Leadership within Organizations

Leadership within Organizations

Introduction

Any Organization's success is dependent upon its workforce, and the workforce always requires a direction and a set of goals to follow. These goals which are usually visible in every Organization do not come predesigned. The employees and the overall system working in an efficient flow and direction are the reflection of an effective leader on the top. A leader plays the role of a mentor and organizer of the work system. He/she also plays a vital role in keeping the employees motivated, and their spirits boosted. The different styles of leadership provide an in depth view into how a leader helps and manages his/her team towards achieving the Organization's ultimate goals.

Answer 1

Path Goal Theory

Amongst a multitude of theories and models in business management literature, the Path-Goal theory offers management recommendations that take into account the variability of business context and work dynamics within an organization, Instead of prescribing a unitary path to acquiring management proficiency, the Path-goal model determines various distinct methods that are contingent on the prevailing circumstances. This theory suggests that a requisite for a manger in an organization is to help his or her employees, in setting and achieving personal and professional goals that undoubtedly benefit the organization as a whole.

The path goal theory refers to a situational leadership theory closely aligned with the expectancy theory. This theory of leadership highlights the major roles and functions of an effective leader which are related to motivating employees. The main idea behind motivating employees is to create a team spirit which pushes or rather pulls them to do their best for achieving personal, group and organizational goals (Wallace, 2007).

The theory has been designed to focus on the leader and unit relationships, and also to highlight how and what do the formal authorities within an organization do for keeping their teams and department satisfied and happy. For example, in order to keep the employees content and comfortable, the leader might adopt different roles including goal setter, supporter, clarification provider and above all a participant (House, 1971).

Leader's Behavior and Employee's Performance

The employee's individual performance is directly dependent on the behavior of the leader. Wallace (2007) highlights that a leader should adopt one of four different behaviors dependent upon the situation in order to keep the employees effective and efficient. The four behaviors and their impact on individual performance are:

Directive Leadership

The directive leadership style is best followed in situations where work is complex, and employees require clear directions regarding the work requirements. If the leader adopts this leadership style, the employees' discretion in matters is reduced. However, this works ideally in departments with non-managerial employees.

Supportive Leadership

Leaders have to be supportive and friendly and show concern for the well being of each of the subordinates. This ignites a sense of ownership in the employee's mind because of the personalized attention received (Howell & Costley, 2001). Leaders have to be supportive in departments which require tedious, boring and stressful work.

Participative Leadership

A participative leader consults his/her subordinates by seeking suggestions and ...