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Leadership style and team cohesion
Factors that influence team dynamics
Leadership styles and their effects
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The extreme leadership style of the Authoritarian can have a negative effect on team members. A characteristic of this leader is one who makes all the decisions and passes the directives to subordinates who are expected to carry these out under very close supervision. Because open communication is vital to any project, these perceptions can hurt team performance. The experience with my negative leader I will name Mohammad Smith the Authoritarian. I have learned as much from this poor leader as I have from strong leaders. This negative leadership style decreases the motivation of employees because it makes them feel as though they can’t respond with any initiative or creativity. This leader did not like the team to attempt questioning his directives, because he then puts on the defensive front. This leader was worried more about his status and saw his team members as subordinates or lesser people. When working projects with his team, he would tell them what he wanted done and how to accomplish and not discuss and receive advice from them. A bad supervisor is the leading cause of job dissatisfaction with jobs. Pressures Mohammad imposes on himself as a leader was displayed to the team during team working meetings. One minute fun and joking with the team and the next out of nowhere his behavior would change and lash out at the team because something wasn’t incorporated into a brief. Numerous reiterations of a brief will be reviewed and changed by his own corrections up to the day prior to the presentation. When his superior makes corrections to the brief he will change back to his way. The team will identify these were his superior changes and he disregarded. He presents a tone and controlling comment to the fact, th... ... middle of paper ... ...ader should understand their employees. As discussed the authoritarian leadership is not the best way. As a leader one must include the subordinates into a team and respect their opinions. Leaders should know how to motivate by encouragement and to find out what your employees want and find a way to give it to them or to enable them to earn it. Works Cited Dickson, D. (2005). Bullying in the workplace, Anaesthesia, Vol. 60 Issue 12, p1159-1161 Goldsmith, M. (2004). Changing leadership behavior, Journal for Quality & Participation, Vol. 27 Issue 4, p28-33, 6p Higgs, M. (2009). The good, the bad and the ugly: Leadership and narcissism, Journal of Change Management Vol. 9, No. 2, 165–178, Webb, K. (2007) Motivating peak performance: Leadership behaviors that stimulate employee motivation and performance, Christian Higher Education, v6 n1 p53-71. (EJ815506)
Pierce, Jon L. and John W. Newstrom (2011) 6th edition. Leaders and the Leadership Process.
I know a person that I can consider as ineffective leader. He is very inconsistent, resilient in obtaining incentives, inconsiderate and unprofessional in dealing with people and doing his work. He is wor...
According to explanations provided by DuBrin (2012), narcissistic leadership is understood to be a form of leadership provided by individuals who are narcissistic. In the society, narcissistic individuals are found to be those that are more concerned about themselves and their actions are only those that improve their own self even at the expense of others. When it comes to leadership, which is a position that leads or takes charge of a group of people, Campbell & Miller (2011) says it is like a form of an opportunity given to improve the leader’s social status. Thus, narcissistic leadership is a form of leadership that does not build others and hence it is not found to be effective enough. Good introductory paragraph helps follow the discussion
There are many types of leadership styles and ways in which leaders can influence the people around them and they all have their strengths and opportunities, however it is the behaviors that we encourage in our followers that will ultimately determine their success or failure. By articulating a vision to our team that helps them understand how their role in Social Media, and how these actions contribute to the overall success of the organization. Yuki (2012) stated, “The essences of leadership in organizations is influencing and facilitating individual and collective efforts to accomplish shared objectives. Leaders can improve the performance of a team or organization by influencing the processes that determine performance” (p. 66). We will look at specific real life experience in the creation of a web based Customer/Technical Support Team; analyze the leadership behaviors that were used to implement the goals, the metrics used to measure their progress, and make recommendations as to how those behaviors could have been improved. We will look at some of the effects of the negative behavior and how it affected the team. What could have been done to improve the overall effectiveness of the team and what, if any affect that may have had on the team or organization as a whole.
Yukl, G. (2002). Leadership in organizations. Upper Saddle River, NJ: Prentice Hall. p. 1-19. Retrieved from http://www.blackdiamond.dk/HDO/Organisation_Gary_Yukl_Leadership_in_Organizations.pdf
The current leadership style that Mr. Rankin is using is an autocratic leadership. As an autocratic leader, Mr. Rankin retains all the authority. He makes the decision assuming the team members will comply and is not concern with the team members’ attitude towards...
I have experienced difficulty working under a negative leader. The experience gave me a stronger appreciation for good leaders and the important role they play. Luckily, I have had some great leaders too and I’ve seen what a difference encouragement, teamwork, and positivity can make. Through these experiences I learned great leaders are listeners, if they listen, they can change the world for the people they
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
Another example of his bad leadership style is that his employees can’t obey him and the sure thing they can’t disagree with him. These two examples made him a leader that his employees will have difficulties to cope with him. Is difficult to work under such conditions. Some people can not be effective if they have to follow such rules in a company.
Within leadership, there is the opportunity for many issues in itself. Leadership styles and practices, one of the most vital aspects determining productivity in organizations, is truly what sets the standard for every level of management within a company. If a proper leadership style is not chosen and followed to lead a team within an organization, there will be no one to follow and the team will certainly not be successful. The repercussions of poor leadership will certainly make a drastic difference in a company. This can include the needs of not only employees, but
Poor team leader will be free to share the weakness of the organisation, rather than putting more effort to resolve that problem and to spread the positivity in the organisation. These types of leaders always play favouritism within the workers and try to do best for their favourite ones. This favouritism will lead to jealously among staff and spoils the cooperation factor which is vital to work in any organisation. Poor team leader always try to avoid doing work most of time resulting into excess pending work causing decrease in productivity of any organisation (Impact of negative leaders,
A leader sets the tone for those they supervise. Having a weak or ineffective leadership style turns what could be a productive organization into one that lacks direction, is chaotic, and fails to live up to its potential. Incompetent central leadership can also cause a power struggle amongst the other remaining team members. Groups seek leadership; when leaders fail to use their powers others will maneuver to use the power left in the void. This can lead to a power-struggle and backstabbing (Morgan, 2007).
Steers, Richard M., Lyman W. Porter, and Gregory A. Bigley. Motivation and Leadership at Work. New York: McGraw-Hill, 1996. Print.
Steers, R. M., Porter, L. W., & Bigley, G. A. (1996). Motivation and leadership at work. (6th ed.) New York: McGraw-Hill.
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.