Management and Leadership Development Essay Example | Topics and Well Written Essays - 2250 words

Management and Leadership Development - Essay ExampleIn accordance with the traditional concepts of a leader, he/she is the one with a forceful attitude, who allocates clear agenda and expects his subordinates or followers to carry erupt and follow his/her commands without imposing any questions. However, in the fast changing commercial environment of the present day, with stinting uncertainty ascertaining additional pressure, a single style of leadinghip does not efficiently match in e truly situation. Leaders of the present situation should be very often willing to adapt themselves to the discordant complex situations and simultaneously modify their various techniques and strategies. The truly charismatic leaders use their exquisite spirit to charm over their followers and captivate the listeners. This particular form of ability to be able to revive a strong feeling of attraction is liable to both positive and negative effects. Charismatic leaders are essentially good narrato rs and draw upon shared imagery to create a feeling of communal purpose among its followers. The current Ameri keep president, Barrack Obama, thoroughly demonstrated this particular phenomenon during his election campaign. Amongst all, one American citizen pointed out that the presidents most efficient talent was his natural ability to communicate touchy ideas comprehensively to his followers, rather than using the much popular yet complicated political words the likes of other ministers practices vividly (The changing face of leadership, n.d., p. 22). Mabey and Lees (2007) in their research proposed that, management development is a soused and high profile human resource activity, involving some of the organizations key players and attracting high investment both in terms of corporate budgets and expectations. For this reason alone, management development requires sustained scrutiny. In the bureaucratized organization, the managers had responsibility for well outlined roles such as planning, budgeting, controlling, staffing, and paradox solving. In the present condition, very few organizations fit to this description of predictability. The decrease numbers employed in workplaces, and the decline in the number covered by system of consultation and negotiation, have shifted the managers power base from positional to personal (Mabey, Lees, 2007, pp.3-4). According to Cornish, transitions and modification in leaderships are fundamental moments in the life span of an organization, and paying adequate attention to them benefits the business organization. However, inspite of having more than sufficient evidence in support to their creation, almost less than 30 percent of the freshly engage employees are devoid of any kind of integration plan. For the women executives who are freshly appointed, the upcoming challenge is much greater. For example in the USA, where 46 percent of the working people are of feminine gender, mere 3 to 5 percent have made it to the u pper level of the management in an organization in their corporate life. Even in this modern world, women are still vulnerable to different organizational barriers towards advancement, which includes, very few role models to whom they can look up to, excluding women from important and essential networks, gender stereotypes and the unavoidable problem of dual role of a woman, i.e. in her corporate life and family life. But this dismal situation can be averted by assigning sponsors to fast track women,