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Critical evaluation of leadership values, attitudes and behaviours and their impact on others and the organisation
Pages 13 (3263 words)
Today’s organisation requires development of competent leaders in order to gain commitment and dedication from internal staff members, which is a significant break from traditional management models in which employees are viewed as merely resources that can be aligned with strategic objectives as a means to maximise efficiency and productivity in the operational model.
Leadership, unlike management, is about identifying with the intangibles of human behaviour and attitude and attempting to apply empathetic and considerate policies and procedures to improve interpersonal relationship development and to facilitate individual development, thus improving human capital advantages within the organisation, through such practices as coaching and mentoring. Having provided an understanding of leadership and its primary definition, it should be reinforced that only a reflective leader is one that will consistently improve and be able to identify with the diverse psychological, sociological, and tangible needs of employees as it pertains to their role within the organisation. One methodology of ensuring reflection as ongoing, cyclical practice is the 360 degree feedback system, a process of engaging multiple stakeholders to provide meaningful feedback about attitude, behaviour and performance of a peer or subordinate to give a broader and more accurate view of where an individual requires development or improvement. ...
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