The 21st Century Leadership Assignment (GC01586)
Table of Contents
1.0 Introduction.
2.0 What are the predicted key competencies for 21st-century leaders?.
2.1 Key competencies for 21st-century leaders.
2.2 Theories that can be considered under the contemporary approaches of leadership.
2.2.1 Attribution theory.
2.2.2 Charismatic leadership.
2.2.3 Transactional leadership.
2.2.4 Transformational leadership.
3.0 How are these similar or different to classical leadership capabilities?.
Trait theory.
Behavioral theories.
Contingency / Situational Theories.
4.0 What are the underlying causes of changes to leadership competencies?.
Globalization.
Advancement in Technology.
Demographic Changes.
Increased Competition.
5.0 Compare, contrast, synthesize and critically analyze the academic research on this topic.
5.1 Definitions scholars debated on the topic.
5.2 Key themes/theories.
5.3 Potential applications and implications.
5.0 Conclusion.
Reference.
1.0 Introduction
In this 21st century, the approach of current companies’ achievement, Leadership is the main factor. As Mullins (2015) notes, leadership submits to the procedure that motivates or influences the public in place of work to gain the company’s objectives or goals. According to Northouse (2013) notes, leadership is the procedure by that a manager can influence or motivate a team of the public to achieve specific objectives or goal. As Jago (2012) suggests, leadership is a method that manages the companies in a method that creates the companies extra consistent and organized. Leadership knowledge, as well as skills, are influenced or processed by managers’ attributes or traits for example ethics, beliefs, characters or values.
As Rose (2012) notes, different discussions on leadership have been continuing for decades, whereas lots of spiritual leaders have experienced that the fundamental exercises or beliefs of leadership have not altered importantly more than years. On the other hand, leadership is very difficult in the latest active international financial system as well as 21st-century companies (Drucker, 2011, Trilling and Fadel, 2009). The managers in the current globe have to perform in a different way to achieve understanding or knowledge for increasing the 21st-century international financial system. Â Such as, managers must be good spectators, group members, as well as connection planners, experience or skills to encourage the supporters in achieving their plan or develop efficiency in places of works (Sadmann and Vandenberg, 2015). Additionally, managers in 21st-century companies should be effective or fast assessment, be capable to apply rising expertise or communal medium to organize or correspond achievement successfully (Drucker, 2016; Trilling and Fadel, 2009). Additionally, the managers in the 21st century must be responsive to international globalization or politics, be modern in decision making as well as making logic of importance (Rose, 2012).
2.0 What are the predicted key competencies for 21st-century leaders?
2.1 Key competencies for 21st-century leaders
The expected main skills for 21st-century managers can be divided into 3 big groups: 1. intrapersonal skills, 2. cognitive skills, and 3. interpersonal skills (Mullins, 2014). Lots of skills can be recognized below all of these big groups, whereas the main skills are described under:
Displays technical or professional expertise: As Mullins (2014) notes, skilled managers have to have particular knowledge in several sections for example planning software, selling, or accounting. An excellent manager has to increase skilled or technological abilities for training his groups or supporters (McFarland, 2015). Additionally, the managers have to achieve an understanding of unfamiliar words, international factors such as international politics or financial systems, mathematics or technologies, making contact etc (Martin, 2016).
Critical Thinking: In 21st-century trade in creating each assessment critical thinking is the main factor (Pearson, 2015). Therefore, the managers have to be capable of critical thoughts such as appraisals, assumptions, or investigations. Managers must believe in what way incessantly develop procedures, communications or services to control their supporters (Mullins, 2014).
Creativity and innovation: Lots of companies observe innovation or creativity as a significant 21st-century skill of leadership (McFarland, 2015). Innovation or creativity is important to achieve company achievement in an aggressive financial system. The earth is continuously altering. Therefore, innovative or creative thoughts are important to acclimatize the quick alter in company actions (Martin, 2016).
Communication and Collaboration: Good managers have to improve relations as well as cooperation between their groups or supporters (McFarland, 2015). To create effectual relations, the managers explain, distribute, or equilibrium data between the supporters (Martin, 2016). To create cooperation, the manager concentrates on making decisions, conciliation, difficulty resolving, as well as different decision. Effectual contact or cooperation is important for captivating innovative policies or ideas for companies, executing company strategies (Rose, 2012).
Global awareness: The managers of the 21st century must have international consciousness such as communal, cultural or economic factors (Mullins, 2014). A manager has to reveal international consciousness while the managers believe sympathy for supporters in several cultural or geopolitical situations (Martins, 2016). Therefore, it is recommended for the managers to recognize the earth or international factors, corresponding thoughts, evaluate perceptions, as well as use understanding in multicultural or international labor forces (Pearson, 2015).
Encourages as well as inspires another: The good managers all time make an idea for the achievement of the future that inspires the staffs to achieve that idea (Martins, 2016). The several mission or vision made by the successful managers creates the company differentiation in the aggressive markets. This influences the potential or target consumers (Mullins, 2014). Good managers improve effectual incentives, rewards, as well as act evaluations for the staff or inspire them for developed efficiency (Pearson, 2015).
Learning how to learn: The managers have to the affinity to in what way discover a factor, in what way do a job, observe particular conception, difficulty or assess development (Mullins, 2014). The managers have the capability to calculate accomplishment, success, or labor forces’ achievement (Pearson, 2015). Additionally, the managers must be capable to react to instructor response, self-stimulate, as well as improve the strongest self-observations to company success (Martins, 2016).
Develops others: Managers must improve technological methods and fix periods or cash in the financial plan to improve their supporter’s labor forces (Pearson, 2015). Good managers search for talented staff. Therefore, the managers give effectual instruction or improvement activity to improve them (Mullins, 2014)…………………….
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