female-leadership

Discussion 1 & 2

Name:

Institution:

“Giving Feedback and Female Leaders in History” Please respond to the following:

From the textbook reading, assess the significance of constructive feedback to the female manager and employees, and then speculate three (3) reasons why many people may find it difficult to give feedback to others. Justify your response.

Feedback is crucial elements to every staff in a business’s workforce. It’s an important tool for depicting concerns when issues are being done the right way or for redirecting performance problem. The sub-section of being an efficient manager calls for a clear understanding of the sort of feedback to give. Constructive feedback is one that generates some values (Roebuck, 1996).

For the female manager and employee, generation of constructive feedbacks will require them to focus more on observation instead of inferences for them to add value. They need to have a constructive purpose for them to come up with constructive feedback. A clear purpose will aid in giving a brief indication of what is required to be covered as well as the importance attached to it (Katila, & Eriksson, 2013).

Among the reasons that make people not provide feedbacks are fear and judgment which makes them find it difficult to makes constructive feedback whereby they believe what they know is unaccepted with other people’s opinions or standpoint. Some people may fail to give feedbacks because of demotivation they received from the feedback they give before. A sense of appreciation is crucial in feedback process and where it lacks the other party presenting feedback may be demotivated to deliver such feedback next time because they missed inspiration which brings with it a positive feeling of god performance and commitment. Lastly, some may fail to provide feedback due to limited time interval provided within which they are provided with an assignment requiring feedback and the period they are required to respond back. Limited time would mean they will not have finished the assignment and that mean they will have no feedback to provide thus they will choose some of the completed feedback to provide feedback or not at all altogether (Roebuck, 1996).

Go to Biography Website and watch three (3) videos from the section titled “Notable Female Leaders” located at http://www.biography.com/people/groups/famous-female-leaders. Next, choose one (1) female leader and rate the impact of her most influential qualities as a leader. Next, based on your investigation of a female leader, suggest two (2) changes you would have made to the chosen person’s leadership style if you were in that leader’s position. Provide support for your rationale.

I have settled on Angela Merkel the Germany Chancellor as being the most influential female leader the world has ever seen. Even with the changing politics of the world, the leadership attributes of Merkel provides a lot of notable lessons to entrepreneurs who yearn to learn lessons from the wider perspective of global government stage. Merkel has been known to ask more of her nation than most Germany politician would dare ask, to be steady in her decisions and stands irrespective of the majority and expedience perceptions and stands (Mushaben, 2016).

As a leader, Merkel has been into power for a long time, but despite this, the woman remains a mystery to many. She is a leader who has never feared to stand alone on matters she deeply feels should be done the way she feels. Her strength in office has been remarkable with marvelous leadership to sustain Germany economy to a steady pace even after great challenges, for instance, the financial crisis.She is a leader who is known to be so methodical and pragmatic at all times and who tries to avoid risks at all level and at all times. Also being a female with the compassionate features of female makes her understand what her country’s needs most (Mushaben, 2016).

While standing firm on issues a time shows one’s belief on their inner conscious, it may try to mean not being accommodative to other people’s ideas and viewpoints. While Merkel type of leadership have entailed firmness on decisions even if it means standing all alone if I could be her I could have changed that trait to flexibility and somehow compromising where it calls for such moves as long as optimality is maintained on both sides (Girma, 2016). Another change I would have to pursue is cautious risk taking. Merkel is widely known for her slow pace when it comes to risk. While this may sound good but a times taking the risk the outcome becomes worthy.

References.

Girma, S. (2016). The relationship between leadership style, job satisfaction and culture of the organization. IJAR, 2(4), 35-45.

Katila, S., & Eriksson, P. (2013). He is a Firm, Strong‐Minded and Empowering Leader, but is She? Gendered Positioning of Female and Male CEOs. Gender, Work & Organization, 20(1), 71-84.

Mushaben, J. M. (2016). The Best of Times, the Worst of Times: Angela Merkel, the Grand Coalition, and “Majority Rule” in Germany. German Politics and Society, 34(1), 1-25.

Roebuck, C. (1996). Constructive feedback: Key to higher performance and commitment. Long Range Planning, 29(3), 328-336.