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Leadership Styles And Patterns

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Formation Of Future Styles And Patterns Assignment Sample

6256 Downloads I Published: 02 Jun ,2017

Role of Leader

In the recent times, it has been observed that one of the most significant and crucial responsibility of leader is to create vision and strategy so that organization can make every possible effort for the purpose of meeting them in stipulated period of time. They are liable for this because of the reason that they pose adequate knowledge to frame tactics and vision as per capability of employees as well as business enterprise. In the similar manner, they are liable for developing appropriate structure for the company in accordance with its policies and procedures so that they will be able to attain their organizational aims and objectives with utmost effectiveness and efficiency. In addition to this, they are highly held liable for developing as well as continue and maintain the culture prevailing in business enterprise and carry out entire course of communication internally along with externally (Johansen, 2012).

Leaders develops team understanding of its shared purpose and organizational direction by means of providing meaning as well as purpose and at the same point of time providing inspiration to shared vision. Along with this, it is their first and foremost duty and responsibility to communicate each and every strategies and objectives to every single employee working in the organization and at the same point of time provides line of approaching by means of which they does not pose any sort of difficulty while carrying out their set of work. They look after organizational behavior management so that they can adopt necessary measures for improving the same (Humbert and Drew, 2010).

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In order to become successful leader, it is very necessary on their part to have adequate amount of knowledge as well as skills so that they can work honestly and diligently while achieving goals of organization. They need to have adequate knowledge regarding entire functioning of business enterprise as well as employees so that on the basis of that they can develop suitable culture at workplace. They need to have clear vision and have good confidence level so that they can easily handle most complex set of situations. In the similar manner, they know how to control ever increasing level of stress prevailing among existing workforce due to work pressure so that work can be done effectively. They should be decisive and accept criticism readily. Apart from this, communicational and motivational skills need to be possessed by them so that employees can be guided in right set of direction (Palestini, 2011).

The role of leader is very important in maintaining integrity, fairness as well as consistency in course of action planning and decision making. This is due to the fact that if the leader will be honest and truthful for his work than it will enhance brand image of organization at the market place. Likewise, by means of treating every employee equally and maintaining steadiness at entire course of action than it will automatically lay positive effect on the motivational level and culture of business enterprise. Employees will feel inspired and honestly while carrying out their work. With the help of this they will stick to their value and beliefs and perform honestly as a result to which organizational will get benefitted in long run (Moore, 2007).

The role of leader is quite different from that of the manager, this is because of the reason that role of leader is confined to managing entire team and looking after their work and provides direction for them in its accomplishment. On the other hand, role of manager takes place at quite wide level as they have to look after the working of entire business enterprise including working of leaders as well. It is their sole responsibility to monitor performance and problems occurring at all levels of management and accordingly provides solution for same. There exits wide range of difference between leadership and management (Tohidinia and Mosakhani, 2010). Management comprises of day to day routine set of activities and operations, along with this they has to organize entire course of actions which will take place within organization and to provide necessary resources so that work can be carried out effectively and efficiently. In addition to this, management keeps a strict check on the performance of employees by monitoring them and takes necessary steps in order to rectify the mistakes. Formulation of policies and procedures takes place on the side of administration of business enterprise. While on the contrary, leadership is the part of management which varies to certain degree depending on work. They are more strategic in nature and takes long term view for guiding employee to perform better (Lieberman, 2014).

Leadership Styles

There are range of leadership styles are present by means of adapting them various opportunities for the leader takes place. In this context, situational leadership style is the one in which there exist no single best style of leadership. This implies leader can adopt leadership style based on the situation or circumstances prevailing at workplace. Effective leadership differs on the basis of person or group as well as depends on task, job or function which needs to be carried out. While, transformational leadership aims at improving the level of motivation, morale along with job performance of employees by means of various types of mechanisms (Mumford and Gibson, 2011). This comprises of installing a connection between employees sense of identity and collective identity of a business enterprise. In this regard, there are various leadership styles that can be adopted by leader for generating favorable and desired outcomes. Some of them are enumerated as under:

Autocratic style of leadership: In this type of management style, decision making takes place by top officials or business head. It is one of the most prevalent styles in which top level of management are held responsible for activities related to decision making. In this course of action employees are not all involved and little or no input has been taken from the side of subordinates (Pauleen, 2003).

Democratic style of leadership: It is also known as participative style of leadership, this is due to the fact that employees are being involved in the process of decision making by means of which collective decision are taken for the betterment of business enterprise. This method proves advantageous at the time when complex set of decisions are need to be taken which might require a range of specialist skills. This leadership style enhances motivational level of employees and eradicates chances of resistance to change among workforce (Johansen, 2012).

Laissez-faire style of leadership: This leadership style is also known as delegative leadership style as in this course of action employees are being provided with very less amount of guidance and they are free to perform their duties in a way they want. They are being provided and supported by timely advice and resources so that they can carry out their work without posing any difficulty or trouble (Lewin, 1938).

There may arise some of the chances in which leaders might need to adapt their usual style of leadership. The two main situations would be employing new staff and rising of issues related to health and safety. This is because of the reason that at the time of hiring new staff they have to adopt different leadership style based on changing situation as nature of new employees. In the similar manner, while handling issues related to health and safety they have to go for leadership style by means of which they can provide assistance to employees in resolving their problem (Hesselbein and Goldsmith, 2011).

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In this context, Action centered leadership which was developed by John Adair’s implies that it provides a blue print for leadership as well as management of any team, group or organization. It is quite simple model of leadership which can be adopted in one’s situation with utmost efficiency and effectiveness. This theory is based on the assumption that in any of the situation in which individual or group of people try hard to attain some aims and objectives, in this people will start acting like leaders of the others (Palestini, 2011). As per Jon Adair, there exist three elements to all leadership situations which are enumerated as under:

Achievement of task: Group members of effective group have clear goals which are being shared by each and every member so that it can be attained in set framework of time (Hossan, Dixon and Brown, 2013).

Managing team or group: They will be able to attain task only if all the members of group work together to common good and carry out their work with proper management.

Managing individuals: Managing members of group is very important so that they does not lose their identity and motivational level. So managing them is very crucial for ensuring success of entire course of action (Tohidinia and Mosakhani, 2010).

Culture and Motivation

It is very important for organization to respect the culture, values and ethics of others, this is because of the reason that by means of this they will create sound working environment and create the environment of respect and trust. With the help of tall and flat matrix structures of business enterprise communication and span of control can get affected. Flat organizational structure is also known as horizontal organization structure which comprises of structure which has few or no levels of middle management prevailing between staff and executives (Lieberman, 2014). This type of structure is generally present in small organizations which encourage involvement of employees by means of decentralized decision making process. There are various issues associated with this such as it leads to various confusions as too many people report to one person and system is quite manipulating in nature. While, on the other hand tall organizational structure is a tall in nature in which long chain of command prevails. As the business enterprise grows, the level of management also grows with similar pace. Many ranks have been formed and each of them has small area of control. Some of the issues which are concerned with this that process of communication takes quite long time as it has to travel through all levels and it is quite challenging as well (Pirraglia, 2013).

Organizational culture is comprises of behavior of humans who are the part of business enterprise and it includes values, vision, norms beliefs, habits etc. In order to establish the culture of mutual trust and respect within workplace, company can adopt organizational types which were proposed by Handy which is enumerated as under:

Power culture: As per this culture owner of business has all the power and major decisions are taken by management which need to be followed by everyone. This is inflexible in nature and small in size (Marx, 2006).

Role culture: In this person need to assume various set of roles and they know that what they want to do in given period of time. This provides ample stability to work and concerns towards roles and responsibility of business (Mumford and Gibson, 2011).

Task Culture: The major rationale behind formation of this culture is to solve particular set of problems so that organizational aims and objectives can be attained in set period of time (Ahmad, 2009).

Person culture: By means of this culture person get immense amount of freedom so that they can take decision for themselves (Pauleen, 2003).

In the similar manner, McKinsey 7s framework is yet another model which can be used by management to evaluate environment in which firm is carrying out its objectives. It comprises of 7 interdependent factors such as strategy, structure, system, shared values, skills, style and staff. This model proves beneficial in enhancing overall performance of a company and examines changes that can take place in company in near future. In order to attain desired outcome it is very significant to motivate team, this can be done by using range of techniques. For this, management can discuss the benefits of success with entire team and keep the team member interested so that improvements can be seen in team performance (Densten, 2002).

Apart from this, with the help of setting realistic goals as well as by showing their progress they will get closer to their aims. Likewise, friendly competition can be created and several tools can be designed for identifying when to motivate the team. There are various benefits which are associated of diverse teams as by means of this they will be able to spark creativity, expand their existing horizons and reveal new approaches which will prove to be of great use in growing a business. This will also ensure creativity as well as development of high quality solutions takes place. With the help of this leadership will become much more effective than before (Hossan, Dixon and Brown, 2013).

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Locke and Latham provided a well developed and clear goal setting theory of motivation as they focused on relationship between goals and performance. In this context author Mahen Tampoe states that at the core of novel industrial attributes are important that is being applied in practical and theoretical perspective in a precise area to produce valuable results (Lumpe, 2012). Creativity is an important aspect according to this author that need to be encouraged so the employees can be motivated. The four motivators identified by Mahen Tampoe are:

  • Personal growth
  • Operational autonomy
  • Task achievement
  • Money
  • Whereas Locke and Latham’s five principles include:
  • Clarity
  • Challenge
  • Commitment
  • Feedback
  • Task complexity

Conclusion

From the entire report, it can be concluded that formation of future leader can take place by understanding requirement of leader for leader and leadership styles and patterns. In addition to this, with the help of various theories and styles culture and motivation can be influenced up to certain extent.

References

  • Densten, L. I., 2002. Clarifying inspirational motivation and its relationship to extra effort. Leadership & Organizational Development Journal.
  • Hesselbein, F. and Goldsmith, M., 2011. The Leader of the Future 2: Visions, Strategies, and Practices for the New Era. John Wiley and Sons.
  • Hossan, C., Dixon, C. and Brown, D., 2013. Impact of group dynamics on eservice implementation: A qualitative analysis of Australian public sector organizational change. Journal of Organizational Change Management.
  • Humbert, L. A. and Drew, E., 2010. Gender, entrepreneurship and motivational factors in an Irish context. International Journal of Gender and Entrepreneurship.
  • Johansen, R., 2012. Leaders Make the Future: Ten New Leadership Skills for an Uncertain World. 2nd ed. Berrett-Koehler Publishers.
  • Kirkbride, P., 2006. Developing transformational leaders: the full range leadership model in action. Industrial and Commercial Training.
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