Leader power is the capacity to influence and motivate others (). The leader/follower situation framework contains the elements: leader, follower, and situation. Leader gains their power has related to the leader follows situation framework because the relationship of the follower of the leader is a key factor of power.
A supportive organization encourages creativity, autonomy, resources, and pressures in its employees. Some other elements for leadership in innovation include creative work, a creative workforce, and certain attributes of the leader. Roots in Path-Goal Theory The Path-goal theory
Basically these styles are- Task concern-Here leaders give important on objectives accomplishment through high level productivity, and ways to manage people and activities for achieving those objectives. People concern-Here leaders focus on their followers as people - what their needs, interests, what their problems, how it can be development and so on. Directive leadership. This style is considered by leaders make decisions for others - and desiring all the followers or subordinates will pursue that directions. Participative leadership.
So how, are naturally people inclined to look for a leader? The value of a good leader is the leader working by side with their people. Being able to encourage their people to become a leader like their leader. The qualities of being a leader are honesty showing respect to others and having a goal to accomplish and to never get up. The value of being a bad leader is a leader who lacks vision that cannot support their own team.
In addition, interpersonal skills and self-awareness should be promoted among employees in an organization. This can be attained through lifelong learning. Hence, it implies that training, capacity building and development are key tenets that enhance self-awareness and productivity of workers. Moreover, a community or client organization should strive to help every member in the organization through empowerment. A certain degree of satisfaction is attained when members in an organization are given the opportunity to exercise their autonomy.
Just like leadership there are good leaders and bad leaders, depending how good of a leader they are will affect their followers. In Kelley’s idea of followership, it takes the focus away from the leaders and focuses on the followers’ self-perception. Effective followers are able to manage themselves well and are committed to the organization that goes further than themselves. Effective followers are able to do what they need to do and more. They are able to take each task and take it on and make it so much more than what it was.
This style of leadership will influence group dynamics positively. Organizational culture plays a major role in shaping the behaviors in an organization. It is a system of shared meaning within the internal environment of a business atmosphere. Griffin (1999) defined organizational culture as the set of values, beliefs, behaviors, customs, and attitudes that help members of organization to understand what it stands for, how it does things, and what it considers important. Furthermore Griffin also noted that organizational culture determines the feel of the organization.
Being a good manager is not a prerequisite for a good leader, but neither is it a drawback, and the same person can possess both leadership and management skills. That is because both are learned and not innate in a person 's character, so that managers can be developed by their businesses or corporations into leaders. In fact, the best managers are also good leaders. Nevertheless, good leaders have often been found to possess a higher than average drive and more than the normal share of positive qualities. These traits are also frequently found in good managers, although the competencies needed for leadership can be taught by means of a well designed leadership development program.
This is further supported by the transformational theory in which the leader should engages with their members and them able to create a better relationship that results in motivation in both followers and leaders. It is centered on shared values and aspirations in which a leader invests his/her time and emotions into his/her followers or members. As explains by Northouse (2013), transformational theory is “concerned with values, ethics, standards, and long term goals. This therefore involves assessing followers’ motives, satisfying their needs, and treating them as a full human being. To be a transformational leader, one must practice the four pillars of a successful leader: charismatic communication style, vision, successful implementation of a vision and individual consideration.