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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.
The success of the organization depends on how the leaders utilize their management and leadership skills in the organization. Mission, vision and core values of the organization are posted everywhere in the organization to remind every stakeholder about their accountability and responsibility in accordance to the corporate goals. This can’t be effective without successful leadership approach. Effective leader must know how, when and where to communicate the shared vision of the organization to its stakeholders. The goal is to align personal values with the corporate values to reach optimum level of satisfaction towards the work, and the company expectations to its stakeholders. Ineffective leaders are not capable of employing this. They are not capable of employing management by objective or the ability of the managers to align the objective of the all the units and departments of the organization into the organizational goals and values. MBO starts with setting organizational objectives, followed by cascading objectives down to employees-cascading objectives down to employees requires adoption of SMART approach to ensure that goals are attainable and accountable (Mindtools, 2014)
According to Robbins and Judge (2009), narcissism describes a person who has grandiose sense of self-importance, and requires excessive admiration. Leaders who are strongly narcissistic are said to mostly portray negative acts. Some of the traits that are mostly pronounced in narcissistic leaders are: (a) being arrogance and demeaning others (b) feeling to be more superior than others and thus acts only on what makes him/her to feel more superior (c) is self-absorbed and mostly spends a lot of time talking about his achievements (d) has a strong sense of entitlement which makes him or her demand special treatments because of the position he/she holds in the society (e) always engaged in searching for complements from others on how they find his achievements (f) is hostile especially when feedbacks obtained about him are negative (g) always attempts to reinforce positive complements about his work from others (h) is exploitive (i) seeks attention from others (j) admires him/herself a lot (k) lacks self-improvement. Because of demeaning others, a narcissistic leader has no room for improving him/herself. This is so because; he or she feels to know more than others and thus finds no importance in listening to others (l) is overconfidence of him-self or her-self about his/her work but others do not approve of his abilities because; they perceive that his/her abilities are not there for the good of others. Hence, his/her abilities are judged as poor (DuBrin, 2012). While Covenant leadership can be said to be the opposite of narcissistic leadership whereby a leader acts in accordance to the covenant he or she has made with the team he or she is leading. Ogden & Meyer (2009) help with this by recalling that a covenant is a form of an agreement that clearly states the commitments and expectations of those bound by
Lord, R. (2000). Leadership. In A. E. Kazdin (Ed.), Encyclopedia of psychology, vol. 4. (pp. 499-505). Doi:10.1037/10519-216
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.
Kouzes, J.M., Posner, B.Z. & Biech, E. (2010). Developing exemplary leaders: Making the most of the leadership challenge and the leadership practices Inventory (LPI). Hoboken, NJ: Pfeiffer
At my previous place of employment, I had many effective and helpful leaders. I also had some that were somewhat poor, and some that were downright awful. There was one leader who stood out the most to me as an example of negative leadership behavior. She was a pleasant person, and very likeable and hard working, but she possessed one major leadership fault that constantly caused frustration and hindered her and her employees from advancing.
Leadership: Miller et al. (2002) viewed leadership style as the pattern of interactions between leaders and subordinates. It includes controlling, directing, indeed all techniques and methods used by leaders to motivate subordinates to follow their instructions. The importance of leadership is evidenced by the substantial volume of academic and practitioner literature on the topic. Leadership, considered by many to be management’s most important role, involves influencing individuals and groups toward accomplishing goals.
Leadership theories and styles (2009);IAAP 2009 Administrative Professionals Week Event [Online] available from: http://www.etsu.edu/ahsc/documents/Leadership_Theories.pdf Accessed 29 March 2014
...Adamson, J, Ahn, M. J., Dornbusch, D. (2004). From leaders to leadership: Managing change. Journal of Leadership and Organizational Studies, vol. 10, no.4. Retrieved from http://www.sagepublications.com at Walden University on February 11, 2012.
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
Leadership is a very difficult task to perform which interacts with behavioural, relational and situational elements. Moreover it does not concern only the individual but also resides at the individual, group and organizational levels. The leadership is promoted at the top of the organization in which they have to motivate employees of the organisation for good performance. In addition to its leadership improve both expectations, and reward systems to motivate their employees and to increase group performance. (D. Van Seters, R. Field: 2007). Motivating employees is totally depending on the leader that what type of leadership style is applied which will directly relate to group performance. If the good motivation is provided to employee job satisfaction and well approach towards work will automatically come in employee moreover it will create strong bonding between job satisfactions and motivation. Outcome of the company is depending on the performance of group or individual performance of employee regardless of any
Northouse, P. G. (2012). Introduction to Leadership: Concepts and Practice. Thousand Oaks, CA: Sage Publications, Inc.
Managers should be able to lead the members of their work groups toward the accomplishment of the organization’s goals. Leading is defined as motivating and directing the members of the organization so that they contribute to the achievement of the goals of the organization. In order for leaders and managers to be effective they must understand the dynamics of individual and group behavior, to be able to motivate their employees, and be effective communicators. It is said that a good ...
Leadership plays a primary role in influencing an employee’s actions towards the achievement of organizational goals.