Soumi answered on
May 30 2020
Running Head: PRINCIPLES OF LEADERSHIP 1
PRINCIPLES OF LEADERSHIP 10
GRADUATE DIPLOMA IN APPLIED MANAGEMENT / BACHELOR OF APPLIED MANAGEMENT
PRINCIPLES OF LEADERSHIP - CX663001
BLOCK 2 – 2018
ASSESSMENT ONE - INDIVIDUAL REPORT
WORDS = 2282
Table of Contents
Discussion and Analysis 3
Q1. Leading perspectives within the hierarchical levels and situations 3
1. Relevant Style of Leadership 3
2. Effectiveness of the Leadership Perspectives 4
3. Using the Sources of Power in the Organisation at each Level 5
Q2. Approaches to leadership relevant within diverse culture 6
1. Cultural Differences/ Issues amongst the People and Organisation 6
2. Impact of Cultural Differences/ Issues on Leadership Approaches and Changes needed in Leadership Practices when Cultural Diversity Policies are adopted 6
3. Advantages of Considering Identified Cultural Diversity Issues in the Organisation, along with Advantages and Disadvantages of adopting the Cultural Diversity Policies for the Organisation 7
Effective leadership practices encompass of management and inclusion of every employee of the organisation, who have their employment in it. The principles of leadership do not promote the differentiation amongst the employees and the leaders following these principles always try to lead all of them towards the common good of the organisation. Diversity Works New Zealand (Diversity Works NZ) is one such organisation that promotes this concept of respecting the cultural diversity of organisation by supporting them develop an organisation in accordance with the diversified workforce. The cu
ent study is for analysing their leadership practices and approaches to cultural diversity.
Discussion and Analysis
Q1. Leading perspectives within the hierarchical levels and situations
1. Relevant Style of Leadership
Diversity Works NZ is an organisation that fosters the positive sense of including diversity within the working culture of the organisations (Diversity Works NZ, 2018). Their main role is to incorporate the feeling of inclusion amongst the management of other organisations in New Zealand that employ culturally diverse staffs. They have found that with the progress of time, they are receiving more requests from the organisations of New Zealand seeking help on the ways to include diverse employees within their organisational set-up (Diversity Works NZ, 2016). Therefore, for achieving this mission, Diversity Works NZ supports the idea of seeking the opinions of its entire workforce so that through a thorough
ainstorm, the most suitable idea of diversity inclusion can be framed out for the client organisation. Hence, it can be assessed that they follow a democratic style of leadership.
As mentioned by Vann, Coleman and Simpson (2014), organisations following a democratic style of leadership are those, which try to include their entire workforce into the decision-making process in this regard and also ensure that every employee of the organisation is participating the accomplishment of this noble cause. Therefore, when they themselves, foster the idea of workplace inclusion in their practical reality, it can be assured that they take up the same role for their client organisations as well. As stated by Iqbal, Anwar and Haider (2015), the other types of leadership styles are the autocratic, Laissez faire, situational, transformational and transactional.
However, these have not been evident in case of the leadership style of Diversity Works NZ, because the organisation does not believe in ove
uling the opinions of the other members that are in the context of autocratic leadership style, nor does it needs to modify its leadership practices according to the situation that might arise later at par with the situational leadership. Not only that, as argued by McCleskey (2014), transactional leadership leads the employees through the exchange of some employment benefits such as monetary and non-monetary benefits. Moreover, the use of transformational leadership would also not be suitable because the leaders do not transform the situation of the organisation largely (Amanchukwu, Stanley & Ololube, 2015). Hence, since it can be infe
ed that the organisation has been allowing the empowerment of its employees, encouraging them to participate in the decision-making process, therefore, they have been implementing democratic leadership style.
2. Effectiveness of the Leadership Perspectives
The perspectives of effective leadership project the idea that an ideal should be the one, who is successful in guiding the other entities of the organisation towards a better future. As supported by Zhang et al. (2015), an effective leadership includes the well-being of the employees along with the success of the organisation. In other words, it can be said that in order to achieve the long-term success for the organisation, the eminent leader does not ignore the well-being of the employees. Hence, for generating the maximum output and the most appropriate outcome, they believe in the inclusion of all the employees into the decision-making process of the organisation.
As supported by Bamiatzi, Jones, Mitchelmore and Nikolopoulos (2015), this is one of the best approaches to leading a culturally; diverse organisation or the one that aims for the same. It is to be noted that in case of Diversity Works NZ, they operate to inspire and plan for other organisations in New Zealand to manage their culturally diverse workforce so that the workplace harmony is maintained properly (Diversity Works NZ, 2018). Therefore, when they intend to achieve this aim, they take up the path of including all their staffs into making the decisions for the client organisations.
Moreover, they also inspire, guide, motivate as well as improve all the staff members towards this target, so that they can also learn to em
ace cultural diversity within their workplace easily. Therefore, it has been affirmed that they have opted for democratic leadership, which is why they do...