to meaningful growth opportunities and autonomy, employees are more likely to be committed and innovative in their roles.

Managing Diversity and Its Business Benefits

One of the central challenges leaders face when managing diversity involves overcoming unconscious biases and fostering an inclusive environment. Leadership must develop cultural competence to navigate differences effectively, ensuring equitable treatment and opportunities for all employees. Diversity enhances a company's ability to understand and serve global markets by bringing varied perspectives, ideas, and problem-solving approaches, which drive innovation and competitiveness (Cox & Blake, 1991).

Strategic Approach to Challenges

An effective business strategy to address diversity challenges involves implementing comprehensive diversity training programs, establishing inclusive policies, and promoting leadership accountability in fostering diversity. Creating employee resource groups and mentorship programs can support underrepresented groups, ensuring equitable participation and development. Additionally, embedding diversity metrics into organizational performance assessments ensures ongoing commitment and progress tracking (Ely & Thomas, 2001). Such strategies foster an inclusive culture, which not only mitigates challenges but also leverages diversity as a strategic advantage to compete globally.

Conclusion

Effective leadership requires a nuanced understanding of one’s own style, organizational culture, ethical standards, communication practices, and diversity management. The examined CEO exemplified transformational leadership supported by ethical communication and empowerment, which positively influenced organizational performance. Leaders must embrace best practices like recognition, development, and empowerment to motivate employees, while strategically managing diversity to harness its benefits. Developing comprehensive strategies aligned with these principles ensures organizations remain competitive and adaptive in a complex global environment.

References

• Cox, T., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive, 5(3), 45-56.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46(2), 229-273.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Fundamentals of Human Resource Management. McGraw-Hill Education.
• Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• Bass, B. M. (1999). Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 33-66.
• Machin, S., & Van Reenen, J. (2004). Managing with style: The effect of management style on company job satisfaction. Economics of Education Review, 23(3), 259-270.
• Robinson, S. L., & Judge, T. A. (2019). Organizational Behavior. Pearson.
• Yukl, G. (2013). Leadership in Organizations. Pearson.