Four Types Of Leadership

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Leadership What is leadership? To understand different types of leaderships it is paramount to first have a clear understanding of leadership. There are many different definitions of leadership. For example, Richards& Engle (1986) defined leaderships as the ability to embody value, articulate ones vision and the ability to create the environment in which all of these things can be achieved. In addition Yukl (2002) defines leadership as the process of motivating and facilitating others towards achieving shared objective. Thus it can be understood that leadership is the ability to be able to influence individuals and providing the support necessary towards effectively attaining a shared objective. Types of leadership Burns (1978) introduced…show more content…
They can be spilt into two categories voluntary and involuntary turnover which is turnover initiated by the employee or organisation respectively. These two categories can be further spilt into two types each. Involuntary can be spilt into discharge turnover and downsizing turnover. Discharge turnover is when the employee is targeted by the organization to be let go, this could be due to performance and/or discipline issues. However downsizing turnover is as a result of the restructuring of the organisation or cost cutting regimes to increase the organisational efficiency. Voluntary turnover can be expanded further into avoidable and unavoidable turnover. Where avoidable turnover is turnover that could have been potentially be prevented by the organisation, e.g. increase in salary. While unavoidable turnover is when turnover takes place in unavoidable circumstances, e.g. the death of the Employee. Hence it can be said that there are two main types of turnover which can be further categorised into two sub-divisions each. This research focuses on the voluntary aspect of turnover and how leadership affects…show more content…
What was disturbing about the findings was that labour turnover percentage for managerial employees. This loss of corporate knowledge as well as human capital must have damaging effects on the hotel’s performance. Hotels should not look at the high turnover rate as the industry norm as there are companies that have managed to keep turnover rate relatively low compared to the rest of the industry (ibid). Hence it is vital for the hospitality industry to further look into the causes of this high turnover culture in the hospitality and equally important is revising the current retention policies to make it more attractive for employees to remain

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