Socially Conscious Leadership – An Integrated Model
Cooperative leadership:
This article talks about a cooperative leadership that respects personal enablement, interpersonal justice and society building. This article introduces a theoretical framework vital for refining the internal dimensions and the social knowledge compulsory to move leadership standards. The model is called a Four-Fold Framework of Socially Conscious Leadership that indicates a holy sense of determination, an altered association to power, multidimensional legitimacy and a personified somatic consciousness. This article majorly talks about female leadership in different context as mentioned above and how can females in a male dominated environment can lead. Diverse and feminist viewpoints confirm leadership strategies that questions supremacy and power. A leader with feminist point of views can guide communally cognizant leaders identify and encounter prejudices and encourage more equal societies. For a diverse leader to be successful h/she should also encounter the inequalities taking place in the society. This article unifies all the strategies towards leadership that can empower a female. The transformative leadership in this article emphasizes on individual awareness and originality. The findings under somatic psychology includes somatic consciousness and intelligence that advises the leaders to steer tensions and alter more efficiently when they are in harmony to their physical experiences. The Four-Fold Model suggests a sacred sense of purpose that empowers leaders that communally conscious to be more cooperative in a society where traditional authority and knowledge triumphs. The transformed relationship to power entails the power of female leadership in a society. It explains how females that want to work for the betterment of their gender are committed to this work whereas they also belief that power can protect them from accepting positions offering leadership.
The multidimensional authenticity entails that females are not seen as an authentic leader in a community if they don’t work according to the norms of the society. On the other hand, they are seen as a weak gender if they abide by the norms of the society. The last heading entails that an embodied and somatic leadership strategies focus on the desire for different leaders to interact with their innate purpose, the power given to them and intervention. The evolution of somatic intelligence allows the leaders to cultivate consciousness of how their emotions and habituated responses impact their autonomic reactivity and their social behaviors.
This article talks about different kinds of leadership that is female leadership, transformational leadership and a model for socially conscious leaders to be more cooperative in their society rather than to follow a rigid system. Moreover, this article mainly talks about how females can get be independent and highlights the problems these females face in their every day life. Every major point relating to leadership pointed out that how leaders take into account some characteristics to work as better leader. For instance, in the Embodied Somatic Awareness the authors suggest that a leader when interacts with their inner power, the ultimate purpose and connects with h/herself can really become a good and effective one. In my opinion, this article gives a leader an insight on how to be an efficient leader especially for the female leaders. The most important point on which I think is critical is the point of Multidimensional Authenticity where diversity among leaders is explained for example, the authors explained under this heading that how can a female is seen as an unauthentic leader if she doesn’t abide by the norms of the society. On the other hand, if she does actually abide by the social behavior of the society she is seen as a weakling in the society. This is actually true in a patriarchal society where women are not seen as a main player in any industry or any field rather, they are seen a weak participant of the society. The women who fight for their rights in this type of society are seen as bold and disrespectful due to which the patriarchal society doesn’t see them as an equal but discriminates them. Furthermore, the multidimensional authenticity also talks about those leaders who are socially conscious leaders who follow old rules of the society and follow them vigorously.
The author suggests to the leaders to be work in accordance to the needs of the community and through cooperation with the community members. The heading also talks about how an individual can handle pressure as a leader through observing what they are and what they are becoming. The Diversified Authenticity of leadership discusses how a leader needs to embrace other genders and minorities as well as to work along with them to bring about changes in the society. Lastly, the heading discusses different question that the leaders should answer during their leadership. The Multidimensional Authenticity is really helpful for all the leaders around the world to understand how to lead people in a society, how to connect with their own self and with the society members to successfully bring about a change. The is theory can be implemented in a workplace that is diversified in terms of genders, culture and religion. Majority of the workplaces around the world includes diversification especially the developed countries such as Australia and America. However, every leader doesn’t approve of diversification and is sometimes bias so leaders should take this theory as an awareness to work with their colleagues.
Diversity and organizational performance have a positive and direct relationship. This means that if there is an increase in the diversity among colleagues on the basis of gender, different roles and etc. then there is a chance to have an upsurge in the competitiveness that will directly increase productivity in the organization. The increase in productivity will help the firm to function outstandingly in the market and this will give the organization a chance to compete globally (Richard, Roh & Pieper, 2013). So, to increase productivity of the firms the leaders should work with the multidimensional workforce to achieve the organizational goals. The authors in this article has thoroughly researched to make the leaders understand what they are lacking in their leadership.
