Essays on How Can Collective Leadership Be Implemented to Solve Most Problems in Organizations Research Proposal

The paper "How Can Collective Leadership Be Implemented to Solve Most Problems in Organizations?" is an excellent example of a management research proposal.
This paper provides a proposal of how collective leadership can be implemented in an organization to help in solving issues related to leadership in organizations.

Outline

This paper provides the management systems that can be used in organizations to enable the management team to solve problems faced by organizations. The main objective of the design is to develop management systems where decisions are made in a collective manner since the decisions of the majority are significant in arriving at a better solution to organizational problems. Initial studies from written materials indicate that current leadership practices in organizations do not address all the problems faced by these organizations and it has been difficult to come up with a general approach for solving managerial problems that organizations experience. The goal of this paper is to create an agreement with regards to decisions made in organizations so that the intended goals are achieved while employees do not feel marginalized in the decision-making process. In order to achieve the purposes of the research process, secondary sources have been used to assist in obtaining suggestions regarding the approaches of collective leadership that can be implemented in organizations to achieve the goals of collective leadership. The areas of collective leadership have also been obtained from these sources.

The design for collective leadership is important in fostering quality leadership in organizations. The main areas covered by this article are is research in management systems, new leadership styles that are inclusive of all employees and the effective satisfaction of all employees with the leading systems of organizations.

Plan

This paper provides a suggestion of plans for implementing collective leadership systems in organizations to achieve the overall goal of satisfaction of employees with the decisions made by these organizations and assist in solving problems encountered in these organizations.

Matching the culture to the need

While it has not been totally agreed that no culture is inherently wrong with a specific culture, organizations have to match the leadership with operational needs. This process will involve the processes of determining the command and control culture such as the implementation of agile recipe for disaster. The methods of drawing individual talents will be determined and how they can be connected across boundaries.

It will also involve how organizational leaders can connect to critical factors such as where culture is and the hierarchy of culture. It will involve techniques that leaders can use logic to know the culture that can result in savings and create a good impression for the business.

Aligning leadership culture with the business strategy

This will involve a review of the leadership cultures needed by the organization for its future operations. It will involve a study of how methods can be integrated to include leadership talents as a collective method of securing the advancement of an organization to success. It will involve the creation of methods of aligning leadership culture with the business strategy to improve business performance.

Agreement on Principle values and common language

This step will involve the creation of methods of solving problems that are faced by sharing and understanding. It will focus on methods of partnering such as equity. This will involve the role that can be played by employees in an organization when they are allowed to have equal rights in decision-making processes. Partnership methods that can result in the accomplishment of particular benefits for all members of the organization will be determined.

It will also involve a study of the contribution of language towards enhancement of partnership by agreeing on terms that are inclusive of all employees while neglecting those imported from other sectors.



References

Ruder, K. 2010. The collective leadership storybook: weaving strong communities. Seattle, Wash, W.K. Kellogg and the Center for Ethical Leadership.

Robinson, J. W., & Green, G. P. 2011. Introduction to community development: theory, practice, and service-learning. Los Angeles, SAGE.

Obregon, R., & Waisbord, S. R. 2012. The handbook of global health communication. Chichester, West Sussex, UK, Wiley-Blackwell.

Robinson, J. W., & Green, G. P. 2011. Introduction to community development: theory, practice, and service-learning. Los Angeles, SAGE.

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