How to become an inclusive leader.

Question

Description

Provide one response for each post listed below of at least 100 words.

Use formal writing. Grading will only consider content relating to management concepts.

Respond by extending the discussion by adding new insights, different examples from your     experience, or from other sources. Apply critical thinking. Agreement, quoting other learners, or repeating the case content will count as zero words and zero points.

Cite the source of your discussion post and add the reference within the discussion, these word do not count for the 100 word requirement.

'******************************************************************************

Week 4 Response

13 Going On 30

13 Going on 30? --Management Practices

In the clip “13 Going on 30?” the group expresses an informal work function organized by the management to enhance team-building and teamwork experience (McGraw-Hill, 2008). This is because the group had attended the work gathering willingly and appeared to be in a happy mood. However, assuming that the management hired the dancer in the clip to entertain the employees during the work function, I consider it the best team bonding experience. In that, the work function alongside the dancer helped managers accomplish various issues for the good of the organization and the employees. To begin with, the dancing session created an opportunity for the employees to interact and converse among themselves. This established a good time for the employees to open up and resolve existing conflicts among themselves. In that, employee relationship was strengthened, thus teamwork among themselves (Kinicki & Williams, 2017). Secondly, as shown in the clip, the dancer engaged the employees to the dance floor. Therefore, this enhanced competition among employees from different departments within the organization. Also, it created a good time for the employees to mingle and converse, thus encouraging new and shy employees to participate in the function (McGraw-Hill, 2008). Again, the dance session helped the employees to break out of their sense of routine, relax and refresh their minds. Therefore, this stimulated employee performance because they felt part of the organization rather than just members of the organization; thus, this could help the company realize its set goals. Besides, the management established a good rapport with the employees. As such, the employees felt that the managers respected, valued, and were committed to ensuring their well-being besides the work they do (Kinicki & Williams, 2017). This could help employees to focus on their work in return. Also, I consider the work function the right way for managers to motivate and influence the employees emotionally as a sign of praise and recognition, maybe for a goal. This could encourage employees to achieve more goals for a better future reward, thus benefiting the organization.

References

Kinicki, A., & Williams, B. (2017). Management: A Practical Introduction (8th Edition). McGraw-Hill Higher Education.

McGraw-Hill (2008). Management in the movies [DVD]. Available from The McGraw-Hill Companies Inc., Two Penn Plaza, New York, NY 10121.

'******************************************************************************

Week 7

Inclusive Leader

The article I chose for this discussion was "How to Be an Inclusive Leader." The article was published on 2nd December 2020. It focused on inclusive leadership as a quality of an effective leader, and it is relative to this course because we have covered the qualities of an effective leader. As per the article, an organization leader can be inclusive by putting as much effort as an employee and considering all employees equal when making decisions or assigning duties. The inclusive leader earns the employee's trust in their contract, competence, and communication through fairness and respect. For instance, the article reported that in 3 years, an inclusive company could have a 230% increased cash flow per employee. The company's growth can be attained through employees' focus and ability to work as a team, a factor influenced by the leader's inclusivity in the organization's growth. In our course, we learned that for an organization to grow, leaders should have effective leadership qualities. Therefore,  since this article focuses on the same concept, it applies to what we learned in this course.

It is surprising how the organization's growth is highly dependent on the performance of the leader. Just like most people, I have always believed that an organization's growth and development is highly dependent on the employees' sacrifice and less dependent on the manager's efforts. This article has enlightened me on the importance of the leader in the organization's diversification. Hence, the change of mentality on the organization's sole dependency on the employees' efforts for its diversity. Therefore, organizations can employ this culture of inclusive leadership. For instance, the leader can earn the employee's trust and competence through their sacrifice for the organization's benefits. By doing so, they motivate the employees to work as hard as them. They can also include the employees in the organization's decision-making and problem-solving by listening and valuing their opinions and feedback.

Reference

The Wharton University of Pennsylvania. (2020). How to Be an Inclusive Leader - Knowledge@Wharton. Knowledge@Wharton. Retrieved 24th January 2021, from https://knowledge.wharton.upenn.edu/article/how-to-be-an-inclusive-lea r/de.