The reason why i chose the commanding leadership style is because when you are using the competing conflict management style you need someone who takes control and is decisive. The commanding leader gives clear instructions and expects full consent. This leadership style works well during an emergency when you need rapid actions without any questions("6 Leadership Styles, And When You Should Use Them"). The problem with the competing style as well as the commanding leadership style is that it brings down people’s moral and work, as well as it gives short term rewards but the long term effects can be destructive for your relationship to your
Being able to encompass all conflict management styles allows them to gain trust from clientele, and subsequently build strong relationships. The disadvantages to these approaches reflect negatively on the company. “Always putting the customer first can backfire on the company in major ways” (Importance of Conflict Management, n.d.). Allowing customer to return items with out proper documentation leaves the company vulnerable to lost of revenue and
As Yukl(2013) continued discussing Influence outcomes, specifically Resistance he stated "Influence attempts can also affect interpersonal relationships and the way other people perceive the agent (e.g., ethical, supportive, likeable, competent, trustworthy, strong). An influence attempt may improve the relationship or make it less friendly and cooperative." For me, I see the delicate balance a leader must maintain when engaging influence tactics, here again, knowing the individual can steer the outcome. Communication; I felt that communication is a key component for leadership and I still do. The contrast is how that communication is conveyed, I now understand the non verbal is just as crucial for the relationships of leadership.
Ignoring the chain of command can affect the morale of the overall organization. Once the morale is damaged it's hard to regain it back as well as trust. Using the proper channels can alleviate this problem from occurring. In order to maintain a good relationship in the workplace, everyone must be open and honest with each other as well. You must treat others as you want to be treated.
Moral hierarchical culture has gotten developing enthusiasm for business ethics investigate. It has been perceived that other than 'taking care of business', it is additionally vital how it completes and that esteeming moral practices can be a critical advantage for the association. It is likewise imperative to recognize that even great workers can settle on dishonest decisions if their condition does not underline moral values and weights them to satisfy here and now monetary objectives at any cost (Ethics Resource Center 2010). At the point when moral values and practices are executed in the association, representatives feel connected with and focused on the association, and they feel less weight to bargain the association's benchmarks (Ethics
In Paul Ford’s “How to Be Polite” he argues that politeness is essential to success and self-development, thus creating opportunities that would otherwise not exist. He’s right being polite creates opportunities, but there are times where being unpolite can do the same. I think that being rude can also bring success and new opportunities depending on the situation. Many jobs are in demand for professional, stern, leaders, and by being polite one’s kindness may be taken as a weakness, which can hinder things from getting done effectively. My thesis is important because it’s essential to have a balance between being both polite and unpolite to prevent being taken for granted but to also prevent you from burning your bridges with others.
For example, if your employees don’t trust you, they simply see you as a manager and not a leader. Employees will trust that you will take into consideration their feelings even if you don’t meet eye to eye with them. Having this understanding of empathy empowers your employees the ability to succeed, thus building and enhancing relationships which in the long run improves production and efficiency. In conclusion, I thought The Fog of War and The Evolution of Modern Management on Robert McNamara where excellent sources to understand the limits of information and the irrational behavior of humans. It really goes to show that people in these powerful positions are humans too and the decisions they make are reflected by the prejudices from which all humans
This model consists of five styles including integration style, obliging style, dominating style, dominating style, avoiding style and compromising style. These five styles can help us to find the most appropriate way to solve the problem. We need to match the style with the situation. For example, when the issues is not important to me, I can use avoiding style to reduce the conflict. All in all, conflict is inescapable in human beings.
The style use is leader when the employees have good ability and experience to take the decision. It is very good way to give them a trust to make decision but should be using it wisely. I don’t think it is easy to find the style in the leader may be in some moment but who stick with this style is very difficult because it is need high quality of leader and employee but if it available of course will be very good thing. The good leaders should use all three styles according to the condition of the organization with one dominant, bad leaders tend to stick with one style which is mostly autocratic style. (Lewis, 1993) Leadership skills are ability of leader to guide the employee toward goals achievement.
MY FINDING AND CONCLUSION WHY LEADERS FACE DIFFICULTIES IN CHANGE MANAGEMENT From the articles I can see that leader with excellent skill, innovative ideas, excellent vision, strategic plans, have optimistic opinion that change will have positive results when they make the changes. Leader would never implement change with the expectation that the changes will not success. However, along the side they are leaders that fail in bringing the changes. Change fails for a numbers of reasons. Among the difficulties face by leaders to change the management are: i) Misconduct from the beginning of changes – When a change made with unethical advised, implementation done with haste or doing change without sufficient commitment.