The Process of Leadership Decision Making & My Experience

In theory and practice of human resource management, the term “trend of altered values” is used. The tendency to change values is periodically fixed in personnel management. From the point of view of management, motivating behavior means understanding and the ability to identify the motivational attitudes of subjects and objects, and to encourage conscious, purposeful activity to meet the needs of individuals and the company as a whole. Thus, the main aim of the assignment is to explore the process of leadership decision making, using specific examples for the purpose to explore the issue better.

Thinking about an important leadership decision in which I have participated recently, I need to mention that I was asked to motivate people to complete the task in more short terms, and I decided to perform my leadership function more effectively using many specific instruments. Exploring the goals, which I wished to achieve, I need to state that my first goal was to motivate people to work better, as well as perform all the working duties with a high level of quality. However, my second goal was to allow people to realize their working potential because I know that many talented specialists need additional stimulation sources for the purpose to help them to use their brilliant ideas in performing ordinary tasks in short terms.

Analyzing my experience of leadership decision making, I can note that the goals were set clearly and the personnel was motivated enough to perform their job in short terms. It is important to add that different people require a different approach and management style. Different groups of people need to be managed differently; the same group of workers should be also managed differently in different situations. In such a way, my task was to guide people, while my goal was to make the specific skills and knowledge of each individual employee as productive as possible.

Being specific, I need to say that it was not easy task to motivate people, to control their work and to decide whose work can be performed better than it was previously. Moreover, according to Jaffee (2001), it can be said that by taking this or that decision, we are at the point of divergence of future times. The future in which we will live depends on the correctness of our decision today. Thus, difficult tasks harden our spirit, train our brain and make us to develop own personality. According to Goleman et al (2002), the path of the leader is the path of constant changes and fast reactions to the surrounding environment. Finding and making the right leadership decisions helps the person to be effective in achieving the goals of the organization in gaining its profits, improving the company’s reputation and attracting new loyal clients.

Fortunately, my leadership decisions did not differ from the goals of other who had a stake in the decision, and such unanimity in opinions helped me to be very effective in performing my tasks. Taking responsibility for the choice and implementation of unambiguously interpreted goals, the leader is able to compensate for the existing structural, functional and other differences in making motivational decisions and give the goal-setting process an integrated and relatively systematic character.

I think that 360-Degree Feedback Loops would assist the leader for many reasons. Firstly, staff evaluation by the feedback method is a comprehensive method for evaluating personnel in real work situations based on information received from people who communicate with this person at different levels: chief, colleagues, subordinate, clients, partners, etc. Secondly, feedback obtained through this method indicates opportunities for improving employee performance and helps to set development goals.

However, in the process of implementing 360-Degree Feedback Loops, it is important to initially determine the purpose and objectives of the project. According to Tornow et al (1998), the underestimation of this need may lead to the fact that the output will not receive the result that was planned at the beginning. In pursuit of the implementation of the functional plan, the personnel department will be able to tick off that the survey has been conducted, while the main idea of ​​this method will be missed – building a system of constructive feedback from subordinates to the management. The speech is going about the feedback systems that will allow the leader to change his management style and increase the efficiency of the division and the company as a whole.

In addition, it is possible to add that I strongly believe in transformational leadership that is based on the influence of a leader on subordinates, but the effect of influence allows them to take part in the process of transforming an organization. The main components of this theory are the following: the leader’s ability to lead, an individual approach, intellectual stimulation, “inspiring” motivation, engaging people in interaction, in which the leader and members of the group contribute to mutual social growth.

To conclude, a person is the most valuable and expensive resource of the organization. The organization is interested in effective use of human potential, creating conditions for maximum efficiency and effectiveness of employees and developing their potential. Thus, in my opinion, a leader is like an antenna that is configured to capture relationships between people, processes, departments, customers, suppliers, and government agencies. My experience has proved me that it is necessary to navigate in these intricacies and be able to attract supporters and de-energize opponents, as well as to follow a certain line of behavior regarding some specific aspects of the own work.

References

Goleman, D., et al. (2002). Primal Leadership: Realizing The Power Of Emotional Intelligence. Boston: Harvard Business School Press. 

Jaffee, D.  (2001). Organization Theory: Tension and Change. Boston: McGraw-Hill Publishing.

Tornow, W., et al. (1998). Maximizing The Value of 360 Degree Feedback. San Francisco:  Jossey-Bass Publishers.

The terms offer and acceptance. (2016, May 17). Retrieved from

[Accessed: March 28, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016.

[Accessed: March 28, 2024]

freeessays.club (2016) The terms offer and acceptance [Online].
Available at:

[Accessed: March 28, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 28, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 28, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 28, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 28, 2024]
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