According to Management and Organisation Behaviour’s text book (MGMT), leadership is a process to influencing and motivating employee to work more efficiency to achieve organisation goals (Williams, McWilliams & Lawrence 2017). Leadership is primarily about the behaviour of a leader and how a leader to handle the group that can let the follower truly depend on them with trust. As a leader, they need to show their confident, courage, vision, what can motivate and influence them to increase the level of performance to achieve the goals that set by the organisations. Leading also about planning, organizing, decision making and controlling. In the other hand, a single leadership skills may not be suit for every situation that used by a leader.
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.
Contingency leadership theories are explaining the leadership style that appropriate based on the leader and followers situation. Integrative leadership theories are influencing successfully leaders and followers relationship through combining of the trait, behavioral, and contingency theories The management to the leadership theory paradigm is transform autocratic leadership to new style of leadership. Q3. Some people say hard skills are more important than soft skills and some say the other way around, what are hard/soft sills and what is your
The transformational leadership approach has a focal point in making sure the follower achieves the prime interest of the vision of the leader. Whereas servant leadership, the principle element is that of the interest of the follower and their well-being. Servant leadership is not based on getting results, however, the main focus is serving others. Whereas transformational leadership is results driven and strive for organizational results. Harvey (as cited in Stone, Russell, & Patterson) contends that the servant leader’s primary objective is the workers and their growth, then the customer base and finally the organizational bottom line (p.
Leaders help companies for culture by being goal oriented, having a specific purpose, and are created because one or more individuals perceive that the concerted and coordinated action of a number of people can accomplish something that individual action cannot. Because of the importance of the power variable of leadership and cultural development, this sheet will see how leaders use or abuse power and the impact this use of power has on the culture of an
I believe that the rewards of this approach outway the challenges in the development of my organizations. I see the challenges for larger organizations have in implementing a servant leadership approach, as it may go against the organization 's vision. More importantly, I believe that the servant leadership strategy has a place in the leadership world. Especially for myself who 's goals are to become a successful entrepreneur who values his employees in achieving their goals. Sharing my experience and insight from years of learning on the job.
In business, we need leaders, but not just any leader — effective leaders. The people with the ability to envision the future and motivate others to work others to work for the vision, or the desired goal. The core of leadership is the ability to influence and facilitate individual and collaborative efforts to achieve the shared vision (Yukl, 2012). The performance of every organization is reliant upon these strengths because they directly affect the labor force and team endeavors. We should strive to become leaders in which ever career we find ourselves versus simply managing.
In critical situation and emergency situations, this leadership style works very effctively as well as also handel tasks that need to be execute in precise manner. In this model of leadership, they are concern to their followers task in line to identify faults and inconsistency. The authority and accountability, of transactional leaders become their power. The system of rewards and punishment is the motivation factor, this is what transactional leadership believes
However, leadership is ultimately more important because leaders set the standards for followers. 2. Leadership is more important than followership for many reasons. Leaders are the foundation for the trust of followers to produce high quality results. Without establishing trust, followers may take matters into their own hands.
This chapter presents the theorists that support the literature review by showcase how important effective leadership is for an organization and the impact on employee performance and morale. Effective leadership like any other function or component of human resource management is supported by theories that focus on specific triggers that influence it. The theoretical pundits that study these functions have realized that in order for organizations to be competitive in the midst of global revolution, it is necessary to constantly monitor and change the methods they utilize to lead and motivate their workforces. Additionally, today’s workforce is diversified and requires leaders that can manipulate these different personalities in order to achieve