Altruistic Behavior In Leadership

Ethical leadership is related to employee job satisfaction by impacting a positive influence on employee performance (Resick et al., 2011). The ethical leadership also found to increase the intrinsic motivation and job responses (Piccolo, et al., 2010). The willingness of the employee to report any concern and problem also depends on the organization culture and leadership behavior (Brown et al., 2005). It is also studied that a leader with strong ethical traits can affect positively to task significance and autonomy of the employee job (Ruiz, Ruiz & Martinez, 2011). According to them, the followers have willingly perceived the good traits of their leaders and thus good moral, values are practiced in an organization that can shape the overall

Agreeableness, for example, is a trait that enables leaders to be effective provided that they have a high need for affiliation. It enables the leader to be more effective by way of forming cooperative relationships with subordinates and team members. Mayer, Bardes and Piccolo (2008) state that the agreeableness trait enables leaders to demonstrate greater empathy towards subordinates when they have to deliver negative or critical feedback on

The internal and external factors are a big influence on person zeal to change or develop their actions. In 1930 the theorist Elton Mayo hinted that the motivation at work is stimulated by good teamwork, better communication, involving others in the decision making make employees feel valued. Lastly guaranteeing the work itself is interesting and not boring. Employees feel motivated in a work place when giving a degree of freedom in making alternatives by granting their social needs. Effective communication among employees rise up productivity and moderate errors, it makes an operation to run smoothly and profitable.

It is also important to remember responsibilities belong to a role and not to a person. In larger companies, centralized structure allows for more definitive decision-making. With a centralized structure, it is fairly simple for a company to change with growth. Employee motivation, morale, and organizational culture Best Buy’s approach to employee satisfaction

A leader needs to adapt to situations and use techniques that are inclusive in order to avoid conflict and aids decision-making. Building relationships, considering others feelings and celebrating their successes with them can maintain strong leadership. By encouraging my team to participate in the decision making process I empower them, which inspires job satisfaction this reduces conflict, poor time keeping and absenteeism. I need to be able to help my staff team understand the need for change and I do this by being clear about my aims and objectives, the actions required and the part they need to play. Sometimes I need to take control especially where health and safety is concerned, these policies and procedures me adhered to at all times.

If so, how can human resource management encourage the behavior? Human resource management can support the kind of positive behavior depicted in the article by offering the supervisor a pay increase, promotion, or other motivational incentives. As Noe et. al. suggests “For all the concern with positive relationships and interesting work, it is important to keep in mind that employees definitely care about their earnings” (p. 319).

Self-efficacy might be part of the Pygmalion effect by “persuasive influence” of others with “positive expectations”. Persuasion is a crucial source of information related to efficacy and is affected by credibility, agreement of multiple sources and knowledge of the source. Persuasive input can include ‘leader’s expectations’ of the efficacy of employees and is considered strong depending on the leader’s credibility. Therefore an employees’ self-efficacy can increase/decrease by the leader’s expectations. Locus of control, a motivational theory consists of both internal and external.

Leaders are able to inspire their team and accomplish goals. Having a strong leader standing behind you can push members to do the best they can. In this paper I’m going to discuss the leadership style that I possess. I will also describe what leadership and management theories that align with my leadership style. Finally, I will discuss the type of work environment I create, based upon my leadership style and three key actions or behaviors I demonstrate to be a successful leader.

a) Leadership is a process, (b) leadership involves influence, (c) leadership occurs in groups, and (d) leadership involves common goals. Leadership is a process whereby an individual influence a group of individuals to achieve a common goal according to (Northouse,2013). Leadership is about inspiring people to a good cause rather than holding positions of formal authority. I will apply my servant leadership practice by striving to incorporate the open-door policy to communicate effectively with my team. Have awareness to the daily operations and follow up with my staff.

The purpose of this paper is to understand leadership and the path-goal theory of leadership and few others leadership style and how are these theory are supposed to used appropriately. Leadership is the process of influencing others to achieve group or organisational goals . Therefore, a leader’s behaviours is important to an organisation because the achievement of organisational goals mostly depends on a leader and their leadership behaviour(Mc William, Alan 2010) . A leader must deal directly with people, develop rapport with them, persuade and inspire them to collaborate in the achievement of goals and vision. (Sikandar Hayyat Malik, 2013) Path-goals theory is leadership theory that’s states leaders can increase subordinate satisfaction