Enterprise System for Transformational Leadership- myassignmenthelp

Question: Discuss about theEnterprise System for Transformational Leadership. Answer: Introduction The purpose of the following paper is about criticizing the leadership roles and theories of Mintzberg who has developed certain ideas about the term leadership. Leadership has been one of the major things that lead an organization towards the grand success. Leaders are the people who show the path of success to their subordinates and help them in times of any trouble. The leaders are key people who try to motivate the employees to work hard so that they can achieve the objectives and goals of the organization. He had found some conflicting issues between the roles of managers and the leaders. This is why he never wanted to mark the managers as true leaders. Critique Mintzberg has always addressed the roles of the managers and leaders from a different perspective (Bryson 2012). Mintzberg has developed the idea that the creative and innovative ideas come from the brainstorming of the leaders as they observe the critical situations systematically and thus come to a conclusion by analyzing the various conflicting viewpoints. He had concluded that managers were the people who did not provide any certain time for looking at different tasks properly. Instead, they were the people who went on to utilize their times on shifting their attention on different tasks at the same time (Avolio and Yammarino 2013). They were rather the people who use to dominate the employees and dictate what they should do. This is contradictory to the fact that the leaders of the organizations try to motivate the employees to achieve the organizational objectives by providing them proper guidance (Miner 2015). Mintzberg has also discovered that the leaders should not be any su perhuman beings on whom the employees should rely on blindly. Inspiration is one of the main things that can be attributed to leadership (Goleman, Boyatzis and McKee 2013). However, it is not the only duty of the leaders. Mintzberg has asserted the fact that leadership is no superhuman role to perform. It can be done by everyday people. This is not a difficult job at all that can be performed by a selected few only. Mintzberg thinks that people should stop to wait for a savior who will come and save them from all the problems in the day to day lives. This can also be done by the daily people as well. It is advisable that the people should not depend on the leaders to solve their problems all the times since they are human beings too. They should give relief to the managers by learning to solve their own problems. This would be useful for them to concentrate on their work better. Mintzberg has shown a skeptical attitude to the fact that people admit their children so that they can become exceptional leaders when they grow up. This is not an idea l thing to imagine because the leadership skills are inherent and no matter what school the children are reading in, they would surely develop the leadership abilities (Schoemaker, Krupp and Howland 2013). He thinks the best way to develop leadership is to focus on the talent one has and utilize that talent for good works. This way all the needs and desires can be fulfilled by the particular people who have leadership qualities inside them. According to Mintzberg, the people who want to be good leaders can become so if they focus on their own personal experiences and thus take the help of certain conceptual models of leadership to link their experiences (Batool 2013). In this way, they can surely develop their leadership skills by themselves. The managers have to get some time so that they can get themselves a free time to think about some innovative management ideas from their own personal experiences and apply it in their respective organizations. It is also a fact that thinking o f the leaders to be persons as some superheroes, thus separating the ideas of management leaders from that of the fantasy leaders. The leadership model of Mintzberg will help to derive the idea that leadership is no superhuman skill but a skill that can be earned by spontaneous practice. The great strategy for the leadership by Mintzberg includes the certain plans like the 5 Ps strategy. These 5 Ps mean the Plan, Ploy, Pattern, Position and Perspective (Khatri, Templer and Budhwar 2012). These 5 Ps can be considered as the determiners for the leadership qualities of the managers. He opines that the leaders or the organizational managers should plan something in the industry and should try to implement that within his organization. This is regarded as a crucial part in the management. Next comes Ploy that menas the concerned organizations should aim to bring out the better of the competitors by various means. This would lead them to influence the other organizations and finally get the competitive advantage (Campbell, Coff and Kryscynski 2012). This is where the strategies can become a plan and ploy at the same time. The patterns in an organization have to be understood and the implied things regarding this have to be assessed beforehand. In case of the successful org anizations, the leaders or the managers should look to enhance some strategic patterns by introducing it into the organization (Khatri, Templer and Budhwar 2012). This would perhaps be able to enhance the customer support process of the organization. The leaders or the managers have to assess the position the company is in the marketplace and thus should think what strategies can be taken to enhance the position. The perspective of the organizational culture has to be reviewed in this context as culture has a huge impact on the organization (Khatri, Templer and Budhwar 2012). Thus Mintzbergs leadership strategies reflect the fact that leaders are not some superheroes and leadership traits can be practiced by genuine people who want to utilize their talents at its best. Conclusion The paper can be concluded by saying that Mintzbergs leadership strategies are very essential to influence the leaders or the managers. This is very necessary for the managers to get the desired support and cooperation from his colleagues and subordinates because this would be very effective in the shaping of the organization in a better way. The organizations need to be guided by the leadership qualities of the managers and these leadership traits invented by Mintzberg can be very helpful in this matter. References Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of, transformational and charismatic leadership. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. xxvii-xxxiii). Emerald Group Publishing Limited. Batool, B.F., 2013. Emotional intelligence and effective leadership.Journal of Business Studies Quarterly,4(3), p.84. Bryson, J.M., 2012. Strategic Planning and.The SAGE Handbook of Public Administration, p.50. Campbell, B.A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage from human capital.Academy of Management Review,37(3), pp.376-395. Goleman, D., Boyatzis, R.E. and McKee, A., 2013.Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Khatri, N., Templer, K.J. and Budhwar, P.S., 2012. Great (transformational) leadership= charisma+ vision.South Asian Journal of Global Business Research,1(1), pp.38-62. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Schoemaker, P.J., Krupp, S. and Howland, S., 2013. Strategic leadership: The essential skills.Harvard business review,91(1), pp.131-134.