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Discuss how organization behavior concepts can enhance performance of manager's functions. |
THE VARIOUS LEADERSHIP STYLES EMPLOYED BY A LEADER IN AN ORGANIZATION AND THEIR CONTEXT - DEPENDENT NATURE Author’s Name Course Name of the tutor Name of the institution The city and state where it’s located Date Business dictionary defines leadership as the act of establishing a clear vision and sharing it with the others so that they will follow willingly. It (leadership) is essential during our day to day life, in our work places, schools, churches and even homes, as it facilitates proper and smooth running. Good leadership is required everywhere and it is the key objective in business premises and organizations that is anticipating to achieve its Prospective goals. Be it in a small enterprise or a large Corporate, good leaders will always Share a common aspect; They influence those around them in order to reap maximum benefit from the organization’s resources, including its most vital and expensive: its people (Germano, M. 2010, Online). However, there occur to be various ways of governing and it will depend on the style a leader personally opt to provide directions and implement work plans to his/her employees. Some of the leaders lack the urge to involve the employees in decision making while tackling organization’s problems while others don’t have the desire to assume that responsibility as a leader. This chapter will briefly discuss the reason as to why the leadership style employed by a leader in an organization is context dependent and also cover the various basic styles that a leader can adopt so as to achieve organization’s goals and objectives. The various leadership styles employed by a leader The style of leadership employed by a leader in organization is context dependent as it is different in different surroundings, but must whatsoever be able to meet the needs of the organization. One of the concepts that have troubled many leaders, particularly fresh ones who have never been in a leading position before is of the style that they are going to use and its effectiveness. However, as long as leadership is concerned, the strategies used normally defines every leader’s personal leadership style. The basic leadership styles commonly used include: The Autocratic leadership style Like the kind of Adolf Hitler’s, this is style of leadership which is classical in approach as the leader retains as much power and decision making as possible. The leader neither consult the staff, nor allow them to raise opinion but are (staff) subjected to obey orders without receiving any explanations (chintu83, 2009. 5 [online]). Autocratic leaders never trust their staff and they rely most on threats so as to influence the staff. However, this kind of leadership is the most effective style to use with new, untrained staff; when you have got limited time to make a decision and also if your work staff do not respond to any other leadership style. A Good example of a business autocratic leader is Helen Gurley Brown: The former editor-in-chief of Cosmopolitan magazine is notable for many things, not least of which was her ability to consistently turn a profit in publishing for more than three decades. Brown moved to New York City early in her career and blended in immediately. She assumed the helm of Cosmopolitan and revolutionized the women’s fashion market, leveraging her position to reflect and influence American culture. Brown was known as a task master in a business that thrives on getting things done with minimal corrections (Gill E. 2014, [online]). Although this style of leadership is effective in some areas, it shouldn’t however, be exercised in an organization where staff are full of fear and when they are expecting their opinions to be heard. Furthermore, autocratic leadership style may be futile in a working area where there is Low staff morale, high turnover and absenteeism of the staff (leadership styles [PPP], 12 ). Bureaucratic Leadership style In Bureaucratic leadership style, leaders gives directions following the procedures and Policies stated in the books. Not according to their individual perceptiveness. This Leadership is based on strict hierarchies and often depends on written job descriptions and Organization charts to explain the hierarchy and their relationships (Spahr P. 2014, [Online] ). The staff under this leadership often find it difficult stepping out of the organizational role they play as they are subjected to report any matter to their immediate supervisors. If it’s the case of job promotion, they are only promoted based on their ability to conform to the rules (Spahr P. 2014, [Online] }. One of the areas in which this kind of leadership functions effectively is in an organization where staff perform routine tasks repeatedly and also where they need to understand certain standards and procedures (leadership styles [PPP], 14 ). Bureaucratic style of leadership is however ineffective in some working environments particularly when working habits form are hard to break especially if they are no longer useful procedures (leadership styles [PPP], 15 ). The leadership may also be unrewarding when the staff do only what is expected of them and also if they lose interest in their jobs and with their colleagues at work. A good example of a world-known bureaucratic leader is Alfred P Sloan of General Motors. In the 1920s Sloan took a chaotic hodgepodge of companies assembled under a financial umbrella called General Motors and turned it into the world's dominant auto manufacturer, a ruthlessly efficient generator of profits that managed to thrive even during the Great Depression. Sloan's single most important contribution to modern business theory and practice was the way he squared the circle of imposing central, bureaucratic control over operating divisions without destroying the initiative and creativity of the people who ran them. If he had a passion in his life, it was the power conveyed by the rational organization of resources (Hornik R. 2003, [online] ). Democratic leadership style Most of the National and International organizations are currently operating under this kind of leadership as it have been proven to be the most active and the best to achieve your planned goals. In this type of leadership every member of the organization is eligible in decision making thus they are able to keep track of organization’s progress and performance . The leader Keeps staff informed about everything that affects their work and shares decision making and problem solving responsibilities. He/she will be a coach who will have the final say but will gather information from the rest of the staff before making a decision. (leadership styles [PPP], 16 ). The democratic leadership style is based on mutual respect. It is often combined with participatory leadership because it requires collaboration between leaders and the people they guide. (Gill E. 2014, Online). Thus also referred to as participative leadership style. While operating under this leadership, leaders are able to produce quality and high quantity work for long period. The staff in turn like the trust they receive and respond with cooperation, team spirit, and high morale (leadership styles [PPP], 17 ). A good democratic leader should help his/her people in evaluating their own performance and also let them establish their goals. Unlike with the Bureaucratic leader who will promote those who conform to the rules, a democratic leader will encourage the staff to be expansive in ideas generation and be innovative so as to grow job, and in turn recognize and encourage their achievements through job promotion (leadership styles [PPP], 18 ). When an organization operates under democratic leadership, chances for it surviving complex problems are very high as all the input available (the staff) will be used in solving it. Each individual has got his/her own approach when tackling problems, thus when the various approaches are used, definitely a clear outcome will emerge. However, leaders are discouraged from using this type of leadership if they feel threatened while using it and if there’s no time to get every staff’s input while tackling matters of the organization. Apple company is one of the best examples that can be used to illustrate clearly the kind of governance in democratic leadership style. It was a successful company from 1976 to 1985, before it almost failed in the mid-1990s. Then it became enormously successful again — precisely because it faltered. In other words, Apple had a vision. Apple lost its vision. Apple regained its vision. That’s rare. In the mid-1990s Gateway, Microsoft , Sun Microsystems and other companies reportedly zeroed in on Apple as an acquisition target. Years later, many of those brands disappeared. Yet Apple survived. Apple survived because Steve Jobs learned how to adapt. He became a democratic/participative leader. Jobs started out as a charismatic/laissez-faire leader, and Apple soared. Then he became an autocratic leader, and Apple’s board of directors requested his resignation. When he returned to Apple more than 10 years later, Jobs combined several leadership styles and added democratic/participative to his repertoire. He hired other experienced leaders and entrusted them to excel. Jobs encouraged his lead designer Jonathon Ive, and he mentored manufacturing expert Tim Cook, now CEO. He let them make key decisions. That’s why Apple survived (Gill E. 2014, [online] ). Laissez-Faire Leadership Style Donna Karan, the founder of DKNY jeans, is one of individuals who is known globally for her DKNY clothing labels. Being a fashion designer, she enjoys a reputation as an attentive but hands-off leader who follows fashion trends while keeping her eyes on profits. The Center for Association Leadership noted in a 2013 article that Karan trusts managers to make good decisions while monitoring their performance and offering ongoing feedback. Karan reportedly believes firmly in autonomy, which leads to strong job satisfaction and increased productivity (Gill E. 2014, [online] ). Laissez – faire leadership style, Like in the case of Donna Karan, is the form of leadership in which All authority or power is given to the staff and it’s upon them to determine goals, make decisions, and resolve problems on their own. It’s also referred to as hands-off style as the leader only provide little or no direction and gives staff as much freedom as possible (leadership styles [PPP], 22 ). However, this form of leadership is not effective in every work environment. For an organization to run smoothly without much or no participation of the leader, the staff have to be highly educated and skilled, and much more should be having maximum experience in that field. The staff should also be people to be trusted and who have the pride in their work and personal drive to do it successfully all on their own. To enhance the performance of the organization, Outside experts, such as staff specialists or consultants are incorporated for extra assistance (leadership styles [PPP], 23 ). In the case where the staff feel insecure with the unavailability of their head, the leader will have no other alternative but choose a different style of leadership. Laissez – faire leadership style may also be inappropriate for use if the leader does not recognize and encourage achievements attained. Other leadership styles employed by leaders of organizations Leadership is a word that is broad in both its meaning and in its application if one is to define it. In order to increase the efficiency of their governance, some leaders opt to incorporate other styles of leadership with the basic ones. Other types of leadership styles that exist include: Creative Leadership in which the leader is able to uniquely inspire people to complex and readily changing situations (leadership styles [PPP], 23 ). Corrective leadership whereby the staff are empowered to facilitate collaborative and synergism, and work together so as to come up with a great and more marvelous idea . Bridging leadership in which the leader aims at Fostering synergy and reinforcing behavior and motivation through the use Of communication to create climate of trust and confidence on the face of a difficult challenge (leadership styles [PPP], 36 ). In summary the kind of leadership that a leader employs in an organization therefore varies as it is different in different surroundings for it will rely on the organization’s working environment. For instance, autocratic leadership style will operate perfectly in an environment where there is new, untrained staff whereas the staff who are highly trained, educated and experienced will work successfully in an environment under Laissez – faire leadership style as they have that personal motivation and pride of what they do. Stan Slap, the president of the internal consulting company stated, “The first step out of the gate has to be knowing where you want to end up. What do you really want from your company?” (Slap S. [Online]). In reference to his words, a leader has the responsibility to choose the style of leadership which he/she feels will work best and bring about success to the organization. . List of references Germano, M., 2010. Leadership style and organizational impact. [Online] (Updated June 2010) Available at < http://ala-apa.org/newsletter/2010/06/08/spotlight/ > [Accessed 18 Feb. 2016]. Chintu83, 2009. Effective leadership style. [Online] (Updated 9 Aug 2009) Available at < http://www.slideshare.net/chintu83/leadership-styles-with-examples > [Accessed 18 Feb. 2017]. Gill, E., 2014. Leadership is learned. [Online] (Updated 25 Nov. 2014) Available at < http://online.stu.edu/autocratic-leadership/ > [Accessed 18 Feb. 2017]. Leadership Styles (PPP). [Online] Available at < http://unpan1.un.org/intradoc/groups/public/documents/unssc/unpan024704.pdf > [Accessed 18 Feb. 2017]. Spahr, P., 2014. Leadership is Learned. [Online] (Updated 30 Oct. 2015) Available at < http://online.stu.edu/bureaucratic-leadership/ > [Accessed 18 Feb 2017]. Hornik, R., 2003. Alfred Sloan, General Motors and the rise of corporate America. [Online] (Updated 19 Jan. 2003) Available at < http://articles.chicagotribune.com/2003-01-19/entertainment/0301170455_1_alfred-... > [Accessed 18 Feb 2017]. Gill, E., 2014. Leadership is learned. [Online] (Updated 15 Jan. 2016) Available at < http://online.stu.edu/democratic-participative-leadership/ > [Accessed 18 Feb. 2017]. Gill, E., 2014. Leadership is learned. [Online] (Updated 19 Oct. 2016) Available at < http://online.stu.edu/laissez-faire-leadership/ > [Accessed 19 Feb. 2017]. Slap, S. Quotes About Leadership Styles. [Online] Available at < http://www.goodreads.com/quotes/tag/leadership-styles > [Accessed 19 Feb. 2017]. |