Analytic Approach Versus Holistic Approach, Essay Example

Background

The leadership psychologist industry has provided the foundation to understanding different ways to studying different cognitive approaches such as the analytical approach versus the holistic approach. Many civilizations in the past have been engaged in determining the best leadership method during human history, however, only a few important formal leadership methods emerges such as the holistic leadership method and the analytical leadership method. In the leadership psychologist circles, the debate continues to be debatable well into the twentieth century. The controversial arguments about the best leadership approach such as analytical or holistic approach continues to be argue in social and psychology arenas (Eckerson, 2012).

The primary debate surrounding best leadership approaches can best be explained by using the CEO of the company using both methods. It is possible for a CEO from a physiological standpoint make a difference within the organization bottom to top using an analytical approach or a holistic approach. The answer is the analytical approach is more suited for the leadership because the analytical leader needs to understand every department in the organization before making mass decisions that affect the bottom line. In retrospect, the holistic leaders are only concentrating on the big picture view without considered the parts. The holistic leaders make the decisions but the top managers are responsible for delivering the decisions to the smaller parts regardless of the outcomes. The analytical leader believes in logic, evaluation of parts, and evaluation of the entire system. These leadership types are motivated by precision, accuracy, impact and the ability to solve complex problems over the entire organization. According to Fairhurst (2008), the debate of the best approach has been universally argued dating back Plato, Greeks,Chinese and Egyptian civilizations. The ancient civilizations history shows that there have been both successes using the holistic approach and the analytical approach. However, leaders have natural instincts that are more in line with analytical leaders. The analytical leader naturally gravitates to complex problems seeking to understand each department as well as understanding what has to be done as a whole to improve the organizations. In the Rome, they had the counsels of elders, committees, senators, and representatives from the population to debate decisions that were best for the entire Kingdome of Rome.  The debate continues today in leader’s psychology industry to ensure the current and future civilizations are using the best leadership methods.

In the debate, the leadership psychologist do agree that in the natural chain of command process of leadership solving very complex problems should utilize the analytical approach because each part of the leadership equations much analyze the impact of the smaller of the parts(Saaty,2012). In the leadership psychology field, an emerging trend is the study of leadership and the organizational systems defining approaches to leadership. Leadership psychology utilized approaches that assist with the perspective need to understand the impact from the individual parts and the system was a whole. The debate presented by Cambray and Carter (2004), analyzes the recent debates concerning analytic psychology along with cognitive science.

The background clearly shows that the debate should continue because their many opposing thoughts to the analytical leadership style. The holistic leadership methods have become a more prevalent issue in the society today. The old authoritative leadership methods have been meet with new collaborate leadership methods, which indicated the paradigms shift has been made to the analytical leadership model. According to Gavetti, there has been a dramatic shift to the analytical leadership methods because its follows a strategic way of thinking. In addition, the strategic looks at each part and the entire complex issue as a way to evaluation the best choice. In the background research, the primary ringing endorsement was the use of the analytical leadership method.

The opposition primary debate was the holistic leadership method should be used in different situations. The best example is the organization that provides a service to the community. The most important factor is communication with the entire company to accomplish one goal. The overall accomplishments are the primary goal thus the holistic leaders would thrive in this environment. They concentrate of the entire social integration of the community and staff as the overall theme to success. The analytical leader would be too busy looking at the smaller parts creating an intense environment that should be more relaxed because they are serving the public. The analytical leader would probably try to set individual goals for each department which must be in a straight line with the CEO own way of thinking. The opposition believes the holstical method is a humanist method that deals with the people rather than analytical decisions based on too many moving parts.

The leadership psychologist industry has a debate for both of the leadership methods; however, the analytical leadership methods have far more supporters of this method. The analytical methods foundation is understanding the parts of an organization in order to make the overall organization function much better. Many civilizations have argue this point in the past but in the 20^th century, this argument is still valid. In the leadership psychologist circles this debate will continue but the analytical leadership method is gaining distance from the holistic methods of leadership in the   twentieth century

Industry Debate

The analytical versus holistic debate were chosen because the argument has existed in the psychology filed for many years and since the ages of Romans and Greeks. In addition, the British philosophers such as Mill, Hume, and Locke concentrated on the different of analytical approaches such as Piaget theories, Westerners analytical approach and the holistic approaches utilize by Asians (Nisbett, Peng, Choi & Norenzayan, 2001). This makes an old debate a new one today that finds a place in the leadership psychology favorable debates. In addition, this can shed light on the best method of analytical or hospital approaches. In Western Medicine, the debate is whether the traditional analytical approach of physician is the best way versus the new wave of holistic medicine.

Historical Importance

The historical importance of the analytical versus the holistic approach is the best way for a civilization to develop leaders that are effective using the best methods. There is research completed by Harris and Craig (2012) that indicated that a comprehensive study of 799 analytical leaders found that leaders that use the analytical approach are more prone to success affecting an organization from top to bottom. These leaders had the habit of delivering messages to everyone in the organization to ensuring every department understands the big picture. The debate continues because there is supporting argument that the holistic approach to leadership is the new tool of the millennium.

The opposition believes the holistic approach gets more results because it bases all it outcomes on the end result not the individual parts. In addition, the holistic appreoach has more contact with the actual leaders and the staff allowing the teams to flourish and grow. The holistic approach also provides stability because the attempt to integrate every piece of the puzzle does not solve the complex problems it only fixes a few problems (Orlov, 2003). Orlov explained that utilizing the holistic abilities enables the leader to cognitive evaluate and change the organization and make progress by looking at the future and overall picture.

The holistic leaders seeks a better understand of self while interpreting his surroundings as a whole universe not individual pieces. This is a vital step in holistic leadership because building an organization from bottom to top relies on the holistic leader’s ability to make decisions that benefit the entire organization. This can be as simple as deciding which insurance package to offer the entire organization. The majority of the staff lives approximately of the job location. The utilization of an HMO insurance probably would be the best decision because without including all the employees in the decision there is enough data to support the holistic leaders’ decision. The industry debate that it depends on the situation on which method to utilize but the in area of leadership the analytical method has been argued equally as the holistic leadership methodology. Historically, the CEO of organization would make decisions that effected the bottom line but over time, they found that the CEO that included the managers and employees with decision-making were more effective in building an organization.

Positions

The distinct debate in leadership psychology is whether the analytical approach is the more preferred or best approach to utilizing theses approaches in the leadership psychology arena. In leadership psychology, the leaders have a platform of specific criteria about the channels of leadership. According to McLeod (2008), in psychology the best approach is the holistic approach because understanding the overall impact of the entire range or whole constitutes a much more scientific humanistic conclusion. The analytical leadership model would find that the organization would benefit understand the individual parts to understand the whole process. The opposition to this debate is the use of the holistic approach to leadership psychology arena using examples of the Chinese and Greeks leadership different.

The cognitive difference between the Chinese and Greek leadership lies in the approach. The Chinese believe the holistic approach to leadership was the best method because the holistic approach would produce more humanistic outcome based on experience and a more abstract logical method (Nisbett, Pang, Choi, &Norenzayan, 2001). The holistic approach on looks that whole. The leadership will follow the authorization way of leadership looking at only the big picture. The psychology behind this thought is CEOs are responsible for making complex decisions from the top. The holistic approach would not be sustainable because the perceptions from the CEOs would be limited and very shallow because of a lack of understanding of the smaller parts. The very nature of the leadership responsible is that come naturally at the head of the hierarchy (Cook, 2015). Cook went on to explain that the holistic approach would not work for a leadership manager because they only view the over system which leaves holes. The analytical approach is a more in depth analyzes by the leaders.

The analytical approach by leaders will naturally follow the understanding of each part such as accounting department, human resources, and research department to understand how decisions as whole affect each part of the organziaitons.These are natural characteristic of an analytic leaders would be very logical, and systematic way of solving problems and communicating with other levels of top leaderships (Nelson, 2014). There are a plethora of statistical studies, quantitative studies, qualitative studies about leadership and holistic approaches to leadership. However, the analytical appreoach in the field of psychology provides a better overview presentation by analytical leaders. In the leadership psychology, community the analytical appreoach is supported because the humanistic results far away the over approach of the holistic approach. According to Hamaker, 2014), in the college they are starting to be more diversified in presenting different approaches however, the analysis appreoach to leadership is effective across any discipline.

There is a leadership model in psychology that shows a picture of a puzzle in support of the analytical method. The puzzle pieces are scattered all over the floor. The holistic leaders will just group all the like pieces together by the shapes, which fit without any thought to the patterns that exist. The holistic leaders completed the task in record time but did not learn anything about the puzzle size, texture, picture, and meaning of the puzzle or how to put the puzzle together again. This would be the same as the organization as the puzzle using the holistic method. The CEO makes a decision to move the cafeteria without asking the employees of the company. The CEO moves the building to the other side of the parking area. As result, the company lost thousands of work hours because the employees now had to walk a longer time to eat lunch. Many of the employees were late back to work meaning production went down along with profits. The CEO uses the same scenario using analytical leadership.

The results were more profitable because the CEO moved the cafeteria inside the building so the employees only had to walk a few feet in any directions. The outcome for the organization was positive because employees did not lose time traveling to eat lunch and the employees did not lose time for lunch. The CEO took an survey receiving the feedback from all the parts which created an opportunity for profitability. The analytical method is the best because it teaches leadership to use logic, internal experts, confidence, and emotional intelligence to resolve complex leadership issues. The balance of using this method will ensure the leaders of the company involve others in important decisions and to employee others in the organization to be participative and innovated. The analytical leaders that successfully use these techniques far outweigh the outdate methods of the holistic leadership methods.

The primary defense for the analytical leadership style in organizations today is the natural way human beings think in patterns. It is easier for the analytical leader to adapt this method because they already have the innate ability to lead using proven methods of examining the parts first before analyzing the whole parts. The same can be said for the CEO decision to hire a new Human Resource Manager because of many complaints from employees. The CEO does not consult any of the management to determine the specific problem. The CEO fires the Human Resource manager but later finds out they were complaining because she demand excellence and she made employees accountable for their actions. The organization lost the best asset in the organization because the CEO does not consult others and he was only looking at the big picture instead of the smaller parts that can be an influence.

The best position is analytical leadership because the nature of the leader already coincide the the natural tendencies. The leader naturally tends to be inclusive with managers and employees trying to find out the best solution such as simple problems such as department overlaps. The holistic leader would use their knowledge to understand that eliminating duplicate positions would resolve the overall staffing problem. The experience leader believes that any duplication of employee positions must be eliminated for the organization to lean. However, the analytical leader would find out the facts before making a decision. The analytical leader performs a survey and feedback from managers that determine some departments need employees with same skill set, therefore the best move was to create an inner departmental hierarchy. As a result, the department keeps all the employees without firing and keep the employees motivate and empowered.

It is critical that an analytical leadership is set in place in any organization because this method can help managers with developing career milestones, advancement opportunities, and company training. All organization needs well well-informed, trained and experienced employees that can execute their daily responsibilities to achieve the companies set goals. The Analytical leader believes in the organization growing from bottom to top with training, career development, and integrated overall big picture goals with individual goals as well. The organizational career development is a systemic and ongoing process that balances individual career needs with the organization’s short- and long-term business requirements. That is why it is important that analytical leadership method is implemented because it thinks about the entire organization needs not just the big picture. The holstical methods have some advantages that are worth utilizing in any organization but the analytical leadership method is the most effective.

Defense

In defense of the analytical approach, the best choice is clear because the leadership that concentrates on the bottom-line may be successful today, however lack of the understand of the parts and the whole while eventually mean disaster. In research completed by Jung stated that the foundation of understanding a universal meaning using the analytical approach to study the individual parts at they pertain to the whole (Cambray & Carter, pg.129). In the field of psychology, the analytical approach to thinking analyzes a system while reviewing the parts and how they integrate that produces an effect on the system. In retrospect, the holistic approach to thinking understands the system as a whole while analyzes the big picture patterns. In other words, the holistic approach is more concerned with understanding the whole without any contemplation of the parts. However, the analytical approach is the better approach because the process of understanding any problem whether mathematical, societal, or scientific breaks down the parts leading to understanding the entire system. The holistic approach will provide the leadership understanding of the natural big picture view; however, it is just as importing to understand the parts of the whole.

The model of model of holistic leadership has been a mainstay in the psychology leadership arena for many years. It is one the best integrative leadership theories. The benefits of the holistic leadership are the building upon the holistic theories that easily define the characteristics a successful leader. However, in defense of the analytical approach the holistic model has some flaws. The holistic model of leadership requires the leader to make the decision about the direction of the company without all the input of the top leaders and managers that face the leadership or organization problems on a day-to-day basis. The holistic debate would be the decision to change the size of the training rooms does not affect the employees because it is out of their scope. The size of training room does not affect how much the employee will learn. This type of thinking does not allow the organization to grow because the decision was made without the people that spend hours in the training room. The analytical leader would have involved the managers, employees, department head and the training team before making a decision on the design or make-up of a training room.

Benefits Analytical Leadership

The organization will benefit by utilizing the analytical leadership style because the organization that has a solid career development and training department will continue to prosper and grow. It will positively affect the entire organization especially in the area of career development. If the organization invests in development training that includes employee participations, which provides specific elements that ensure that the organization can begin implementing a career development program that links the methodology to specific business objectives, and measures results. This is a very important because analytical leadership is about measurements of success. The measurement of success can be measured by how well your employees grown from career development and training. The holistic leader would concentrate on the employee’s contribution towards the overall financial goals of the organization because profit is first before employees with holistic leaders. However, success can be measured long-term with the building and grooming of your work force. The analytical leader promotes collaboration, participation for bottom to top, advancement and training, career development, employee growth and empowerment because the employees must grow and mature along with the organization.

When the each department is grown with collaboration and participation from the top management and the employees, it creates a solid process and methodology for the training programs, employees will be excited about advancement opportunities, additional training, and access to their own career process. The career development programs benefits the employees, because it teaches the employee to focus and contribute to their own career plan. The employees will follow the leadership model therefore the CEO that utilizes the analytical leadership style will benefit with the growth of his/her own top and middle management.

The management and the employee benefit from the career guide, career coaching coach, support, and encouragement during their career journey. This is the type of organization that will be built using the analytical leadership style, which affects all parts of the organizations including individual and career development. It is apparent that the analytical leadership style has a major impact on the entire organization including human resources, research and development and training. The holistic opposition makes some valid arguments and points about the use of this leadership style; however, analytical leadership method seems to benefit the entire organization instead of just the big picture approach. Any CEO that is still using the big picture approach will not succeed in the 21^st century because the holistic leadership model is becoming outdated.

Reference

Cambray, J. & Carter, L. (2004).Analytical Psychology: Contemporary perspectives in Jungian analysis. New York: NY: Brunner Rutledge

Cook, M. (2015, January). What control will you give up to gain employee leadership?

BBJToday, 23(1), 19. Retrieved from http://go.galegroup.com/ps/i.do?id=GALE%7CA395847007&v=2.1&u=20398_pclc&it=r&p=GPS&sw=w&asid=d3037cf20031ff4ab9b5a9123cda2262

Eckerson, W. (2012).Secrets of analytical leaders. New York, NY.Technics Publications, LLC

Fairhurst, G. (2007).Discursive leadership: In conversation with leadership. Retrieved from Washintonpost.leadership.com

Gavetti, G. (2011, Jul).The new psychology of strategic leadership. Retrieved January 8, 2015 from

Hamaker, E. (2014).Do we need more methods? Retrieved January 9, 2015 from http://www.psychologicalscience.org/index.php/publications/observer/2012/march-12/do-we-need-more-methods.html

Harris, J.G. &Craig.E. (2012).Developing analytical leaders. Strategic HR Review.Vol 11.1, pp.25-30.

Mclead, S. (2008), Reductionism and holism. Retrieved January 7, 2015 from http://www.simplypsychology.org/reductionism-holism.html

Nelson, R. E. (2014). Leadership, personal values, and cultural context in Brazil, China, and the

USA. BAR – Brazilian Administration Review, 11(1), 47+. Retrieved from http://go.galegroup.com/ps/i.do?id=GALE%7CA361185677&v=2.1&u=20398_pclc&it=r&p=GPS&sw=w&asid=26603650ab6a211c98872c9a29ea10fb

Orlov, J. (2003). The holistic leader: A developmental systemic approach to leadership.Los Angeles Chapter of the American Society. Retrieved January 8, 2015 from http://julieorlovconsulting.com/docs/holistic_leader_article.pdf

Nisbett,R.E.,Pang,K.,Choi,I.&Norenzayan,A.(2001).Culture and systems of thought: Holistic versus analytic cognition. Physiological Review.Vol.108, No.2. 291-310

Satty, T. (2012).Decision making for leaders: The analytic hierarchy process of the decisions in a complex world.Pittsburg:PA:RWS Publications