CMI 702 - Learning Outcome 1.1

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What is the primary focus of Servant Leadership?

Prioritizing the growth and well-being of team members (correct)

Implementing strict hierarchical structures

Enhancing organizational profitability

Encouraging competition among team members

Which leadership style aims to inspire significant change within an organization?

Systems Leadership

Cross-Cultural Leadership

Authentic Leadership

Transformational Leadership (correct)

What does Authentic Leadership primarily emphasise?

Transparency and self-awareness (correct)

Strict adherence to protocols

Utilitarian decision-making

Financial performance

What is a key component of Cross-Cultural Leadership?

Navigating and leading diverse teams across cultures Signup and view all the answers

What is emphasized in Goleman’s Leadership that Gets Results?

Understanding the impact of emotional intelligence Signup and view all the answers

Which leadership approach is specifically targeted at fostering creativity and innovation?

Leadership for Innovation Signup and view all the answers

What is a strategy proposed for making more ethical choices in leadership?

Overcoming cognitive barriers Signup and view all the answers

What leadership style seeks to lead within complex, interconnected systems?

Systems Leadership Signup and view all the answers

What aspect does ethical leadership emphasize according to Bazerman's model?

Creating the most value for society Signup and view all the answers

What is a characteristic of Systems Leadership?

Recognizing interconnectedness in decision-making Signup and view all the answers

What does performance encompass in the context of leadership?

Both quantitative and qualitative measures of success. Signup and view all the answers

How is team performance primarily evaluated?

Through the collective output and cohesion aimed at shared goals. Signup and view all the answers

What is considered a qualitative factor in organizational performance?

Employee engagement. Signup and view all the answers

Which of the following reflects how well leadership and culture are aligned within an organization?

Organizational performance. Signup and view all the answers

What role does qualitative assessment play in measuring performance?

It complements quantitative metrics to give a holistic view. Signup and view all the answers

Which aspect is NOT included when evaluating individual performance?

Total team budget allocation. Signup and view all the answers

In the context of organizational performance, which metric represents a qualitative factor?

Customer loyalty. Signup and view all the answers

What does performance primarily indicate about an organization?

The overall effectiveness in achieving goals. Signup and view all the answers

Which of the following is NOT a characteristic of effective team performance?

High levels of individual recognition. Signup and view all the answers

What is the overall significance of performance in an organization?

It is the principal reason for the organization's existence in fulfilling its vision. Signup and view all the answers

Study Notes

Learning Outcomes and Part Numbers

Learning Outcome 1: Leading and Developing People to Optimise Performance
Learning Outcome 1.1 Part 1: Discuss the influence of leadership, culture and people development on performance
Learning Outcome 1.1 Part 2: Discuss the influence of leadership, culture and people development on performance
Learning Outcome 1.1 Part 3: Discuss the influence of leadership, culture and people development on performance

Defining Performance

Performance, in the context of leadership, culture, and people development, refers to the effectiveness with which individuals, teams, and the organisation as a whole achieve their goals and objectives.
It encompasses both quantitative and qualitative measures, including productivity, sales figures, project completion rates, quality of work, innovation, and adherence to organizational values.
Team performance is measured by collective output and cohesion towards shared goals (quantitative measures like targets, deadlines, and customer satisfaction ratings). Qualitative aspects include collaboration, communication, and problem-solving ability.
Organisational performance is the organisation's overall success in achieving strategic goals, considering both financial metrics (profitability, growth, and market share) and qualitative factors (brand reputation, employee engagement, and customer loyalty).

Leadership Approaches

Ethical Leadership and Value-based Leadership: Emphasize integrity, ethics, and aligning leadership decisions with core organizational values.
Goleman's Leadership that Gets Results: Explores six leadership styles - coercive, authoritative, affiliative, democratic, pacesetting, and coaching - each with unique strengths and situational effectiveness, drawing on extensive research.
Authentic Leadership: Prioritizes authenticity, transparency, and integrity in leading teams.
Transformational Leadership: Involves inspiring and motivating change within the organisation, emphasizing the well-being of team members and encouraging a supportive environment.
Servant Leadership: Prioritizes the growth and well-being of team members, enabling an empowering environment for the organisation.
Systems Leadership: Encourages collaboration and influence across complex, interconnected systems.
Leadership for Innovation: Focuses on fostering creativity, risk-taking, and continuous improvement.
Cross-Cultural Leadership: Emphasizes navigating and leading diverse teams across varied cultural contexts.

Organisational Culture

Organisational culture is the shared values, beliefs, norms, and practices that shape employee interaction, decision-making, and work approaches.
It influences everything from behaviours to the organisation's overall performance and reputation. Key aspects often expressed through an organisation's vision, mission, and values define its character.
The culture can be also reflected in the attitudes and behaviours of individuals and teams, as well as the psychological contract (unwritten expectations).
Healthy cultures are characterized by innovation, learning, and mutual respect but a toxic culture might manifest as a lack of communication, ineffective leadership, negative behaviours, and bullying, resulting in decreased performance, high employee turnover, and damaged reputation.

Strategic Narrative

A compelling story that communicates the organisation's identity, purpose, and direction, aligning everyone's efforts toward overarching goals.
A clear strategic narrative fosters a shared understanding of the organisation's past, present, and future, motivating, engaging, and committing employees.

Johnson and Scholes Cultural Web

A representation of an organization's taken-for-granted assumptions, offering insights into how culture affects strategy.
Consists of stories, rituals and routines, symbols, control systems, power structures, and organisation structures, all inter-related and constantly shaping organisational behaviour.

Hofstede's Cultural Dimensions

A model that identifies national cultural differences in workplace values, useful for understanding global business interactions. Values like Power Distance, Individualism, Masculinity, Uncertainty Avoidance, and Long-Term Orientation are key dimensions.

Handy's Four Types of Organisational Culture

A model that classifies organisational cultures based on the central figure or structure. Different types of cultures include:
- Power Culture
- Role Culture
- Task Culture
- Person Culture

Psychological Contract

The implied and unspoken agreements and expectations between employees and employers about their mutual obligations and behaviours.

Individual/Team Strategies for Developing Knowledge, Skills, and Behaviours

Individual strategies: Focusing on personal development plans, providing learning and development opportunities, and using feedback.
Team strategies: Focusing on enhancing collaboration, communication, and problem-solving skills amongst team members through different methods like workshops, simulations and other collaborative projects; highlighting the culture of trust, where open communication and feedback are embraced.

Talent Management

Strategies for attracting, developing, and retaining skilled employees to fit the organisations needs. Strategies include identifying high-potential employees, encouraging growth, and ensuring proper development initiatives.

The Four T's

A framework to improve team effectiveness including focusing on tasks, team dynamics, types of team members and available tools.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

This quiz explores the critical relationship between leadership, culture, and the development of people in optimizing performance. Participants will discuss how these elements influence individual, team, and organizational effectiveness in achieving goals. Gain a deeper understanding of performance metrics and the qualitative and quantitative factors that gauge success.