Proj6008 Leadership For The Contemporary Assessment Answers
Developing Leadership Characteristics Of leaders you have observed and based on the views in the literature, do you think any of these leadership characteristics are more important than others? Why would these characteristics be more important than others?
“People may be said to resemble not the bricks of which a house is built, but the pieces of a picture puzzle, each differing in shape, but matching the rest, and thus bringing out the picture.”
As the above quote suggests, no two people are alike. Individuals think differently, behave differently and have unique traits, such as personality. Leaders mustensure the diverse individuals they work with function as a team. After all, if the organisation does not have its employees working together toward a common purpose, the bottom line will suffer the consequences.
This module will cover:
In this module, you examine how a leader’s expectations effect the workplace by discussing the Pygmalion effect. You also discuss how managers can prepare to give and receive feedback effectively in an organisational settings.
This module will help you:
- Critically evaluate the relationships between effective people management, organisational performance, ethics and social justice.
- Evaluate the effectiveness of different approaches to managing teams in a global environment
- Use effective communication and practical problem-solving skills to effectively manage people in a range of organisational contexts
Answer:
Top of Form
What is the benefit of using the Pygmalion effect in the workplace? How might its impact on individuals differ from the impact on the organization as a whole? How might the Pygmalion effect influence productivity throughout an international organization
Ans. In workplaces leaders try to adapt to a concept which is known as Pygmalion effect; that is also known as self-fulfilling prophecy. These terms are utilized to explain how an individual can unconsciously and consciously are able to learn about an expectation and then act in such a way which is consistent with that particular expectation. It can be said that it does not make the expectations come full circle when an employee just has an expectation and then it takes place. Rather, the expectation should be the reason why something is happening. It can be said that a leader’s expectation regarding his or her subordinate employees can effectively change or influence the mentality and the behavior of the employees. It can be said that the leaders of the business organizations should be able to realize this particular influence and the way to harness it to work towards the set targets of the business organization.
The Pygmalion effect actually empowers the workers and make sure that they realize their capability to work in terms with the expectation of the leaders and this ensures that the employees are aware of their potential. This significantly helps in increasing the overall performance of the workforce of the company.
References
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DuBois, M., Hanlon, J., Koch, J., Nyatuga, B., & Kerr, N. (2015). Leadership styles of effective project managers: Techniques and traits to lead high performance teams. Journal of Economic Development, Management, IT, Finance, and Marketing, 7(1), 30.
Goleman, D. (2017). Leadership That Gets Results (Harvard Business Review Classics). Harvard Business Press.
Keskes, I. (2014). Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions. Intangible Capital, 10(1).
Lehman, D. (2015). A Case Study Describing How Servant Leadership Attributes Impact Superintendent Longevity and Leadership Styles.
Mwenda, L. K. M., & Wachira, A. W. (2015). Effects of Leadership Styles on Implementation of Organization Strategic Plans in Small and Medium Enterprises in Nairobi.
Nanjundeswaraswamy, T. S., & Swamy, D. R. (2014). Leadership styles. Advances in management, 7(2), 57.
Romager, J., Hughes, K., Trimble, J., Verburg, M., Camp, J., & Jones, M. (2017). Influences of Authentic Leadership Styles and Challenges to Enduring Pervasive Leadership Models.
Saleem, H. (2015). The impact of leadership styles on job satisfaction and mediating role of perceived organizational politics. Procedia-Social and Behavioral Sciences, 172, 563-569.
Sethuraman, K., & Suresh, J. (2014). Effective leadership styles. International Business Research, 7(9), 165.
Yahaya, R., & Ebrahim, F. (2016). Leadership styles and organizational commitment: literature review. Journal of Management Development, 35(2), 190-216.
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