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Management

Human Resource Management Reflection on Leadership

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Human Resource Management Reflection on Leadership

Work Experience

In my entire moments as an employee, I have discovered that leadership an approach by the people and meant for the effect of the people. In fact, the great approach of leadership is based on leading with even a less position. Presumably, a leader has to be remembered for what he or she did. Therefore, I believe that leadership is not what to leave behind but that which one lives for behind. I discovered and more importantly, I adore a servanthood dimension of a leader. Hence, to lead or influence others in an organization is based on initial personal leadership. That is, if you do not understand yourself, then it becomes challenging to fathom what your subordinates need or require in the organization.

However, I have learnt that character is among the most significant aspect of a leader. In, fact according to () while admiration goes to genius men, the powerful men are feared. Evaluating such concepts enabled me to discover that, leaders have to balance their traits to remain effective.  Of course, leaders are meant to be a balancing effect on the firm; thus, they are supposed to oversee everything that happens in general. Therefore, to gain a trusted character trait, I have learnt that a leader needs to leave a mentorship mark. Notably, a mentor does not show people what to do but leads them in what to do.

Workplace Experience Theory

The theory of situational leadership is among the most effective concepts by a leader. The theory implies the adoption of unique styles of leaders that are adopted by a leader. I comprehend that different situations require leaders to behave uniquely. While most employees cannot be speculated on their next actions in the firm, then I would say that leader needs to respond according to their most current behaviours. As a leader, it would be accurate to either substitute the employee or maybe work on building the employee. Either way, the leader will have to make dynamic decisions that regard the organization.

However, with the theory of situational leadership, the success pursues you rather than pursuing it. Therefore, the most vital thing to keep in mind is that leader has to adjust in various ways to fit the firm’s level of development. Hence, a leader will continually change to achieve the needs that a company requires regarding a certain situation. Notably, as a leader who employs a situational concept, you might want to initiate styles of leadership that revolve around participating, telling, delegating as well as telling.

Strategic Proposal in Leadership

I would propose a w strategy on purpose leadership. The strategy lies under the concept of servanthood practised by a leader in the organization. With a purpose leadership strategy, you might want to rely on direction, destiny as well as decisions. A leader who believes in a powerful future, then the leader can have faith in the present. Similarly, with faith in the future, then the leader lives powerfully in the present.

The direction in which the leader intends to move relies on knowing one’s tree. Th latter enables to focus and gain the ability to say no. In fact, the leader will only concentrate on that which is planned and avoid initiating other plans in between the process. I would say that wisdom is knowing what not to do but not just comprehending what to do. Therefore, with such knowledge, a leader is in a position to make a selection of the key of aspect in the game. Besides, the leader would want to make choices not by feelings but regarding specific purposes.

Learnings

I would admit that situational leadership concept enables a leader to learn from subordinates but can never become them. Besides, leadership success depends on the leader’s character traits. Hence, a leader’s attention that comes with less preparation often results in personal destruction in the firm. However, it would be right to mention that no leader is great naturally; hence, we all become the products of that what we do I the organization. Truly the organizational behaviour depends on the leader’s influence on other employees.

Refection on Organizational Processes and Behaviour

Work Experience

With adequate experience as an employee, I would be certain to submit that a firm’s operational process determines its failure or success. Therefore, I have discovered that the organization’s behaviour depends on factors of success that often have to be employed. The most essential factors that might want to be highly considered involve the mindset of owners, timing as well as the ideal. In fact, the entire process revolves around three factors. The mindset of employee workers convinces me that, they can never rise beyond that which they imagine. Therefore, to control the future in a more significant manner, the organizational process calls for employees to manipulate today before it becomes tomorrow.

However, the behaviour of the firm is the real test for any initiated ideas. Therefore, money as a resource might not generate the ideologies in the firm but it’s the ideas employed in the process of running the firm generate money. Hence, it would be accurate to suggest that the most effective way to evaluate an idea is by it’s potential to solve exiting human issues.  Additionally, timely fixtures in a firm process must align with established action plans. Failure to the latter, describes with no doubt, the fall of a named company.

Workplace Experience Theory

The contingency theory a firm management processes suggest that there exist no specific ideologies in a firm’s processes. Besides, I would agree with the theory that firms are unique both externally and internally. Therefore, such a theory would emphasis that the productivity of the organization’s processes initiated depends on the adaptability of executives. The management of the organization must be willing to adjust according to the dynamic ecosystem. Through, effective changes, the contingency theory ensures that the organization’s process does not veer off the course. The management in any of the firm’s volatile processes in the industry become very vital at any given moment.

Along with the transformation leadership theory, the theory of contingency works together to improvise on the most adequate measures. Specifically, the management would want to turn the staffs into more fitting characters. Therefore, contingency planning enables the management to evaluate the most competent steps in the processes laid. Hence, employees will be transformed to perform specific tasks according to each one’s potential. Presumably, it is right that the contingency and transformational concepts require revealing if situations in the firm. However, the focus must be intensely applied when accounting for specific circumstances.

Strategic Proposal

I would, however, suggest for a blue ocean strategy despite unique operating steps in various firm’s processes. Well, each firm would long to acquire a competitive advantage in the industry. However. The majority of the firms operate in a comfort zone of red ocean space. Of course, the red ocean space implies that most of the firm are occupied with the fear of failure in the market. I understand that competitive firms like Amazon have established enough space. Thus, initiation of Amazon’s blue ocean strategy calls for the existence of conceptual thoughts. Therefore, the individuality level in the blue space is revealed as the space becomes clear.

I would suggest that the blue ocean strategy to be the most adorable to a firm that has initiated contingency concept. Perhaps, the concept and tactics of the strategy might align in which those involved demonstrate differentiation from other market players. However, the blue ocean strategy will call for self-disruptions since the space is not permanent. Hence, forces of change need to be avoided.

Learnings

Truly I am enlightened that failure in the organizational process is temporary. In fact, a firm needs to manage its shifts to keep advancing; thus, the theory of contingency, as well as transformational concept, allows the firm to stay the course. However, if both theories were to be implemented in a blue space, then the firm would remain in a competitive advantage. Of course, a firm might need to be disrupted since a blue space is not permanent. Well, self-disruption emerges to be the most adorable step to maintain the space. Apparently, I must agree that affirm requires to reengineer itself; that is, in terms, of business models, the base of clients, brands as well as products.

Topic 10: Organizational Justice and Employee Wellbeing

Work Experience

How the employees are engaged in an organization implies the perception of a firm’s operation. In fact, i must admit that the employee’s wellbeing relies on the decisions that the top executives will make in an organization. Hence, the latter involves how the majority will be influenced in terms of their attitudes as well as work behaviours. However, I understand that the concept focuses on the employee’s principle of fairness; thus, the employee’s wellbeing revolves in the ability to concentrate on decisions made by employers. In fact, the subordinate staffs would want to judge decisions either fairly or unfairly.

Hence the justice in the firm involves the contentment if the workers with the expectations of their leaders being held constant. Therefore, the injustices that arise in the firm can result in deviance in the workplace. An employee is the must a

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