Report on Leadership and Cultural Perspective in HSBC Bank

1. Critically evaluate how certain types of leadership/management styles differ depending on history, culture, geographic life, and conditions drawing on your organization and other mini-case examples.

Leadership styles can be different; however, the purpose is to achieve set goals. For the effectiveness of the company, there is a need for true conscious leaders so that they could achieve the required or desired goals. The vision of the HSBC Bank is to make its bank the best and world's driving monetary administration organization. The organization is making the fundamental beliefs of leadership capacities and characterized abilities that will drive the organization system.

Qualities can distinguish leaders, however, there are set and achieved tasks by the leaders that need to be accomplished, the leadership could be described as the process that motivates the person or followers to archive the goal with confidence, however, effective leadership can influence others to work willingly or strive willingly with zeal and confidence to bring effectiveness in the task and achieve it. The leader needs to be efficient and focus on the achievement of group goals and there should be proper guidance toward the attainment of a goal. Effective leaders effectively focus on the guiding, initiating, directly, commanding, inspiring, and activating to bring the level of achievement (Bass & Bass, 2009). The leadership styles like autocratic leadership, democratic leadership and laissez-faire are discussed below.

Autocratic leadership and Cultural Perspective in HSBC Bank

Autocratic leadership could be explained as the leadership that believes in the enthusiastically and willingness towards the achievement of group tasks or goals. Nature and training are autocratic as the followers are not involved in the decision making and the goals are decided already the goals are achieved through providing directions and communicating. There is an interpersonal relationship between the employees and the leader in order to accomplish the set goal. There is a relational relationship between the workers and the leader so as to achieve the set objective. The reward is given as analyzed that rewards can motivate employees.

Democratic leadership

Democratic leadership is different from autocratic leadership could be explained as the leadership that believes in faith in the subordinates as there is a reward for work. In Democratic leadership, there is the homogenous workforce and the leader focus on the considerable understanding towards the followers, the decision making is done by the leader as well as the group. In democratic authority, there is the homogenous work power and the leader center around the extensive comprehension of the supporters.

Laissez-faire type of Leadership and Cultural Perspective in HSBC Bank

Laissez-faire type could be explained as the decision making in which the responsibility of decision making is at the part of the group or it could be said that it is a basic leadership where the duty of basic leadership is at the piece of the gathering. This laissez-faire type is loosely structured and the leader may not have the confidence in the leadership ability (Iqbal, 2011).

Case study of HSBC Bank & Leadership and Cultural Perspective in HSBC Bank

HSBC Bank focuses on global talent management for organization developmental solutions. However, the vision of the HSBC Bank is to make its bank the best and world's leading financial services company. In this report, there is a discussion regarding the business strategy based on the leadership effectiveness that how the company is creating the core values ion the culture and what unique contribution is performed by the leaders in order to make the bank services best consistent and transparent and the steps are taken in organizations so that benefits could be there.. A leader needs to inspire the individual for the objective with certainty, the direction toward the achievement of an objective. However, HSBC Bank always hires the manager who has capabilities and defined competencies because qualities can distinguish a leader's skills that will drive the company strategy.

Management styles can be different depending on culture, history, and geographic life conditions but the motive or goals could be the same. However, as analyzed that managers need to be competent if they want to get the maximum outcomes from people. The leaders in the HSBC Bank are compassionate, principle, sensitive and also conscious leaders as they are helping the company to grow effectively. HSBC Bank has 284,000 employees and the company has earned about $13.1 billion in 2006 (first half). From the case study, it needs to be noticed that HSBC Bank is effectively working on its workforce so that productivity can be bought in the tasks. It can be analyzed that HSBC Bank is focused on autocratic leadership and democratic leadership to get the benefits from its workforce (Gakovic & Yardley, 2007).

Impact of leadership styles on people performance and discuss potential improvements

2. Critically evaluate how certain types of leadership/management styles impact on people's performance and productivity. Ensure concrete examples of impacts are discussed and applied to yourself and that of your team.

Other than leadership styles like autocratic leadership, democratic leadership and laissez-faire, some more effective leadership styles can be used by the leaders and can enhance the performance of the employees or subordinates. By taking the examples from life in HSBC Bank, the managers or leaders there focus on the strategic leadership and transformational leadership styles. Authority styles are best as HSBC Bank, the supervisors focus on the vital initiative and transformational administration styles and can help the representatives or subordinates.

Strategic leadership could be explained as the strategic vision that is used as the part of the organization and also helps to motivate and persuade people so that they attain the vision. However, managers who used this approach are considered as successful because strategic leadership has the meaning related to utilizing strategy in the management. However, transformational leadership is also effective as analyzed that it focuses on work and teams to identify the change that is needed, it helps to create the vision and also focus on to guide the change.

Administrators who utilized strategic vision methodology are considered as fruitful because the key initiative has the significance related to using the technique in the administration. From an organizational point of view, the coaching style of leadership is also considered effective as it focuses on collaboration. The leader through this leadership can effectively coach, and focuses on collaboration and creativity. Blame is not there and feedback and learning are concerned for motivators. The strategic vision also results in efficient and transformational administration that brings effectiveness. Example, it is noticed that transformational leadership result in committed members of a group (Spears, 2012).

3. How certain types of leadership/management styles determine who will ‘follow and how’ they will follow.

The leadership goes further than what being fixed as 'the manager.' Leadership is actually around with whom the people are following. It is obvious that the leaders have their capability to influence the behaviors of their followers or others. For this reason, in order to become further effective, the leaders should also learn the ways to influence others with a purpose to effectively motivate them. Leadership styles differ and definitely rendering to the type of organizational structure, the environment, the people, and also the responsibilities as well.

Two of the leadership styles that determine who will ‘follow and how’ they will follow are:

·         Pace-Setter Leadership

This leadership model is a typical one that sets high expectations and expects the works to be completed quickly and accurately. This model is an ideal one for greatly eager professionals who really know what they have to do and how they will do(Samantarai, 2016). A practical example of this leadership model in HSBC is by how the Head Teller will definitely motivate the tellers to work fast in busy hours where there is a long queue of customers.

·         Autocratic Leadership

This leadership style could be described as only one person who has full control of everything, this person will make all the decisions that are final and cannot be changed by other persons(Wadesango, 2012). A practical example can be seen from how the managers in HSBC have been directing the employees regarding the work that they have to complete and, they also make decisions without taking any opinion from the employees.

4. The Seven Leadership Mindsets Theory

The Seven Leadership Mindsets theory has demonstrated that personal leadership involves seven leadership mindsets theory or vMeme, which are divided as(Rienstra, 2015):

·         PURPLE: considering theworks asa feeling, security, customs, demonstrations, feeling of having a place (family, companions, work environment) and is receptive to a friend and family stresses

·         RED: believing is emphatic (forceful), lively, amazing, liberal, conceited and needs to overwhelm/be the best

·         BLUE: believing is worried about systems, schedules, request, quality, the right method for getting things done, is profoundly receptive to the 'right' more significant position authority and rebuffs 'heathens'

·         ORANGE: believing is key and future-focused, needs to accomplish and improve, cherishes innovation and development, and imprints progress with status and riches

·         GREEN: thinking esteems individuals – all are equivalent and to be dealt with accurately, with choices made by an accord

To be in a place of taking part in the changing and growing elements of administration, an individual must increase the perfect outlook. The leaders’ outlook profile offers an exhaustive review of how a pioneer manages and adjusts to complexities and change. In fact, an individual perspective influences an individual initiative style like other character attributes or characters. In my organization (HSBC), the leaders essentially receive the fixed and development mentalities. In my association, I have noticed that these attitudes have an immediate consequence on how they lead their life and in the expansion of how adherents are lead and the association way of progress.

An examination has referenced that pioneers/individuals having a fixed mentality feels a convincing need for substantiating themselves ceaselessly. This is because of their insight levels, abilities, and aptitudes. Moreover, our association heads fixed the character, and good character can't be balanced or extended even in time of changing elements in the worldwide initiative field. Then again, the development outlook in my association scopes from knowledge, abilities, or fitness is basic as a point of flight. These are seen as perspectives that can be deliberately developed through work and experience. I have noticed that the leaders in my organization have their authority which stretches out towards the extent of personality and good characters. The leaders are continually ready to seek after some new activities and furthermore a hotspot for advancements that can encourage groups or organization's ability to convey advantages and worth. In addition to this, in preparing individuals, I have seen the fact that all of the leaders in my organization (HSBC) are all have been more willing to contribute assets to build their worker's aptitudes as well as insight to give the best performance.

Assessment/reflection assessing leadership capabilities

5. Specific conclusion: Having studied the seven mindset-thinking systems, critically reflect and conclude what the definition of an effective leader should be. Make recommendations for your development and that of your organization to address your vision of what leadership is.

Specific conclusion

It is concluded that effective leadership styles can result in the effectiveness of the employees, however, the purpose of effective leadership is to achieve set goals. Based on the research conducted on the HSBC Bank it is known that managers need to be competent if they want to get the maximum outcomes from people and they need to focus on their and group members' capability to influence the behaviors. However, it is concluded that organizational structure, as well as the environment, need to be concerned so that responsibilities can be divided efficiently. Suggested above two of the leadership styles can be effective to evaluate in the company example the pace-setter leadership and autocratic leadership because it is the leadership style that helps the managers to have full control of everything, this person will make all the decisions that are final and cannot be changed by other persons and it can help the company to grow; it is effective leadership as it believes on faith in the subordinates as there is the reward for work.

Based on the Seven Leadership Mindsets theory has demonstrated that personal leadership involves seven leadership mindsets theory or vMeme it is known that all colors need to be followed in the company or HSBC Bank so that there could be motivation for the employees as if colors are followed then employees considering best feelings related to the security, customs, they will be emphatic (forceful), lively, amazing, liberal, conceited etc. and there is also need to notice the right method systems, schedules, request, quality, etc. so that employees could do their task efficiently.

HSBC Bank should also focus on the color orange and green because it can help the company to stay future-focused, thinking esteems individuals and can accomplish and improve desired tasks. There should be efficient, perspective influences by the leaders so that best knowledge, abilities, can be adopted and in this way, an organization's ability to convey advantages and worth. All of the leaders in my organization (HSBC) can focus on the willingness to contribute assets by building the best worker's aptitudes as well as insight to give the best performance.

HSBC Bank has the vital initiative should be actualized as it can inspire and convince individuals with the goal that they achieve the vision and make effective leadership by involving the pace-setter leadership and autocratic leadership as it can influence others to work willingly and there could be proper guidance toward the attainment of goals. HSBC bank can be successful by autocratic leadership as the administration can have confidence in the subordinates as there is an award for work.

Recommendations of Leadership and Cultural Perspective in HSBC Bank

·         It is recommended to achieve the vision of the HSBC Bank, to make its bank the best and world's driving monetary administrations organization that effective leadership is important to implement in the company. Leadership can influence others to work willingly or strive willingly with zeal and confidence to bring effectiveness in the task, therefore, proper guidance toward the attainment of a goal by the leader needs to be focused.

·         Democratic leadership is recommended to achieve the vision of the HSBC Bank as it can help the company to grow; it is effective leadership as it believes in faith in the subordinates as there is the reward for work. Moreover, the homogenous workforce is developed in this way and the company can create the core values in the culture through democratic leadership. 

·         HSBC Bank can focus on the unique contribution through making the best consistent and transparent atmosphere in the company, the strategic leadership needs to be implemented as it can motivate and persuade people so that they attain the vision. Strategic vision and transformational leadership are also effective and need to be utilizing in the company for the effectiveness of teams, productive and valuable teams.

References of Leadership and Cultural Perspective in HSBC Bank

Bass, B. M., & Bass, R. (2009). The Bass Handbook of Leadership: Theory, Research, and Managerial Applications. Simon and Schuster.

Gakovic, A., & Yardley, K. (2007). Global Talent Management at HSBC. Organization Development Journal , 25 (2), P201.

Iqbal, T. (2011). The Impact of Leadership Styles on Organizational Effectiveness. GRIN Verlag.

Rienstra, J. (2015). Revaluing Purple, Red and Blue.

Samantarai, F. (2016). Impact of personality and motivational patterns on managerial success among bank officers.

Spears, U. (2012). Coaching Leadership Families: Using the Leadership Family Model to Coach, Mentor and Multiply Healthy Families. Xlibris Corporation.

Wadesango, N. (2012). Groupwork . Groupwork , 59-82.