Public Leadership and Diversity

Public Leadership and Diversity

A public leader can be defined in several ways by different people. Leaders are anyone who likes being in charge, giving directs or speech to others – this may be to youths or people of the same age group. Some people have been pointed to be leaders for being able to defend fellow citizens from what they feel is harm may be from the government or others who are at a higher authority. A public leader is, therefore, a person who has a public office from which they serve and guide people, majorly citizens (http://www.publicleadership.org/what-is-public-leadership/). Currently, the ideal public leader is not only viewed as those who have a public office from which they conduct and serve the community but those who hold a powerful position in the government offices. The perception has communicated a lot to the people on how these public leaders think and how they lead the community.

All changes that have been seen over the years in the leadership sector have come with several leadership theories, most of which are not recorded in books. Leaders, however, tend to follow the same styles and writings that were used in the earlier days. Astonishingly, every leader does think they are doing what is write when they are unknowingly following guides established in the 1930s. One of the main theories supporting the definition of a leader if the contingency theory developed in the 1960s. This theory argues that a leader is effective in contingent with how he/she matches the leadership style with the situation at hand (Melissa 1997). In other words, the theory claims there is no single style for leadership and that a leader is more effective when their leadership fits the situation.

Using contingency theory, many leaders have failed over the years to serve their community as deserved. Many leaders often force their leadership style to match the available situation, a theory that fails in a more severe condition. A good example is the former president of Kenya, Mr. Mwai Kibaki. Mwai served as an excellent president to Kenyans, who, unlike the president before, was not authoritative. However, in the 2007 general election, there erupt post-election violence that made people question Mwai’s government. The president’s leadership style could not fit the situation, and neither can be contained. A near to massacre violence was only over once the president gave in to the public demands.

Another good example is Park Geun-Hye. Park Geun-Hye was the first female president of South Korea who served in the years 2013 to 2017. As one of the leaders who apply contingency theory, Park Geun-Hye was accused of illegally pulling the national security fund, a situation that needed FIA permission. On her stand, Park Geun-Hye did what her leadership style thought matched the situation. Currently, Park Geun-Hye is serving a 25 years sentence in jail.

Nelson Mandela: Nelson Mandela had many legacies within the period he was a leader in South Africa. One of Mandela’s main legacy being the emergence of genuine democracy, which saw many changes. Though not all the changes are attributed to Mandela along, the changes were more profound and rapid (https://en.wikipedia.org/wiki/Nelson_Mandela). Because of this legacy, Mandela seemed to be the only man who achieved global respect across the political spectrum. Mandela also free other people to embrace their freedom. The freedom was, however, not complete without the white people who imposed mental shackles into the black people during their racist system.

Desmond Tutu: He was revered to be a moral voice in ending abuse in human rights and poverty. Tutu placed adorable dialogue amid persons of different faith and included religious values. This is because Tutu was Archbishop emeritus and had strong region beliefs of the Anglican.

F.W De Klerk: He was a national party leader and president of South Africa in 1990. During this time, he announced several reforms that would cease the existing apartheids among them was releasing the political prisoners like Nelson Mandela.

Gender diversity is a universal issue globally, more so in the nations where women are seen to hold leadership positions like India slowly. Sudhir Mehta, managing director and Chairman for the Pinnacle Industries Ltd, strongly pointed out that companies need to change their policies, ethics and work culture to accommodate women. This way, women will be given equal opportunities and encouraged to enter the leadership workforce.

Flexibility in working time:

Veronica Aguado, who was a Human resource at zeotap, believes in an employer’s attraction. Given working time flexibility and working from home need to be granted to the employees. Aguado is, therefore, trying to improve and maintain the female ratio near 30%. Additionally. Aguado emphasized men and women need to be able to get paternity or maternity leave and return to their jobs.

The building of talent not hiring talent:

Deepak, the founder and director of Event Capital, feels that organizations need to identify specific skills in women and nature them to being leaders. Deepak emphasized nurturing as a significant way of making female leaders instead of wanting already natured leaders. Deepak pointed out that leaders in high positions of the organization need to educate about the importance of gender diversity.

Having a neutral look at gender

Chirag Joshi, who was the head of marketing at SAMCO securities, is a strong advocate on the matter that every company needs to have a gender-neutral outlook. Neutral look on gender will ensure a perfect blend of ideas, which will lead to better decision making. Chirag emphasizes that women have splendid ideas that could best help and organization, and this can only be heard or implemented if gender diversity was explored. Women also need senior positions to enhance positive impacts on all levels of the company.

Building a distinct team:

Kelvin Wazz, who is a human resource manager at Zirca Digital Solution, believes that a diverse team results in diverse skills, perspectives, and personalities. A smarter solution to the challenges can then be achieved. According to Kelvin, gender diversity will help a company to give the best results. In return, the organization is providing to the existing mothers and mothers to be, thus, more need for organization flexibility by giving work from home.

Reduce work schedules:

Sonali De Sarker, who is a director human resource at NetApp in India, did share the first step they are taking to build gender diversity awareness in the organization. According to Sonali, gender is often referred to as activities, roles, and responsibilities that are either connected to a man or woman in society. The conception is, however, changing over time as people get learned and aware of gender diversity. Gender history has been therefore recorded over Time, some of which include the following (David 2001).

1970 – Gender equality to specifically include women in development

1980 – The use of word gender to include women opinions in development activities

1990 – Starting the gender programs and including gender issues in every development program

2000 – Commenced work on gender policies and strategies

key strength or weakness that could influence your ability to be a public leader

Integrity and honesty are the key strengths to be a successful public leader (David 2001). Barack Obama, the first African- American president of the united states, has these two strengths that made him serve the community better. Integrity, for instance, makes the leadership more successful because you are not only true to yourself but the community you serve and guide as well. The two aspects of honesty and integrity make a good leader. The people you serve and guide will only be honest if their leader is honest. Leaders with honesty and integrity will always stick to their values and core beliefs. They are always ethical in their service. On the other hand, unclear vision and strategy explain the weakness of a leader (David 2001). These are the two main weaknesses of a public leader that may make them not serve their community as required. Such leaders have fewer projections, are unable to deal with concerns and issues accordingly, and feel comfortable with the status.

References

https://en.wikipedia.org/wiki/Nelson_Mandela

What is Public Leadership?

Gumpert, David (2001).  “The Joys of Keeping the Company. Small: An interview with Fritz Maytag.”

Horner, Melissa (1997) “Leadership Theory: past, present, and future” Team Performance Management (Vol 3, Iss 4)