BSBLDR402 Lead Effective Workplace Relationships

 Socially Conscious Leadership: An Integrated Model:

This article talks about cooperative leadership that respects personal enablement, interpersonal justice and society building. This article introduces a theoretical framework vital for refining the internal dimensions and the social knowledge compulsory to move leadership standards. The model is called a Four-Fold Framework of Socially Conscious Leadership that indicates a holy sense of determination, an altered association to power, multidimensional legitimacy and a personified somatic consciousness. This article majorly talks about female leadership in different context as mentioned above and how can females in a male dominated environment can lead. Diverse and feminist viewpoints confirm leadership strategies that questions supremacy and power. A leader with feminist point of views can guide communally cognizant leaders identify and encounter prejudices and encourage more equal societies. For a diverse leader to be successful h/she should also encounter the inequalities taking place in the society. This article unifies all the strategies towards leadership that can empower a female. The transformative leadership in this article emphasizes on individual awareness and originality. The findings under somatic psychology includes somatic consciousness and intelligence that advises the leaders to steer tensions and alter more efficiently when they are in harmony to their physical experiences. The Four-Fold Model suggests a sacred sense of purpose that empowers leaders that communally conscious to be more cooperative in a society where traditional authority and knowledge triumphs. The transformed relationship to power entails the power of female leadership in a society. It explains how females that want to work for the betterment of their gender are committed to this work whereas they also belief that power can protect them from accepting positions offering leadership.

The multidimensional authenticity entails that females are not seen as an authentic leader in a community if they don’t work according to the norms of the society. On the other hand, they are seen as a weak gender if they abide by the norms of society. The last heading entails that an embodied and somatic leadership strategies focus on the desire for different leaders to interact with their innate purpose, the power given to them and intervention. The evolution of somatic intelligence allows the leaders to cultivate consciousness of how their emotions and habituated responses impact their autonomic reactivity and their social behaviors.

This article talks about different kinds of leadership that is female leadership, transformational leadership and a model for socially conscious leaders to be more cooperative in their society rather than to follow a rigid system. Moreover, this article mainly talks about how females can get be independent and highlights the problems these females face in their every day life. Every major point relating to leadership pointed out that how leaders take into account some characteristics to work as better leader. For instance, in the Embodied Somatic Awareness the authors suggest that a leader when interacts with their inner power, the ultimate purpose and connects with h/herself can really become a good and effective one. In my opinion, this article gives a leader an insight on how to be an efficient leader especially for the female leaders. The most important point on which I think is critical is the point of Multidimensional Authenticity where diversity among leaders is explained for example, the authors explained under this heading that how can a female is seen as an unauthentic leader if she doesn’t abide by the norms of the society. On the other hand, if she does actually abide by the social behavior of the society she is seen as a weakling in the society. This is actually true in a patriarchal society where women are not seen as a main player in any industry or any field rather, they are seen a weak participant of the society. The women who fight for their rights in this type of society are seen as bold and disrespectful due to which the patriarchal society doesn’t see them as an equal but discriminates them. Furthermore, the multidimensional authenticity also talks about those leaders who are socially conscious leaders who follow old rules of the society and follow them vigorously.

The author suggests to the leaders to be work in accordance to the needs of the community and through cooperation with the community members. The heading also talks about how an individual can handle pressure as a leader through observing what they are and what they are becoming. The Diversified Authenticity of leadership discusses how a leader needs to embrace other genders and minorities as well as to work along with them to bring about changes in the society. Lastly, the heading discusses different question that the leaders should answer during their leadership. The Multidimensional Authenticity is really helpful for all the leaders around the world to understand how to lead people in a society, how to connect with their own self and with the society members to successfully bring about a change. The is theory can be implemented in a workplace that is diversified in terms of genders, culture and religion. Majority of the workplaces around the world includes diversification especially the developed countries such as Australia and America. However, every leader doesn’t approve of diversification and is sometimes bias so leaders should take this theory as an awareness to work with their colleagues.

Diversity and organizational performance have a positive and direct relationship. This means that if there is an increase in the diversity among colleagues on the basis of gender, different roles and etc. then there is a chance to have an upsurge in the competitiveness that will directly increase productivity in the organization.  The increase in productivity will help the firm to function outstandingly in the market and this will give the organization a chance to compete globally (Richard, Roh & Pieper, 2013). So, to increase productivity of the firms the leaders should work with the multidimensional workforce to achieve the organizational goals. The authors in this article has thoroughly researched to make the leaders understand what they are lacking in their leadership.

Leading Growth Through the Digital Leader:

This article talks about different generations and how can they participate in leading a workplace as well as to help a company grow.  The current employees in higher positions are the Gen X and Millennials although iGen (Gen Z) are now ready to enter the labor force around the world. The new Generation will bring extraordinary and unique leadership trends that will ultimately outline how would future leaders in different firms. Advanced firms should respond to an augmented pace of the work environment and the job of the executives are of intricate nature. However, researchers have advised that in order to have good quality performance in a firm for a longer period of time businesses should emphasize on growth vs productivity. Although the educational institutions still focus on how to administer performance instead of business functions leading to development.

Activities like lithe systems of team, modern employee diagnostics, positive criticism, personalized learning and artificial intelligence allows the digitalized leader to outline the future of leadership. The article talks about different leadership styles that the leaders around the world have been implementing till date. The traditional leadership includes transformational leadership, these types of leaders encourages their employees to work towards the organizational goals and in the end achieve it with motivation and encouraging them to work harder. This type of leader interacts with h/her employees, listens to their needs and what are their complaints regarding the organization. It has been seen that transformational leadership can bring about positive changes in the organization. Then a series of Generational trends have been discussed in the next section where different traits of Gen X, Gen Y (Millennials) and the latest generation that is Gen Z also known as iGen. For instance, Millennials wants feedback from the employees more often than the other generations and they don’t want a superior to boss around but someone who can guide them. They are more into advanced technology than Gen X.

The main part of the article is the organizational and technology trends that discusses how an organization can lead to long term growth in the future by adapting some key functions to accomplish the organizational goals. It also includes how an organization can work with different generations to achieve their long term goals. In the last the article talks about a new type of leader, a digitalized one that will be responsible for interacting with different teams, generations and influence people to get the work done successfully.

Now a days, people have been talking about how different generations in the workplace can bring about changes and the firms can accomplish the organizational goals through different trends. This article talks about how workplaces can work with different generations’ leaders, the challenges they face in the workplaces that can be resisted through organizational and technology trends and how a digital leader can work with employees to increase productivity of the firms. There are five generations in the world today however, currently Millennials (Gen Y) and the new generation, iGen (Gen Z) are mostly working around the world. Moreover, the Millennials are now the acting leaders in the organizations and working with employees although the new generation is entering the labor force and will soon takeover the position of the leaders. The Generation Z has been raised with internet, social media and technological advancements like smartphones, laptops and digital media (Singh & Dangmeri, 2016).

According to Schroth (2019) the Generation Z are now entering into the Labor force and the managers should be prepared for their entrance. The different factors of this generation are less work experience, innovation of smartphones, rise of social media and getting raised in a safe community. The major part of the article is the organizational and technology trends that the organizations must follow to have a long term growth. The authors in this article specifically focus on this part where different activities employed by the leaders can ensure long term growth of the firm. For instance, the implementation of the agile network of teams that is more beneficial than the conventional teams because the former is made on the bases of the extraordinary traits the team members exhibit can help the organizations to accomplish the goals. In my opinion for an organization to be successful they should get rid of the rigid system where only the leader can speak and no one else is supposed to participate. They can only speak when they are asked, this creates biasness among the members and the ones that are not able to speak are discriminated. Through new trends employees can get a chance to improve themselves and to develop their set of skills in the organization.

Many of the organizations hire leaders that are graduated from good business schools and do not even consider those who are from “not so famous” business schools. Those who are from the average business schools can also exhibit good leadership skills, it all depends on experience of that employee. The current Generation that is Gen Zers are raised with advanced technology and have a know how of the latest innovations taking place in the world today. They are entering the workforce and the leaders of the organizations can work with them to successfully achieve the long term performance goals. The leaders need to adapt new technologies to understand what can be done to achieve the goals and through this the leaders can understand the current generation in order to work with them.

References:

Arora, A, Elawar, M & Cheng, S 2019, ‘Socially conscious leadership: An integrated model, Journal of Leadership Studies, vol. 13, pp. 38-43. doi:10.1002/jls.21662.

Petrucci, T & Rivera, M 2018, ‘Leading growth through the digital leader’, Journal of Leadership Studies, vol. 12, pp. 53-56. doi:10.1002/jls.21595.

Richard, O, Roh, H & Pieper, J 2013, ‘The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter?’, Human Resource Management, vol. 52, no. 2, pp. 215-242.

Schroth, H 2019, ‘Are You Ready for Gen Z in the Workplace?’, California Management Review, vol. 61, no. 3, pp. 5–18. doi: 10.1177/0008125619841006.