In addition, leaders need to serve their employees. The role of a leader is to facilitate and provide tools for the employees in order for the employees to be successful (Kouzes, 2006). This is an area that I want to continue to work on. Following Due to Title or Desire Leaders that have followers that follows by choice because the boss earned the respect of the employee; however, sometimes employees follow their leaders due to the leader’s tittle and not due respect. Perhaps this is the reason why leadership titles do not mean much to the employee and workers tend to give the minimum with this type of leadership.
I don’t believe all bad bosses are necessarily bad people but I think they lack leadership skills that could help them and employees trust the situation or help productivity. Leadership in the workplace applies to managing people, not managing objects. Employees experience it through the support provided by management and the quality of this support dictates the quality of their work. The more knowledge of management, integrity, willingness to take initiative, positive attitude, creativity, teach ability, and good communication skills a supervisor, manager, or leader of any sort has, the better the work environment will be (Newstrom, pg.11). They’ll be appreciated and be noticed for being the great leader they’re capable of being.
Having the power and the ability to guide, motivate and lead others in any given task are concrete attributes of a good leader. When one or all of these does not happen there is probably a good sign of lack of leadership. Bosses are often accused of not motivation their workers. They assume that if a person is hired for a job they should perform their job and the motivation should come from the fact that they are receiving a paycheck. This could be deemed as a true statement if the company does not believe in promoting a team environment.
A strict boss, on the other hand, observes how much effort an employee puts into the job, and is aware of employees who go above and beyond. A good boss can see how much each employee contributes and is aware of the ones who are not working to their full potential. Regardless of where a person works, there is always one person who clocks in, does as little as possible, and clocks out. A friendly boss would most likely overlook this type behavior. However, when hard working employees observe the bosses obvious favoritism, it can make it difficult for the hard working employees to continue to work to their full potential.
Another characteristic of a respectable supervisor is his ability to perform even the most menial of tasks to help gain the respect of his employees. A fundamental point of an excellent supervisor is to not be the boss of the employees but to be the leader of the employees. The last main point of a great supervisor is to show the employees that you are human too. If you can master all these points you will be a way more successful business person and a more valued employee of the company. Ethics are a key asset for a supervisor because if you show time upon time to your employees that you stick to core values and do not cut corners to accomplish project objectives your employees and supervisor will be more likely to support you and put their neck on the line for you metaphorically speaking.
Friendship Levels the Ladder Understand that in friendship, friends are equal but this is not the case for boss-worker relationship. The boss is up there for a reason just like the employees are down there for a reason. If you insist on befriending your workers, you might as well prepare for organizational meltdown. Your employees need to know you are boss and they are subordinate, where you are respected as leader or owner of the business and they follow your direction, trusting that you are leading them towards your goal as an organization. Friendship Cultivates Office
People tend to forget this major contribution and how significant this really is. Usually when we analyze leaders, people will directly link their work ethics to the internal culture of the company. Great leaders indirectly create loyal customers by cultivating an environment where employees can shine in producing excellent customer satisfaction levels. Good leaders are functionally productive and effective because they know the importance of hiring the right people for the job and how to help them to develop skills that are essential to interact with customers and maintain good customer relationships. In contrast, a dysfunctional leader’s poor behavior would indirectly lead to poor customer relationship held by employees and this can ultimately increase loss of company profits.
Leaders who inspire trust collect better output, morale, retention, innovation, loyalty, and revenue, while mistrust raises doubt, frustration, low productivity, lost sales, and turnover. Trust affects a leader’s impact on the organization more than any other individual thing. Trust is not something automatically handed to you, it must be earned, which takes time. Team building is an ongoing process and will help a work group evolve into a very cohesive team. The team members not only share expectations for accomplishing group tasks, but trust and support one another and respect one another's individual differences.
This can come in many forms, whether it?s loyalty to your partner, your favourite sporting team or as in this case the Company. Managers must be able to trust their employees. Giving responsibilities and passing on relevant information pertinent to any goal can instil trust and confidence and commitment from your employees. Without the fundamental tools, they will possibly feel that they are not contributing to the success of the team or company. If this happens then they may feel the Manager is not dependable and therefore loyalty will be eroded.
Managers know the importance of having positive relationships with their employees. It boosts the company’s goals while the lack of any relationship with the workers may lead to losses in the business. Most managers rarely know that they are looked up to by many employees and, as such, should be careful with the actions they take. Lee b. Bolman & Terrence E. Deal, the authors of the book The Reframing Organizations, point out that the kind of measures taken in the business influences the employees acts and thoughts. In particular, this book gives insight to managers on how to relate to their subordinates.