(Tiểu luận) authentic leadership and people involvement towardquality management

Suggestions83.1 Create a culture of Authenticity and Transparency within the organization 83.1.1 Encourage leaders to be self-aware to their values 93.1.2 Foster a supportive, honest env

INTERNATIONAL BUSINESS ADMINISTRATION

-*** -AUTHENTIC LEADERSHIP AND PEOPLE INVOLVEMENT TOWARD

QUALITY MANAGEMENT

Student Name: Le Huu Phuc

Student ID: 2014280203

SUBJECT: QTR409E | Productivity & Quality Management

INSTRUCTOR: Prof Le Thai Phong

June 14, 2023

I Introduction 3

1.2 Importance of People Involvement in Quality Management 4

3.1 Create a culture of Authenticity and Transparency within the organization 8

3.1.1 Encourage leaders to be self-aware to their values 9

3.1.2 Foster a supportive, honest environment that encourages employee participation

3.2 Implement mechanisms for gathering employee feedback and ideas 11

3.3 Recognize and reward authentic leadership behaviors and employee contributions to

4.1 The importance of Authentic Leadership and People Involvement in Quality

4.2 The Potential Benefits for Organizations in adopting these practices 15

1.1 Overview of Authentic leadership

Authentic leadership is a leadership approach centered around the genuine and transparent behavior of leaders It emphasizes the importance of leaders being true to themselves, their values, and their beliefs Authentic leaders exhibit self-awareness, integrity, and a commitment to building trust and meaningful relationships with their followers They prioritize aligning their actions with their authentic selves, avoiding pretense or adopting facades to conform to societal expectations Instead, they embrace their unique strengths, values, and experiences, allowing their true selves to shine through in their leadership style

A key aspect of authentic leadership is the emphasis on open and honest communication Authentic leaders actively listen to their team members, value their perspectives, and create a safe and inclusive environment where individuals feel comfortable sharing their ideas, concerns, and feedback By fostering a climate of trust, authentic leaders inspire their followers to engage, collaborate, and contribute their best to the organization's goals They also prioritize the development of authentic relationships, displaying empathy, relationships and influencing organizational culture and performance When authentic leaders cultivate a climate of trust, transparency, and open communication, it encourages employee engagement, satisfaction, and commitment Authentic leadership has been linked to positive outcomes such as increased employee motivation, improved job performance, and enhanced organizational effectiveness In the context of quality management, authentic leadership plays

a vital role in promoting people involvement and fostering a culture of quality within an organization By exemplifying authentic leadership behaviors, leaders can inspire and empower employees to actively participate in quality management initiatives, driving continuous improvement and achieving high-quality outcomes

Understanding the principles and characteristics of authentic leadership provides a foundation for exploring its relationship with people's involvement in quality management By embracing authentic leadership practices, organizations can cultivate a positive work environment, build trust among team members, and unlock the potential of individuals to contribute their best to achieving and maintaining high standards of quality

People involvement is a crucial element in effective quality management within organizations In today's dynamic and rapidly changing business landscape, engaging employees at all levels in quality management initiatives is vital The active participation and contributions of individuals throughout the organization play a crucial role in driving continuous improvement, ensuring customer satisfaction, and achieving organizational excellence

The significance of people's involvement in quality management stems from the invaluable knowledge and expertise possessed by employees They are the frontline observers of processes, products, and services within the organization, providing unique insights into potential quality issues, bottlenecks, and areas for improvement By involving employees in quality management, organizations can tap into their collective wisdom, creativity, and problem-solving capabilities

Furthermore, people's involvement creates a sense of ownership and accountability among employees When individuals actively participate in quality management initiatives, they develop a stronger sense of responsibility for the outcomes This heightened engagement, motivation, and commitment foster a culture of continuous improvement, where employees take pride in their work and actively seek ways to enhance quality

Involving people in quality management also promotes a culture of collaboration and teamwork By bringing together employees from different departments and functions to address quality challenges, organizations encourage cross-functional collaboration and knowledge sharing The collective efforts and diverse perspectives of individuals foster innovation, improve problem-solving capabilities, and build strong relationships among employees

Moreover, people's involvement enhances organizational learning and adaptability By engaging employees in quality management initiatives, organizations provide opportunities for skill development and knowledge transfer This promotes a continuous learning mindset, enabling individuals to acquire new competencies and insights through active participation This learning culture helps organizations adapt to changing market dynamics, technological advancements, and customer preferences, giving them a competitive edge

engagement and satisfaction When individuals feel valued, respected, and included in decision-making processes related to quality, it creates a sense of empowerment and fulfillment This leads to higher job satisfaction, increased employee retention, and a positive work environment

In conclusion, the importance of people's involvement in quality management cannot be overstated By actively engaging employees, organizations unlock their potential, tap into their expertise, foster collaboration, promote a culture of continuous learning, and enhance employee satisfaction People's involvement leads to better problem-solving, innovation, and

a collective commitment to achieving and maintaining high-quality standards By recognizing the significance of people's involvement, organizations can position themselves for sustainable success in today's competitive marketplace

II Theoretical Framework

2.1 Social Exchange Theory

Social Exchange Theory posits that individuals engage in reciprocal relationships where they anticipate receiving rewards and benefits in return for their contributions When applied to authentic leadership and people involvement in quality management, this theory emphasizes the importance of the leader-follower relationship Authentic leaders, through their transparent, trustworthy, and relationally transparent behaviors, establish high-quality relationships that elicit a sense of obligation and commitment from employees

Authentic leaders practice transparency by openly sharing information, goals, and expectations with their followers By being honest and forthright in their communication, they build trust among employees, who perceive the leader as genuine and sincere Trustworthiness is another crucial aspect of authentic leadership, where leaders consistently display integrity, reliability, and ethical behavior This reliability fosters a sense of security and confidence among employees, enhancing their belief that the leader will reciprocate their contributions

Additionally, relational transparency plays a key role in the leader-follower relationship Authentic leaders encourage open communication, actively listen to their employees, and

their thoughts, concerns, and suggestions without fear of negative consequences As a result,

a sense of psychological safety is established, empowering employees to contribute to quality management efforts

When authentic leaders establish high-quality relationships based on transparency, trustworthiness, and relational transparency, employees feel a sense of obligation and commitment to the organization and its quality management initiatives Recognizing and appreciating the leader's efforts to create a supportive work environment, employees become more motivated and dedicated to quality improvement They actively participate in quality management activities, contributing ideas, identifying and addressing quality issues, and implementing best practices

The reciprocal nature of social exchange theory suggests that when employees perceive that their contributions are valued and recognized by authentic leaders, they are more inclined to invest their time, energy, and expertise in quality management This increased people involvement and dedication lead to improved quality outcomes

2.2 Self-Determination Theory

Self-Determination Theory emphasizes individuals' intrinsic motivation and their fundamental psychological needs for autonomy, competence, and relatedness When applied

to the context of authentic leadership and people's involvement in quality management, this theory sheds light on the role of authentic leaders in supporting employees' intrinsic motivation

Authentic leaders promote autonomy by empowering their employees They provide them with the freedom to make decisions, take ownership of their work, and exercise their creativity By involving employees in decision-making processes, such as quality improvement initiatives and problem-solving discussions, authentic leaders acknowledge their expertise and value their input This sense of autonomy fosters a greater sense of ownership and control over their work, motivating employees to actively engage in quality management

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Furthermore, authentic leaders facilitate employees' competence development by offering opportunities for growth and development They recognize employees' strengths and encourage them to further develop their skills and knowledge through training, mentoring, and challenging assignments By investing in their employees' growth, authentic leaders enhance their sense of competence and capability Employees who feel competent in their roles are more likely to take initiative, contribute their expertise, and strive for high-quality outcomes

2.3 Job Characteristics Model

The Job Characteristics Model highlights how specific job characteristics can influence job satisfaction, motivation, and engagement Authentic leaders can leverage this model to enhance employee involvement in quality management initiatives

Firstly, authentic leaders can increase skill variety by assigning employees diverse and challenging quality management tasks This provides employees with opportunities to utilize

a wide range of skills, keeping their work interesting and stimulating By offering tasks that have a significant impact on the organization's quality outcomes, leaders can enhance the sense of task significance, making employees feel that their contributions matter and have a meaningful impact

Additionally, authentic leaders can promote autonomy by granting employees decision-making authority and empowering them to make independent choices regarding quality management This autonomy fosters a sense of ownership and control over their work, increasing motivation and commitment When employees have the freedom to make decisions related to quality improvement, they are more likely to take initiative and actively contribute their skills and knowledge to achieve high-quality outcomes

Overall, by aligning the job characteristics of skill variety, task significance, and autonomy with quality management tasks, authentic leaders can enhance employee involvement and commitment This leads to increased job satisfaction, motivation, and engagement in quality management initiatives, ultimately improving the organization's overall quality outcomes

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Social Learning Theory proposes that individuals learn through observation and imitation of others' behaviors In the context of authentic leadership and people's involvement in quality management, authentic leaders play a crucial role as role models for their followers By displaying ethical behavior, transparency, and a genuine concern for quality, authentic leaders create a positive and inspiring example for employees to emulate

Through observation, employees witness how authentic leaders handle quality management challenges, make decisions, and interact with others They observe the leader's commitment

to ethical standards and their consistent alignment of actions with values As employees observe and identify with these authentic leadership qualities, they are more likely to internalize and adopt them in their own approach to quality management

Moreover, the identification process plays a significant role in social learning When employees see themselves reflected in the authentic leader, they are motivated to align their behaviors and actions with those of the leader They strive to emulate the leader's transparency, ethical behavior, and genuine concern for quality This identification process not only shapes employees' attitudes and behaviors but also fosters their involvement and commitment toward quality management

III Suggestions

3.1 Create a culture of authenticity and transparency within the organization

3.1.1 Encourage leaders to be self-aware to their values

Encouraging leaders to be self-aware and true to their values is a crucial aspect of promoting authentic leadership and people involvement in quality management By focusing on self-awareness and alignment with core values, organizations can create an environment that fosters authenticity and empowers leaders to inspire and engage their teams effectively

In order to promote self-awareness, organizations should provide leaders with opportunities for introspection and reflection This can be achieved through self-assessment tools, leadership development programs, or coaching sessions that encourage leaders to explore their strengths, weaknesses, and values By gaining a deep understanding of themselves,

transparent leadership.

Organizations can also support leaders in staying true to their values by creating a culture that values ethical behavior and integrity This can be achieved through clear communication of organizational values and expectations, setting a positive example at all levels of the organization, and holding leaders accountable for their actions By fostering a values-driven culture, organizations enable leaders to make decisions and take actions that are consistent with their own values and the organization's overall commitment to quality

In addition, organizations should provide leaders with the necessary resources and support to translate their authentic leadership into practice This can include training programs that focus on effective communication, relationship building, and empowering others By equipping leaders with the skills and knowledge to engage their teams, organizations enable them to create an environment that encourages people involvement in quality management Furthermore, organizations should recognize and reward leaders who demonstrate authentic leadership behaviors, reinforcing the importance of authenticity and providing motivation for leaders to continue their development

In conclusion, promoting self-awareness and values alignment among leaders is essential for fostering authentic leadership and people involvement in quality management By encouraging leaders to understand themselves and their values, organizations can create a culture that supports authenticity and enables leaders to inspire and engage their teams effectively Additionally, providing leaders with the necessary resources and support to translate their authentic leadership into practice enhances their ability to promote people involvement in quality management initiatives Through these efforts, organizations can cultivate a work environment that encourages authentic leadership, fosters collaboration, and drives continuous improvement in quality management

3.1.2 Foster a supportive, honest environment that encourages employee participation and empowerment at all level

Creating a nurturing and transparent environment that fosters employee participation and empowerment at all levels is paramount to promoting authentic leadership and people involvement in quality management This entails a dedicated commitment from