The Importance Of Organizational Leadership

Are great leaders born or created? This is one subject that has been greatly debated over the years, and there is no right or wrong answer. There is evidence that certain personality traits are more inclined to leadership, such as extroverts. “Leadership describes the dynamic social and relational influence process of understanding the situation and facilitating individual and collective efforts to accomplish shared goals” (Ramthun, 2015). Whether born or created, great leaders make things happen and help shape future leaders. Unfortunately, all leaders are not effective and can cause much dissatisfaction throughout an organization. This essay will focus on how politics and communication within an organization can hurt the overall perception

161). Organizational politics can be separated into two categories--individual and organizational. Individual factors include: “high self-monitors, internal locus of control, high Mach personality, organizational investment, perceived job alternatives, and expectations of success. Organizational factors include: “reallocation of resources, promotion opportunities, low trust, role ambiguity, unclear performance evaluation system, zero-sum reward, democratic decision making, high performance pressures, and self-serving senior managers” (Robbins & Judge, 2009 p. 464). Regardless of company size, there is some form of politicking taking place in most organizations. The manner in which leadership uses their authority can either further the political environment or help discourage it. Leaders should lead with integrity and set the tone for the organization. The overall culture also influences, whether the negative behaviors of politicking is tolerated or addressed. While some employees view organizational politics as an opportunity to further their personal agendas and careers, others are affected negatively and feel threatened. Organizational politics often lead to job dissatisfaction, stress overload, high turnover and low job performance. (Robbins & Judge,

At that time, our Chief Executive Officer was a man of great integrity and concern for people. While his first priority was to our patients, he also understood the importance of taking care of the employee. His philosophy was take care of the employees and they will take care of you. Under his reign, our healthcare system grew and developed a stellar reputation. Everyone wanted to work for our healthcare system. It actually took me two years of updating my application and calling on a regular basis before landing a job. I began in the laundry room and I was so proud! Fast forward to present day, I am watching the system that I have known, respected, and loved all these years, experience high turnover, dissatisfied employees, low performance, inappropriate behavior, and various inconsistencies. Why is this happening? There are numerous factors, but partly because of poor management decisions and their treatment of employees. This is not across the entire organization; we do have some really strong leaders that care in some areas. Why is it allowed? The political climate is not being managed and the poor managers are not held accountable. My Employee Relations team plays an important role in disciplinary actions taken with employees. We act as an objective third-party for management and employees. In my organization, Human Resources is an option only. For example, I was faced with a very difficult