Leadership in Organizations

Leadership in Organizations

What is leadership?

It was long time back in 1970, when the assumption of leadership was initiated and it is basically a procedure of social power, furthermore it can be explained by saying that the hold of a person that makes the others to work under him or populace controlled by him directs them attain their aims. Numerous leadership theories have been projected by a variety of leadership theorists, though diverse organizations choose dissimilar theories and approaches of leadership to run the associations. (Benefiel, 2008).

Leadership and motivation

Leadership changes can only be initiated by those persons who are capable enough to make an managerial change in a meticulous company, this is essentially the work of the HR department to take notice of such issues; though, it is the responsibility of the leader to stimulate his group members. This is indeed for the reason that motivation plays an important role in the growth of any organization and they can be aggravated by assessing their performance that ought to be pursued by rewards. This would result not only the employees being motivated but they will also work with integrity. Therefore to augment the leadership qualities over and above the leadership styles, it is necessary for leadership improvement to take place. (Maxwell, n.d.).

Styles of leadership

Kurt Lewin, a German philosopher, bought up with three styles of leadership.

  1. Autocratic – This is the initial style of leadership and it is also known as authoritarian leadership, this hypothesis suggests that full freedom should be allowed to the leaders and to permit them to take any conclusion they want to. Furthermore, they also administer their subordinates to make certain that the job is done in an appropriate and timely manner.

  2. Democratic leadership style – This is also called as participative leadership style and in this kind of leadership, the leader does not take any judgment alone. Leaders always discuss with their employees and talk about things with them to know their views as well before the concluding decision is made.

  3. Delegate of Free reign – This is also known as laissez-faire style, the major reason of this style of leadership is to give authority to the employees and as well to allow the employees to take judgments of their own. The concluding accountability, however always is of the leader, this kind of leadership is recommended in such organizations where the labor force is small.

There are several other theories as well that can be used by the organization and other sorts of styles that can be used are explained below.

Transformational leadership theory

This theory makes the employees more possible to pursue a leader who they are enthused from and they as well have a dream for the goal they have to attain, the idea is developed by the leader; the leader is on the whole the one who supports his group. Though the idea is willingly accepted by a number of employees, there will always be a few who would oppose.

Transactional leadership theory

In this theory, however the major basis of motivation are the rewards and reprimands, the employees have to carry out work according to what they have been asked. Rules and policies shaped by the organization are tracked rigorously by the leaders. Once a job is given to the workers, they are the ones who are accountable of attaining it properly.

Servant leadership

According to this hypothesis, the leaders have to serve up the employees that they lead; they furthermore have to resolve the requirements of the employees. Abilities in the employees have to be improved so that they can further be refined and development can be brought about.

Changing leadership theories

Changing the existing style of leadership to a latest one is fundamentally a prearranged approach called organizational change management and it is employed for transitioning of associations that assists an association to attain the preferred style in the prospect. (Boulgarides & Cohen, 2001).

  • Evaluations can be carried out and latest strategies must be developed.

  • The most participation is of the senior management when any modification is being brought about.

  • An additional method that can be employed is coaching.

  • For bringing a new change in the association, the style of leadership which is being implemented by the organization truly counts, this is mainly because it aids the management in achieving the desired goals in an enhanced way and this on the whole is called strategic change. Training must be offered to all the staff after the change as this would assist them to develop abilities that would create their work more effectual and efficient.

  • Performance appraisal tests should be conducted later onwards and staff should be rewarded and praised accordingly.

  • Organizations where the workers come from diverse backgrounds, variety training can also be done, the significance of variety training is that it aids them to work with the other populace and they learn how to contract with them, this additionally helps decrease biases. (Kouzes, & Posner, 2008).

Leadership in the 21st century

Formerly, the leadership styles implemented by the associations were a lot dissimilar than what they are at present.

  • Leadership is meant for everyone

  • Share knowledge.

  • Motivate the employees.

  • Adopt a friendly attitude rather than being authoritative.

Conclusion

I would therefore conclude by saying that in every organization or in a particular situation, just one leadership theory would not just work, however one or more than one theories are needed to handle a situation and such a situation would be called utilization of a combination of the leadership styles. This is also called contingency approach to managerial style, the word contingency means emergency, therefore the management has to set certain backup plans in order to handle a situation in case of any crisis.

Moreover, motivation is the key factor to handle the employees well and many strategies can be used to motivate the employees to mould them according to what the organization wants. Just like many leadership theories, there are many theories of motivation proposed by various theorists. For instance, Abraham Maslow’s came up with hierarchy of needs and this model comprises of the five basic needs an individual requires. (Anderson & Anderson, n.d.).

Abraham Maslow’s hierarchy of needs

  1. Physiological need – this includes the basic needs such as food, water and shelter.

  2. Safety needs

  3. Needs of belongingness – every individual needs to have a social life.

  4. Self-esteem needs – everyone needs recognition from the other people.

  5. Self-actualization needs – enhancing ones capabilities.

McClelland’s theory of needs

Other than this, McClelland also came up with a theory of needs that consists of the three needs mentioned below.

  1. Achievement

  2. Affiliation

  3. Power

All these theories prove to be effective and they can be used to motivate the employees working in the organization. (Northhouse, 2006).

Reference

Anderson,D. & Anderson, L. A. (n.d.). Awake at the Wheel: Moving beyond Change Management to Conscious Change Leadership .June 22nd, 2009. Retrieved from: http://www.changeleadersroadmap.com/freeresources/P1D.7.17.aspx

Benefiel, M. (2008). The Soul of a Leader: Finding Your Path to Success and Fulfillment. The Crossroad Publishing Company.

Boulgarides, J. D. & Cohen, W.A. (2001). Leadership style vs. leadership tactics. The Journal of Applied Management and Entrepreneurship (Spring 2001, Vol. 6, No. 1pp. 59-73).June 22nd, 2009. Retrieved from: <http://www.stuffofheroes.com/leadership_style_vs%20leadership%20tactics.htm?

Kouzes, J.M. & Posner, B.Z. (2008). The Leadership Challenge. 4th Edn. Jossey-Bass.

Maxwell, John. C. (n.d.). Why the Best Leaders Are the Best Leaders. June 22nd, 2009. Retrieved from: http://www.refresher.com/ajcmbest.html

Northhouse, P.G. (2006). Leadership: Theory and Practice. 4th Edn. Sage Publications, Inc.

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