Willing to work Essay
That’s the reason why I choose this concept with the hope to develop yeses to meet the challenges that I will confront in a leadership role. Ill. Identify Strategies used to review the Literature The strategies that I used for my research include internet, textbooks and articles. B. Literature Review 1. Definition There are many diverse definitions of leadership. For this research, leadership definition is defined as the process of influencing others to understand and agree about what needs to be done and how to do it or in other words, the process of facilitating individual and collective 3 efforts to accomplish shared objectives. . Leadership Styles . 1 Autocratic Characteristics The autocratic leaders: Choose to make most of decisions on their own Prefer to keep control and responsibility over the projects assigned Rarely consult with others and aren’t interested in developing their own skills or those of their employees pros Reduce stress for the leader because e or she knows that they are in complete control Decisions can be made quickly since there is no need to have a long consultation process before the decision is made 0 This is a helpful style for unmotivated employees and projects that
Need essay sample on "Willing to work"? We will write a custom essay sample specifically for you for only $ 13.90/page
When the decision are made in their entirely by the leader, team members don’t have the chance to develop their decision-making skills or other leadership skills Employees will stop feeling invested in the company or its services if they aren’t allowed to have any impact on them. This can lead to a reduced motivation and morale The team’s ability to function becomes entirely reliant upon the leader. If he or she is absent, the team’s productivity will suffer 4 0 Autocratic leadership isn’t a good option for the long-term. It can De-skill the workforce, making them disheartened and too reliant on the leader When to use it
Good times to use this style are: Short-term, complex, technical or urgent projects Low-skilled positions with monotonous tasks that can lead to low motivation Where there is high turnover in the employees so keeping knowledge in a leader is important 2. 2. Democratic It’s all about making decisions as a group. The team shares the responsibility for making the decisions, changes, and deadlines. The leader delegates a great deal of work and let others have a say in what portion of the work they take on Popular style because when is done well, it creates a harmonious, productive, evolving workforce
Since feedback is given and received continually, in the long-term, decommissioning is naturally improved Employees are less likely to cover-up mistakes and more likely to be honest about problems they see in the process 0 Democratic leadership results in dedicated, loyal employees who are willing to work hard to deliver results and to share the credit for getting those results 5 The fact that everyone is continually consulted in the decision-making process means that the decisions cannot be made quickly The leader may be forced to change to an autocratic style in some cases, which could cause some resentment 0 This style will not work if there’s a high-pressure in the decision-making When to use it This is useful when it’s important that every member of the team contributes their own creativity and knowledge to the process. When you’re ready to prioritize training and team development and take time needed to give everyone a chance to contribute, this style can produce great results.
It’s a good way to create a new team of people who have not worked together and need to get in gear quickly 2. 3. Bureaucratic The leaders exhibit the following characteristics They follow rules and procedures to the letter and without deviation If they are unsure of what to do they defer ‘up the chain’ of command They act as an enforcer rather than a leader This style helps promote consistent output and quality is of the utmost importance, it can also cut costs and improve productivity in some environments. Cons Because of the usual strict division of labor, there can also be the tendency for bureaucratic leaders to become territorial and to see other leaders as rivals rather 6 than colleagues. Overtime, bureaucratic leadership can De-humanism and discourage the work force. With no investment in training, you can also end up without a well-skilled work force When to use it For work involving high levels of health and safety concerns When outline tasks are performed over and over Safety or security 2. 4. Charismatic Charismatic leaders are those whose followers are attracted to his or her personality and charm They do so through commitment to a vision which they are charged with communicating to their team A highly charismatic leader can have people willing to walk over hot coals for him or her. Because of this they can achieve results and often get things done that other adhering styles may not. This style is excellent for encouraging creativity and forward-thinking decision making Charismatic leaders might become involved personally, too much, and lead by their emotions instead of by theories or research. Employees think their leader makes the best choices for the company, employees 7 will blindly follow their ideas when there are better options available. As a result, employees will most likely strive to get their tasks done and blame their capabilities when the outcomes are poor. When commitment to a vision is the most important aspect of a team’s functioning It an also be helpful to rejuvenate an organization where team members have forgotten stale or disheartened. 2. 5. Laissez Fairer This ‘leave it be’ style of leader can either be seen as allowing people to work independently, or that they may be unable to control their staff.
The team is given complete control over their work and deadlines The leader doesn’t get involved with people other than to provide resources and advise is required Most people don’t like having someone looking over their shoulder constantly, so a laissez-fairer management style promotes trust in the workers. It so allows the visionary worker the opportunity to do what they want to do, free from interference Employees become apathetic, disinterested and resentful of the organization and their leader 0 Results in the lowest employee productivity and satisfaction of all the leadership styles 8 This style of leadership only works with highly motivated, skilled team members, where autonomy increases motivation, productivity and Job satisfaction II. The trait approach to leadership 1.
Introduction The trait approach to leadership was one of the earliest theories of leadership. Although it is not a fully articulated theory with well-developed hypotheses, the trait approach formed the basis of most early leadership research. This approach focuses on the personal attributes (or traits) of leaders, such as physical and personality characteristics, competencies, and values. It views leadership solely from the perspective of the individual leader. Implicit in this approach is the assumption that traits produce patterns of behavior that are consistent across situations. That is, leader- ship traits are considered to be enduring characteristics that people are born tit and that remain relatively stable over time.
Leadership Traits Trait researchers often developed lists of characteristics that they believed were related to successful leadership. In creating such lists, some researchers mixed together very different attributes. These lists of traits typically included characteristics such as goldfinches, intelligence, ambition, perseverance, assertiveness, emotional stability, creativity, and motivation. Today, many popular books on leadership continue the tradition of providing lists of traits that are thought to be central to effective leadership. In 1989, John W. Gardner published a study of a large number of leaders and concluded that there are some attributes that appear to make a leader successful in any situation.