UC The Power & Control Are Essential in Achieving Set Goals Discussion

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Discussion 1 By Maharshibhai Prakashbhai Shah In the competitive landscape of the 21st Century, a sustainable advantage of globalization depends on the skills and abilities of a leader who can manage diversity and implement increasingly complex business strategies. Effective workforce diversity management is a key to global business success (Okoro, 2012). Global leaders should be aware and appreciate the diversity they face in leadership practices. The following phenomena are identified significantly challenging international leadership practices in diverse workplaces like Blended Organizational Culture, Group Dynamic, Gender Differences and Cultural Diversity. Work ethics, behaviors, communication styles, and management-labor relationships are different from country to country. In accordance with different cultural expectations, different cultural groups have different expectations of leadership, and this can affect the behaviors of employees and managers. Technology plays a significant role in global policies, economics, and culture and shapes the structure of the global system. Technological advancement has not only saved time and money for a greater organizational profit and a better quality of life but has also created a global village with shared regulation, language, and values. However, it also creates problems of distance and disconnection on human relations. As technology has made its progress and impact on global organizations, traditional leadership can no longer fully assist managers to lead the employees who work at different places or nations. Why is diversity of thought important for today’s organizations? Do you think an organization can have diversity of thought if all employees are of the same race and approximately the same age and background? Diversity helps organizations get ahead by contributing to factors that are not immediately present to the senses. Diversity adds values to an organization through its employees and leaders allowing both to use culture, an internal factor that exemplifies diversity to drive an organization to success. An organization can have diversity even if all of the employees are the same race; age, and background. All people are unique, allowing internal factors of diversification such as culture to drive change Do you agree with sociologist William Bielby that people have innate biases and will automatically discriminate if left to their own devices? Discuss. Yes. I believe people have their own innate biases. I believe people automatically discriminate when left to their own devices because it’s human nature. People are sometimes biased and prejudiced without even knowing it. I believe that has a lot to do with upbringing and environment. It was stated by Bielby that “white men will inevitably slight women and minorities because they just can't help themselves.” He also stated that people are often unaware of how stereotypes affect their perceptions and behavior," including "individuals whose personal beliefs are relatively free of prejudice (Phora)." Why do you think many women opt out from seeking higher levels of corporate leadership? Discuss why you think this either is or is not a trend that might hurt organizations over the next decade. There are various publications that discuss the position of women across generations trying to analyses the meaning that lies behind choice for full time motherhood or fulfilling one's career. The 'opt out revolution' comes in handy in giving in-depth insight on possibility of choosing both career and motherhood. It is quite ironical that successful corporate women choose to stay back home as full-time mothers at the expense of pursuing their career to the maximum (Haack, 2016). Regardless of having devoted their finances and time in acquiring advanced education, they drop out to dedicate all their tie to their children. Analyzing this step, it is a very sensible move in terms of nurturing a great family. On the other hand, it is an insensible endeavor in the corporate setting. Women produce great leaders who create a platform for revolution of power balance in government, professional and corporate leadership. Through the commitment and experience of these successful women, the possibility of gaining gender parity becomes so apparent. But if these women opt out of their lucrative positions, then the organizations are bound to face challenges such as gender inequality which further results into discrimination. Opting out also hurt organizations who must go through lots of training of recruits to get a perfect replacement. After opting out, some women may later opt in and land a either a less paying job with lower rank or a better paying job, while some may fail to acquire any position at all. Being on recession for a long-time result into staying out of reach with former colleagues thus bouncing back and gaining a good position becomes a challenge. For instance, women who take a decade off their career to become dedicated mothers are bound to lose touch with trendy global challenges that influence the corporate world. In conclusion therefore, women opting out of their lucrative positions in business leadership hurt the brighter future that upcoming generation of young women would have ultimately enjoyed globally. Therefore, successful corporate women ought to balance both career and motherhood without prioritizing one at the expense of the other (Haack, 2016). This goes a long way in empowering women across generations and create healthy diversity in organizations Lord Acton, a British historian of the late nineteenth century, said that “power tends to corrupt; absolute power corrupts absolutely,” suggesting that a person’s sense of morality lessens as his or her power increases. Do you agree? Considering this idea, is it ethical for leaders to try to increase their power? Discuss. Yes, I agree. I think that there needs to a system of checks and balances with every form of leadership, government, and even family. Leaders shouldtry to increase their power, but that does not mean they should ever achieve absolute power. Discussion 2 by Christopher Stutts Leadership - Diversity, Power, and Influence What do I feel are the most important aspects of my learning in the chapters this week? The most important aspects of my learning this week include insights into the nature of inclusivity and the types of influential leadership. The first aspect is of significant importance because, in my opinion, many people in the US and abroad do not realize that they use a slightly malformed understanding of inclusivity. One of the central findings of chapter 11 is undoubtedly the extensive nature of inclusivity, which includes such seemingly unconventional aspects as lifestyle, pay level, work style, parenthood, position, nationality, and personality (Daft, 2018). The second important finding stems from chapter 12. In my opinion, it is essential because it shows that influential leadership is not constrained solely by the now-popular transformational approach. It also contains transactional, charismatic, and coalitional approaches, which typically receive rather moderate attention in academic literature (Daft, 2018). Awareness of such systems is crucial as it will give my colleagues and me more flexibility in our future careers. What about this learning was really worthy of my time and understanding? Importance for society and business. In my opinion, the structured approach towards presenting the material in question was the most worthy aspect. Indeed, this learning did not introduce any genuinely unprecedented and cutting-edge information. However, it managed to introduce mainstream ideas in the most orderly and potent fashion. Thus, the presented chapters offered me the most efficient approach to learning leadership-centric mainstream information. For instance, I find the classification of inclusivity issues to be of utmost importance in the presented case. It is simple and, at the same time, efficient introduction proved to be a genuine boon for me. Ultimately, this information is important for society and business because it helps to improve governance frameworks and prevent bias regarding the employment of non-conventional population groups. Since discrimination continues to be a major problem for countless people around the globe, the inclusion of such frameworks is a priority. The promotion of influence-based leadership is similarly positive as it enables innovation and transition towards humane organizational goals. Why is diversity of thought important for today’s organizations? Do you think an organization can have diversity of thought if all employees are of the same race and approximately the same age and background? Diversity is essential for modern organizations because it can increase the range of available strategic choices. One of the problems with the non-diverse organizations is their lack of originality. If all employees are of the same race and background, they are likely to produce similar solutions to specific problems. As a result, a non-diverse organization would be rather inflexible. Only the inclusion of non-conventional groups can solve this problem. Do you agree with sociologist William Bielby that people have innate biases and will automatically discriminate if left to their own devices? Discuss. I agree with the statement of William Bielby because the current examples of, for instance, racism, prove that autonomy cannot solve this significant social problem. As Wilson and his colleagues (2017) show, racial bias tends to permeate even such seemingly disconnected aspects as size and formidability. Many white people believe that male African Americans tend to have bulky bodies that enable physical violence. This judgement is often made even if a person condemns racism, indicating the need to actively intervene in various social interactions to prevent discriminatory behavior. Thus, discrimination is often unconscious, requiring major outside control. Why do you think many women opt-out from seeking higher levels of corporate leadership? Discuss why you think this either is or is not a trend that might hurt organizations over the next decade. One of the primary reasons for such a decision pattern lies in the burden of the household duties that still befalls the majority of women. As current research proves, "although women have made progress toward greater equality in the workplace, most of the burden of labor in the home still falls to women" (Treas & Tai, 2016, p. 11). Often, they feel that they do not have sufficient time to pursue advanced careers. Consequently, many of them choose to forgo largescale career advancements, concentrating on family matters instead. In my opinion, this trend will undoubtedly hurt organizations in the future as women represent a feminine relationshipcentric and collectivist mindset. Its emphasis on stability is crucial for maintaining the cohesiveness of organizations. With the absence of women leadership, future organizations are bound to make more mistakes regarding their short and long-term goals. Lord Acton, a British historian of the late nineteenth century, said that “power tends to corrupt; absolute power corrupts absolutely,” suggesting that a person’s sense of morality lessens as his or her power increases. Do you agree? Considering this idea, is it ethical for leaders to try to increase their power? Discuss. In my opinion, the statement is far from being true. I believe that power can corrupt certain kinds of people who tend to be ambitious and hyper-achieving. However, many humble individuals may forgo such a negative trend. Consequently, the problem with authoritarian leaders, who are seemingly corrupted by power, is not in the systems of governance. The real problem stems from the individuals themselves: those who strive for absolute power are bound to be corrupt from the onset. However, I ultimately believe that it is ethical for leaders to try to increase their power as long as they want to use it for the greater good. The real problem to be fought is the threat of personal ambition. References Daft, R. L. (2018). The leadership experience (7th ed.). Cengage Learning. Treas, J., & Tai, T. (2016). Gender inequality in housework across 20 European nations: Lessons from gender stratification theories. Sex Roles, 74(11-12), 495–511. https://doi:10.1007/s11199-015-0575-9 Wilson, J. P., Hugenberg, K., & Rule, N. O. (2017). Racial bias in judgments of physical size and formidability: From size to threat. Journal of Personality and Social Psychology, 113(1), 59–80. https://doi:/10.1037/pspi0000092
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PEER REVIEW ASSIGNMENT

Hello Maharshibhai Prakashbhai Shah,
I agree with your explanation of diversity, leadership, diversity, power, and influence.
Leadership influences people to take action and be okay with it. Power an...


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Very useful material for studying!

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