LITERATURE REVIEW

Literature Review



Impact of interpersonal leadership on organizational culture, ethics, and discrimination in the workplace

Introduction

During the discovery process these three elements will be compared and contrasted and commented upon as to how each of the three elements determine individual behavior as well as how the elements of communication can impact individual behavior in managing organizational behavior. (Fernandez 1981)The final assessment will consider how each of the three considerations, when successfully implemented; can result in a group becoming a high performance team. Please keep in mind that this is a team paper and information has been gathered from each team member's perspective of his or her respective organization; therefore, the application of the chosen elements may vary from one organization to another. However, the essence of the elements that determine individual behavior and communication may be considered universal for varying types of work environments.

Leadership in organizational culture

Responsibility Leadership can be defined as a unique interpersonal influence toward inspiring, motivating, guiding or directing a team or group of individuals toward achieving prescribed goals initiate by leaders (Schermerhorn et al., 2006). Though leadership styles may vary from one leader to the next, and notable differences do exist in leadership responsibility between leaders and managers, effective communication is an invariable requisite for insuring effective leadership within organizations. Hence, communication is an essential element to leadership responsibility in determining individual behavior.

Determining individual behavior from a leadership standpoint is in direct correlation to understanding the specific needs of a specified proposal, project, team goal and so forth. Therefore, leaders need to be adaptable to different leadership theory behaviors in order to determine which leadership behavior is most appropriate for any given situation to be able to attain the most effective and desirable outcome. According to Schermerhorn, Hunt, and Osborn, (2006) some leadership theory behaviors include but are not limited to: 1.Charismatic leadership behavior: Display a strong “need for power and have high feelings of self-efficacy and conviction in the moral rightness of their beliefs (Schermerhorn et al, 2006).

Practice a pattern of leader-follower relationship from a personal role modeling perspective to provoke subordinate compliance toward building confidence, self-image, and high expectations toward “articulating goals (focusing on simple and dramatic goals) (Schermerhorn et al, 2006).Practice socialized power toward the empowerment of subordinate group members.

2.Transformational leadership behavior: Practice a pattern of leader-follower relationship from a mentoring perspective to encourage idea sharing and stimulate creative thinking toward problem solving. Passionate and energetic toward the mission and vision of all projects and team goals.( Wood 1993) Openly displays professional integrity to gain the trust of individuals as well as team members.

3. Transactional leadership behavior:Practice a pattern of leader-follower relationship from a rewards based perspective whereby subordinates are given specified rewards or promises in return for meeting or exceeding specified performance expectations.

•Display a dominant role as leader over subordinate relationship through delegating authority.

•Lead by personal example of high moral and ethical standard.

•Communicate through emotional appeal by sharing and understanding ideas and concerns of team members

•Responsive to subordinate needs as long as it ...