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Leadership Style and Strategy

According to the 2004 Managing Scientists: Leadership Strategies in Scientific Research book by Alice M. Sapienza, leading involves directing others in a course of action or being a role model to others. For maximum productivity, the leader’s traits must be replicated from the top to the bottom of any production system through the leader’s motivation of workers (Sapienza (2004). The characters of good leaders that are attributed to one’s personality as related to good leadership activate the performance of employees.

If a leader’s character is reflected among employees such that they can work by themselves and not be pushed or forced, the workers can produce more (Ramsey, 2005). Employee performance is increased but the character associated with the successful performance cannot be applied to all due to differences in specific behaviors that cannot be expressed via production. The behaviors depicted by leaders’ greatly influence the effectiveness or reliability of workers because leaders’ personal characters influence others and can thus influence workers’ efforts, thus promoting production.

The clarification and planning of jobs is intimately associated with high production when the concept of structure is absent. The actions taken by the hierarchy of powers in their attempts to satisfy leaders’ own needs may influence

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the productivity of the employees. If the management tries to motivate or accord incentives to the workers, employees from the lower to the top crop in management will in turn help to increase workplace performance. This is because all will be motivated to work hard so as to earn themselves great incentives, thus promoting the productivity.

The relation of the employees’ satisfaction with job productivity is evident in the total output associated with a specific group of production staff. People who are satisfied with work tend to work harder. The leaders must therefore consider the needs of the workers other than looking into other factors for this approach tends to improve the workers’ motivation, thus positively influencing employee productivity. The leadership structures of any organization influence the production. In a devolved leadership, there is understanding among the people running the organization.

This aspect is clearly evident because it will be easy for the people who are in the management to determine if there is any problem since the communication is simple among the workers and can be solved easily (Moiden, 2003). The workers mostly tend to regard the job as part of them, therefore improving the production. When the workers earn the confidence of their leaders, the resulting respect and trust makes them to supply information which can improve the production of a firm. This makes employees to report any problems that are associated with the production and running of the firm.

The correctness of the decisions and solutions made by the management makes the workers to have confidence in the management, an aspect which is related to the production realized from the workforce. Well-trained group of leaders tend to under stand their workers more easily than those who are not. This later scenario causes the workers to lose interest in leaders in their decisions, a situation which may bring conflict in the workplace, thus making the performance of workers to go down.

References Moiden, N. (2003). Leadership and the elder care home sector: Personal life vs. work life of health care workers. Victoria, Canada: Trafford Publishing. Ramsey, R. D. (2005). Lead, follow, or get out of the way: how to be a more effective leader in today’s schools. Thousand Oaks, California,; Corwin Press. Sapienza, A. M. (2004). Managing scientists: Leadership strategies in scientific research. Hoboken, NJ: Wiley-IEEE.

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