Leadership

Leadership

Personal and Social Power-How They Influence Leader Behavior

One of the main responsibilities of a team leader is to create an environment which allows, and supports team members to realize and develop their abilities and skills and to realize their potentials. This should be, at the same time, help to maximize the resources, and the organizational efficiency. This requires leadership, which uses Martin Chemers' definition, “it is the process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task” (Chemers, 1997). It is about the ability of one person (the leader) to set down a number of new, but interconnected, and coherently thought out, approaches, directions or visions, which a group can follow in order to achieve typical organization goals. This means that a leader should be a role model, that is to say he or she should be the first to lead in the directions which he/she expects his or her team to be heading (North house, 2009).

Leaders enable others to act (Dubrin, 2010). Nothing really big happens without active participation and support of others. Good leaders encourage teamwork rather than competition as a condition of success. The good cooperation between members of a team helps build a strong team composed of people with divergent and sometimes contradictory, but working for a common cause. She set out a vision can be vague and misunderstood in the minds of her employees to take leave body over time. It's like things you see when you outpace evil, but become clearer as you move toward them.

Major Creativity killers in the workplace

Some of the researchers posit that coworkers evaluate the distributive and procedural justice of managerial interventions regarding workplace romance. These actions include taking no action, positive action, or punitive action depending on whether the romance poses a conflict of interest or causes work disruption. Coworkers should perceive distributive justice when there is congruence between the severity of their preferred action and the managerial action. They should perceive procedural justice when there is congruence between their beliefs about a fair decision-making process and the managerial decision-making process. In support of Foley and Powell's distributive justice perspective, some of the authors examined observer's perceptions of fairness of workplace romance management interventions ranging in severity from lenient to punitive. There are several people that use procedural and interpersonal justice perspectives to assess individual's perceptions of fairness of stipulations in different types of romance policies and relationship agreements (none, lenient, or restrictive). If implemented, romance policies and relationship agreements are enforced upon all employees.

Dark side Personality traits

Many managers do not pay attention to the inner world of the organization. In fact, they occupy themselves (using the "manic defense mechanisms"), simply in order to leave no time for reflection. They run faster and faster, poorly understood why and where they run. They are like rats on a treadmill.

The leadership process-Leader Follower and Situation-as described in the interactional framework

An effective leader does not just dream, but the development and ...