Future of Management
The world around organizations is changing on a daily basis. Technology innovations, new methods of conducting business, globalization, and emerging markets among others are increasing the leaders need to directly deal with change. According to Finn (2012), change in organizations if hard enough without a global context added dimension. Issues that include geographical, language and culture context are just a part of a number of challenges which leaders can face while trying to enhance change globally. The rate at which organizations are changing demonstrated the great need for organization leadership and management to keep on changing their strategies to be able to keep up with the constantly changing world. Leadership is currently perceived to be more than only a skill set of a person, but also abstracted as a social process. Finn (2012) differentiates leadership development from leader development where leader development is said to center on personal skills while leadership development is said to center on the extensive social or relational context where leadership takes place.
Believe on How the Future of Management May Unfold
Leadership development in 2001 appeared to be at its apex. However, a decade later, leadership development and leadership appeared to be unbroken, both in practice and academia. Currently, most literature on leadership centers on various aspects of leaders which include personal behaviors and characteristics, and leadership skills. For instance, most literatures are concentrating on aspects like charismatic leadership, transformational leadership, and authentic leadership among others. It is therefore true to deduce that the huge majority of the development and teaching is centered on leader behaviors, characteristics, and skills. This creates a difference between leaders and followers or other leadership process participants (Schyns et al., 2011). Social awareness in leadership is provided great importance since it allows leaders to move from individualistic form to collective forms. Initially, an individual leadership skill was provided more importance in literature and practice as compared to social leadership requirements. However, social leadership perspective is gaining more importance day after day in today’s world. The level of organizational change and global competition is increasing the importance of social awareness in leadership. Social awareness involves a number of aspects that include service orientation, empathy, as well as developing others, and it is considered to be an important aspect of leadership (Schyns et al., 2011).
Technology has highly been embraced in the management sector. Currently, the process of management is highly aided by the modern IT technology that is responsible of gathering information and providing quick reports that one can use to make a conclusion regarding any matter. Enhancement of information sharing has played a great part in shaping the management trend in different organizations in the world. One of the most embraced information technology technique which is defining the organization management and leadership trend is knowledge sharing. Knowledge sharing might be considered as a practice used in solving problems that can be handled in various techniques. According to Alrawi et al. (2013) a successful manager understands that workers knowledge makes a difference in the organization. Thus, top management efforts are essential in knowledge sharing implementation to enhance communication between workers and this will affect perceived benefits of knowledge.
Knowledge sharing between the organization employees and management enhances sharing of the same perceptions, and values, strengthening the association between the employees and leaders. In this regard, technology evolution has also enhanced the management evolution by increasing the rate at which organization’s employees are involved in decision making or the rate in which the employees provide the required resources to enhance decision making, problems solving and hence exponential growth in an organization. This simply demonstrates that although management is still provided as an individual title in an organization, there is a high rate of collaboration between the management and other organization employees in the enhancement of the management roles and goals (Alrawi et al., 2013).
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