Leadership in organizational behavior Essay

Leadership is the process of influencing passel and providing an environment for them to achieve team or organisational objectives. As a property, Leadership is the set of characteristics attri onlyed to those who argon encompassd to use such bewitch flourishingly. Leadership involves uncomplete force nor coercion. It is widely believed in the world of business that loss drawing cards is the key ingredient in the expression for corporate achievement. Typically, when we speak of drawing cards we are referring to people who influence others with off threat, using non-coercive means.In fact, this characteristic distinguishes a attracter from a dictator. Whereas dictators get others to do what they want by using threats of physical force, draws do not. Subordinates accept influence from draws because they respect, like, or admire them as well as because they hold positions of conventional authority (that is, leaders may have both position power and personal power). We need to heed against the everyday practice of using tile terms leader and animal trainer interchangeably. The primary operate on of a leader is to create the essential purpose or mission of the organization and the strategy for attaining it.In contrast, the product line of the manager is to implement that vision. He or she is responsible for achieving that end, taking the steps necessary to turn the leaders vision into reality. The confusion amid these two terms is understandable insofar as the annotation between establishing a mission and implementing it is often blurred in practice. This is because many leaders, such as result corporate executives, are frequently called upon not only to create a vision, but besides to serve implement it.Similarly, managers often are required to lead those who are subordinate to them while also carrying out their leaders mission. With this in mind, it has been observed that too many so-called leaders get bogged obliterate in the managerial aspec ts of their job, creating organizations that are over managed and under lead. Leadership Perspectives Goal Attainment influence function of leading and deals the mechanisms that motivate members behaviors towards the multitudes goals. Adaptation helps the group to define its goal in a way that is consistent with the demands of the environment in which operates.Integration some mechanism must coordinate the activities of group members towards the common goal e. g Communication and conflict resolution Maintenance mechanism to maintain their morale and keep them interested in staying in the group THEORIES OF LEADERSHIP There are three major approaches to leadership a) trait theories, b) behavioral theories, c) short letteral theories. Trait theories luxuriouslylight that at that place exists a finite set of singular traits or characteristics that distinguish successful from unsuccessful leaders.Behavioral theories highlight that the most important aspect of leadership is not the traits of the leader, but what the leader does in various state of affairss. Successful leaders are distinguished gradation unsuccessful leaders by their particular style of leadership. Situational theories outlines that the effectiveness of the leader is not only set(p) by his or her style of behavior, but also by the event surrounding the leadership environment. Situational factors acknowledge the characteristics of the leader and the subordinates, the nature of the assess and the structure of the group.THE TRAIT APPROACH ARE SOME PEOPLE in truth BORN LEADERS? Common sense leads us to think that some people have more(prenominal) of the right stuff than others, and are just naturally better leaders. And, if you look at some of the neat leaders throughout history, such as Martin Luther King, Jr. , Alexander the Great, and Abraham Lincoln, to name just a few, it is consume that such individuals certainly have characteristics in common that differ from ordinary folks . The question is what is it that makes great leaders so great? Leaders have certain traits, e. g. Honesty and Integrity Trustworthy reliable absolved Intelligence Self Confidence Trust in own abilities Emotional maturity Stress adjustment Task relevant knowledge knowledge of business, relevant technical matters Ambition and high energy passion for achievement tenacity initiative Desire to lead leadership motivation desire to exercise influence over others to reach shared goals Research suggest that traits contribute less than 10% of what makes a successful leaderLeadership Grid (Robert R. Blake & Jane Mouton) Impoverished Mgmt (1,1) Exertion of minimum efforts to get the required work do is appropriate to sustain organization membership. Country Club Mgmt (1,9) Thoughtful attention to the ineluctably of people for fulfil relationships leads to a comfortable organizational atmosphere and work tempo. Middle Of The Road Mgmt (5,5) Adequate organizational process is possible through balancing the necessity to get out work with maintaining morale of the people at satisfying level.Authority Compliance (9,1) Efficiency in operational results from arranging conditions of work in such a way that human elements interfere to a minimum degree. Team Mgmt (9,9) Work accomplishment is from attached people inter dependence through a common stake. In organization purpose leads to relationships of confidence and respect. Managerial Grid The five basic approaches to management identified by smutty and Mouton are based on the two dimensions of concern of people and concern for production that are associated with leaders.A managerial grid is formed based on these two dimensions which are rated on 9 point scale. If manager is securing the broken inest score on these two dimensions I,I is identified as impoverished style of managers who are low on both their concern of people and production, 1,9 or country club style is designated to those managers who are hav ing high concern for people but low concern for production. The 5, 5 or the middle-of-the road style concerns the mark off levels of concern for both people and production.The 9,1 or line management style is one where there is a high concern for production but very little concern for people and finally, 9,9 or team management style is one where the manager has high concern for both people and production. According to Black and Mouton the one best style for all mangers is the 9,9 or team management style. Fiedlers manakin Effective groups depend on a proper match between a leaders style of interacting with subordinates and the degree to which the situation gives control and influence to the leader. LEADER SITUATION MATCH A task oriented leader is appropriate for a very favorable or very unfavorable situation. birth oriented behavior is predicted to work best when situation is moderately favorable or unfavorable. /* only immortalise Favorable Situation The situation is considered as highly favorable if it possess a high level of positive interpersonal relations between leaders and members, a well defined task structures and a leaders perceive that they are bestowed with tough perceived positional power. In such type of situation the leader will have a great deal of control over situations and will only when have to make sure that he gives the necessary instructions to get the task done.There is no need for him to waste time talking to each employee in order to be perceived as friendly. A task-oriented style will be effective in such situation. Unfavorable Situation The situation is considered as highly unfavorable if it possesses a low level of interpersonal relationship between leaders and members, a poorly defined task and a relatively a weak perceived power. The leader of a task-force committee which is appointed to solve problems encountered in the work setting is likely to find him in such a situation. In such type of situation, the leader is in highl y vulnerable situations and there is noother way to enforce a strict discipline and order to bring the situation in normalcy than following relationship oriented style. Moderately Favorable Situation Here the leader might find herself in a mixed situation. For instance, a manager might have level-headed relationship with her proles, but the task structure and position power of the leader may be low. For example, a bank officer may have a good relationship staff member, but the task structure or the power to control the staff members (either to reward or punish members) is not strong enough.In such situations, the manager will be very successful and get the desirable results if he follows more of relationships oriented style than task oriented task style. */ driveway GOAL THEORY PATH GOAL THEORY believes that a leader can change subordinates expectancies by clarifying the path between the subordinates action and the outcome, which is the goal which the employee wants to achieve. W hether leaders behavior can do so effectively also depends on situational factors. Path-Goal Leadership Model Path-Goal Leadership BehaviourDirective Leadership Behavior This deals with planning, organizing, controlling and coordinate of subordinates activities by the leader. It is similar to the traditional dimension of initiating structure in that the leaders emphasis is on letting the subordinates know what is expected of them. Supportive Leadership Behavior This concerns giving support consideration to the needs of the subordinates, displaying concern for their well-being and welfare and creating a friendly and pleasant environment.Participativea pattern in which the leader consults with subordinates, permitting them to participate in decision making. Achievement-orientedan approach in which the leader sets challenging goals and seeks improvements in performance. The benefits to the company of the achievement-oriented leader approach include greater employee confidence and comm itment, more employee decision making, increased employee creativity, more challenging objectives, and trim back supervision for employees who work best independently. SITUATIONAL FACTORS Employee ContingenciesLocus of control A Participative leader is suitable for subordinates with internal locale of control. A directive leader is suitable for supportives for external locus of control. Self perceived ability Subordinates who perceive themselves as having high ability do not like directive leadership. Environmental Contingencies When working on a task that has a high structure, directive leadership is redundant and less effective. When a highly formal authority system is in place, directive leadership can again reduce workers satisfaction.When subordinates are in a team environment that offers great social support, the supportive leadership style becomes less necessary TRANSFORMATIONAL LEADERSHIP Definition Its the process of leading for change earlier than for stability. Transfo rmational leaders Leading changing the organisation to fit the environment Develop, communicate, enact a vision. It is exercised when the leader intellectually throw offs the subordinates, excites, presss and inspires them to perform far beyond what they would have thought themselves capable of.By providing a new vision, the transformational leader transforms the henchmans into people who self-actualize. Charismatic leadership is central to transformational leaderships. These kinds of leaders guide or motivate their followers in the direction of established goals by clarifying role and task requirements. Transformational leaders arouse strong emotions. They also help transform their followers by teaching them, often serving as mentors. In so doing, transformational leaders seek to encourage followers to do their own thing. In contrast, magnetized leaders may keep their followers weak and highly dependent on them.A magnetised leader may be the whole show, whereas a transformati onal leader does a good job of stimulate change in the whole organization. Many celebrities, be they musicians, actors, or athletes, tend to be highly charismatic, but they do not necessarily have any transformational effects on their followers. As such, although some people may idolize certain rock stars, and dress like them, these celebrities charisma will unlikely stimulate their fans into making sacrifices that revitalize the world. When you think of it this way, its easy to see how charisma is just a part of transformational leadership.