The dependence on a strategic authority role

Strategic Leadership provides the vision and course for the progress and success of an organization. To successfully package with change, all professionals need the abilities and tools for both strategy formulation and implementation. Controlling change and ambiguity requires strategic market leaders who not only give a sense of route, but who are able to also build possession and alignment of their workgroups to apply change.

Leaders face the continuing task of how they can meet the expectations of these who positioned them there. Handling these expectations often takes the proper execution of strategic decisions and actions. For a strategy to succeed, the leader must be able to change it, as conditions require. But leaders cannot learn enough, fast enough, and do enough independently to effectively adapt the strategy and then establish, form and executive the organizational response. If market leaders are to gain they need to reply on the prepared brains of employees throughout the business to comprehend the strategic intention and then both perform the current strategy and modify it in real time. The challenge is not only producing a receiving strategy at a point in time but getting employees smart enough and motivated enough to executive the strategy and change it out as condition change. This requires the leader to target all the on the procedure used to build up the strategy-the human being dimension, as the content of the strategy-the analytical dimension.

Strategic Management is the capability to assume, envision, maintain overall flexibility and empower others to create strategic change as necessary.

Strategic Management Process

The company Gobind Industries

Gobind Sectors was founded in 1978 in Barabanki (INDIA), with the aim of providing farmers with Quality of Agriculture implements, at a realistic price, services, lower Horse power (H. P). They now operate more than 100 stores in India. (Kushal Kumar Agarwal)

The Products

Gobind Industries offers Thresher's, Harrow, Cultivator, Razor, Reapers, Levelers, Rotovator, Trolley, and other small accessories.

Part I

Culture

" A culture cannot be precisely defined, for this is something that is perceived, something felt".

(According to Charles Handy, 1998)

Organization Culture

When an organization of men and women works together and live along for any amount of time, then form a idea in them what's right and wrong. This behavior predicated on the beliefs and there actions become behavior that they follow consistently. These manners constitute the organization's culture.

Culture displays the individuals are performing jobs in an group, for the aims and goals to achieve them in a given time frame. It affects the way they make decisions, think, feel and respond to opportunities and dangers.

The culture of a business is therefore related to the people, their tendencies and the operation of the structure. It is encapsulated in values, customs and values, and manifested in several symbolic ways.

(Strategic Management, 5th Edition, by John Thompson with Frank Martin)

The impact of the culture in an organization's

Location/ Country wide culture

Environment

The organizations past

Size

The Mission

The Goals and Objectives

Management/Command Style

Levels of assessment, participation and acceptance

(Hand notes: Company Culture)

"In business, there are deep-set beliefs about just how work should be structured, the way expert should be exercised, people rewarded and people operated. "

(Acc. to Charles Handy)

When executives articulate and publish the principles of their firm, which provide patterns for how employees should act.

E. g. : - If I am not heading to post my project on given prescribed time, and faculty doesn't ask me or I published my assignment later part of the then next time also I am going to do same, while seeking to me other folks also started submitting there tasks late, then slowly-slowly the same process is going to be converted into habit then culture in university of submitting later assignments.

In might work place the culture of speaking with the clients in Hindi, therefore for offering the product we required a salesperson those can speak good Hindi which helps the client to understand the product properly, which will be beneficial to my organization, easily am going to keep those sales rep who talks in English then there is absolutely no use of computer, but in India after each fourteen miles language changes, so for coping in the market we had to keep that worker who is able to speak at least three different dialects. So therefore the cultural impact on the organization is very much.

Organizational specific, Legal, Regulatory and ethical requirements effect on strategic leadership

As per my organization

Legal Requirements

Regulatory Requirements

Ethical Requirements

- Regional, local regulations and legislation.

- Administration operating permits, licenses and approvals.

- Contracts and other documents including legal commitments.

Regulatory Requirements means that the organization recognizes, accesses and evaluates regulations, regulations and inner organizational requirements that connect with the environmental aspects of its activities, products and services. Identify these legislation helps to evaluate their potential impacts on the company and its products, activities and services.

Ethical requirements within an group for employees is to improve the company not for the personal interest, that the staff is wanting to earn a living for himself, which is resistant to the ethics of the business.

Impact on Strategic Leadership

Impact on Strategic Leadership

Impact on Strategic Leadership

If all these requirements doesn't fulfill by the company then it will be too costly for leader and as well as for the organization. E. g. : - Painting work shop is not there in an making industry and the business painting in the wild air, then officially there is going to be problem for the organization by the government. So at this time leader had to think for the proper painting workshop that will be not harmful for just about any one.

In an organization the employees doesn't follow the guidelines and regulation, then it will be affecting on the activities, product and services, for those the first choice needed to take initiative, and control individuals in an company so that they can follow the legislation. E. g. : - The regulation in the college is that no-one should smoking in the campus, if it occurs then your leader may take solid action on the particular person, who experienced broken the rules.

If leader caught any of the employees doing any un ethical work that is against the organizational law, then he/she can be fired from his/her job or elsewhere the employee can be handover to the authorities. Its all rely upon the first choice that at what wanted of problem is their recover employee. The leader can leave him while offering alert, its all hinge upon the situation.

The effect on the strategic innovator is definitely a problematic one because if anybody break any of these requirements then it will very costly for the organization and the as for the strategic innovator, if any issue occurs then he previously to use his skills to resolve those problem, so that the group should run in a even way.

Current and Rising public concerns and expectations impacting management in the organization

Leaders' impact organizational culture and this, in turn, determines levels of person, group, and organizational effectiveness. These workshops are made to help individual market leaders strengthen considering and behavioral styles that promote their success and moderate styles that prevent them from noticing their potential. In addition, it helps market leaders understand the impact they have on culture, and its implications for success at the individual, group, and organizational level. Leaders from the top-down in organizations are using control strategies that cause visitors to behave in ways that are unlike how they need these people to react. "The reason behind this is that we have failed to move from handling to leading. The average leader operates based on untried and untested but very commonly kept assumptions about how precisely to encourage people and achieve superiority in performance. "

Part II

2. 1 The relationship between Strategic management and leadership

Strategic Management

"Strategy is the routine of decisions in a corporation that determines and uncovers its aims, purposes or goals, produces the main policies and strategies for obtaining those goals, and identifies the range of business the company is to pursue, the kind of economic and human being group it is or intends to be and the nature of the economic and non economic contribution it intends to make shareholders, employees, customers and areas".

(Kenneth Andrews)

Leadership

"The task of authority, as well as providing the framework, values and inspiration of individuals, and allocation of financial and other resources, is to create the overall course which enables options to be made so that the efforts of the company can be focused. "

(Sir John Harvey-Jones)

"When there is an objective to be achieved, or an activity to be completed, and when more than one person is required to do it".

(Armstrong, 1990)

The relationship between the Strategic management and Control is that the strategic management is used to determine missions, objectives, and approaches for an organization. Command work is to complete those missions, aims, and strategies with the support of these team, who must be motivated or persuaded to check out them. Therefore command is about the motivating the individuals to give their best to achieve those missions that had been distributed by the proper management.

A group of strategic management components whose formulation and implementation will require a leadership input, these components include decisions about:

Planning style

Strategic Intent

Mission

Objectives

Ethos and ethics

Performance management

Financial strategy and management

Core ideals and ideology

Understanding and selection of the foundation of strategy formulation

Perspective-the conceptualization, purpose, and course of the business.

How the process of strategy formulation and proper decision-making is to be integrated and facilitated

How the venture is to go forwards into the future.

How marriage with key interior and external stakeholders should be monitored within the structures of the organization.

How to ensure understanding and consensus about the critical success factors of the enterprise.

How power is to be used within the business; and the way the politics of inner and external associations are to be managed.

(Principles of tactical management 3rd Release, Tony Morden)

2. 2 Command styles and their impact on strategic decision

Leadership Style and its own Impact

There are three major command styles by psychologist Kurt Lewin

a) Authoritarian Control (Autocratic)

Authoritarian market leaders provide clear goals for what must be done, when it ought to be done, and how it ought to be done. There is also a clear division between your leader and the fans. Authoritarian leaders make decisions individually with little if any input from the rest of the group.

Impact: - Experts discovered that decision-making was less creative under authoritarian leadership. It is harder to go from an authoritarian style to a democratic style than vice versa. Abuse of this style is usually seen as handling, bossy, and dictatorial.

Authoritarian leadership is most beneficial put on situations where there is little time for group decision-making or where the head is the most educated person in the group.

As per my group the authoritarian leader is the Chairperson of the Gobind Industries, sometimes he had to take itself decisions which is wonderful for the organization but it was less creative, therefore he attempts to make decision whilst having a meeting with the section leaders.

b) Participative Management (Democratic)

Democratic leadership is generally the very best authority style. Democratic market leaders offer advice to group users, nonetheless they also participate in the group and invite input from other group participants.

Impact: In this particular group were less successful than the members of the authoritarian group, but their efforts were of an higher quality.

Participative market leaders encourage group customers to take part, but wthhold the final say in the decision-making process. Group participants feel engaged along the way and are more stimulated and creative.

As per my group the meeting has been held atlanta divorce attorneys one month by market leaders with the staff users to encourage them and to know something new for the organization, this meeting motivates the employee to achieve the objective that has been set by the leaders.

c) Delegative (Laissez-Faire)

Delegative (laissez-fair) leadership was the least productive of all three groups. The users in this group also made more requirements on the first choice, showed little co-operation, and were unable to work individually.

Impact: Delegative leaders offer little or no information to group associates and leave decision-making up to group users. While this style can be effective in situations where group associates are highly certified in an specialization, it often brings about poorly defined tasks and too little motivation.

(http://psychology. about. com/od/leadership/a/leadstyle. htm)

2. 3 Management styles in different situations and its impact

In the graph we can see that there are three stages as per the various situation in an organization.

In first level: the environment and the focuses on of the organization are soft and they are not under great pressure, therefore the manager's should adopt a soft control style to keep the feel-good element in the team. In this type of situation the authority is must necessary to check there participants because if doesn't then anticipated to easiness of the environment then became laziness, therefore at this time also there should check up on the members. If the first choice doesn't do this then in future this will be converted into problem for a business.

In second level: the surroundings becomes harder and goals and operations are under great pressure, at this time the manager acquired to look at the harder control style, to be able to target the work of the team to accomplish their goals. At this time the leader needed to take some tough steps contrary to the customers of his team, so that they can achieve their goals. If they cannot do this then it will loss for the business and the blame is going on the team leader, at this point he previously use his skills, abilities to bring out his team from the hard environment.

In third level: if the environment remains hard and focuses on and operations are under great pressure, then the supervisor had to adopt hard and tender leadership style, so the members should not frustrate with the leader, which is again hazardous for the business, at this stage the manager was required to motivate its associates and the as at some times he should harsh so the work should not be pending, because of the soft habit of the administrator.

Part III

3. 1 A culture of professionalism, mutual trusts, value and support within an organization

- A culture of professionalism and reliability in an corporation: Developing a Culture of professionalism in my own organization while offering example, I am going to be the first choice in this firm and creating a culture of professionalism and reliability. While getting into my group, I thought that I just came into the fish market I cannot identify any of organizational members initially time and the surroundings is not that much good as it should be in the organization, some of the associates are using t-shirts, some of them wearing colourful t shirts, while looking all these I decided to make a culture of professionalism and reliability so that our users can treat to the clients in value able manner, and it will be easy for the consumers to recognize the staff members easily. I provided them a dress material and ask these to enter in a this formal dress only which changes the culture and as well as the creates the professionalism and reliability in an firm, giving them training how to react or deal with the customer, which increases our sale and provides satisfaction to your consumers.

- A common trusts: mutual trust means the beliefs, truth, reliability, potential or strength of each members are there in an firm. This had to be maintained by the first choice within the customers. The leader shouldn't be partial with the member, if he will that then the others customers trust he's being loosing which is going to impact the business, which is not a good leadership by the leader, he had to make faith equally with every members, " As parents makes trust, trust and treats equally to all of their children" in the same way the organization is also like a family.

- Value: respect within an organization is must because without respecting one another you cannot move a single step also. In case the staff member gives respect to the supervisor then he/she also got to give respect to his juniors. Respect can maintain terms of hearing the seniors and giving value to juniors, helping them in any of the trouble. In an company giving admiration to the client is must, it can while coping them asking about drinking water or tea or a espresso, or while obtaining them in the reception area, these all shows the admiration towards a consumer and as well as within the customers of an organization.

- Support: within the organization the support can be given with in the associates, it could be one department to some other division also. The example, when a employee is being given some work to do and he's unable to complete within the time period, then his team member can provide support to finish his work on time. Example between two departments, in sales office if the member sales something to the consumer and to the buyer he had to give bill of the merchandise, then the sales person get to the financing department to give their support to them for printing out bill as soon as possible.

3. 2 Strategic leader give attention to Corporation in the achievement of objectives

The innovator must focus on the targets as higher income, shareholder value and client satisfaction. To attain results, the leader had to develop a solid, sensible, customer-focused, and entrepreneurial strategy, targeted at market leadership, predicated on innovation, and securely centered on decisive opportunities. He previously to supply the feedback to the organization about the higher profits every month so that he can emerged to learn that where he's failing to bring up higher income. These can be done while increasing the marketplace talk about, increment in the quality of a product, good after sales service. While providing all these he bring the higher profits for the organization and as well as customer satisfaction and the shareholder value on the market. Shares are increasing of the company on the daily or weekly basis, which is again good for the organization.

3. 3 Strategic Head supports and evolves understanding of the organization's direction

The organizational route means the organization vision, mission, worth and way towards customers. The tactical leader helps the eye-sight of the organization, as the eye-sight of the business is "To become a most successful and well known thresher company in the India and the best after sale service provider in the market. " So the strategic leader was required to are per their eyesight because Gobind Industries has already been a respected organization in India and it is easy for the first choice to make more successful firm and he can form this by working on it or by providing best after sales service to the consumers as compare with their competitors.

"We will provide high quality of product so the consumer may easily use multi crop threshers" this is the mission of the company which the head had to aid while making corrections in the machinery to attain more better quality of product just as the mission has been mentioned.

The organization worth are: thinking in quality service through Integrity, Development and Learning

Integrity that the proper leader evolves and support is the credibility and doing right thing for their consumers and always honoring our commitments.

Strategic head develop and support the imagination and change for obtaining continuous improvements and results inside our jobs and in our organization.

As the organizational way is approximately learning then the strategic head support and develop this part in itself also which is ideal for himself and then for the business too. Organization believe in ongoing learning new things by getting knowledge from consumer, market, suppliers, sellers, friends or from any stakeholder about our product mistake or any better dependence on an organization which will be good for our consumer and for the business.

3. 4 Strategic Leadership Styles are modified to meet changing needs and to enable organizational development and commitment

With varying levels of success, many market leaders get their strategy making to this point and either stop or their process stalls. A significant reason is having less understanding and commitment to the steps necessary to build more effective strategic leadership methods and a strategy dialogue in the operating communities below the mature managers. These teams and especially their management teams frequently do not know how to proceed and there is absolutely no consistent in-house reference to assist them. The web impact is the sense of thrills and momentum that was generated at the top of the house in the last phases of the strategy process is lost and the strategy team of employees is derailed before it is even gets began. One of the better ways to handle this is to recognize and train a cadre of high potential range managers in the center of the organization that can provide as champions of the strategy process to the people both above and below them. Within this sense they serve both as a catalyst for the process so that a bridge between formulation and implementation. They do not replace the control role of the senior teams in each of these operating group but they do provide as a crucial additional reference that is dedicated to creating momentum and fostering uniformity. This is especially important if the strategy described requires changes in the organizational culture as well as the business enterprise model. This reference also helps to ensure that the day-to-day jogging the business is not neglected as the needs of creating a large-scale strategy dialogue enter into play.

To incorporate both sizes into strategy making in a way that creates an absolute outcome and gets the complete business understanding and committed to this common plan requires leaders who are obvious about the tactical capacity of every of their interior stakeholder teams and who've the perspective and insights to lead in a manner that incorporates both proportions as the strategy is developed. The steps referred to below are designed to provide the leader with techniques to do that. Taken collectively, they explain an activity that incorporates both analytical and human proportions, while challenging individuals throughout the organization to raise the product quality and quantity of their proper thinking and their tactical leadership.

Conclusion

Finally, when deciding what vocabulary and toolset is best to work with while working across large populations, simpler is usually better. The easier the vocabulary and the fewer the various tools, the more accessible the strategy becomes to larger groups of people and the more people can understand it, understand how they should think and talk about it, and identify how they may contribute. Some situations require more advanced (i. e. more complicated) tools since there is a need for much more thorough analytics. Many do not. The right balance point between comprehensiveness and simplicity provides enough analytical intricacy to adequately express the marketplace, the customers, what you do and exactly how you will remain competitive, but nothing more than that. Convenience, where it can be found, makes a big change when working across a sizable population.

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