Prioritizing Leadership Functions

Prioritizing Leadership Functions

Introduction

Effective leadership is considered to be a fundamental component in determining the extent to which an organization may experience success or stagnate in performance. Researchers in leadership has succeeded in establishing a relationship between organizational performance and the leadership qualities showcased by the respective leaders. This realization calls for an analysis of all the departmental leaders situated in the different sectors of an organization. Immediately after coming up with this conclusion, some counter-arguments ensued, which postulates that the functionality of an organization cannot be associated with the leadership qualities and structure within an organization.

Following the critics that came up, researchers have asserted that effective leadership correlates to the outcome experienced within an organization. Pointing out leadership traits is the framework upon which organizational outcome and the effectiveness of a leader can be constructed (Madanchian et al. 2017). Nevertheless, the process of singling out these leadership attributes requires a lot of time and comes as a complicated responsibility. Therefore, effective leadership and recommended employee performance can assist in driving an organization towards gaining competitive advantage in their respective fields. Additionally, well-stipulated leadership functions will ensure enough time is located for the most demanding activities.

Main Body

After filling the first column

Employee training came out as the most vital part of the organization. Well-equipped employees are the determinants of the nature of products and services which will be delivered by an organization (Rodriguez et al. 2017). Training provides them with up to date expertise and the relevant skills involving how to relate with other employees and the clients they are serving. Moreover, they will also be nurtured and inspired to find excitement and means of progressing in their areas of specialization.

Closely following is the evaluation of operation procedures. Designating time for examining the standard procedures as stipulated in the doctrines of an organization is more or less crucial in ensuring the smooth flow of activities.

Additionally, setting up goals and providing direction is quintessential in channeling the path for the operations of the organization. There exists a significant relationship between clearly spelled goals and the effectiveness of the employees (Teo et al. 2016). An organization should come up with objectives, interpret and translate them down to all the departmental heads within an organization. The initiative will ensure the company values are ingrained in all the employees working in the various areas of specialization.

And finally, taking part in the functional activities like serving the clients, stock taking and selling is also detrimental in the successful flow of the company activities. The organizational leader is predisposed to receiving immediate feedback, especially when involved in the sale and offering services to the clients. That information will form a crucial part of all the readjustments that the organization should undergo to realign with the market demand and those of the employees in the organization.

Activities with the highest return

Employee coaching and development turns out to be the most fulfilling functions of a leader. It is a significant orchestrator for achieving organizational and individual objectives structured for short-term and long-term obligations. Taking employees through the development processes like training to improve their expertise and assisting them in understanding the skills which are not well mastered turns out to be so rewarding. Moreover, going through the experiences of employees and walking with them in all the steps they undertake gives an opportunity for living their lives. The experience earned is of benefit as it will influence the kind of regulations imposed on how the employees are supposed to conduct themselves and the extent to which they can undertake specific roles.

The outcome from employee training mainly revolves around improved performance and the boosted efficiency in the operation (Rodriguez et al. 2017). The extent of motivation significantly improves as they find meaning in what they are doing, which is the path towards self-actualization. Consequently, as a leader is far much impressive to realize the activities put in place are having a massive impact on all workers in an organization.

Most rewarding activities

The mentoring process was the epitome of all the events in the organization. Motivated employees are reducing the costs incurred in the production process as they reduce wastes, which would have otherwise multiplied on the expenses (Rodriguez et al. 2017). Witnessing the workers motivated sends back a wave of positive energy, which also inspires the power within.

Furthermore, the planning process inspires a lot of creativity as I had to crack my mind in giving vision and laying down the strategic objectives of the organization. I was in a position to Horne the craft of viewing the future in terms of the present circumstances. It also improves the evaluation and analysis skills in the leadership process.

And finally, selling and servicing the customers gave a lot of insight and perspectives held by different individual matters businesses and delivery of services. The immediate feedback from the customers can also be classified as a reward since it will have an impact on steering the decisions made in the organization.

Conclusion

The time I spent all the activities was worthwhile as it realized a lot of benefits. Therefore I would not discredit any portion of the time I spent in the organization as it was well stipulated in line with the needs of the organization.

After the first visit, the amount of time spent in the training of employees and engaging in functional activities like stocktaking and servicing the customers was more. And I would continually slip more time to add for the two respective activities. Employee training enhances a sense of security declines the rates of absenteeism and turnover. In the same manner, engaging in the functional activities improves effectiveness as a leader from the experiences earned throughout the process.

After relocating time

I would spend 34percent of time on leadership training, 24 percent on individual contribution activities like selling, 22 percent on evaluating operational procedures, and finally, spend 20 percent of the time on the planning and setting goals in the organization.

Summary on re-valuation

Leadership training and motivation are the cornerstones of an organization as it is essential to the employees and as a leader. This has pushed for time allocation increment, which will translate to improved efficiency and effectiveness in the functions of the organization. Moreover, individual functional activities like stocktaking and service to the customers also received additional time. Putting a lot of effort into obtaining responses from the clients and employees is also crucial since it will have an impact on the decision-making process.

On the flip side, evaluation of systems and the planning process were subjected to less time than they had initially. The decision does not dispute the fact that they are a vital function in the leadership process. They also have a massive impact on steering the organization in the right direction, and they need to be concentrated on at specific times in the production process.

Conclusion

Effective leadership requires discreet portrayals of relevant leadership characteristics. Efficient leader avails favorable situations which can favor the running of the business, the productivity of the employees and meeting the needs of their prospective clients. Skill management initiatives can be exercised within an organization at all its frontiers, which will bring out the best of qualities and provide a suitable environment for innovation, which can spring up the significant value at the organizational or individual levels.

References

Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee      performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), 206-212.

Madanchian, M., Hussein, N., Noordin, F., & Taherdoost, H. (2017). Leadership effectiveness measurement and its effect on organization outcomes. Procedia Engineering, 181, 1043-1048.

Teo, T. C., & Low, K. C. P. (2016). The Impact of Goal Setting on Employee Effectiveness to Improve Organisation Effectiveness: Empirical study of a High-Tech Company in Singapore. Journal of Business & Economic Policy, 3(1), 1-16