Transformational Charismatic Leadership and Governance

Question: Discuss about the Transformational Charismatic Leadership and Governance. Answer: Introduction This study has highlighted the concept of leadership style and the business development strategy. In this context, this study has highlighted the skills, knowledge, and the business strategy of the leader. With the help of Quinn management test, emotional intelligence and the situational leadership test would be helpful to discuss the capacity to lead an organisation. As per the Quinn management test, it can be assumed that an organisational leader requires to have the characteristics of producer, mentor, coordinator, innovator, broker, facilitator, director etc. On the other hand, emotional intelligence characteristics of a leader have been estimated. The situational leadership test is benefitted to identify the capacity of the leader in order to control the difficulties of the employees. Moreover, this study has discussed regarding the importance of objectives of the leader. Self analysis After going through the Quinn management test, I have come to know that this test is helpful to identify the gap between the competencies as well as the knowledge. This level of skills can be measured in terms of the knowledge of the talent management. As opined by Avolio Yammarino (2013), it can be mentioned that talent management is benefitted to develop the personal development. With the help of the Quinn management, I can identify that competency management can improve the skills and knowledge, which were not strong. In the words of Bryman (2013), it can be stated that there are several determinants such as producer, facilitator, director, mentor, broker, coordinator, innovator, and monitoring, which can measure the capacity of the leader. As per the Quinn management test, I observed that I am highly concerned about the output and the work. In this respect, I used to aim to the higher involvement, motivation, personal commitment and also on the energy level. These tools are helpful to enhance the efficiency level of a leader. As a result, Cameron et al., (2014) cited that the level of output or the productivity would be improved. In this purpose, it can be added that I will also try to motivate the employees, therefore, it can be predicted that the individual performance of the employees will also be improved. On the other hand, the facilitator tool is helpful to increase the external legitimacy and can also obtain the resources of the production. This will in turn influence the power of a leader. In addition, the director tool is helpful to make a clear expectation, which in turn reflect me to achieve the business objectives by setting the targets. Moreover, Chemers (2014) mentioned that as per the Quinn management test, I am identified as the decisive initiator and I have the capacity of 80 percent to discuss and can solve the existing problems. Moreover, I believe that this type of leader can make policies and provide instructions in order to guide the employees of an organisation. This type of leader can be a good mentor of an organisation. This proves that I have the potential to care and to help to the employees of an organisation. Furthermore, it can be stated that I can increase the skills and knowledge of the employees by providing necessary training. As a result, the business opp ortunities of the organisation can be improved. In addition, I have 78% chance to be a broker. Being a broker, I can encourage the cooperation between the employees of the organisation. It is known that team work can increase the collaboration between the employees. Moreover, I think that morale among the employees will be increased. On the other hand, I have the ability of 78 percent as a coordinator. Therefore, it is helpful to lead to the subordinates of the organisation. From the outcome of Quinn management test, I observed that I have the capacity of 78 percent as an innovator. This proves that I have capacity to change the working environment as per the requirement. Furthermore, it can be noticed that I have the capacity of 76 percent monitor characteristics. As a result, I can efficiently supervise the performance of the employees. As per the emotional advantage test, it can be noticed that the score of the test was 125. This implies that I have higher capacity to control the emotions of the employees. I can efficiently control the stress and anxiety of the organisations subordinates. As a result, it can be stated that the employees will be able to overcome the challenges. Moreover, it can be noticed that emotional advantage of myself will be able to improve the communication better among the employees. Moreover, it can be observed that situational leadership test shows that I have 59 percent capacity to communicate with the employees as a leader. In this respect, it can be mentioned that it is required to increase the efficiency of myself, so that I can control this situation more efficiently. In this respect, it can be mentioned that I can take training in order to improve the leadership skills. After identifying the shortcomings of myself as a leader, it can be stated that the objectives of myself can be identified as power and influence. From the past experience, it can be observed that the employees of my organisation have been suffering from excessive working pressure. Therefore, I organised a motivation session, which could reduce the pressure of the subordinates and they did not feel demotivated. Another incident was the sales of the organisation were decreased and therefore I required to improve the business strategy. As per the statement of Chhokar, Brodbeck House (2013), it can be stated that power in the working environment can be defined as the force, strength and assertiveness. In this context, it can be observed that in case of forward thinking organisation, power can be shifted from I centric to we centric. Therefore, I need to increase the communication with the employees. This will effectively increase the satisfaction level of the employees. They feel that they get priority from the organisation. As a result, individual performance of the subordinates will be improved. On the contrary, Daft (2014) argued that if I would not communicate with the employees of the organisation, they feel that they are deprived and they also feel reluctant to reveal their problems in the work place. Literature review In this section, the researcher has described the necessity of the governance and leadership in order to make a business successful. In this context, this study has highlighted several models and theories, which can effectively discuss the necessity of the leadership and governance in a business. From the above figure, it can be observed that there are several factors, which can significantly make a leader successful. In this connection, it can be mentioned that this is depending upon four important factors such as lead, manage, drive and organisational engagement. According to Frohlich Oppenheimer (2015), it can be stated that the lead factor is able to increase the organisational culture. As a result, it can be mentioned that the leader of an organisation requires to communicate with the employees and also needs to influence to the employees. Therefore, the employees will also be able to identify the objectives of the business. On the other hand, the drive determinants are helpful to increase the sales structure of the organisation. If the productivity of the business will increase, then the sales of the business will be improved (Goleman, Boyatzis McKee, 2013). As per the manage determinant, it is helpful to the performance of the business by improving the organisational strategies. Lastly, engage factor helps the leader to facilitate the employees. In this respect, the leader can organise an award program for the employees. The employees, who perform better, compared to the others, will receive the award. This award program can improve the willingness to work towards the organisation. Moreover, it can be added that other employees also willing to improve their performance in order to be facilitated. As a result, overall productivity of the organisation will be improved. Hence, it can be inferred that the leadership approach of the organisation will also be successful. On the other hand, it can be observed that there are several theories of leadership, which can effectively discuss the role of the leaders of the organisations in order to make a business successful. As per the functional theories, Hackman Johnson (2013) mentioned that these types of leaders mainly focus to the assumptions and the footsteps of the successful leaders. In this type of leadership approach, the leaders usually follow the action-centred leadership model. The situational leadership theory is helpful to identify the ability as well as the willingness of the employees and then determine the leadership style, which is required to follow to make a business successful. Therefore, in a synopsis, it can be stated that this type of leadership approach is needed to develop in order to meet the necessities of several situations and circumstances. As per the autocratic versus participative leadership theory is helpful to make a stronger relationship between the leaders and the followers (Hargreaves Fink, 2012). In this context, it can be observed that the score of situational leadership test is not so high, therefore, the leaders requires to follow the participative leadership approach. It can increase the understanding between the leader and the employees of the organisation. As a result, the business objectives can be achieved effectively. The leader also requires to consider the employees opinion in the decision making process. Moreover, participative leaders aimed to follow the facilitative leadership style. According to Johnson (2013), transformational leadership theory is required to follow in order to motivate the subordinates of an organisation in order to achieve the organisational mission and vision. This would in turn increase the opportunities to implement new ideas and business strategies within the organisation. As per the Fiedlers contingency theory, it can be mentioned that this theory highlights that the effectiveness of leadership is depending upon the position such as characteristics of the project, leaders personality. In the words of Johnston Marshall (2016), contingency theory enhances the personality, behaviour of the leader. There are two types of behavioural improvement approaches such as consideration leadership behaviour and the initiating structure. In case of consideration leadership behaviour, the leaders require to develop a good rapport and interpersonal relationships with the employees. On the other hand, initiating structure is helpful to make a greater planning and business strategies in order to meet the business goal. In the book of Images of organisation, written by Gareth Morgan, the major ideas can be described as the management or the leader an organisation requires to satisfy as well as requires to balance the internal necessities to meet the organisational circu mstances. In the point of Miner (2015), it can be mentioned that the behaviour of the leader is required to consider as per the organisational environmental dealing. Moreover, there are three different types of dimensions, which are followed by Fred Fiedlers contingency model. These dimensions are such as leader member relationship, degree of task structure and the leaders position power. As opined by Northouse (2015), it can be stated that leader member relationship will be stronger if the employees of an organisation is usually accepted and also respected by the organisational subordinates. On the other hand, degree of task structure will be stronger if the task is structures in a well manner. The leaders position power is higher if the great deal of the organisation can be generated to highlight the leaders position. As per the statement of Rice (2013), contingency theory aimed to the two types of approaches such as task motivated and relationship motivated. On the other hand, leader member relationship reflects the trust, loyalty and the level of confidence of a leader. Task structure is helpful to connected with the task clarity and the task accomplishment. Therefore, it can be mentioned that these theories are helpful to develop the leadership style of the organisational leaders. As a result, the power and influence nature can be improved by following these specific types of leadership theories. Conclusion: This study is helpful to understand the leadership and the governance style. In this respect, this study has conducted Quinn management test, emotional intelligence test and the situational leadership test. As per the outcome of Quinn management test, it can be noticed that the leader is 87 percent capable to be a successful producer, 82 percent capable to be a facilitator. On the other hand, it can be also observed that the leader has the capacity to be 82 percent director and 80 percent mentor. This proves that these characteristics can significantly make him a successful leader. He has the enough capacity to lead an organisation and lead the employees. He can also influence and motivate the performance of the employees by his leadership approach. In addition, it can be added that the score of emotional intelligence is 125, which also reflects the characteristics of the leaders to be successful. On the contrary, it can be noticed that the score of situational leadership test is not so attractive, which proves that there are some shortcomings within the leader, which have been identified in this study. During the last few months, it can be observed that the organisation has suffered from two difficulties due to the casualties of the leader. In this connection, it can be mentioned that the employees of the organisation has been suffering from the excessive working pressure. Therefore, they feel reluctant to complete their task properly. Individual performance of the workers was also going down. This would in turn reflect the overall productivity of the organisation. Secondly, it can be stated that the sales of the organisation also decreased and therefore, the revenue earning by the company was also declined. In order to improve the performance of the leader and also improve the individual performance of the employees, this study has provided a significant action plan. By following the approaches of this action plan, the shortcomings will be reduced. Action plan: Actions Week 1 Week 2 Week 3 Week 4 Week 5 Communicate with the employees Identify the shortcomings Organise a training session Facilitate the employees Increase the individual performance Increase the sales volume Table 1: Action plan (Source: Created by author) As per the above action plan, it can be observed that the performance of the action plan will be completed within 5 weeks. There are 6 activities, which are required to be followed. This step by step performance would be helpful to be an ideal leader. Moreover, the performance of the leaders would also improve. Action plan is required to implement in order to achieve the specific business goal. In this respect, the organisation requires to develop a definite, with which the proposed tasks are required to be completed. As per this action plan, it can e noticed that the leader will first communicate with the employees in order to identify their difficulties what they have faced within the organisation. After that the leader will require to organise a training session to motivate the employees and then will require to facilitate them. Therefore, the satisfaction level of the employees will be improved and they will admire the leader as a successful person. As a result, it can be predict ed that the overall sales of the business will be improved. Bibliography Avolio, B. J., Yammarino, F. J. (Eds.). (2013).Transformational and charismatic leadership: The road ahead. Emerald Group Publishing. Bryman, A. (Ed.). (2013).Leadership and organizations. Routledge. Cameron, K. S., Quinn, R. E., DeGraff, J., Thakor, A. V. (2014).Competing values leadership. Edward Elgar Publishing. Chemers, M. (2014).An integrative theory of leadership. Psychology Press. Chhokar, J. S., Brodbeck, F. C., House, R. J. (Eds.). (2013).Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Daft, R. L. (2014).The leadership experience. Cengage Learning. Dinh, J. 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