Leadership Development in Garvey Group

It is undeniable that leadership and leadership have a significant impact on an organization. Through a leader’s action as well as personal influence, an organization manages to develop as well as change (Carmichael 2011, p. Scholars have provided various reasons that differentiate leadership and management roles in an organization. In Garvey’s group, there are both leadership and management aspects. However, there are various contributions that leadership offers more effectively compared to management. Therefore, through leadership, an organization manages to define the organization’s strategic position as well as tradeoffs. Rather than broadening into each segment in which profits could be earned, leaders aid organizations focus on deepening the strategic position as well as communicate it to the customers who find it valuable a well as in the firm (Gill 2008, p.

In formulating strategies leaders act as analyst through analyzing a situation to find the existing gap between the firm’s present and desired state. Leaders formulate plans that enhance overcoming the gap with respect to the situation’s requirement. Additionally, they act as organizers through streamlining or organizing the entire organization’s working during planning of strategies. Leaders have the ability to recognize the possible imperfections of any plan or strategy and monitor outcomes thoroughly and systematically. Additionally, they are always ready to make any adjustments or entirely change the strategy. Leaders act as evaluators by taking charge of the performance evaluation. This enhances understanding the effectiveness of the implemented strategies and any remaining gaps requiring change of fixing. Through effective evaluation, leaders ensure that an organization makes continuous improvement in strategic management (Gill 2008, p.

Tis theory makes assumption that people tend to inherit particular traits and qualities that make them suitable for leadership. Often, trait theories often point out specific behavioral characteristics and personality shared by those in leadership. This theory could be used by Garvey Group to ensure they find or recruit the right leaders to lead their organizations by pointing out their behavior and personality (Allen & Kusy, 2011 p. This theory enhances making improvement in the recruitment process to ensure that the hired or elected leaders have the require qualities in a leader. Moreover, Contingency theories tend to focus on specific variables associated with the environment that could determine which specific leadership skill is best suited for the present situation. Behavioral theories also provide significant information to Garvey Group.

Leadership behavioral theories are based upon the notion that leaders are constructed or molded rather than born. This theory is rooted in behaviorism hence focusing on leaders’ actions rather than internal states and mental qualities. This theory suggests that, people could learn and acquire leadership skills and still be effective leaders. This theory provides information that Garvey Group could still make leaders out of their ow staff members (Day & Antonakis 2012, p. This theory does focus on leader’s role of organization, group performances and supervision. It bases leadership on the system of punishment and system (Day & Antonakis 2012, p. Often, this theory is utilized in businesses. Illustratively, this theory focuses on the punishment of employees who fail and rewarding of employee’s success.

Garvey Group can use this theory to learn the art of rewarding or offering incentives to employees as well as reprimanding failed employees. This refers to the hierarchy or infrastructure of jobs within an organization. Rather than just classifying and analyzing jobs, job architect places emphasis on the consistent approach of pointing out job levels, mobility criteria. Careers paths and pay values. Scholars have argued that lack of an effective job architecture or having an outdated job architecture, results to poor management of the workforce as well as group member practices do not leverage personal abilities and skills. This indicates that a poor job architecture adversely impacts development of leadership (Dugan 2017, p. Human resource professionals have a major role in assessing a leader.

Human resource must ensure that the leader of an organization has the desired traits, behavior, attitudes and perception that align with an organization’s objectives. Notably, desired leaders could be recruited from internally or externally. Internal recruitment of leaders involves the selection of individuals inside an organization which often occurs from promotion. In internal recruiting, potential leaders are pointed out and recommended by other employees (Dugan 2017, p. In should include the collaborative process for setting objectives as well as reviewing performance with respect to communication between managers and employees. Through linking an leaders work efforts with an organizations objectives and mission, leaders understand how his position impacts and contributes the job (Dugan 2017, p. Additionally, the focusing of attention on setting a vivid performance expectation aids a leader in knowing the requirements needed to successfully accomplish his tasks.

Moreover, the regular and consistent check in discussions allows human resources professional and leaders point out issues early enough hence giving them a chance to change the course. The management of employees or a leads performance entails planning, checking in and reviewing.  This is achieved through training courses, encouragement and mobilizing access to free internet and pother resources. Through training and utilization of various resources, participants manage to define vital qualities of leaders hence assess their individual capacity, assess the present leaders as well as their behavior. Human resource professionals also collect feedback regarding the present performance of potential leaders. This feedback shows the leadership skills like communication, decision making and delegation. With respect to the feedback, HR professional determine whether an employee the level of skills a leader or potential leader has hence showing whether there is need for more training or not.

Mentors also offer insight regarding company functions while the mentees make responses through contributing new strategies, technology and techniques. Notably, human resource plays a vital role in leadership development. Apart from the above roles, HR managers could also use the technique of rewarding success to mobilize employees to fully develop leadership roles. Through rewarding success, employees will be motivated to excellently undertake their duties and acquire leadership values and skills. A significant reward that motivates employees to acquire leadership skills and attitudes is promotion.  The leadership pipeline: how to build the leadership powered company. San Francisco, Calif, Jossey-Bass. http://www. books24x7. com/marc. Gill, R.  Theory and practice of leadership. Allen, S, & Kusy, M 2011, The Little Book Of Leadership Development : 50 Ways To Bring Out The Leader In Every Employee, New York: AMACOM, eBook Collection (EBSCOhost), EBSCOhost, viewed 29 June 2018.