LM117 Effective Leadership Skills

Introduction  

Comments: This paragraph is similar to the one in the Literature review and it explains leadership in general. Please change to make it about knowledge sharing and how leadership play a big role in this area.

Add some about leadership in nuclear power plants. In each sentence add a reference !

Leadership is an activity that differs according to the context, though it is ignored most of the time, it demands for a closer attention to be paid to the context in which leadership is enacted (Northouse, 2019).Leadership means the potential to influence, exercise as well as modify control over the people’s behavior in a group (Raelin, 2016). It can be referred to as the individual’s or the group of individual’s abilities to influence as well as guide the members of any organization. Leadership consists of making a clear vision, sharing the vision to other people willingly, providing the information, methods and knowledge in order to realize the vision. In other words, it can be said that leadership is the capacity of a person or a n organization to guide as well as lead the other people or the organizations.

According to Fairholm, The culture of trust as well as leadership is all about the process in which the leaders define as well as shapes the culture of the organization by the values shared which enhances as well as respects the individuals, empower the employees and develop mutual trust.

Knowledge sharing in an organization does not happen on its own. There is an important role played by the team leader in making it come about. The team leader’s attitude about knowledge sharing is very important. Karl Sveiby (2016) analyzed the free comments entering by 2.988 people who responded, over 92 units of business, in 12 organizations analyzed that the supervisor as well as senior executives are blamed for their incapability of knowledge sharing. It is suggested by the literatures that the managers as well as leaders who express a desirable opinion with regards to knowledge sharing are resented as well as seen as hypocritical. Therefore, leaders must encourage the knowledge sharing or facilitate it.

In the present era, people are realizing the importance of leadership in the organization’s success and development. It can be said to be the willingness to take the ownership of the firm along with an intrinsic urge to provide and perform the best for the organization. Studies of leadership is based on the behavior of the leader instead of the practices or activities which contains leadership. However, they have been failing to account for the practices’ influence. For example, no account of context was made in a recent meta-analysis of the styles of leadership as antecedents of safety behavior. (Clarke, 2013). Neither was it mentioned how it is going to influence the choice of required behavior or styles. It was noted by Conchie et al. (2013) that there is alack of research in the field of the impact of context on leadership. The aim of the paper is to evaluate different studies that were published in academic journals in order to discover the limit to which the individual practices ascribed as leaders ensures the compliance of the organization with the wider range of requirements of safety of organizations.  

Organizational Culture

Organizational culture can be described as a system of beliefs, behavioral pattern as well as values which drives the organizational members in order to make each choice as well as decision. Schneider et al. (2013) indicated the culture of an organization as the norm perceived by the origination members which is perceived as their work environment. These norms decide how the members of the organization behave as well as adapt themselves in order to achieve the goals of the organization. Organizational culture is the method by which the members of the organization communicate or interact with one another and also with the shareholders. Yirdaw (2016) presented organizational culture as the glue which sticks together the human resources to the non-human resources of the organization in order to develop team work and excellent performance.

Weber and Tabar (2012) stated that the mangers of the business make use of the organizational culture in order to differentiate their organization from that of others. It is stated that even though the Apple Inc., International Business Machines Corporation (IBM) and Hewlett-Packard Corporation (HP) have the same operating as well as technological environment, the two organization have a diverse culture. Apple’s culture involves developing elegant, simple as well as innovative products (Tom & Marinescu, 2013). The priority of the culture of IBM is the long-term thinking and its highly dedicated employees (Flamholtz& Randle, 2011). Hp’s cultural focus is autonomy of its employees as well as innovation.

Remove this add a sentence related to Nuclear power plants organizational culture.

The culture of the organization makes a contribution to the corporate governance as well as management. Many business managers have identified the impact of effective organizational culture on the corporate performance. Brown (2013) stated that a good organizational culture is a reflection of the excellence of the organization. Peter and Waterman (2017) highlighted eight features of a good organizational culture that includes problem solving, decision making, autonomy as well as entrepreneurship in leadership and efficiency through the members of the organization. A good organizational culture involves employees that ate brilliantly motivated and management that is value driven. (Harrison, 2017),the managers of the business utilize these features of excellent organizational culture in order to boost up the corporate profitability as well as sustainability of the organizational excellence. Strong culture of the organization is important for the betterment of the performance of an organization. Raza et al. (2014) highlighted that a strong organizational culture plays a vital role in aligning the future business track of the organization. Members of the organization have a same opinion about the organization in a strong organizational culture and maintain a consistency with the values of the organization. A strong organizational culture motivates to share values of the organization as well as its goals which facilitate the fast adaption of such values to the new employees. (Northouse, 2021). 

It’s a literature review, it should be cited as much as possible!!Kindly add references total of 25 reference or more.

The Role Of Culture In Knowledge Transfer Initiatives And In Knowledge Organizations

The success of the knowledge organization depends on the continuous training, transfer of knowledge and acquirement. Knowledge outcomes is one of the factors as an outcome of which the organization gets long term competitive advantage. (Krylova, Vera & Crossan, 2016). In the management of knowledge, knowledge culture acts as a lifestyle of the organization which enables as well as motivated to create, use as well as share the knowledge on behalf of the organization and constant success. Apart from leading to proper environment for the transfer of effective knowledge and encouragement to people in order to share knowledge, it also presumes which knowledge should be managed and which should not. (Ahammad, et al., 2016) It defines the relationship between an individual and organization knowledge which is to be transferred and to whom should it be transferred, creates a part of social interaction that defines the application of knowledge in certain situations and also develop the process which results in validation, development as well as distribution of new knowledge in organization. (Kochenkova, Grimaldi & Munari, 2016). The organizations create knowledge culture in order to that prompts experimentation, focus on important valuables, inter-cooperation, risk assumptions, work model. It will create working atmosphere to achieve better outcomes of training of the organization as well as develop certain routines that maintains the transfer of knowledge in an organization.

Knowledge culture is one of the reasons for which development as well as control gets very difficult because it influences the human resource and their behavior. It is immensesusceptible to time. (Hamdoun, Jabbour & Othman, 2018). It is claimed by Adam and Creedy that in order to become a knowledge organization, an organization should not change their culture but adapt themselves to the concept of knowledge management to the present organizational culture. This will lead to a strong opposition reaction of the members of the organization and aggravate the pursue of purpose. Knowledge culture is said to be the soft part of the organization. (Sarala, et al., 2016). The identification of employees is done just like the company, the employees become loyal to the organization as the time passes and only after the organization expresses value, standards and artifacts. Only implementing the knowledge management with the present organizational culture will not result in knowledge culture. In order to get excellent outcomes, there must be gradual formation of the knowledge culture. (Battistella, Toni & Pillon, 2016). This can be possible by introducing the valuables which is related to the encouragement of the knowledge creation, application as well as sharing in the daily working of the organization. In order to restrict strong opposing reaction, an organization should apply only those features of knowledge culture which are affecting the procurement of knowledge management directly and also provide good conditions for them. Another issue regarding the knowledge management is that the culture of the organization is not homogenous. Different departments of the organization may have some difference or absolutely different cultures or subcultures. (Intezari, Taskin, & Pauleen, 2017). The measurement of the strength of the knowledge culture is measured in terms of homogeneity, integrity, stability, wide spread and intensity and the understanding of organizational goals is a very important rate.

Key Factors For a Knowledge-Sharing Culture

Knowledge sharing is not the same as knowledge transfer or knowledge exchange. Knowledge exchange is often confused with knowledge sharing. Knowledge transfer includes the sharing to the source of knowledge and the acquisition of the source of knowledge. Knowledge transfer helps in describing the movement between the different organizations, units as well as departments. (Kurdi, Haddadeh, & Eldabi, 2018).  Knowledge sharing is itself not communication. But it is related to communications. Same implies to information distribution. Knowledge is not possible to be shared. So, one cannot distribute knowledge freely, unlike goods, it depends on the cognitive subject. (Trialih, Wei  & Anugrah, 2017).  It is assumed that sharing knowledge is a relationship between two parties, one is to already have knowledge and another is to gain or acquire knowledge. (Meuser, et al., 2016)

Knowledge sharing has been described as the exchange of knowledge or the attitude which helps others with knowledge. (Ali, Paris & Gunasekaran, 2019). It was also thought that knowledge sharing between people was the method that private employee knowledge turns to be understand, used and absorbed by others. It is clear that knowledge sharing is a conscious behavior and sources of knowledge do not want to lose the ownership of knowledge. (Allen, 2018).

Research in the literature has stated the fluidity of the factors which influences the willingness of knowledge sharing which depends on the time as well as space. The factors may differ in regards to strength and affect if it is related to employee motivation as a part of tacit knowledge. Organizational culture must be shown as a dominant culture within the firm to solidify the knowledge sharing practices. The literature gives a holistic view of infrastructure of organization. (Fullwood, Rowley & McLean, 2019). It suggests that information and communication technology (ICT), support from leadership and faith in the firm as well as management have become more the priory for knowledge sharing. Companies are moving away from the bureaucratic structures that can be cumbersome as well as time consuming when they are trying to filter knowledge b their knowledge system. (Xu, 2017)

Leadership

Leaders are described with the use of both scientific knowledge extracted from the logical mental process as well as behavioral knowledge which is extracted from the logical mental processes. Just like other employees, a leader work withing a social as well as clan like group. (Azad, et al., 2017). It is argued that the culture of the organization is determined by the leaders through articulating the values that are shared along with the goals of the firms.

There has always been an existence of the argument for the various definitions of leadership. It was stated that the word leadership cannot be defined so easily. But, the presence of leadership in an organization cannot be denied in relation to its roles in the achievement of the goals as well as objectives of the organization.( Gopee & Galloway, 2017).  The scientific study of the leadership had become popular in the 21^st century and there were many studies made which was focused on the effectiveness of the leadership. (Northouse, 2021). 

Leadership was defined as a bond between two parties. Those were the leaders as well as the followers who were ready to build up a shared value and also strive towards a common mission and objectives together. (Bush, Bell & Middlewood, 2019).  Apart from that, leadership had a meaning that the leaders work as an example or the role models for the employees of the organization and they follow the footsteps of their leaders on the way to their accomplishments of the work. The member oif the organization create the perception of the capabilities required and the criteria that must be possessed in order to become an effective leader. (Chen, 2018).  Leadership is considered effective when they can develop as well as maintain the employee’s commitment through an efficient monitoring as well as encouragement. (Dugan, 2017)

Leadership for Knowledge Management

It’s a literature review, it should be cited as much as possible!!Kindly add references total of 25 reference or more.

Leaders have a very important role in management of knowledge (Besen, Tecchio & Fialho, 2017). For becoming successful, leader has to have qualities as well as skills which develop the conditions for creating, sharing as well as utilizing knowledge in the organization. But along with the creation, use and transfer of knowledge, it is compulsory that it promotes as well as create new knowledge which will contribute in creating values to the organization (Sadeghi & Rad, 2018). In the field of knowledge identification, a leader must create organizational environment as well as culture that support team learning (Archanjo, et al., 2020). There must a support and encouragement by the leaders for learning with the help of his behavior and the direct members of the organization’s effort to learn (Shamim, Cang & Yu, 2019). The role of a leader as a teacher helps the employees of the organization in developing system understanding, expand individual capacity to understand the complexity, make a clear vision and improve the mutual mental models.

Positive Effects Of Leadership On Culture

Employees are inspired by vision. They try to follow a leader who are ones to show them the concerns as well as values which are important to them. A goof leader will inspire full effort from everyone. (Purwanto, et al., 2020) Leaders are the visionaries as well as strategic thinkers, they have ethics which supports the values, they provide empowerment. Leadership has a very positive impact on the culture of any organization.( Morris, et al., 2020). There is an impact of the each and every employee on the direction of an organization but the impact of a leader has a most direct as well as largest effect on the culture of the company that revolves around the engagement of the employees, atmosphere, atmosphere and the environment of the organization and its consumers. The confidence of the employees is affected by leadership and also whether they consider their mistakes as a learning opportunity or as a failure that causes harm on the employees self worth. (Hartnell , et al., 2016). Leadership lays the foundation of culture in order to achieve the mission of the company and realize how important their roles are in the contribution of achievement of the goals.

References

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