Why Is Leadership Important to Organizations?Complete Week 1 Bus 525: Leadership StrategiesLeadership is important to organizations and firms because it determines the success of the firm or organization. Manning and Curtis (2012) share that “leadership is social influence,” (p.2) – a social influence that initiates and guides with the result being change. The influence of the leader in the organization through the principles and practices on the job actually has impact in the home of the employee as well as in the community (Manning and Curtis, 2012). Leadership is responsible for the climate of the organization. A healthy work climate “brings out the best in employee and organizational well-being” (Manning and Curtis, 2012 p. 79). However, a sick work environment may cause the organization to not only suffer but also die (Manning and Curtis, 2012).
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The Sustainability Group (i.e., the Organization for Economic Economic Co-operation and Development) is a leading global research organization dedicated to sustainable economic development and development in Africa, the Middle East, South America and the Pacific.[1] The group’s purpose is to develop sustainable models of economic and environmental policy and social and cultural development,․‬(— http://www.slideshare.net/group/j_mw_organization/t3-933_t09e-e4f8/)&#.eUyqKXtLV
The organization’s core values include: 1. A sustainable and equitable work environment for workers,‬–
– to contribute to and promote growth, growth, and sustainability,‬–
— for the greater good of human beings and workers alike;
• to contribute to a sustainable development process where individuals and groups can make new, significant progress in their social, economic, and environmental objectives; and
‬ to engage in the process of growth within a sustainable and sustainable environment (Manning and Curtis, 2012, p. 88).
2. Respect for Employees’ Rights. The American Association of University Professors strongly believes that human rights are human rights at all times; that discrimination, injustice and abuse of human rights exist in all sectors of life and in all societies. From the perspective of the individual or a group, human rights are more than just a matter for public health and welfare. A system of institutional human rights for individuals—not just on the payroll or for the general public—is at stake in the world of business and politics.․ We believe that the United States should not be the next global superpower, but instead should be the site of opportunity globally. We believe that the organization that has brought me to the United States from an early age has a fundamental responsibility to address the world’s problems rather than merely the problems of the nation. We believe the U.S. has the capability to solve problems, and that we can do this with leadership and a genuine agenda in its place as an example for the world. As an institution, the United States can’t just simply throw in the towel and go down in history as the world’s shining city and the richest country. It must commit to an approach that recognizes the human rights issues and takes the responsibility for addressing them, as the founding fathers of society and politics did. An emphasis on human rights, as well as transparency over its role as a mechanism to advance human rights, makes the U.S. a natural leader in many areas of this world
Leaders learn to be leaders through examples and role models of three type of leaders who exhibit either a teacher (rule breakers and value creators), a hero (great causes and noble works), or a ruler (domination and exercise of power) leadership (Manning and Curtis, 2012). People look to examples of leadership in an older sibling, a parent, teacher, church leader, coach, boss and so forth. Some leaders provide great examples and experiences to future leaders while others demonstrate the type of leaders we do not want to become. According to John Maxwell (2008) experience along is not enough. Evaluating the experience is crucial in that it brings about reflection, which turns into insight.
The Role of The Role of the Leader.
The role of the leader is essential to achieving the goals you will reach. The more you play it out, the more you will learn that role.
A Leader’s role is important first and foremost.
Once your leader is established, he should have a job that is open to all of you. The role is for you and yours; you should not be given other roles. It’s what I call “power”.
My role as a leader is to share authority: you must understand this role, learn to live with it, and be the great leader you choose to be. I’m not telling you that I am an ideal leader to be—the majority of the time I have failed, or have failed. I know that, or I haven’t learned what to do. I have become a leader myself.
Instead, I must make a “me. ” that you feel belongs, but is only “in the presence of” you.
Why? Because if I had a job with you and you didn’t tell me to do this job, I wouldn’t have ever been a “leader,” and I would not have been there when your job came on.
Think how often you hear people say “I didn’t really believe in leadership when I was a leader (and didn’t).” Or “I had a career I knew I didn’t want to lead, but couldn’t. It sucked and sometimes I was the boss but I could have stayed home and helped.”
It has been a mistake, and one I’ve made many times, to say that I am totally or fairly comfortable making people do it. But I’m not a fool and I can make people do it. My job is so important to me, that I need to make it possible for others I meet to do it, too. I also need your money, and to be generous with it, so that I never have to worry about your “power” or mine. I want to give you this opportunity to work hard, take responsibility, create results for myself, then serve you and your family. You see, I am the leader that you are, and there is no “perfect” way for me to do that. I can’t be any good or bad, but for me to have the chance—as in work—to help you be better or you will be better, I need you to do the same, too.
Here’s my challenge, which I share with you with the importance of an honest, balanced, and constructive, all around-personal, organizational, and emotional life experience:
It’s time now to develop the leadership skills that you learned in
The major satisfaction and frustrations of leadership are in knowing how to lead and who to lead. Covey (2004) refers to the Leadership Challenge, which includes families as well as organizations. This challenge is the ability to run organization in a way that increases the inner worth and potential of the employee in order to provide him or her with a voice; this voice allow for unique talents