Leadership Assessment

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Running head: ORGANIZATIONAL LEADERSHIP

Assessment of Organizational Leadership
December 2, 2012

Organizational leaders are expected to create realistic visions for their companies and the employees that they guide; it is true that some of these leadership visions have conflicting characteristics. With that being said we know that there may not be one best leadership style that will push employees toward accomplishing organizational goals but one would like to think that there is an ideal leadership style. One where the leader demonstrates honesty and integrity, inspires their people with a shared vision for the future, sets clear and concise goals and additionally motivates their people towards these goals through clear delivery and effective communication. There are several different organizations in my past that had leaders that had a leadership style that starts with the idea that employees agree to obey their leader when they accept a job offer. This typically means that the organization would be paying its employees in return for their effort and compliance. Normally, the company heads/leaders would reprimand its employees if their work doesn't meet an appropriate standard that has been set. One of the supposed benefits of a leadership style of this nature is that it is supposed to clarify everyone's roles and responsibilities within the organization. Similarly, another benefit that this particular style of leadership has is that it judges employees on their performance, those who are ambitious or who are motivated by external rewards (most commonly compensation) often thrive under this leadership. The downside of this leadership in the organization that I am familiar with is that employees are not able to do much in order to improve their job satisfaction. Often times it can feel suffocating, and it leads to high staff turnover. The leadership that I’ve experienced in this particular organization is really a type of management, not a true leadership style, because the focus is on short-term tasks. It has serious limitations for knowledge-based or creative work. The organization that I would like to see myself working for in the near future would be one that has transformational leaders. These types of leaders typically are very inspiring because they expect the best from, not only themselves but everyone on their team as well. This leads to high productivity and engagement from everyone in their team. However, there are some downsides of this type of organizational structure because while the leader's enthusiasm is often times passed onto the team, he or she can need to be supported by others. It is more ideal for an organization to have some leaders (or managers) that ensure that routine work is done reliably, while the other leader(s) look after initiatives that add new value to the organization. I believe that this type of approach enhances team development because those on the team will “raise each other to higher levels of motivation and morality”. (Hacker & Roberts, 2004) Similarly, this approach helps to build relationships with others. Another important characteristic of an effective leader and organization is community building. Instead of promoting a culture of competition, organization strives for an environment of community building. With this approach, the leader and/or organization has a mindset that is inclusive to all of its employees including diverse and multicultural groups. With this approach they listen to everyone and seek to create an atmosphere of empowerment that makes other people feel strong. By building relationships with others and fostering community building, the transformational leader/organization helps others to develop their skills and improves productivity within the organization. By helping its employees to believe that they have the ability to make a difference in their organization this enhances overall morale. (Hacker & Roberts, 2004) Leadership or leader...
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