2.2 Different types of leadership styles Leadership plays a vital role in order for an organization to succeed, by effectively managing and controlling employees the type of leadership style. The most universal leadership styles concern transactional, transformational, laissez-faire, democratic and authoritative. These styles are widely applied in different organizations
For a person to find his or her path in the world and to lead others effectively, one need to develop a clear vision of what she or he is aiming to accomplish and be able to communicate that vision with others to gain support. However, each person has a different vision and as a leader one’s personal vision, influence the kind of the personal leadership philosophy; he or she has. This explains why different people, demonstrate a different personal leadership philosophy. In short, personal leadership philosophy consists of, how a person views leadership and describes how he or she regards himself as a leader. Creating a leadership philosophy is a personal process which enables a person to understand what she or he believe leadership is all about
In addition leadership that oriented to people and task is also effective in the organization to develop ethical leadership. because the leaders are more legitimate and open to their subordinates. Transformational leadership tyles have clear job role and
Introduction Leadership as defined by Northhouse (2007;3), is a process whereby an individual influences a group of individuals to achieve a common goal. In organizations, the success of the organization is determined by the ability of individuals to realize and have the same direction in following this common goal usually due to influence. Because of such, a number of leadership theories have been propounded over the years which have sought explore different dimensions of leadership in trying to come up with a panacea for problems which arise in organizations due to leadership. Amongst these theories and concepts are The traits theory of leadership, transformational leadership, transactional leadership, Mc Gregor’s theory X and Y. This paper
George and Jones define leadership as following: “the capability of an individual to exercise influence and control over other members to help a group or organization achieve its goals” . Fred Fiedler developed the contingency theory of leadership . According to this theory leaders have either a task-oriented or a relationship-oriented styles. Both kinds of leaders want their subordinates to perform at a high level and to do all the assigned work. However, leaders who are task-oriented have task accomplishment as their first priority and they push workers to make sure that the work is done.
These initiatives can be structured training programs targeted at cultivating leadership skills, or experiential learning that presents leaders with novel challenges to overcome. Both forms are described in detail below. When implementing a leadership development program, it is essential to begin by forming a leadership competency model or a framework of relevant knowledge, skills, and abilities particular to the organization. This type of planning behaviour acts as a catalyst for creating effective Leadership development initiatives, while also identifying the specific elements of a leader’s identity that align with the organization’s needs. Leadership development programs should consider the formation, maintenance, and Transformation of a leader’s identity (how a leader views him/herself) throughout the development process.
After establishing a strong work ethic, it is imperative that you accompany this trait with a set of values that you live your life by. When thinking about moral ambition, there are some ways that people seek moral improvement. Some choose a discriminating path by which Glen Pettigrove and Michael Meyer (2009) describe as “seeking honor ‘by the study of wisdom and the patience of virtue.” In other words, if this is how they wish to achieve it, it is likely to believe that they are craving admiration for their qualities. They are unlikely to receive this admiration they desire because that is not how it works; you cannot seek admiration and then choose to be a person of character. “The person who strives to improve her character in order to acquire praise from others has not yet properly internalized the value of this improvement.” (Pettigrove & Meyer, 2009) Someone truly seeking moral improvement might avoid the problems with the previous and aim to “not acquire the admiration of the ‘wise and the virtuous’ but to deserve it.” (Pettigrove & Meyer, 2009).
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.
No doubt, organizations should promote the kind of positive supervisor mentoring behavior exemplified in question 1. This is because, such conducts will motivate employee satisfaction which can lead to excellent job performance, good work ethic, and high retention of skilled workers. This relates to the concept of job satisfaction which is, “a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values” (Noe et. al. p. 322).
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