Normative Global Leadership Development †MyAssignmenthelp.com

Question: Discuss about the Normative Global Leadership Development. Answer: Introduction: The skill employed in the organization in order to get objectives met is possible through the use of leadership. Leaderships is an aspect of influencing people in the organization so that they carry out tasks passionately with no coercion. Leadership skills allow a person to direct people to work together enthusiastically for a purpose (Nienaber, 2010). As per Nienaber (2010), management is the act of taking care of people and resources in the organization. It is a process of ruling as opposed to leadership which require some skill in order to lead people. However, irrespective of the differences, the two concepts are not separable in the organization, a manager in the organization requires leadership skills so as to lead people in the organization to attained needed goals (Nienaber, 2010). In the organization, the leadership and management talent get developed by managers acting as the role model so that young talented employees get to follow the steps of the role model. On top of this, the person has to have the eagerness to learn, develop and share the strengths which in turn facilitates correction (Bratton Gold, 2012). In addition, one has to anticipate vulnerability and readiness to learn. Moreover, the value of learning require embracing participation and learning even when the task given was not completed as expected. In addition, there is need of sustainable process in which managers coach and develop the employees. Reinforcement of shared values is of the essence so that employees can connect the assigned tasks with the values of the company. Furthermore, leveraging problems as opportunities that can be utilized for learning in order to learn and improve from the past failures (Fox, 2013). The learning is supported by both normative management by numbers style and the political, social as well as economic setting. The political context entails condition which is transparent, have leeway in making the consensus of objectives, no biases, provide information which is complete and save time and cost (Canals, 2014). The political and administrative contexts have both the normative context with the administrative having trial-and-error and political having power as well as the building of coalition The normative on the other hand has the structure to be followed, evaluation and a section of prescription (Meirovich, 2015). In the process of learning to be a manager, I get closer to my role model in the organization with the aim to learn each skill and expertise necessary for me to become a manager in future. I take and follow instructions seriously as given (Bratton Gold, 2012). On top of this, I go an extra mile to learn on myself. However, the hindrance encountered in the organization is lack of sustainable talent management system in which employees in the different section can get to develop talents. There is no application of science in nurturing talents despite the fact that there is huge scientific research on how talents get developed in the organization. Besides, there is no transparency as well as accountability in information sharing with the fear that subordinates may not keep confidentiality of companys information (Canals, 2014). References Bratton, J. Gold, J., 2012. Human resource management: theory and practice. 5 ed. New York: Palgrave Macmillan. Canals, J., 2014. Global leadership development, strategic alignment and CEOs commitment. Journal of Management Development, 33(5), pp.487-502. Fox, A., 2013. Help managers shine, HR Magazine, 58 (2), pp. 4248. Meirovich, G., 2015. Normative and Descriptive Aspects of Management Education: Differentiation and Integration. Journal of Educational Issues, 1(1), pp.97-113. Nienaber, H., 2010. Conceptualisation of management and leadership. Management Decision, 48(5), pp.661-675.