Effective Leadership Essay Example

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Conflict in the workplace occurs because of different reasons and is inevitable. The difficult part is when to step in as a leader or mediator to help in managing the situation. There are a number of approaches which can be applied to manage conflict in the work place.

  1. Let people talk- It is good to let people let out their frustrations and anger when they are deeply upset as a way of managing conflicts. When this happens the level of anger reduces giving roof for mediation and solving the problem in relaxed manner.

  2. Realistically looking at the bigger picture- Making the warring people have a clear picture of the situation and the implications that may be attached to the conflict may help in mediating the situation faster.

  3. Identifying the reasons as to why the parties are not agreeing on the solution may be the key to solving the problem. As a mediator identifying this reason makes it easy to resolve the conflict.

The art of communication is considered an important aspect in leadership and managers together with other staff members should fully adopt an effective communication approach to so as to improve productivity of the employees. Communication should be open, transparent and in a manner that will allow the staff to work together hence improving trust by maintaining communication channels open. Communication in any organization should be clear, accurate and timely so as to inform decisions among staff. Also communication should be free and staff should put into consideration effective sharing of information so as to enable them have the right information at the right time.

Employees need to feel valued, respected and important. Employees need to be informed of their value to the organization and their contribution to the success of the organization. Also employees require clear information about opportunities available to them in the organization for their growth and development so as to improve their morale. Having accurate information is important in helping the employees to perform efficiently. The information is useful when its sufficient, accurate, valid, reliable and understood.

As a manager treating staff with respect, integrity and empathy is important in ensuring their productivity is increased. Treating staff with Respect helps to boost the relationship amongst employees and maintaining contacts which at the end of the day will assist in growing the organization.

Managers have a responsibility to follow the code of conduct and encourage their staff to follow it to the letter. Code of conduct provides guidelines and procedures to be followed in running the organization smoothly. Also managers have the responsibility to monitor behavior of their staff and address issues relating to misconduct with immediate effect and where the issues are beyond his/her authority escalation to relevant authorities is required.

There are a number of acts which protect workers and management against discrimination. These Acts include; Work Health and Safety 2011, Industrial Relations Act 1996, Workplace Relation Act 1996, Work Relations Amendment Act 2005, NSW Anti-Discrimination Act 1997 and Fair work Act 2009. All these act protect employees from discrimination and ensure that they are treated fairly and they are not discriminated on the basis of their race, religion, age, gender and marital status.

It is important for external stakeholders to have a sense of trust in the leadership of the organization in terms of future strategic plans for growth. This trust can be built through effective communication of the strategy by management to the external stakeholders. This way the stakeholders will feel the organization is moving in the right direction particularly when they have vested interests. Also it is important to maintain trust between internal and external stakeholders to ensure the feedback provided is accurate and honest.

Employees usually portray signs of being unhappy when they feel that they are not treated with respect and lack of motivation

  1. Low productivity- The quality and quantity of work from employees can indicate whether they are happy or not. When productivity reduces, this is an indication of employees who are unhappy. Employees may decide to stay at work but their general performance is low.

  2. Complaints by other employees- When employees complain about each other, then it might be an indication that they feel they are not being treated with respect or the work environment doesn’t motivate them, so it is not advisable to jump in to conclusion but try to talk with other employees to identify the root cause of the problem.

  3. Becoming impatient- If employees are becoming more agitated and impatient, then it is an indicator that something is wrong and they are unhappy.

  4. Frequent sick offs- This is a clear indicator that something is up and it can signal a deep psychological problem.

Myers-Briggs theory is an adaptation of psychological theory developed by Carl Gustav Jung which consists of 16 personality types. The theory derives its meaning from four preferences

People and things (Extraversion or E), or Information or Ideas (Introversion or I)

Reality and facts (Sensing or S), or Potential (Intuition or N)

Logic and truth (thinking or T), or Values and Relationship (Feeling or F)

Structured life style (Judgement or J), or Flow (Perception of P)

In this theory, preference on each pair is on one style than the other. For instance, preferring I, S, T and P gives ISTP type of personality. There are 16 types of personality types depending on the combinations of preferences from the eight styles. Extraversion and Introversion is concerned with the direction of energy, Sensing and Intuition is concerned with information processing, Thinking and Feeling is concerned with decision making and Judgement and Perception is concerned with the life style which a person is adopted.

Works Cited

Myatt, M. 5 Keys of Dealing with Workplace Conflict Feb 2012. Retrieved from


Herbers, A. Six Ways to Identify Unhappy Employees Aug, 2011. Retrieved from