The Role Of Leadership Effectiveness

Before defining an individual as a great leader, one must first understand the definition of leadership and the qualities that make a leader. According to businessdictionary.com, “leadership involves establishing a clear vision, sharing that vision with others so that they will follow willingly, providing the information, knowledge and methods to realize that vision, and coordinating and balancing the conflicting interests of all members and stakeholders.” The website goes on to say that “a leader is the one who steps up in times of crisis, and is able to think and act creatively in difficult situations. Unlike management, leadership cannot be taught, although it may be learned and enhanced through coaching or mentoring” (Leadership).

Great leaders generally have to lead more than one person. They have a group or team that needs to collaborate and cooperate in order to get the work done, and this means that the leader needs to be adept at

3. Participative Leadership: This style of Leadership behavior gives a better outcome when the subordinates believe that they control their own destiny i.e. internal locus of control.

Team success is a result of highly synchronized and efficient groups who strives to reach a common goal. It is rare and undependable for a team to naturally be successful without leadership. Leadership provides mission, vision, and values for a team. Leadership also helps establish positive norms within a team 's working environment. There are two leadership theories presented in this course which, among the various theories, can play an important role in effective tem management and composition as well as contribute to an effective team (Bien, 2016). These two theories include the Management/Leadership Grid and Transactional Theory. The Management/Leadership Grid and Transactional Theory both have the ability to positively impact teams and how they behave. This essay will review these two leadership theories, their relationship to the Myers-Briggs Type Indicator (MBTI) personality assessment, and how transactional leadership and sound team leadership are the best approaches to effective teams. It will also discuss team performance, identity, evaluation, reward, working relationship and conflict associated with these two theories. First we must get a better understanding of these two leadership theories.

Leadership can be defined as the ability to lead a group of people successfully in an organization. Hall, et al (2008) have mentioned that an effective leader has to be visionary, motivating and responsible in order to successfully run a business organization. In business the two key leadership styles, which are widely used in today’s corporate world are autocratic leadership and democratic leadership (Johnson, n.d.). Autocratic leadership may be explained as “a leadership style where the manager sets objectives, allocates tasks and insists on obedience” (Hall, et al 2008 p.g 401). Conversely, democratic leadership encourages “participation in decision making” (Hall, et al 2008 p.g 402). Whilst many people would consider autocratic

In this ever growing, rapid developing world as we can see today, there are many different successful leaders. As we know it, leaders are humans just like everyone else. How did they manage to stand out from the crowd? What did they do to achieve great success for an organization? As of all the successful leaders in the world, Steve Jobs is one of the successful leaders that managed to achieve great success for an organization. Therefore, Steve Jobs is the leader that I personally admire and would like to emulate.

Although finding a great leader is a difficult task, having a great leader will set you apart from competition and make the company successful. Anyone can possess qualities to become a good leader but not many people know how to be a great leader. A good leader has the ability to get people to believe in them, whereas a great leader

This article, wrote by Alex Koohang and Melanie Hatch from Middle Georgia State University, Macon, GA, is about investigating leadership effectiveness in IT-centered organizations paying a particular attention to gender and levels of management. For it, a study with one hundred ninety-seven people (94 men and 103 women) from IT organizations who were occupying positions from the top to the low level of management was conducted. The instrument used for the study was divided into three leadership constructs (leading organization, leading people, and leading self). To collect data, a seven-point scale instrument that measures leadership effectiveness was used and to analyze them, the MANOVA (Multivariate Analysis of Variance) procedure was used. The study sought to find out whether there is a significant interaction between the variables of gender and levels of management on the combined variables of leadership effectiveness; it treated the leadership effectiveness categories (leading organization, leading people, and leading self) as dependent variables then, treated gender and levels of management as independent variables. The sample (N = 197) included top-level (27%), middle-level (43%), and lower-level (30%) managers working in organizations in various regions of the USA, that is, New England (12%), Middle Atlantic (11%), East North Central (14%), West North Central (8%), South Atlantic (19%), East South Central (3%), West South Central (7%), Mountain (8%), and Pacific

Opening: In advance of next week's draft, the purpose of this outline is to project the plan of action for the final composition. The discussion here will lay out the primary thesis and subordinate arguments that will comprise the coming draft. At the center of this discussion is the concept of organizational leadership and the manner in which this shapes the success or failure of said organization.

Different business situations require specific leadership styles. These leadership styles include participative, autocratic, leadership grid based and entrepreneurial. The Participative leadership style is characterized by a leader who turns to the team for input, ideas, and observations instead of making all decisions on their own. The leader recognizes that the team has skills and ideas that could benefit the decision making process. Participative leadership requires the whole team to be involved. Benefits of this style of leadership includes having subordinates feeling empowered and important. Its also able to give different strategies and decisions from perspectives of other people which can benefit decision making in that the decision in not

Autocratic leadership style is more beneficial when there is less time for some important decision and no time for group discussions and participation of colleagues, subordinates and employees in decision making and decisions has to be taken efficiently. In some cases where the situations are so stressful and deadlines are needed to finish a specific task in a specific time and group of members has to be given individual tasks to be accomplished and feel no worry about taking any complex decisions about organization for example in military autocratic leadership style is preferred to avoid the complex situations by following the orders of the leader. (Cherry,

Leadership can be explained in various methods in which it is difficult to give only one explanation. Leadership actually is not merely an individual or a team that is staying in a top place but it is a method in a way that leader is coddled in several doings to accomplish every aim. Moreover it talks about to the performance or approach of each and every leader in order to gather and lead the persons in the direction of an objective. It can also be defined as an interactive method of leader and persons. Therefore the success of a business is determined by the work of an active leader and an active leader means an individual that has an active style of leadership.

Today, more than ever, organizations are global, extremely technology driven, diverse, and are continually changing which means leaders must adapt to keep up with them. For example, technology has advanced to the point where telecommuting is more commonplace. Additionally, organizations and employees are more diverse both domestically and worldwide. These changes are forcing leaders to become more adaptable in their leadership abilities.

Implementing effective leadership that is inspiring and motivating can be a difficult task. The task of leadership and its effectiveness can be challenged when an organization experiences change and is downsizing. On the one hand, leadership must contend with turnovers and implementing the downsizing process. On the other hand, it must also lead and manage the entire organization that remains intact while these changes occur. Navalino, Nimran, Astuti, & Hamid (2014) describe downsizing as, “Essentially a series of managerial actions taken by a company that aims to adjusts with changes in the environment, overcoming the difficulties of management, increase productivity and competitiveness (as cited in Tsai & Yen, 2008).

Engaging with a system in order to transform it requires two steps, how the system is being interpreted and the implementation of an intervention. By enacting these tools the status quo of the organization is being challenged because of the vision that is had for the organization through adaptive leadership. Acknowledging what is true and what else is possible are the starting questions to take on this transformation. In order to push an organization/situation further than just fixing a problem by looking at it through solution driven thinking, does not maintain an environment for needs to be met. By putting vulnerabilities, beliefs, values and needs on the table, people have something to lose and when this intersects with a want for