Lead and Influence for Business and Economic - myassignmenthelp

Question: Discuss about theLead and Influence for Business and Economic Horizons. Answer: I was the Human Resource Manager at JoyPond Distributors between May 2016 and March 2017. JoyPond Distributors was one of the leading wine distributors in the country. However, in the middle of 2016, the company had encountered great losses due to high competition, which had made few investors pull out of the company. Most workers were also resigning due to delayed payments, and as a result, a vacancy came up for the position of sales manager after the one who held the position left without notice. As the H.R I had a duty to call interested applicants for interviews and select the most suitable candidate to fill in the position. This responsibility was challenged when a colleague approached me saying that he already had an interested person who was ready to pay a considerable amount of money to bring in someone to fill in the position directly without an interview. This money would be enough to help sustain the company during the tough times. It sounded like a great deal, and as much as I wanted to help the company, I was torn between agreeing with the idea and following the protocol as required. I was devoted to my work, and I did not want to compromise my work ethics and integrity. According to Coleman and MacNicol (2015), integrity in leadership refers to being honest and having ethical behavior which is characteristic of people who can be trusted. Trustworthiness is a major factor in business success, and so the company trusted me to make the right decision. If the proposed person got direct entry to the company and offered incompetent services, then a solution would not have been met. The money provided would only assist for some time, on the other hand, one who goes through the protocol may be able to bring in not only different but also efficient and long-term solutions to the companys problems due to the compelling interview and background check that I would do. Transformational leadership takes place when a leader and followers make each other progress to higher levels of morality and motivation. I wondered whether my decision would promote this leadership style or not (Riaz Haider, 2010). The stakeholders would be affected by this ruling because they need to see a competent person who would contribute positively to the companys growth. The increase of the company would mean getting profits, and this would result in growth in the stakeholders interest. Before making a final decision I had to think and plan and be ready to take responsibility for my actions, just as Duly Wash (2010), says, this was not going to be easy, neither was I going to accomplish it overnight. According to Yulk (2010), one of the tips for a transformational leader was the ability to express confidence, decisiveness and be optimistic about the vision they have, and focus on its implementation. There are several theories in existence about leadership, and their relevance depends on the context in which the method is applied. This paper is going to use two of these theories to analyze the case in part I, these are; Trait theory and behavior theory. Trait theory had the opinion that leaders possessed physical traits that- leaders did not have. It, however, ignored the ideas of whether the traits were genetic or could be acquired. Having these traits would make it easy to select those who possessed them to be selected and ranked into positions of leadership. According to Zaccaro (2007), some of these traits included; adaptable to the situation, ambitious, decisive, assertive, energetic and cooperative among others (Goodpasture, 2010). This theory had a shortcoming in that; the characters presented were too many making it difficult to identify consistent traits. Behavior theory, on the other hand, recognizes the importance of certain necessary leadership skills that help a leader to act, while of the opinion that every individual has a unique style of leadership which he or she feels most satisfied (Yukl, 2010). This theory concentrates more on what leaders do rather than their qualities. These behavior patterns are categorized as styles of leadership. This theory was brought about by the difficulty in measuring traits such as; honesty, loyalty, and integrity. Focusing on the trait theory, I would say the protagonist who in this case was then H.R, performed well as a leader because he was able to adapt to the situation at hand, which was the need to fill in the vacant position. He also stands out as a leader because he knew he had to decide whether to conduct an interview or give a direct entry to the individual who was to offer money. This leader, however, is unable to settle on a decision and therefore fails to be decisive and according to this theory he would fail and would not be seen as a leader. The H.R stood out as a leader following the behavioral theory because he upheld high integrity in his work; he knew he had to support ethical behavior so that the company could trust him in making the right decisions (Winkler, 2010). In the protagonists case, not only does he want to choose wisely, but also wants to uphold values which guide his behavior and controls his actions. He also appreciates his work and always wants to support integr ity in his decisions. The H.R would stand out as a great leader if the behavioral theory is applied to vet him. Since the company was in a crisis, the H.R needs to make sure those who come in are competent and qualified; this would help bring in external solutions which may end up saving the company from the crisis and bring forth high-performance achievements (Pandya, 2014). Leadership involves transparency, with the H.R being transparent enough to refuse the money offer, this would place the company on high levels of fitting the social needs which would earn the company great respect. With a trustworthy employee, Stakeholders would be assured of the longevity of the company and purport to increase their shares thus stabilizing the business as Maslow considers humans to be energized by an actualizing manner and believe that well-being takes place to the extent people can freely express their inherent potentials. From the case, it is evident that the external environment which mostly affected the protagonist is competition. Competitive advantages needed to be taken to help the protagonist and the stakeholders fight their losses. The internal factor that stands out is the companys culture of the organization, and this is what has made the H.R responsible for hiring people into the company since his job description states so. If not for the organizations' culture the protagonist would not be in this situation (Northouse, 2016). Bibliography list Coleman, S. MacNicol, D., 2015,Project Leadership, Gower Publishing, Ltd: Farnham, Surrey, UK Burlington, VT. Goodpasture, J., 2010, Project Management the Agile Way: Making it Work in the Enterprise,J. Ross Publishing, Ft. Lauderdale, FL. Northouse,P. G., 2016, Leadership: Theory and practice, (7th Ed). SAGE Publications: Los Angeles, CA. Pandya, K. D., 2014, The Key Competencies of Project Leader beyond the Essential Technical Capabilities, IUP Journal of Knowledge Management, Vol. 12, no. 4, pp. 39-48. Riaz, A. Haider, M. H., 2010, Role of transformational and transactional leadership on job satisfaction and career satisfaction, Business and Economic Horizons, Vol. 1, no. 1, pp. 29-38. Winkler, I., 2010,Contemporary Leadership Theories: Enhancing the Understanding of the Complexity, Subjectivity and Dynamic of Leadership, Physica-Verlag: Heidelberg. Yukl, G., 2010, Leadership in organizations. (7th Ed.). Prentice Hall: Upper Saddle River, NJ. Zaccaro, S., 2007, Trait-Based Perspectives of Leadership, American Psychologist, Vol. 62, no. 1, pp. 6-16.