Leadership Essay Example

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The organizational culture can be depicted as a system of shared beliefs, assumptions, and values in a particular organization aiming at controlling the affairs and its activities. The culture is very influential for it dictates the dress code, job performance, conflict management, communication protocols, and overall staff behavior and actions. Therefore, the organization culture eminently controls a myriad of actions and decisions unconsciously. The culture debate was heightened in the mid-20th century where its definition was stipulated. An organization culture mainly has three basic human traits: what the staff makes, what they think, and what they do. Through these activates, the culture acquires its properties: culture is shared, transmitted, integrative, symbolic, and adaptive. Organization culture is characterized majorly by eight traits: innovation, attention to details, emphasis on the final product, concern on staffing, aggressiveness, stability, and teamwork. The organization culture embraces teamwork since the activities are entrusted to a group of workers, rather than imposing the duties to an individual. This impacts the leadership as it offers an atmosphere where the co-workers have a chance to develop a positive relationship.

The top management is tasked to formulate an organization culture to enhance a strategic leadership quorum. The organization’s longevity relies on the top management’s initiated culture and the designated values. The beliefs that are shared become common and the staff becomes more similar hence increasing the integration and coordination and teamwork in the organization. For instance, a certain code of language may emerge and bring the members more closely for they share same beliefs and values in their cooperation. Therefore, the organization culture makes the leadership effective and easier. The dynamic norms tend to bond the staff with its top leadership increases the chances of success and commitment to the set goals. The major task of the top management is to ensure that they create the organization characteristics meant to reward the collective efforts, and the major element for this is through organizational culture. Through organizational culture, the leadership has been able to ensure that its members develop the sense of belonging and identity. The management has been able to separate its organization from the others making them more competitive while acting as the glue that keeps the members social and well integrated. In conclusion, the organization culture is a vice that majorly sets the rules of the game in any company.

The managers are highly expected to withhold ethics during their tenure in the organizations they monitor all through. As manager tasked to make vital decisions diary to ensure the smooth running of events in the organization, as well as its survival in the coming future. The manager is responsible for the members who work in the company, the shareholders, society, and the stakeholders at large. Therefore, the manager is supposed to be more ethical and respectful to the ethos, as well as the legal obligations that come with the manager’s position. The managers are responsible for creating a unique and friendly organization culture to make the operations coherent and competitive. The ethics are moral principles instilled in a person that are expected to guide groups or a personal behavior and decision-making process. The business ethics is what guides the managers to make rational decisions for it integrates the core elements of the ethical philosophy.

Therefore, in today’s world, the manager is supposed to know what is wrong and what is best for the company in line with the business morals. The manager is legalized to make decisions for the stakeholders without imposing potential unhealthy situation for them. The business can alter its stakeholders if the manager compromises their ethics. On the other hand, the business might suffer a blow if the stakeholders are unsatisfied. The organization has much trust in their manager that they will ensure that their subordinate and they behave ethically. Therefore, it is vital that the manager gets to understand the codes of conduct, officially set rules, keep legal records and documentations, and adhere to the code of ethics. The manager is best fit to solve a conflict in the organization if they are equipped well with the traits above and legal requirements. The manager is also expected to counter and iron out the incidences that are unethical, including suspending the offenders. However, nowadays there are numerous cases of ethical dilemma where the manager fails to demystify what is ethical and what is ethical in several situations. Most of the challenges are presented from the competitors, suppliers, customers, supervisors, subordinates, and regulators.

The society is the largest stakeholder of the organization for it offers the market for the goods and services that the company supplies. Therefore, the management has the responsibility to keep the stakeholders posted and taken care of at all time. The society has influenced the leadership through its needs and demands. The organizations are currently undergoing a transformation, which comes with environmental challenges. Therefore, the leadership has to slot in measures that are aimed to ensure that the people around are protected from the pollution. A company that cannot regulate its waste is forced to lose its customers, and public will who go against it due to the problems it is introducing in the locality. The leadership has been obligated to ensure that the company has a safer disposal formula meant to ensure that the harmony that reigns between it and the society is not compromised. Also, the management is supposed to follow all the code of ethics to ensure that they compete successfully without undersupplying the goods and services. A good leadership has been taken to be one that has been able to fight the increased number of counterfeit products, by producing unique products.

The leadership has also been faced with the ethics challenges where the manager has decided to manipulate the human resource to offer jobs to close friends and family members. The society has expressed fears that the organization does not employ people from its locality to work in the company. This has been highlighted severally, and managers tend to be in the spotlight. Additionally, due to the competitive climate, the society has forced the leadership to change the old tactics and made key decisions to make their goods and services better to counter the completion. The key decisions need time and consideration of the presented risks and the long-term impact on the organization’s performance. Therefore, the leadership has been compelled to learn the formal manner of making sound decisions that are less risky and tend to offer the most successful route for the company. The ability of the organization to comprehend the most creative process fostered by the employees succeeds and remains competitive in the industry. This is also geared through creativity, which is a combination of the intelligence and overall decision-making technique.

The leadership is quite different from management, but people tend to misquote their differences. Most of the people have a dogma that leadership is for the chosen few, mysterious, exceptional, and reserved for charismatic people alone. Clearly, the management is a different entity from leadership, but they are complements actions of each other. However, each is characterized by its traits and functionalities. Intertwine of both makes an organization to be successful and remains top in the competitive market niche. The two roles are unique, and it is not necessarily that one person has both such that they can lead and manage at the same time. Precisely this implies that someone can be a good manager but a poor leader, or somebody maybe a good leader but a bad manager. There are cases of people being in positions as high as executives due to their management ability but are not successful in greater capacities like management among others. To be a manager, you have to be well versed, highly skilled, and effective in managing organizations with less supervision.

As explained above, if a personnel can have the both capabilities, they are a great asset to the organization. The management and leadership are as important as each other to the success of the company, and the organization members are requested to ensure they gain expertise on both skills for the benefit of the company. A smart organization has the luck of having well-equipped personnel that has this pair of skills. The managers are capable of planning informed and sound plans that ensure that the leaders are capable of executing it with competence with the availed resources. The managers can be said to be well skilled in executing the major managerial practices. When we focus on leadership, the personnel can develop a very compelling and attainable vision for the organization that is shared among the members to steer their culture towards the attainment of the set visions and objectives. The leaders are there to ensure that the teamwork focuses on their abilities and strengths to attain the set vision. Conclusively, it can be stated that the leaders scan, inspire, focus, and mobilize. While managers plan, evaluate, organize, monitor, and implement.

Leadership is a great figure that the people have to follow, and it is not just a matter of being appointed as a manager. For managers, they have to be very effective and have the zeal to influence the followers without much fuss but instead motivating them to work hard towards the set vision. Leaders should possess traits that make other have a want to follow them and do as they are shown. Therefore, we can have a simple definition of leadership as the ability to influence the members or biasing their behavior towards acquiring a set goal and objective. The competitive leaders are ready to listen and learn more, and they have open minds that are not quick to anger. Several authors have device a model that helps classify the leadership traits present. There are four types of leaders that are distinguished by four accepted leadership styles: Directing leaders, Delegating leaders, Coaching leaders, and Supporting leaders. The Directing leaders are the types that instruct the subordinates on how, where, what, and when the particular task is to be done. The police the members around trying to find faults in their actions for them to reprimand them. Their approach is, however, highly-directive, low-supportive, and maintains a standard performance in nature.

The Coaching leaders are the ones that welcome other members’ inputs and are good in consulting the workers. These leaders are very supportive, but still highly directive. The supporting leaders use the style of being a friend to the co-workers; they are very concerned about the safety of the members and treat them in equal measures. They are quite supportive and operate in considerably lower directives compared to directing and coaching leaders. The delegating leaders are benchmarked to be the most prosperous and have higher performance record. These type of leaders sets challenging, but attainable goals with emphasis and focus on excellence. These kind of leaders are good in using their subordinates by showing them that they have confidence in their capabilities. They are low-directive and operate well in a low supportive environment, a fact that allows the members to express their skills fully without fear of reprimanding. Finally, the leadership style displayed by somebody is dependent on the person’s competence, attitude, and the ability to have their will done without coercion. However, some situations call for a unique style of leadership if maximum productivity is highly expected.

To be a good leader calls for the application of all reliable styles and skills to ensure the vision attainment. The styles can be categorized valiantly by use of varied methods, tools, and techniques intending to attain the similar results by providing direction, motivation, and plans implementation. However, the leadership style used has a varied degree of success depending on the present situation and the purported effectiveness, which on the other hand relies on the personal skills, attitude, and personality of the individual in consideration. For this case, we will focus on the major four types of leadership styles that that need to be adopted depending on the current situations. Directive or authoritarian styles are one of the most aggressive modes of leadership. Here the leader has the full authority over all the decisions that are supposed to be made in an organization. How the task is to be done is dictated by the leaders and their followers are expected not to question but execute the orders. This type of leadership is very effective for the situations where time is limited. Such an instance can be likened to a medical emergency where someone impartial has to take control of the situation to ensure accurateness and little confusion among the employees. However, this style works well where the leader is well trusted, and the employees are well motivated to ensure fruition.

The free reign or delegating leadership style is one which the followers are allowed to conduct at free will in making the decisions without necessarily relying on the leader’s approval. The members operate freely at their thinking and self-decision making. The members are immune to continuous and nagging supervision, and they are not expected to keep reporting the progress to the manager. This style only works successfully for the highly experienced employees, but it is very risky if the members still need directions in their operations in an organization. The leader delegates tasks in situations where they can trust the employees. The democratic style is also the coaching and closely related to supportive leadership style. This style comes with consideration of every employee’s input to ensure heightened member’s satisfaction in service delivery. This style applies in a workplace situation where the leader has the partial information required, and the employees have the remaining part. However, this style makes the decision-making process to be snarled up.

Mutual understanding in an organization by the individual employees is a crucial step towards the success of the company in general. The organization culture is the major factor that influences the matching of the workers to the company. Therefore, the manager has the task to introduce a homely culture that nurtures professionalism to enhance the progress of the company. The extent to which the values of an individual match that of the company poses them as good employees or not. The organization operates in a culture that is defined by the collective rules enforced by the management. The rules are developed by the shared beliefs, behaviors, and values. The culture is the greatest determiner, and therefore, the employees should be fully aware of the organization’s culture, which defines the required behavior. Some culture values status quo, while others are after creativity. Others are goal oriented, task driven, and socially motivated.

The organization culture is also the ingredient for determining the rewards to be accrued by the members as a form of appraisal. The professionalism can also be boosted by considering the dominant sources of motivation, for instance, the achievement, status, personal growth, opportunity, and pay. All this and the management accessibility if regulated by the organizational culture. The managers can make a great difference if only they employ individuals who are ready, or have the similar values and vision of the company in question. This is achievable where the human resource is allowed to prospect the potential employees before absorption. When the newcomer is integrated and indoctrinated with the company’s core values, they will be able to solidify their personality with that of the culture.

Workforce performance is the fruits of a good organizational skill that has a competent leadership. An experienced leader has the ability and wits to maneuver the present challenges in a bid to steer towards the set course, which leads to the success of the service delivery improvements. The leaders are expected to be well versed in the formal and informal organization aspects, and the dynamic management as well as strategic development. This way the management will be in a position to deduct the most from the workforce implemented by the management. The standard organization has formal hierarchy arrangement of responsibilities, communication, meeting, pay issues, and employment. The informal incidences may include power distribution, rewards, conflict management, behaviors, and relationships. The development of the learning cultures in the organizations is posed as a practical measure that helps with a regular skills nourishment, and knowledge of several other company’s objectives.

When hiring, the management should take caution not to hire those that have conflicting values to that of the company since this will weaken the bonds of performance among other integrated members. Developing a culture where the employees are kept aligned with the goals and values is vital, and it encourages the motivation and appraisals that tend to increase the focus of the members towards the organization’s goals. The employees should be given a chance to enjoy the value of their work by communicating with them prior with the expectations and the targets set by the managers. Finally, a strategic leader avails the growth purpose, vision, success for success, and direction. Strategic achievement is a product of formulation and extensive implementation.

Leadership requires an outgoing and open person who is able and willing to mingle with the employees and support them towards ensuring the development of organizational direction and understanding. As a leader, one is supposed to focus towards the collective energy from a group, active interaction process, and re-organization. It is through the management the organization can attain purpose clarity, means, and direction. The manager’s responsibilities are at higher levels at the upper side of the organization hierarchy and reduced down the same. The functions of the upper levels if ill-defined, indirect, and complex. The lower side of the hierarchy is no complex and deals with precise procedures that are self-explanatory. Therefore, the leaders are supposed to influence the business activities running through their actions.

The direct leadership differentiates from the organizational leadership in the form of their degrees. The leaders find themselves influencing the members more by making policies and the overall system integration as opposed to face to face encounters. The organizational leaders should focus more on accomplishing the objectives, and formulate the plans towards the company’s vision. The leader should visit the workplace and get used to the employee rather than managing everything from the office. This will ensure development and vision realization by the company. The leaders should also secure chances to go and visit other companies and do field work by analyzing the reports from the staffs to ensure that the perceptions of the organization and mission remain upheld.

A leadership style is a vital tool towards ensuring the development of the organizations despite the emergence of dynamic needs and focused company commitment. Therefore, the managers must be knowing all the effective leadership styles to be able to cope up with the changes effected. Several styles are best to assimilate changes without much fuss. The charismatic leadership is mainly inborn. This is a leader who inspires without much energy. It is natural and his ability is in leading inspires the employees hence easier adoption to any presented changes in the organization. A participative leader allows for the teamwork thrive in the organization. It is easier to adopt the changes as a team than when the employees act independently. A team is easier to manage than when the workers are liberal minded. The contingency leadership comes into plat where the risk is at hand. It is a risk management kind of leadership where the leader has to be present and help the employees to adopt the changes as they come to avoid possible confusion and loss.

The strategic leadership is when the position and skills that are put into practice to meet the laid strategies meant to make the organization more successful and relevant. The leadership needs some influencing forces to be able to adopt the changes that come into play during the organization development. Therefore, a competent leader is capable of using the four major leadership style contemplating from which forces is in effect between the employees and leaders. For the directive and authoritarian leadership style is used for the new employees who seem to have high interests in learning the ropes of the organizations. The participative style works well with the leaders that embrace teamwork and the employees already know what is required. Therefore, varying the leadership styles in an organization helps to ensure that changes are harmoniously integrated into the organization.