Prepare a 10-12 page capstone paper on an organizational leadership topic. The intention is to use the article reviews you completed to help research and build your paper. Attached those articles here.
Your sources should be academic in nature (no Wikipedia), including the articles you have reviewed (which are attached), as well as any other appropriate academic sources (journals are preferred, but theoretical textbooks are also permissible).
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Journal Article Review Presentation
1 Article Title
Organizational diversity and competency-based performance: The mediating role of employee commitment and job satisfaction
The study’s primary purpose was to evaluate the role of commitment and job satisfaction as mediators in the relationship between diversity and performance. According to the analysis of samples from the Czech Republic and Europe, diversity and competency-based performance do not have a significant relationship. Nonetheless, commitment and job satisfaction play substantial roles in the connection between diversity and competency-based performance
2
Employee diversity
• Employee diversity includes personal characteristics such as
Gender
Age
race
income
educational level
• Diversity is categorized into two, namely primary diversity and secondary diversity.
• Primary diversity focuses on visible characteristics, while secondary diversity bothers on invisible characteristics
The primary diversity consideration includes age, race, gender, and experience.
Secondary diversity considerations include functional, informational, or job attributes.
3
Employee diversity
• Nations are rapidly shifting toward a more diversified minority population, primarily of African and Asian heritage.
•Women, minorities, people from diverse ethnic backgrounds, aged employees, and people with alternative lifestyles in the European working sector.
•Diversification is beneficial mainly to attracting skills from diverse backgrounds.
Managers must grasp the advantage their firms stand to earn by increasing workplace diversity.
Even though diversity increases organizational innovation, the challenge of managing a varied workgroup necessitates that corporate leaders learn the skills necessary to manage a diverse setting effectively.
For firms to value multi-diversity, however, managers and supervisors must be willing to reorient themselves on how to lead a varied team and train subordinates to work in a diverse team and support one another.
Diversity is crucial for organizational success in an era where adaptability and originality are essential for competition.
4 Commitment and satisfaction in an organization
• Organizational commitment is a voluntary effort that is neither part of the employee’s job description nor officially compensated by the organization.
• Numerous aspects of employment, such as remuneration, training opportunities, and job stability, contribute to employee satisfaction.
Since organizations cannot predict or anticipate the behavior of their employees, it is crucial to have employees with a solid attachment to the organization, as this might affect their attitude and conduct at work.
5
Competency-based performance
• Job performance is a significant indicator for determining employee productivity.
• Firms must utilize organizational performance appraisal to establish whether the output of an individual employee matches corporate expectations.
• Nonetheless, personnel must possess the necessary skills and knowledge to perform optimally.
Organizational performance plays a significant role in the achievement of corporate objectives; consequently, numerous departments such as operations, marketing, and human resources ultimately attempt to improve organizational performance.
6 Diversity and competency-based performance
• Job satisfaction is a pleasant or good emotional state coming from one’s evaluation of a position or an experience
• Diversity can be advantageous or detrimental to staff effectiveness.
• Advantages
Multiple viewpoints
distinct options for problem resolution
Disadvantages
Reducing organizational cohesion and cooperation
Hard to manage diverse employees
Diversity is identifying, comprehending, accepting, enjoying, and celebrating differences in age, race, gender, and experience among individuals.
Diversity in the workplace increases organizational creativity because it provides multiple viewpoints on corporate problem identification and definition and distinct options for problem resolution.
Despite this good effect of worker diversity, some have discovered that variety harms organizational effectiveness, reducing cohesion and cooperation.
7 Employee commitment and Employee Satisfaction as mediators
• Organizational commitment is a person’s mental, behavioral, and motivational intention to remain with an organization
• Staff engagement positively moderates the relationship between employee diversity and competency-based performance.
Minority employees, such as women and people of color, exhibit lower levels of satisfaction and commitment due to a perception of discrimination. Therefore, for managers to increase employee cohesion, they should give different employees equal platforms and chances.
8 Conclusion
• The organizational-employee connection is dependent on employee work satisfaction and employee dedication.
• Diversity efforts do not necessarily result in improved organizational performance.
• With diversity and performance, employee devotion is of paramount importance.
• Job satisfaction is fundamental for diversity and performance
Leaders should be aware of diversity’s detrimental impact. While managers strive to make their workplaces more diversified and inclusive, they must also ensure employee commitment. They should implement employee engagement techniques such as professional progression possibilities, effective employee-employer connections, and appreciation for employee needs.
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References
Owusu, V. K., Gregar, A., & Ntsiful, A. (2021). Organizational diversity and competency-based performance: The mediating role of employee commitment and job satisfaction. Management & Marketing-Challenges for the Knowledge Society. https://doi.org/10.2478/mmcks-2021-0021
10 The Influence of Decision Making in Organizational Leadership and Management Activities
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Overview
Ejimabo (2015) investigates the effects of organizational leadership and management decisions on innovation, growth and efficiency, performance, and goal achievement in contemporary firms.
The article uses a qualitative paradigm to acquire an in-depth insight of the concerns and obstacles influencing organizational leadership and management’s effectiveness and performance in business practices.
Kurt Lewin’s leadership philosophies (autocratic, laissez-faire, and democratic) were utilized to identify the primary causes rather than situational factors and results influencing company leaders’ decision-making.
Past and present business executives and managements participated in structured interviews and questionnaires to collect data.
The data revealed that there is an urgent need for change and improvement in the decision-making processes of organizational executives, taking into account diversity, globalization, teamwork, policy, technology, and leadership efficacy.
Leadership and Decision Making CONCEPT
Both leadership and decision-making are viewed as important to the successful running of any organization, institution, or nation.
According to Ejimabo (2015), leadership is the process of creating sense of what a group of people are doing in order for them to comprehend and be invested.
Decision making refers to the process of deciding between two or more different courses of action or objects, with adequate consideration for the merits and disadvantages of each.
The author of this study described leadership decision making (LDM) as a continuous process involving the selection of the most advantageous alternatives and the systematic act of deciding.
Kurt Lewin Theory
The Kurt Lewin Styles of leadership date back to the 1930s and include democratic leadership, in which the leader and the organization make choices jointly, autocratic leadership, in which the leader provides all options, and laissez-faire leadership, in which the company acts independently even without leader.
Autocratic leadership is the most effective, according to the Lewin tests, trailed by democratic leadership. With an unavailable leader, output remains in democratic leadership but diminishes drastically in autocratic leadership. The laissez-faire leadership style is the least effective of the three.
The three styles demonstrate that both leaders and managers of any business are capable of changing their styles and may be trained to better their leadership and adopt the most suitable management styles for their circumstance and setting.
Role of a Leader in Organizational Decision Making
Decision-making is the primary goal of leadership, and individuals generally link leadership in both politics and industry with decision-making and a heavy reliance on collective leadership.
Leaders should be efficient in their managerial decision by pulling instead of pushing, by empowering their colleagues rather than commanding them, and by allowing people to utilize their own effort and perspectives as opposed to disputing their efforts or limiting their actions and experiences within the organization.
The basis of effective leadership is the capacity to make deliberate, well-reasoned decisions.
They should also assess and be able to identify improvement areas.
Leaders must be self-assured, prepare in advance, engage, seek reliable information, be logical, and, when required, involve colleagues in the decision-making system while avoiding acting impulsively.
Factors influencing leadership decision making
Among the most influential aspects on the decision-making process are style of leadership, cognitive distortions, innovation, technologies, diplomacy, communication, financial state, market cost, and sense of duty.
The relevance of ecological, social, and psychological impacts on decision-making has been emphasized by researchers.
It is necessary to underline the impact of environment and perception on decision-making, as well as visceral aspects like sexual excitement and hunger.
Today, organizations and teams encounter unprecedented levels of rapid change. Globalization and innovation have expanded markets and chances for significant growth and money, which can influence the choices of leaders.
Leadership is human communication that modifies the actions and attitudes of others in order to achieve shared objectives and meet common needs.
Article Research Questions and findings
RESEARCH QUESTIONS
How can quality and sound leadership decision making process be improved in major organizational operations?
What factors facilitate the implementation of a successful decision making process among leaders in organization?
What are the best processes of uncovering strategies to fend of decision-making errors in any organization?
FINDINGS
Participants in the study acknowledged that leadership decision making is one of the most complex, difficult, and continuous concepts in any organization.
In addition, the participants agreed that leaders and managers at every level should respect the general interests of the people they serve when making decisions that promote efficiency.
The study found that there is an urgent need for improvement and change in the decision-making processes of corporate executives, taking into account technology, diversity, internationalization, policy, cooperation, and leadership efficacy.
Articles Recommendations
It is crucial for leaders to be trained in technology, ethnic diversity, and professional ethics so that they can understand the most effective decision-making model.
Leaders must understand which decisions to make and consider the needs of all stakeholders.
In all enterprises, leaders must build meaningful relationships with co – workers. This requires clear, honest, and two-way communication.
Leaders must be sure of themselves, plan ahead, listen, look for the right information, be detailed, and, if needed, include their colleagues in the decision-making process. They should also try not to act too instantly.
Leaders need to show their followers that they can admit they were wrong and move on to a better solution.
Reference
Ejimabo, N. O. (2015). The influence of decision making in organizational leadership and management activities. Journal of Entrepreneurship & Organization Management, 4(2), 2222-2839.
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Impact of Leadership Styles on Organizational Performance
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Summary
This article examines the association between leadership styles and organizational performance.
Transformational, bureaucratic, transactional, charismatic, autocratic, and democratic leadership styles are emphasized.
Primary and secondary research have been accomplished for this study.
The primary study was done using a quantitative methodology and a survey instrument that consisted of a survey.
The findings indicated a negative association between charismatic, bureaucratic, and transactional leadership styles and business profitability.
Authoritarian, Transformational, and democratic leadership styles exhibited a positive correlation with organizational accomplishment.
Leadership is an essential factor that determines the success or failure of any company. A leader’s leadership style refers to the way in which he or she directs and empowers followers to accomplish corporate objectives.
2 Introduction
The leadership style is viewed as a collection of various features, qualities, and actions that leaders employ when interacting with followers.
Organizational performance consists of an organization’s results or actual outputs, which can be assessed against the organization’s projected deliverables, goals, and targets (Al Khajeh, 2018).
3 The leadership role in an organization is crucial when it comes to setting a vision, mission, and goals, coming up with strategies, policies, and ways to reach those goals effectively and efficiently, and channeling and coordinating the efforts and activities of the organization.
Most individuals utilise bureaucratic, charismatic, transformational, autocratic, transactional, or democratic styles of leadership.
The seeks to find out how the different types of leadership affect how well an organization performs.
Transformational leadership style and organizational performance
Managers that emphasize transformational leadership place special emphasis on growing the employees’ total value system, morals, abilities, and degree of drive. Transformational leaders are effective for their charismatic ability to motivate workers, their ability to address the psychological needs of employees, and their ability to intellectually engage employees.
4 Transformational leadership seeks to develop followers and takes their needs into consideration.
Transformational leaders are concerned with “transforming” others such that they assist their subordinates and the general staff.
The subordinates of a transformational leader respond with expressions of faith, admiration, devotion, and respect for the leader, as well as an increased preparedness to work harder than planned.
The individualized relationship established by a transformational leader nurtures an environment where individuals are satisfied, hence improving the organizations profitability.
Charismatic leadership style and organizational performance
Charismatic leadership is a leadership style that uses charm, getting along with people, and persuasion to get other people to do things.
Charismatic leadership impacts how followers get motivated and how much they want to achieve, relate, and have power.
The charismatic leadership encourages new ideas and creativity and is thought to keep employees going.
Charismatic leadership does have a harmful influence on the leadership of an organization. It doesn’t inspire and motivate the workers enough to get the results they want from them.
Charismatic leadership is regarded as one of the most effective leadership styles, in which charismatic leaders articulate a vision and ask their people to implement it.
5 Transactional leadership style and organizational performance
Transactional leadership is a style that motivates and instructs followers through the use of rewards and sanctions.
It has been shown that transactional leaders are highly good in guiding decisions targeted at reducing costs and increasing productivity.
The transactional leadership style adds on to the establishment of an atmosphere where workers talents are enhanced and they are continually able to attain concrete and intangible benefits.
This leadership style is particularly effective in fostering a performance-optimal environment and articulating a compelling visualization that progresses the entire organizational performance.
Democratic leadership and organizational performance
There is a significant risk of ineffective execution and bad decision-making under a democratic style of leadership. However, democratic leadership is also recognized to push people to perform better by valuing their perspectives and opinions.
7 A democratic leadership style permits everyone to participate equally in the policymaking course which is key to the success of a business
The democratic form of leadership encourages teamwork.
Effective leaders stimulate their team members to come up with diverse ideas and inventive solutions to challenging problems by working together.
A democratic style of leadership can be employed to improve both the structural performance and the effectiveness.
Democratic leadership has a favorable effect on the functioning of a company.
Autocratic Leadership and Organizational Performance
Autocratic CEOs are less creative and only encourage one-sided discourse, which has a negative impact on staff engagement and happiness. Autocratic leadership hinders socializing and communication in the workplace, which are necessary for effective organizational performance.
Autocratic leadership is a dictatorial model characterized by complete power by the leader.
Autocratic leaders are traditional and authoritative by nature. The autocratic leaders want their workers to follow their orders.
Autocratic leadership can be effective in situations necessitating high levels of competence and expertise. This type of leadership can minimize decision-making time, boost overall productivity, and reduce staff stress.
This style is preferable when projects must be accomplished within specified time constraints.
Bureaucratic leadership style and organizational performance
Bureaucratic leadership is characterized by a propensity for rigid structure in order to implement efficient processes and calculability.
This organizational structure enables an organization to operate like an efficient machine since employees are aware of their position and reporting structure.
Bureaucratic leaders influence the subordinates to comply to the procedures and guidelines they establish. The leaders are enthusiastic to their systems and actions, but not to their workforces.
It is a stiff framework that is not suitable to rapid adaptation and organizational change. This is especially difficult in today’s dynamic and intricate society.
Reference
Al Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of Human Resources Management Research, 2018, 1-10.
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Effect of Organizational Leadership Behavior and Empowerment on Job Satisfaction
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Summary
The authors’ objective is to investigate the impact of organisational leadership behaviour and empowerment on university professors’ job satisfaction.
Using a quantitative methodology, the survey research method was employed to plan and conduct the study.
The study’s findings indicate that organisational leadership behaviour and empowerment have a substantial impact on job satisfaction among university professors in Punjab, Pakistan.
The authors conclude that seminars and workshops on organisational leadership tactics and job satisfaction should be held in various regions of the country.
Introduction
The productivity and satisfaction of employees are directly related to the leadership’s positive behaviour. A leader is viewed as a role model by his or her employees. The advancement of an educational institution is shown by the growth of mutual understanding between its leaders and staff.
3 The authors emphasise that leadership depends on teachers and others involved in the teaching and learning process being empowered.
Leaders should accommodate and train staff positively so that they can adapt to constant change in the education area.
According to Devos et al. (2014), a leader must encourage staff participation in the collective and collaborative decision-making process. It can provide the necessary tools for effectively resolving issues regarding instruction, curriculum, and evaluation.
The performance and contentment of employees are directly related to the leadership’s positive behaviour.
Path-Goal Theory of Leadership
The theory emphasises on the process of increasing employee satisfaction through motivation.
Leaders are always concerned with the social needs of their employees and the allocation of rewards for task performance.
Followers become motivated when their leaders counsel them on the correct approach to the objective and informal working method that has been planned.
It is appropriate for the leader to adopt the finest leadership conduct that enhances followers’ expectations of success and success in attaining the specified objectives.
The major premise of the path-goal theory of leadership is that leaders’ styles are adaptable. While this is the ideal leadership style, the fact is that most leaders have a favourite style.
Herzberg’s Duality Theory of Satisfaction
Frederick Herzberg hypothesised that there are two levels to employee satisfaction: “hygiene” and motivation.
Employees’ discontent with the work environment is mitigated by hygiene factors such as pay and supervision.
Motivators, like as acknowledgment and accomplishment, increase workers’ productivity, creativity, and dedication.
The motivation theory of Herzberg is among the content theories of motivation.
These theories seek to explain what motivates individuals by recognising and satisfying their individual wants, desires, and the goals sought to meet these interests. This motivational approach is known as a two component content theory.
Articles Research Objective
The goal of this article is to find out if there is a link between how leaders act in an organisation and how satisfied public university teachers in Punjab, Pakistan are with their jobs.
The authors want to find out what effect empowerment has on how satisfied public university teachers in Punjab, Pakistan are with their jobs.
The authors investigate the connection between empowerment and job satisfaction among university professors in Punjab, Pakistan.
USEFUL NOTES
Factors facilitate the implementation of a successful decision making process among leaders in organization?
Introduction
Decision making is always a challenge, especially when it comes to making decisions that are important for the organization. The right decision can propel your organization towards success and failure. The process of arriving at the right decision requires careful consideration of all factors involved in the decision making process. This article will focus on some factors that facilitate this process among leaders in organizations by providing insight into how these factors influence their decisions
One of the most important factor is to arrive at the right decision, it is necessary that all factors are considered before arriving at a final decision.
One of the most important factor is to arrive at the right decision, it is necessary that all factors are considered before arriving at a final decision. If you are not sure about what the best option would be, don’t make it! You need time and experience in order to make a good choice.
If you have made up your mind about an action or an event but have not yet taken any steps towards its implementation, then there may be some factors that can help in making this decision easier for you:
Setting up a goal is another factor that needs to be considered as far as decision making is concerned.
Setting up a goal is another factor that needs to be considered as far as decision making is concerned. Setting up a goal helps you to focus on the task at hand, prioritize your tasks and stay focused while achieving your goals.
If you want to achieve success in any endeavor or task then it is necessary for us all to have goals. If we do not have goals then there’ll be no motivation for us and thus no progress will take place in our lives; hence setting up one’s own personal plan is very important because without having one specific objective each day will lead nowhere but rather cause confusion in life itself which can result in failure at some point further down the road
To arrive at a successful conclusion it also becomes imperative that you review your options.
To arrive at a successful conclusion it also becomes imperative that you review your options.
Reviewing the pros and cons of each option helps you understand the advantages and disadvantages of each option. You can then decide which one is best for your organization or business.
Reviewing the consequences of each option helps determine if there are any negative consequences from implementing an action plan. For example, if we were going to implement an action plan that required us to hire more employees then it would be important for us understand what kind of impact this would have on our current workforce before making such a decision.
Decision making cannot be done in isolation.
Decision making cannot be done in isolation. It is a team activity and involves everyone who has a stake in the outcome of a decision. Good decision making requires participation from people with different perspectives, knowledge and skills so that everyone can contribute to the process of creating a solution to an issue or problem.
It is important to involve all of your stakeholders in deciding what path you should take when faced with change or uncertainty because they will have unique insight into their own situation and how it might affect others’ careers or working conditions if they don’t participate fully in these conversations (and hence, affectively participate).
Having access to accurate information about your business environment is also crucial for effective decision making because it allows organizations not only make informed decisions but also develop solutions based on sound data rather than assumptions made based solely on gut instinct – something which happens too often during times when change seems inevitable (like during times of economic downturns).
Decisions made can be influenced by several factors, understanding these factors can facilitate the implementation of a successful decision making process among leaders.
A decision making process is one where all factors are considered before arriving at a final decision. This can be influenced by several factors, and understanding these factors can facilitate the implementation of a successful decision making process among leaders.
The first factor that influences decisions is time constraints: Leaders have limited time in which they must make decisions; therefore, they need to make them quickly so that they do not waste too much valuable time in making them unnecessarily complicated or complicated. The second factor influencing decisions is communication between different departments within an organization (or even between different organizations) – if one department does not understand what another department’s goal is then it will be harder for these two departments work together effectively when resolving issues pertaining to their respective goals and objectives.. Other than these two key points there are other considerations such as; morale within an organization as well as morale outside of it!
Conclusion
The implementation of a decision making process is an important aspect of leadership. It can facilitate the achievement of goals and help in taking better decisions. The factors we have discussed here are not all-inclusive but they can be used as guides to help leaders make better decisions.