Female Leadership

                After reading what Yukl has to say about gender-based discrimination and listening to the HBR video with Rosabeth Moss Kanter I have come to the conclusion that both of them feel the same way. I think that in this world most of can agree that it has not been equal for women, although I feel that things have been getting better. Women are constantly challenged with the effects of the glass ceiling, the glass ceiling is as Rosabeth describes an imaginary line that women cannot get past when reaching for the top positions in companies.  

            The cause for this glass ceiling is usually the cause of many factors, Yukl gave about 10 reasons that might be the cause of the glass ceiling. Some reasons included where, “Higher standards of performance for women than for men, lack of strong efforts to gain access to leadership positions, etc. (Yukl, 2013). What Yukl and Rosabeth both said where the main cause for a glass ceiling was that they both agreed that many women were being held back from those top positions because of the difficulties created by competing family demands.

            Many times women are put on the back burner for promotions because of all the commitment which is required of those top position jobs. Those top position jobs many times require someone that is available 24/7, someone who can dedicate most of their lives to these jobs is what is sometimes required. The demanding nature of the job can sometimes get in the way of even starting a family, men are usually able to start families even after they are in their 40’s and they have established a successful career. For women this is not so easy women are physically not capable of even having children after a certain age or it becomes a high risk to start a family around that age.

            In some countries like China even by the age of 30 women whom are not married because of their careers are looked down on, “That’s right: in China, if you're 30, female and single, you’re considered well and truly on the shelf” (forbes). This is a huge burden for many women who are on their way to becoming future CEO’s, I have to agree with Yukl and Rosabeth’s point when it comes to the glass ceiling being caused due to the demanding nature of the job. It has been a long a hard road for women to get equal treatment but I do see that things are changing.

For the women that are able to make sacrifice’s the opportunity is out there; It has been proven on many occasions that many women are on the rise. We can find women taking many leadership positions in many different countries in the world. We see women leaders in government, business, education, and even the law; women leaders are on the rise and it is great to see people making way for great female leaders to rise to the top.  

Reference:

- Yukl, G. A. (2013). Leadership in organizations. Upper Saddle River, N.J.: Prentice-Hall.

- Keenlyside, S. (2012, July 30). You Do Not Want to Be a Single Lady Over 28 in China. . Retrieved July 23, 2014, from http://www.businessinsider.com/you-do-not-want-to-be-a-single-woman-over-28-in-china-2012-7

Leadership Style

                This week for my blog I have to write about what separates me from other people as a leader. I find this challenging, I feel like I do not know what my style is yet. Is it because I am twenty nine years old or should I already know what type of leader I am supposed to be. After reading Goffee and Jones article on “Getting personal on the topic of leadership”, I feel like the people which they talked about did not know what their style was at first either. Their style was something so natural, it was just who they were and then the people who studied them called it a style.

                To be aware of myself I would have to study myself and my leadership style. I would like to think that I am a very relaxed person, I do not believe in scolding other adults, at the same time I would never hold back from telling people the truth or giving them constructive criticism. I think that if I was to be studied as a leader people might say that I have a “niceness” to me, just like people would say that Bill Gates has a “geekiness” to him.

                Being nice works for me, I have always noticed that when I am in a leadership role I treat people with respect and I make them feel like their opinion counts. I make people feel useful by having them feel like they are helping me directly when doing their work. People like to help me because they see that I respect them; they do not want to let me down. I have seen over controlling leaders that treat their employees with little respect, I have always felt that this leads to rebellious behavior. Most people can only be pushed around for so long until they begin to become rebellious.

                I think that as a leader we have to have a bond with our team, many times bossing people around does not work; especially when working with well qualified and educated people. I see that I am the type of person that enjoys an “authentic leadership” style of doing things around the work place. “Aspects of authentic leadership include positive leader values, leader self-awareness, and a trusting relationship with followers” (Yukl, 2013). I hope that my leadership style can someday be as effective as a Bill Gates but I guess that only time will tell where this style of leadership can take me.

 

Reference-

-          Yukl, G. (2013). Leadership in organizations (8^th Ed.). Upper Saddle River, New Jersey: Pearson Education, Inc.

 

Creating Meaning at Work

Now, reflect on what you have read and viewed and what it means when we say that leaders must create a “cause” or "meaning." Relate this to the theory of leading change. Use examples and apply the work of others where necessary.

 

            First and foremost I must say that the first thing I did when I finished reading the article “Getting Beyond Engagement to Creating Meaning at Work” was I printed it off and put it in my book so that I do not lose it. This is what leadership is all about in my opinion; a leader is the guiding force which can bring the best out of their team. I think that this article was very insightful for any aspiring leader or manager, these are the types of tips which people looking to make a difference at work crave for.

 Throughout this class we have talked about companies having a “why”; a reason to do what they do. A company has to have a thirst and a hunger for which ever goal they are chasing, rather it be for financial purposes or work that might change the world for the better. When we have meaning or a cause at work we are working towards something that is much bigger than ourselves; “This is a call to action. It is the step that ingrains your core values in your day-to-day life. It gives you meaning and reason to do the jobs you do” (Entrepreneur).  When we as leaders create a meaning for our employees at work we can grow strengths which we might not have realized that we are capable of through values like integrity, leadership, and finding a love for what we do.

I Look at companies like “Toms shoes” for example; this company has found a love for what they do while “killing two birds with one stone”. Toms has the slogan of “one for one”, what they are doing is for every item you buy someone in need receives some sort of help from the company. The company has many different positive stories posted on their website; they have helped millions of people in very poor countries be able to have shoes and not have to walk around bare foot. The way I see it this company is making huge amounts of profit and at the same time they are finding a cause in their work. Toms co. is helping people on so many different levels, not only are they putting shoes on the feet of many needy adults and children but they are also opening up factories and creating Jobs in countries like Haiti and other countries with similar economic struggles.

I can see why a company like Toms is striving in so many different ways, the leaders at Toms have found a way to create meaning and cause in the work that they do. By finding a cause in their work they are “promoting positive work environments through attention to characteristics like humility, selflessness, order and, openness” (HBR Blog). I think that we can all learn from many companies which have followed this path.

As I mentioned before, I found it particularly important to print this article out (Getting Beyond Engagement to Creating Meaning at Work) and “put it in my back pocket” because I know that I will use these seven drivers in the future. Team building activities like this can bring a huge amount of success to a company, anytime we take a step back and examine ourselves we can open up a new world of creativity and ideas. Many of these drivers remind me of brainstorming, when a team brainstorms they take some time to stop and think about how things can be done better. I feel that the world we live in is too fast paced and not enough time is being taken to see how we can do things better. When we stop to look for a cause or meaning in what we do I think that success is inevitable.

References:

- Held, L. (2014, March 29). 7 Steps to Find Meaning in Your Work. . Retrieved July 9, 2014, from http://www.entrepreneur.com/article/232638

- Ulrich, D. (2010, June 2). Getting Beyond Engagement to Creating Meaning at Work. . Retrieved July 9, 2014, from http://blogs.hbr.org/2010/06/getting-beyond-engagement-to-c/

 

Remote Transformational leadership

What was the point of the research?

Remote transformational leadership, this article was about the research done on three different types of leadership, leadership communications, and to broaden our understanding of remote transformational leadership. The point of this research is to find out which method would work the best for a business. Research like this is essential for a business to find out what types of methods work best and which methods should be avoided in general.

Another point which was made during this research is the effects of face to face leadership versus, leadership which is done via email. This is also an important factor to look into because too many times people can get lost when their leadership is not within direct contact. I would compare it to the amount of self-discipline it takes to complete online schooling compared to in-seat classes. This is an important point which is being made because of the way that technologies and businesses are moving forward very quickly in today’s day and age.

What were the hypotheses?

                The hypothesis which were stated found that there were communication problems among team members using computer-mediated communications, and that there were higher recorded inaccuracies in the computer-mediated teams than in the teams that met face-to-face.

What was the research method used?

                The research method which was used is a laboratory-based investigation. As the article states the use of laboratory-based procedure is the most appropriate way to study a topic when it is in the early stages of research and the questions focus on internal validity

Were the results supportive of the research goals?

                I would like to say that after reading the article it is evident that the results were supportive of the research goals. With this research we were able to the see that employees had a much more positive reaction form an intellectually stimulating email. If the employees received an email with very little intellectually stimulating material then the results were not very good at all. This is consistent with the research done suggesting that both intellectual stimulation and charisma resulted in improved task performance.  

Of what value was the research?

                I feel that this research has a huge value for companies that want to know how to succeed. All too often managers and leaders feel that they have to be overly aggressive with employees; or as it was put in this research leaders can have a style of “management by exception”.  Management by exception is a very negative way to handle your employees and I feel that this does not help a company. Far too many times I have felt the negative effects of a boss and I feel that it lingers and looms over my head; it feels as though the negativity has a snow ball effect.

                On the flip side you have a leadership style known as “transformational leadership” which can positively motivate an employee which is feeling down, and make them begin to believe that they can do good work. When a leader shows faith in an employee it also makes that person not want to let down their leader. These are all important factors which should be considered when we are sending out emails to our employees. We have to really think about what is being said so that we can make our team as proficient as possible.   

 

Leadership

          Motivation is a key factor when trying to get the most out of your team, when your team is motivated to do good work the results will show. Many managers see the benefits of having a motivated team and will give motivational speeches to their team, other managers have been known to bring in motivational speakers to get their employees going.

            Along with managerial motivation comes other traits that contribute to leader effectiveness, one trait which I find very important is High energy level and stress tolerance. “High energy level and stress tolerance help managers cope with the hectic pace, long hours, and unrelenting demand of most managerial jobs”( Yukl 2013, pg. 143). This in my opinion is very important, I find a leader that can work hard and not be phased by the demands of a managerial position can motivate employees to work harder. I think that employees for the most part see when a manger cares about their work and it can be contagious, on the other hand if a manger is very lazy and cannot handle stress then subordinates might take advantage of the situation.

            A manger cannot look weak and stressed out, I feel that a manger needs to have “moderately high self-confidence”. “Without strong self-confidence, a leader is less likely to make influence attempts, and if an influence attempt is made, it is less likely to be successful” ( Yukl, pg. 144). I think that we have all had those leaders at some point in our lives where a leader is lacking self-confidence, I have seen that these leaders prove to be ineffective. Subordinates can feel weakness and walk all over mangers, once this has occurred it is hard to gain the respect that you need back from subordinates. “At the end of the day, leadership is about having the confidence to make decisions. If someone is afraid to make and commit to decisions, all of the communication and empowerment in the world won't make a squat of difference” (Inc).

            There are many traits which make a leader who they are amongst their peers but I think the one trait which cannot be overlooked and probably the most important one is “personal integrity”. “Personal integrity means that a person’s behavior is consistent with espoused values, and the person is honest, ethical, and trustworthy” (Yukl, 2013 pg. 147). Many leaders do not realize the influence that they have over their subordinates, if an employee see’s that their manager is unethical they will surely follow suit. I have seen it far too many times that usually a new employee will come in motivated and ready to do a good job but lack of leadership will change their attitudes very quickly. Usually if the manager is unethical, with in a matter of weeks the new employee’s attitude has changed and they begin to take on the unethical actions of their manager.

            When I think about what kind of leader I am I like to think that I am a fair leader. I like to think that I do show very strong ethical behaviors and I believe that I can motivate and inspire people. I know that I must continue to push through my sometimes lack of authority and show self-confidence. I would say that I feel I am a good leader but if I had a weakness it would be my tendency to find it hard to say no. A leader must be strong and find that at times they will have to say no to people, I also feel like that is a part of having moderately high self-confidence. The thing about being a leader which I find the hardest is not always being a friend to subordinates, a leader has to find a balance between being a manager and also being understanding.

            As a leader at work nowadays I do feel that I am good a certain things which make my company stronger. As a manager I do have a high energy level and stress tolerance which is key for the job I do. Stress is a huge factor when you are dealing with transportation safety, many people become overwhelmed and let the job take over them. If you cannot handle stress in my line of work you are putting many lives at risk, I feel like my stress management skills bring a calmness and safety oriented atmosphere which at times is missing when I am not around. Safety is huge amongst today’s top companies, with so many lawsuits and company regulations safety is a big cause for profit loses.

References:

Yukl, G. A. (2012). Leadership in organizations. Upper Saddle River, N.J.: Prentice-Hall.

Dao, F. (2008, March 1). Without Confidence, there is No Leadership. . Retrieved June 26, 2014, from http://www.inc.com/resources/leadership/articles/20080301/dao.html

  

 

 

 

Power and Authority

            Power and authority, most of us at some point in our life have held it over others; some people have had power all of their life and others have acquired it through hard work and commitment.  It is important to realize what power is and how it is different from authority, it is also important to realize that even though you might have authority you might not have all of the power you think you have. Sometimes those with the true power are the ones which are hiding in the background, and sometimes those who think they have power are just used as a puppet for everyone to be distracted by. In the work place and in our society power and influence are constantly shown in public, we can see this in politics. Many times we might count on our politicians to make a change in society but there can be other forces at work which will not allow this. We see power and influence at work, sometimes we might ask our boss for a raise but the people who are actually making these decisions have already made the choice for your boss. There is a lot we do not know behind every profession and to know all of the answers to what lies underneath is almost impossible.

            Power and influence can be seen outside of work also, it exist in our everyday lives amongst our families and our relationships with a significant other. If we think about the relationships of powerful people, many times we might see that a young woman will be with a much older man and we think why is this woman with someone whom she might not have anything in common with? In this case it is easy to see that the man’s source of power might be his wealth, although I will say that this is not always the case. Money is a power source which is understood as “reward power”, “reward power is the perception by the target person that an agent controls important resources and rewards desired by the target person” (Yukl 2013, pg. 195). The authority relationship is a big source of this power also; I will use the example of my family life which is a constant power and authority struggle which I must deal with on a daily basis. Even though I am twenty eight years old I have been lucky enough to have a teenage daughter which turns sixteen in a month. I can say that this has made my life very interesting but as kids get older we all know that it is a struggle to keep some sort of power, control and authority over them. I have found that my source of power which is the money I make has given me the authority to take away my teenage girl three essential items which I have provided her with.  Those three items are her automobile, phone and make up without these items that I can use as my power source I feel that my life would be much more difficult. Something to keep in mind is also for someone with authority and power is that you do not want to abuse the power that you have; you do not want to only rely on power alone for you will not be able to develop your relationships.  

            At Home it seems that I have all of the power in the world, I am the boss or at least my wife lets me feel that way. At work things are different, as a rail traffic controller I do have the authority most of the time but I do not possess all of the power. My job is to move trains and maintenance personal by giving them authority on to my track which I am in charge of. If I do not give authority on to my track then nobody gets on my track to complete their job; this means that no one can go home without my help. The power source which I possess at work is called “legitimate power”; “power stemming from formal authority over work activities” (Yukl 2013 pg. 194). The nature of my power is authoritative; I have been entrusted with this power from a hire authority. This is a good authority to have so that I can get what I need but at the same time there is always someone with more power than me at work. All it takes is one phone call to my chief asking them to politely change my mind about when I give out my authority and I am forced to comply.

My power at work and at home helps me to lead by giving me certain options which would not be available if I was powerless. I am able to make certain decisions on my own accord which helps me to prioritize and run a smooth railroad, this power although not used often nor abused gives me the strength I need to be a better leader . I am able to be a better leader to my family of five and to the two hundred workers across my assigned territories which depend on me to get them home safely on a daily basis. 

References:

Yukl, G. A. (2012). Leadership in organizations. Upper Saddle River, N.J.: Prentice-Hall.

 

 

Being Supportive

Take the opportunity to reflect specifically on Yukl's material on pages 63 through 72, Supportive Behavior.

Assuming that these leadership behaviors are appropriate at all levels of organizations, do you use these behaviors in your work with others? Subordinates? If so, how are they effective in producing results? If not, could they be added to your personal repertoire of leadership behaviors?

            During my time as a leader I have always been the kind of person that has not felt like I am a natural leader, yet many times I have been called upon to be in the leadership role. As a very young person in the military I never knew why I was constantly asked to be a leader, I almost used to dread the fact that I would have to be in charge of others and have that responsibility weighting on my shoulders. I would almost start to get mad at some of my Chiefs who would choose me to lead smaller teams, I felt as if they were purposely coming after me to see if I would be able handle it. I never understood why this was the norm in my military career until one day I came out and asked my Chief why he would continue to choose me as a leader. He paused for a second, took a deep breath and told me “well if you must know, people like working hard for you”. He told me that I had a certain compassion which was hard to find in people, he thought that I always knew how to find the good in people.

            This was an important discovery for me, I then began to look at my leadership roles from a different point of view. I could see what my Chief saw in me, it was true that when I would ask someone to complete a task they never gave me a hard time about doing it. The amount of consideration, acceptance and concern that I would show for others made them feel like they were working with me and not just for me. I felt that I was really good relating to my subordinates, I think that when I showed them sympathy and support in my own way I was at my strongest. If someone was feeling disgruntle about their job instead of arguing with them about it I would show them that I could in many ways agree with what they were saying. People like someone that can relate to their problems and after listening to my subordinates get what they were thinking off of their chest; they would then give me some quality work. Not only would I listen to my people talk, I would then turn things around and shine a positive light on what they were doing and this would “bolster the person’s self-esteem and confidence”(Yukl 2012 pg.67). By doing this I have now indicated to the person that they are important to the team and I showed them that I have confidence and I believe in them.

            Another form of supportive leadership that I would practice is showing concern for each person’s development. I would do this by creating a book which tracked all of the good things which my team was doing and create a point system which could be kept track of everyday. Every time my team would reach a certain goal which was placed by me, I would provide praising and recognition. On top of praising and recognition I would come out of my own pocket and by lunch for my over achieving team. At this point in my career I felt a bit strange because I could feel that I was proud of what we were accomplishing, I did not know that I could possess the power of making people better.

 By having a good, positive and supportive attitude I was able to create a lot of change. I see now that I have left the military that there are some managers which could really learn from this portion of our text. Sometimes a bit of kindness and compassion towards your subordinates can go a long way. I never felt that I would have to keep a short leash on any of my subordinates, I think that letting your employee’s show you how good they can be is very different compared to a manager being forceful. I think that as a leader we have to see what people are made of and then push them according to what their personalities can handle. Not every employee is built the same mentally and it is our job as leaders to spot these different characteristics from the beginning. Once we have begun to understand who and what we are working with then we can support our team accordingly.

References:

Yukl, G. A. (2012). Leadership in organizations. Upper Saddle River, N.J.: Prentice-Hall.