Conscientiousness is associated with being orderly, organized, productive and efficient. Conscientiousness people are goal-oriented and they plan well in striving toward their missions (Costa & McCrae as cited in Dollinger, 1995). Besides, high-conscientious individuals tend to trust more that they are doing well than they truly are (Colquitt & Simmering, 1998). People high in conscientiousness are talented, proficient, and thoughtful (Costa, McCrae & Dye, 1991). Therefore, a person who is highly competent and motivated towards excellence is more inclined to lead others and shows leadership qualities (Costa et al., 1991).
The data collected through observation and interview methodology is quite valid and reliable (Walsh & Wigens 2003). Both of these methodologies also assisted me in studying about the beliefs, attitudes and behaviour of NAB’s team leader in concern to his position and organization. Both the techniques are effective and inexpensive way of collecting information and finding facts. The subjectivity and biasness is not there with these methods. Section 3 –
Credible leaders are aware that respect is vital in establishing loyalty and respect in return by not insulting, embarrassing and manipulating anyone. Credible leaders try to remain transparent with their actions with no hidden motives. This habit fosters an honest environment where unethical behavior is strongly discouraged (Gleeson, 2016). Another way effective leaders gain credibility is by being educated. Credible leaders continue to learn to increase their knowledge and expertise.
Dominance is very straightforward in dealing with challenges and has little patience for details. Influencers are outgoing, persuasive and influence others through talking. They tend to be emotional, compliant people adhere to rules, regulations and structure. They appreciate quality and doing things right. Steady people like to be known and work at a steady pace; they do not like sudden changes or ambiguity.
According to this theory, no specific type of leadership is universally the ‘best’ for every situation. It highlights the importance of context of which the leadership is occurring. Leadership researchers White and Hodgson have put forward the belief that truly effective leadership is about striking the right balance between behaviours, needs and context. They believe that a good leader should assess the situation and adapt their leadership style and behaviour accordingly. The success of this style purely depends on variables, context, the quality of the followers, as well as the leader’s ability to adapt to the situation.
c. This is really a type of management, not a true leadership style because the focus is on short-term tasks. d. It has serious limitations for knowledge-based or creative work; however it can be effective in other situations. 10. Transformational Leadership a. People with this style are true leaders who inspire their teams constantly with a shared vision of the future.
Nevertheless, team spirit do improved after changes. I realize that as an effective leader, making sound and timely decisions, setting a good role model for followers as well as developing a sense of accomplishment in my teammates are necessary. How did leadership influence the world? One general conclusion from leadership is that effective leaders do not use a particular style. Instead, they adjust their styles to the situation.
Precisely how this is carried out can significantly affect the outcome. Furthermore, when leaders offer the right rewards that is reward that are valued, fair, and in line with what they can deliver like reward power is effective. In addition, being true to one’s word and using rewards in a non-manipulative fashion is also essential. The over use reward power by a leader may drive followers to view the relationship in purely transactional terms (JRP & Raven 1959). For example in Yahoo’s leader case study is, “One platform Yahoo utilizes to reward and recognize its employees is a program known as Yahoo Bravo.
LEADERSHIP STYLES A leadership style is a leader's style of providing direction, implementing plans, and motivating people. However, the most appropriate leadership style depends on the function of the leader, the followers and the situation. Following are the most common leadership styles: AUTOCRATIC LEADERSHIP STYLE Autocratic leadership style is a commanding type of leadership style in which leader is very task oriented. The leader does not delegate much responsibility to followers. He want all powers to be vested in his hands and want to have full authority on his followers.
Authentic leadership is an approach to leadership that emphasizes building the leader’s legitimacy through honest relationships with followers which value their input and are built on an ethical foundation. Generally, authentic leaders are positive people with truthful self-concepts who promote openness. By building trust and generating enthusiastic support from their subordinates, authentic leaders are able to improve individual and team performance. Leaders who treat their followers with fairness are seen as more effective. Leaders rated highly ethical tend to have followers who engage in more organizational citizenship behaviours.