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    Organizational development of future leaders

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    I need help with an essay of 2,500 words with adequate and sufficient references for the following...

    Evaluate the range of methods whereby an organization which is specialized in manufacturing and selling of apparel could develop potential future leaders? Relate the analysis to some of the challenges that such an organization is facing.

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    The response addresses the queries posted in 2500 Words, APA References

    Potential future leaders

    To identify and develop the future potential leaders for the organization is the valuable and crucial task because it helps in shaping the conduct or doing of others, so that they work volitionally and enthusiastically for attaining pre defined target. A good leader provides an experience of help to followers in order to accomplishing the company's target. It happens only when the leader feels the importance of individuals, gives them recognition, and conveys them about the importance of activities performed by them (Harris & Hartman, 2001).

    Potential leaders are not the inherent character of the management, but they also play an authoritative role in the various managerial decisions i.e. planning, directing, controlling, etc. A potential future leader is defined as one who holds some of positions, activities, and conduct of a set of individuals, who make up his constituency. A potential future leader raises an employee's vision to higher farsightedness, performance level to higher criteria and also develops the other coworker's personality beyond its set criteria. Thus, all the things depict above points about the valuable position of the leaders and their importance in the organization (Harris & Hartman, 2001).

    Identifying and developing the prospective leaders is the key factor that positively or negatively influences the organizational performance because it is a primary activity through which the goals of the organization are effectively attained. If there is an ineffectual leadership, it badly affects the organizational performance and also workers' efforts towards the desired target. Therefore, in the management practices, recently an emphasis has been put on prospective leader's development through succession plans, training & development, and by furnishing more contributing work surroundings, so that it will be easy to develop the potential future leaders for the organization that not only motivate group efforts but also build employee morale, develop team spirit, create loyalty, improve capabilities or talents, etc.,

    The stress is on developing potential future leaders, who take care of dynamic changes that are occurring at much faster pace. Potential future leaders or leadership development demand springing up those positive qualities and postures in the individuals, which help them to look into the future and to bring necessary change on proactive basis rather than on responsive basis. Potential future leader's development is a means to an end; the end being successful change and competitive advantage (Storey, 2004).Hence, the organization has to utilize the efficient development process in order to build the capable or potential prospective leaders for the organization.

    As in organizations competition is growing globally and rate of change is speeding up, the companies need to develop and retain good leaders. Many business organizations and advisors are trying to carry out different methods in recruiting, employing, formulating, managing and retaining a high-performance workforce which include managers with their leadership talents. The heart throb increased competition and fast changes have made it compulsory for the companies to hire the right people and right time for developing quality products and improving customer satisfaction by increasing demand for talented leaders (Abdullah, 2008).

    In order to manage talent, organizations are implementing a talent management framework, which consists of the association of business strategy with human resources initiatives, evaluation of individual competencies. The organizations are involved in designing an action plan model in order to achieve organizational objectives for future growth. The talented leaders are also grabbing the opportunities to choose the companies where they can develop their careers best. If the business organizations fail to fulfill the interests of leaders, they may look forward for better positions in other companies.

    The leaders may leave the current business organizations to get sufficient career advancement opportunities, to learn sufficient development and learning programs, to recognize their contributions and to meet personal and family needs. The organization adopts the various beneficial methods for developing potential future leaders according to the levels of the managers, e.g. for the high potencies managers, job rotation assignments are the best suited and for the middle level managers, extraneous ...

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    The response addresses the queries posted in 2500 Words, APA References