Sethuraman and Suresh (2014) add that literatures have stated that the key elements for a successful organization are leadership style and competency. They also explain that Fiedler 's Contingency Theory explains about the relationship between leadership style and performance of the group during different situations. III. AUTOCRATIC (AUTHORITARIAN) LEADERSHIP STYLE AND ITS ORGANIZATIONAL EFFECTS. a.
Most companies have a mission statement that mirrors and supports a company’s vision. When referring leadership and management, the two are closely linked yet both mean and hold different task and responsibilities. Leadership: A leader is a person who guides or inspires others within an organization or community to achieve a goal. Leadership relies mostly on less tangible things like trust, inspiration, attitude, decision-making, and personal character (Chapman). A good leader takes on all the responsibility of his/her team by incorporating experience and competencies of themselves and developing through coaching, facilitating, and by creating environments that support the focus of the organization.
Leadership influences relationships between leaders and followers in a hope to obtain accomplishments of a common task or shared purpose. This component expresses the importance of leadership in organizations and the imperativeness of management adopting it. The following critique; analyses the verity that not all mangers are leaders, the difference between superior and dire leaders, the role differences of leaders and managers and the importance of managers adopting leadership skills, by evaluating and applying reference to theoretical concepts. To be an effective leader, leaders need to have good followers and cannot exist without them (DuBrin, 2013 p. 25). In achieving organizational goals, a key role of followers is to collaborate with their leaders (DuBrin, 2013 p. 27).
When it comes to leadership everyone has their own idea or theory of what is required of a leader, how they should be perceived, and what skills it takes to be a leader. The information below shows how ethics, healthy communication, performance, power, and social perception are a part of being a leader in the business world. A leader in the business environment has to have high morals, understand, set a strong example of the actions they want their employees to emulate, exhibit that they are in charge, and have a good reputation. The role of a leader in each section is further dissected throughout this paper. Ethics, Character, and Personal Integrity The ethics, character, and personal integrity that a company has are import because these are some of the key components that build up the foundation of a company.
This is how I will incorporate self-leadership into my leadership model while leading project teams. A high level of self-confidence will show in my behavior, my body language, how I speak, and what I say. This will give off a positive “can do” attitude that will motivate others around me. I know that what I put in as a leader is exactly what I will get out. I also know that as a
Relationship oriented leaders feel the need to develop “comfortable interpersonal relationships” (Nelson & Quick, 2013). The authors, Nelson and Quick describe that relationship oriented leader’s do well in situations of intermediate favorableness by determining the “degree of fit between the leader and the situation” (Nelson & Quick, 2013). Relations... ... middle of paper ... ...ram, I have also learned that it takes a combination of leadership styles and taking scenarios case by case to perform as an effective leader. My preferences would be a combination of transformational and transactional leadership. Since I work in processing, the transactional part of my leadership will have to be there, but I would strive to add leading with integrity, a shared vision, and being humble among staff members.
Leadership is necessary for a group to accomplish goals. Leadership according to Lamberton and Minor (2014), is the ability to impact people to attain a goal. A leader according to Gaiter (2013), sets direction and influences others to accomplish goals and directs cohesiveness. A leaders’ goal is not just the success of the team but, also the success of individuals on the team, a leader must motivate, inspire and empower others for success (Gaiter, 2013). To accomplish these goals a leader will utilize a leadership style.
The significant feature of transformational leadership is that, it concentrates the development of follower and tries to enrich their personality. It encourages and involves inspiring followers to commit to a shared vision and goal of the organization. A transformational leader encourages others to become leaders; as a result the entire organization will be filled with people possessing effective leadership qualities, Kelly (2003). Furthermore, transformational leader motivates his followers to be innovative in problem solving and develop follower's leadership qualities by coaching, mentoring and providing both challenge and support. According to (Leithwood, as cited in Cashin et al, 2000, p.1) Transformational leadership is that which: helps to redefine an individual mission and vision, thereby renewing their commitment and restructure the system for accomplishing the goal.
There has been debate over what constitutes a leader so there is no wonder that the styles of leaders vary. Leaders must be able to motivate, mentor, coach and inspire others to reach organizational goals. Leadership style is the manner and approach of providing direction, implementing plans, and motivating people (Medina, 2011). All leaders of effective groups have four characteristics in common. First, they provide direction and meaning to the people they are leading and are responsible for keeping team members aware of important stated goals and objectives (Howard, 2005).
These behavioral traits are essential in being a successful leader. Organizations need leaders that can work with their employees, build team work and be open to new ideas, (Lawler, 2003). In order for progress to be made, employees need to believe in their leader, and in turn, the leader needs to believe in their employees. Trust is obtained through mutual respect, building that bond of commitment to insure organizational success, (Lawler, 2003). The employees will follow a leader that promotes a positive attitude and enjoys expressing their ideas and stories.