Leadership in Organizations

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Leadership and organizations

Undeniably, congruence in employees’ diverse backgrounds is directly related to employee performance in business establishments. As a consequence, knowledge about employees’ backgrounds serves as a guide to an organisation’s management, especially in operating from different geographical locations. Forthwith, effective leadership is essential to overcome employee conflicts and performance challenges in organizations, in pursuit of organisational goals (Ames and Flynn 2007, p.307-324). This research analyses the effects of leadership among employees in Chinese-found enterprises in UK. Therefore, the relationships in various leadership concepts such as styles to conflict management are assessed.

According to (Northhouse 2009, p.2), leadership is the way by which a person influences others; in order to meet certain predetermined goals. The author also points out that, leadership involves control of an entity in a cohesive as well as coherent manner. As discussed in (Michel, Kotrba, Mitchelson, Clark and Bate 2011, p.689-725), good leadership facilitates operation stability in organizations, and make interactions among employees hospitable. Further, (Greenhalgh 2001, p.20-35) contends that, leadership represents the current manifestation of management’s commitment to employee performance. Thus, leadership extends past mere control along with supervision; as it serves to give direction on organizational activities and holding together organisational members.

Oftentimes, leaders do not fully exploit their leadership potentials to influence their followers, in ways desirable by an organization. Such situations occur, ostensibly because such leaders have no perception of human behaviour in organizations ...

... middle of paper ...

... in other activities. Also, the kind of relationship that exists between organization‘s employees and their leaders. The person in possession of organization information also determines the kind of leadership style that will be adopted. Additionally, tasks to be handled as well as stress levels and organization regulations, are some of the factors that influence leadership styles (Peus 2011, p.955-960).

Works Cited

Wolfram, H and Mohr, G. 2009. Transformational leadership, team goal fulfilment, and follower work satisfaction: The moderating effects of deep level similarity in leadership Dyads. Journal of Leadership & Organizational Studies. 15, p.260-274.

Woolley, L., Caza, A and Levy, L., 2011. Authentic Leadership and follower development: psychological capital, positive work climate, and gender. Journal of Leadership & Organizational Studies. 18, p.438-448.

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