PIR MEHAR ALI SHAH

ARID AGRICULTURE UNIVERSITY

RAWALPINDI

Assignment No. 4

CLASS: BBA 6th

Session 2017-2021

SUBMITED TO:

Mr. Ghulam Murtaza

SUBMITTED BY:

Fraz Raza 17-ARID-5375

DEPARTMENT OF MANAGEMENT SCIENCES

BARANI INSTITUTE OF SCIENCES
BUREWALA CAMPUS
Q NO .1 Conclusions on how managers and leaders have made an impact on the
organization and recommendations for future improvements?

Answers:

Managers impact on the organization

Manager effects organization by following different qualities.

Employee Engagement

Employees are the most important assets of any organization. Thus it makes sense that
happier employees are essential to a more productive work culture. It is simply not enough to
label a boss as “good” or “bad”. Companies need to understand how managers are fostering or
destroying employee engagement in the organization.

The truth is that no successful manager ignores the importance of engaging employees in
the organization. Engaged and happy workers tend to give more effort to the job as well as tend
to stick out longer.

Avoids Micromanaging

Trust is the foundation of any relationship. Perhaps one of the most significant ways to
betray that trust is to micromanage your team. Micromanaging is an unnecessary practice that
must cease to be used. Managers who probe their team members’ performance will be rewarded
with a sense of distrust.

Being micromanaged makes team members feel that there is a lack of trust and judgement.
This in itself is a significant reason for disengagement. It’s important that managers not only
focus on project management but also on encouraging employee autonomy. Successful managers
understand the importance and need for employee autonomy among team members.

Ability to Look at the Big Picture

The ability to look at the big picture can be considered as the icing to the qualities of a good
manager. The importance of the “big picture thinking” cannot be undermined. The big-picture
thinkers are the ones who get the job done as well as take the initiative for some future
innovation. Truth to be told, it is the best of both worlds!

Knowledge

Experience as a manager is a must but so is knowledge. There are many different degrees
offered for managers, including a bachelor’s degree in business or a master’s degree in
leadership or project management. You can also get a certificate in project management,
entrepreneurship, ethics, or human resource management.
Emotional Intelligence

Good managers understand the intricacies of the business. Great managers understand the
people working there. Emotional intelligence is an essential skill that can no longer be ignored.
Everyone in the managerial role must recognize these simple workplace facts. A person in a
managerial role should be able to tune in to the emotions and needs of the team members.
Managers that lack empathy not only make bad decisions but also affect the overall productivity
of the team.

Time Management

Another key factor in being a successful manager is time management. If you’re late every
day, your employees might think it’s acceptable to also be late. Time management is also
important when it comes to prioritizing your day, making sure you have time to communicate
with your employees, and accomplishing goals throughout the week.

Leaders impact on the organization

Leader effects organization by following different qualities.

Transparency and honesty

Great leaders not only talk about honesty but also practice it. Anyone in the managerial role
should bring complete transparency to the table. This ensures to build a strong sense of trust and
loyalty among the team members. Additionally, this helps the team to work better under a trusted
leader.

Communicates effectively

Good communication skills are an important asset to any great leader. A leader needs to be
able to communicate clearly and effectively. This benefits the team members to understand the
expectations from them. This, in turn, helps them to execute the said expectations into real
results.

Self-awareness

When an individual expresses deep understanding of emotions, strengths, weakness,

needs and drives, he may be branded with the quality of self-awareness. An effective leader
badly needs the quality of self-awareness. Leaders with strong self-awareness are neither overly
critical of their subordinates, nor unrealistically hopeful in their expectation. They will be honest
with themselves and with others.

Leaders with high self-awareness understand how their feelings affect themselves and
others, and also their performance on the job. High self-aware leaders are aware of their values
and goals clearly, they are confident of what they are doing and where they are leading, have
realistic self-assessment, ability to admit mistakes, are comfortable on talking about their
strengths and weaknesses, and they appreciate constructive criticism. Self-aware leaders express
self confidence in their task and ready to take help from others when they feel necessary. They
do not strain themselves on assignment but are eager to take ability bounded risks.

Inspires others

Amongst all leadership qualities, this one is the most important. The ability to empower team
members as well as to ensure individual success, Great leaders understand the importance of
tapping an employees’ desire to acquire success- and utilizes the same.

Self-regulation:

It makes people free from being tensioned of their own feelings. It helps them control bad
moods and emotional impulses, and even redirect them to achieve a purpose. It is an important
characteristic of an effective leader. Effective leader can control their feelings and impulses and
create an environment of trust and fairness. Such an environment facilitates focusing all energies
on achieving the desired objectives rather than on internal politics as well as fighting each other,
which loose the integrity and mental health of the group. Talented people prefer to join, and stay
on at, such organizations.

Self-regulation enhances integrity, a personal virtue which is an organizational strength as

well. Most unethical incidents that occur in organizations arise from impulsive behavior. In most
cases people do not plan to exaggerate results, or use power for selfish purposes. However, when
they come across an opportunity, they surrender to their baser impulses as they lack self-control.
Effective leaders are capable of a high degree of self-regulation, and do not allow themselves to
act on impulses.

Motivation:

It effective leaders are not motivated by external factors such as extended salary, royal power
and so forth, instead an internal enthusiasm which motivates him to achieve a particular task.
They seek creative challenges, have a passion for learning, and enjoy the pleasure of successful
performance of job. They display remarkable patience in improving past performances. Effective
leaders are highly energetic and are often restless. Creative and innovative way performing task
is another attraction of effective leaders.

Empathy:

It is the most visible trait of an effective leader. Empathy does not mean adopting others
emotions as one’s own. Nor it is attempting to please everyone. Empathy means thoughtfully
considering employees’ feelings-along with other factors in the process of making intelligent
decisions.
Social skills:

These are the ability of an individual to deal with society effectively in accordance with
the situations. Socially skilled people have wide circle of connections. They are extremely good
at establishing common ground with all kinds of people. This ability helps them in building
rapport with the society quickly. They incorporate many hands while performing the common
and social welfare dealings. They believe that nothing important get done alone.

Suggestions:
Cultivate Self-Awareness

A high level of self-awareness is critical for managers, and it’s what separates high-
performers from their peers in the workplace. This core tenet of emotional intelligence requires
introspection and an honest evaluation of your strengths and weaknesses.

Through engaging in self-assessment and turning to trusted colleagues to gain insight into
your managerial tendencies, you can chart a path for your professional development that hones in
on areas where you need to improve, enabling you to bring out the best in yourself and others.

Constructive Conflict:
This involves engaging your team members in the decision-making process. It invites
diverse perspectives and debate, and stimulates creative problem-solving.

Consideration: 
All stakeholders involved in a decision should feel their viewpoints were fairly
considered before a solution is determined. Without this sense of acknowledgment, they may be
less inclined to commit to and implement the solution.

Closure: 
This is a function that ensures stakeholders are aligned before proceeding. It requires
defining what constitutes a project or initiative as “done” within a set period, determining if
anything remains to be accomplished, and ensuring everyone agrees as to whether the outcome
was a success.

Leadership:
Leadership is a long-distance run. Keeping our team motivated is essential to reach our goals.
Finding a way to motivate yourself and convey that mood to your team is key to move forward.
Take a note of these tips to strengthen self-motivation, inspire others and improve your
leadership skills:
Get inspired

True motivation is inside oneself. Find what it is that inspires you, visualize your goals. If
we are not motivated, we won’t be able to lead our team.

Recruit positive people

Same as you must avoid unhealthy relationships, be sure to open the door to those that
provide motivation and satisfaction to the team.

Reward your team

There are many ways of rewarding good performance and the capability of being able to
achieve important goals. The team will see it as an incentive to keep moving on the right
direction.

Advocate creativity:

Intellectual stimulation is a needed authentication for leadership skills. For the same,
creativity amongst the employees should be encouraged. Fresh challenges should be provided
along with support to fulfill one’s dreams.

Creativity:

It can be nurtured, by offering challenges where the employees can make it within their
abilities. The key reason for such type of activity is that employees would be able to stretch
within their limits and would never feel frustrated when success is circumvented by hurdles.

Effective listening:

Listening is one of the ways to improve leadership skill which plays a key role where you
can know what’s happening in the work atmosphere and what the team is working on around the
project. Listening helps you in receiving feedback, so in order to focus your listening skills, you
require listening without interferences, with eye contact and answering applicable.

When leaders possess the skill to heed to their customers and people, powerful things can
take place. Apart from communication, body language and gesticulates are also forms of
communication.

Following the role model:

When you possess an idealized influence, it is another way to improve your leadership
quality. To become good leaders, it is also a way where sprouting leaders follow their role model
and exemplify their behaviors and characteristics to feel motivated as leaders.
 There are many members who look at their inspired leaders and emulate their behaviors.
To conflagrate as a good leader, work on certain qualities and principles that you admire from
your role models.

Motivating your employees:

John Quincy Adams stated that “when your actions pep up others to dream more, do
more and\ become more, then others call you a leader”. So luring individuals is another quality a
team leader should possess. A true leader should be able to perk up and actuate employees when
they shake off passion and ambition.

A true leader should recognize the problem and do the deserved in order to stimulate an
employee. Due to difficulties and tired of performing the same old tasks, employees lose passion,
in such cases leaders should speak to the employees personally and share life experiences and
motivate them.

Q. NO. 2 Assessment of the challenges of leadership and management

practices?

Answer:

Most Common Leadership Challenges:

Finding a good leader is a dream achievement for any organization because every
successful organization needs one at its different levels of authority. Many productive
organizations invest a lot of time and money in shaping a leader who can lead their employees
and improve their overall organizational performance. With changing times, the types of
challenges that leaders face have also changed. Here's a list of most common leadership
challenges that leaders face these days.

Lack of Communication

The ability to clearly communicate with people around them is one of the most important
qualities of a leader. However, this is not as easy as it sounds. Most leaders feel a disconnect
between themselves and their team. One reason for this is that their levels of authority are
different.

Another reason for this is not being able to clearly communicate goals and expectations
to their team members. It is not easy for leaders to be transparent to their employees about their
plans and strategies. Despite this, leaders should find a way to frequently communicate their
plans and strategies with their team and guide them.

Change Management:
 Change management and leadership management are two interrelated challenges that
most organizations face these days. Change management is the standardized process for shifting
from one work environment to the other. When there's a need for change management in an
organization, it is the responsibility of a leader to consciously put effort into accepting and
implementing it in the organization.

But the biggest challenge lies in accepting the change themselves and the next challenge
is to get your employees to believe in the change and follow the leader in accepting and
implementing the change. It is important for every leader to have a change management strategy.
Most leaders struggle a lot with change management because of the lack of a proper
implementation strategy.

Handling Conflicts and Managing Internal Politics

Handling conflicts requires dispute resolution skills. If these conflicts aren’t handled
properly, they can affect the workplace culture and organizational productivity. The main
challenge that leaders face is that instead of resolving the conflict most of them end up
complicating it more and making the situation uncomfortable.

Once you become a leader, you cannot be a part of your team without adding little
tension to the environment. The main challenge lies in creating and implementing a formal
process for conflict resolution and sticking to it.

Providing Growth Opportunities

A leader grows when his team grows. An ideal leader not only helps employees
accomplish their work goals but also gives them opportunities to grow professionally. Most
leaders focus more on organizational development and less on how their employees too should
grow with the organization. The challenge here is to understand every employee’s talents and
abilities to show them the right direction to grow professionally.

Challenges of management:
Globalization
 
Because of globalization, organizations seek to expand and search for new markets to
remain competitive, increase profitability, find talents and reduce risks. However, globalization
has a continuous influence on the basic issues of operation management; location strategies,
supply- chain management, human resource issues, quality, and process strategies. Such
challenge firstly requires establishing an explicit vision, mission, culture and goals. Those could
be developed by excellent leaders having high knowledge to keep the performance of
organization at high levels.
 
Micro-electronic technology
 
Micro-electronic technology becomes widely used by successful competitive
organizations to increase productivity and enhance the outcome results. It includes the use of
automated manufacturing process, advanced telecommunication, internet, software, etc. High
technology opens the door up to the globe marketing and this requires innovative ideas to cope
with such change and to minimize costs. It also helps communicate more effectively with
internal corporation and external market and customers.
 
Lack of skills
 
Lack of skills is another challenge facing organizations. It becomes harder and harder to
find talented and experienced people. That is because other organizations take prior precautions
to retain the skilled employees by applying motivation and empowerment theories to secure their
loyalty and job satisfaction. According to Thurow (1998), an academic economist, competitive
advantage springs primarily from the knowledge and skills of the workforce (Cole, 2004).
 
Market changes
 
Coping with continuous rapid changes in marketplace and the need to find new ways in
anticipating changes are as challenging as they ever were. For example, current global financial
crisis is considered a significant change which requires innovative enlightened management
skills to adapt it. Reshaping the organizational structures, strategic merging with other
organizations, searching for new markets and reducing overhead costs are some of the initial
solutions which can be implemented to cope with such change.
 
Power-added manager: new concept arises
 
Rowley (2003) introduced a new concept of power-added manager to meet the challenges
of the new millennium. Power-added managers are considered the strategic leaders of an
organization who formulate and drive through visions which are innovative and creative. They
need exceptional competence and experience in relation to both knowledge and people to face
different contexts, cultures and communities. Knowledge management, social acumen and global
orientation are the three areas of competence which characterise the power-added managers.
They make effective use of technology and social networks to elicit the necessary knowledge for
creativity and innovation.