Introduction
Bachiochi (2000) asserts that the role of a true leader is to keep an organization operating at high efficiency so as to meet both its short-term and long-term goals. A true leader also motivates members to apply their best efforts in order to realize the organizations objectives. As such fostering team work among members of a team should be the role of a good team player.
It is also the duty of a leader to identify individual strengths and weakness and assign them appropriate responsibilities that will give them an opportunity to exploit their potential maximally (Wolinski, 2010, p.8).
Roles that leadership plays in an organization
In addition, Wolinski (2010) asserts that leaders must research widely for relevant information so that they can equip their workforce with appropriate knowledge accordingly. Thus, they must not only gather information, but also synthesis it before presenting it to the group. Leaders must also use the newly gathered information in assisting the work force to accomplish their tasks. This results to a highly motivated workforce that actively participates in the realization of the organizations mission and vision.
Wolinski (2010) asserts that leadership is relational. This occurs when the leader’s guidance influence the team positively which results to achievement of the desired goals. According to White Stag Leadership Development (2010, para.1) essential and effective leadership skills involves a variety of leadership abilities.
A leader should have the getting and giving information skill so that he/she can be able to communicate effectively. Effective communication involves proper encoding and decoding of the message and giving appropriate feedback. More over a leader should be able to understand the needs and the characteristic of the group. This will enable him/her manage the group more easily.
Leaders should be aware of the resources at their disposal. The resources of a group includes members’ backgrounds and experiences which is an effective technique for bringing a group together and creating commitment towards common goals. During the exercise of control, the leader balances between getting the job done and keeping the team together (White stag leadership development, 2010, para 2)
Definitions of leadership, analyzes of the different types of leadership skills
Farcht (2011, p.4) asserts that the greatest call for a leader is empowering others. Empowering involves offering an opportunity to an individual enabling him/her to grow and use his/her experiences and contribute towards processes of decision making.
Osbon (2011, para.8) considers empowerment as the mechanism where individuals’ discover their internal strength and the capability to direct change within their organizations. Initially, individuals ought to develop sense of self and healthy relationships with colleagues. From there the leader can be successful to influence the change process effectively. Successful leaders are known to assist their employees to operate at their full potential through appropriate guidance and support.
Empowerment and the influence by leaders
To become a great leader, one will have to adopt the empowerment principle in his/her life. Farcht (2011, p.5) also asserts that if one does not empower others, then he/she is not raising up independent people. Some leaders perceive the act of creating independent people, as creating people that may rise against his/her own leadership. However, this argument has no basis as it has never been found to happen. When one treats others with respect and empowers them, they honor and respect him for that.
When one empowers others to succeed, he/she creates an incredible team of people around him/her that can be able to do anything that is assigned to them (Osborn, 2011, para.4). The fact remains that if one does not empower others and help them reach their full potential, he/she is actually falling short of maximizing his own potential as a leader. Effective leaders have realized that empowering the people they lead is also a way of enhancing their leadership capabilities
The different theories of contingency
There are three forms of contingency theories. They include; categories leadership, contingency theory, decisions making theory as well as the rules theory. According to Prechel (2007) theory of leadership emphasizes that task subordinate and group variable determine the success of a leader.
The contingency theory of making decision assets that those procedures that aim to efficiency will involve making quality decision. It also means that these being lead have to accept the decision arrived at and if there are disagreements concerning the decision, it has to be resolved.
According to Prechel (2007), the rules theory stipulates that effective rules contingency have the ability to be persuasive. Persuasion is more desirable than the traditional theory of attitude.
Bachiochi et al. (2000) asserts teamwork as performing duties for common goal by a particular team. Collaboration is enhanced by teamwork from different levels of the organization unleashing untapped thinking potential.
There are several elements in a winning team as discussed in the following text. Firstly in every team the leader has to outline the objective of the team since everything stars with a vision. In team work, all members work together towards a certain objective. The members are highly motivated to work in instances where they realize their efforts are recognized and appreciated.
To be successful, the leader should ensure that he/she builds a team star where all the members are willing to sacrifice their personal interest towards the good of a team. This can be realized by building shared ownership for the results so that every member feels well represented. This can be achieved by starting with oneself and sharing individual results with the group (Wolinski 2010).
Teamwork, leadership development
Good leaders should try and realize the weakness and strong hold of every member so they can help them exploit their potential optimally by assigning them roles that they are best suited for. In addition, leaders ought to establish a self-managing team that can manage itself on its own. Lastly, leaders should lead in a manner that eases constructive communication.
This can be achieved by leading in a manner that allows healthy communication within the group. All things such as setting goals, assigning tasks, solving problems, announcements should be done harmoniously between members of the team.
. Ethical leadership is the kind of leadership that helps individuals to achieve their full potential as human beings. This is done by having the freedom to strive, dream, and to relate with one another in authentic ways (Wolinsnki, 2010).
According to Bachiochi et al. (2000) diversity is the way we differ in terms of gender, ethnicity, age and physical appearance; as well as religion, nationality, value systems, thought process, sexual orientation, family status, skills, perspectives, beliefs, heritage, interests and education..
To demonstrate ethical leadership on diversity several things should be put into consideration as discussed herein. One, we should challenge the discourse in us on diversity, heterosexism, inclusion and homophobia. Also, by publicly recognizing the framework or the guiding values that influence our personal and institutional practices of diversity, and publicly acknowledging the stumbling blocks to our acceptance of certain differences diversity will be manifested.
The gap between rhetoric and reality should be addressed since it is not advisable to have a policy that is inconsistent with the institutional practice than to have no any policy at all. In addition, we should demonstrate an understanding of the human rights values in general, and the rights of GLBT in particular, as also our responsibility to uphold those rights (Bachiochi et al., 2000).
Furthermore, a responsibility should be taken for the repercussions of how we publicly speak about GLBT rights, and also about those rights’ protection, and understand how the behaviors of others may be affected by our words. Finally, prejudice within GLBT community towards GLBT people who also experience in terms of ability, religion, age, race, expression and sexual orientation should be addressed.
Conclusion
Embracing diversity entails a change in our value, actions and perceptions. It also requires more of each of us than only showing sensitivity to groups or people identified in some manner as falling outside of the dominant culture (Wolinski, 2010, pg.11). Respect for all along with heightened awareness of our own prejudices and re-evaluation of our beliefs and actions are require for true diversity. Fundamental change to societal structures and institutions and creation of an environment which is accepting and welcoming of all are brought by true diversity since it is inclusive.
Reference List
Bachiochi, P. D., Rogelberg, S. G., O’Connor, M. S., & Elder, A, E. (2000). Qualities ofan effective team leader. The organizational development journal. Web.
Farcht, J. (2011). Leadership skills training and development: official guide to leadership, 8, 4-5.
Osbon, J. (2010). Leadership-The empowerment principle. Web.
Prechel, H. (2007). Politics and globalization. London: Sage.
White stag. (2010). Leadership development for youth by youth. Web.