Discuss about the Effective Leadership Approaches in Organizations.
To understand leadership, a clear understanding of traits, motives, behaviors, and characteristics of leaders are necessary. Effective leadership involves the ability of managers to utilize their innate abilities to leverage the natural strengths and talents of a team so as to accomplish the set objective (Cameron, 2011). The most productive way to lead a team requires the leader to identify the available strengths and innovate strategies of addressing the personnel weaknesses while carrying out their duties. Good leaders must have cognitive skills, mutual relationship with subordinates, and personality traits and characteristics which portray charisma and confidence in their roles (Zaccaro, 2007). This essay critically analyses the relationship between characters, motives, and behaviors of leaders in ensuring the success of organizations.
The trait, motives, and effectiveness of leadership approaches makes a valuable contribution to understanding leadership effectiveness, but none in itself has been able to perfect leadership within an organization (Bono, Shen, & Snyder, 2010). Integration of the three perspectives leads to increased productivity. Various personality and behavioral traits in the interest of adopting real leadership necessitates integration with the reasons behind every great leader. Tenacity, drive and achievement, strong work ethic, and power motives facilitate effectiveness in task accomplishment for a leader
Organizational effectiveness substantially overlaps with leadership effectiveness. Integration of the trait and leadership motives guides managers in adjusting to different situational perspectives of leadership effectiveness within their firms. Excellent personal habits lead to behaviors which lead to leadership effectiveness. The situation facing a firm have a direct impact on the behavior of a leader towards implementing managerial changes that are in conformity with the set goals (Hoffman, Woehr, Robyn, & Lyons, 2011). For example, at least business leaders in numerous companies are required to be self-confident, emotionally stable, and warmth since this gives the executive faith that the manager will man the group participants in the most optimal manner and thereby reap maximum profits for the firm.
Examining how traits get expressed in the actual behaviors of leaders helps in understanding how a leader’s character can affect subordinate motivation and group performance. Characters remain useful in effective leadership since they can get measured and help in behavior prediction. Advances in quality research reveal the significance of general intelligence to specific skills and characters that directly relate to the motives required for effective leadership in a particular situation (Zaccaro, 2007). The behavioral leadership theory manifests that traits are crucial in driving a managers reason for success within an enterprise. For example, carrying out performance reviews program helps both the managers and subordinates in rating their performance and thus, coming up with the right strategies to improving their effectiveness.
The relationship between traits, motives, and effectiveness of leaders have a reward positive behavior that increases subordinate satisfaction and performance. Leaders who promptly understand the personal qualities possessed by different group members quickly assign work, give instructions and set priorities and standards in respect to one’s ability to carry out the tasks (Epitropaki & Martin, 2005). With efficient linkage of the subordinates traits and the leadership motives, an organization can achieve the set objectives in the most appropriate manner since every participant is mandated to carry out the task which he or she is most qualified. For example, integrity leaders in technology firms normally trust the IT staff’s attitude, behaviors, and approaches as they attempt to innovate new ideas to be used in the organization towards effective leadership.
Leadership motive patterns significantly correlate with leadership effectiveness within an organization. Understanding leadership motivation is supported by leadership motives of the need for power, achievement, and affiliation (Yan, 2011). Motivation as a trait leads to leadership effectiveness. The desire to exercise power within an organization enables a leader to inform the subordinates what is right and necessary in enforcing the most appropriate sanctions that may influence them. The need to achieve motive motivates a leader to thrive in an arduous task and attain a standard of excellence in the most excellent manner that affects the team members in performing optimally.
The trait theory underlying intent is understanding coworkers relationships, and identifying a character that explains a person’s overall attitude towards getting along with others in the workplace. The emotional stability of leaders enables them to get along with the subordinates effectively since they can adjust their emotions at different circumstances and control work pressure (Bono, Shen, & Snyder, 2010). All leadership motives need to get interrelated due to the varying directions that different organizations follow. For example, mostly the affiliation motive is driven by a desire to be well-liked among one’s equals, while power motivation aims at promoting one career. With the promotion of ones ability to manage a diverse group, effective leadership follows.
Assertive leaders empower the group members by sharing responsibility, ownership, and visibility. The warmth trait of a leader as matched up with McClelland’s conceptualization of need for power necessitates the selfless act of a leader in attempting to build the professional qualification of an employee (Zaccaro, 2007). The relationship between a worker and a superior dictates an organization’s effectiveness in accomplishing the set goals. For example, many companies advocate for the sharing of duties and responsibilities between different personnel so that each player may become diverse and able to carry out various tasks in varying departments.
Effective leaders should have stable behavioral patterns that are consistent to the internal business cultures. Good leaders should be self-confident, emotionally stable, enthusiastic, assertive, trustful, humble, and warmth when it comes to carrying out their assignments (Epitropaki & Martin, 2005). A single leader cannot hold all these personal traits. These features are related to the manager’s view of their task and their drive to accomplish them. For example, without emotional intelligence, it would be difficult for a leader to manage anybody within the enterprise.
Excellent leadership approaches get dictated by the value of objectives designed by a company when evaluating employees performance. Different leaders normally possess varrying characteristics, this necessitates the inclusion of a variety of approaches to measure their leadership effectiveness. Effective management is determined by the traits and motives of a leader since they complement each other integratively (Goleman & Boyatzis, 2013). For example, a manufacturing manager who is self confident needs to be driven by desire to achieve the overall goals set in a given company. Managerial traits can be integrated over the different levels of competence and interpersonal attributes. With a clear utilization of these traits, efffective leadership follows since the surbodinates are able to learn new skills from the manager as per how he or she is carrying out the leadership responsibilities.
With respect to leadership traits, organizations collectively focus on transformational leadership which intensively requires integration of motives with the existing personnel traits to facilitate effective leadership. A leaders behavior should get positioned in reference to their characters while carrying out their role (Shafritz, Ott, & Jang, 2015). For example, different firms require managers to be highly tolerant to frustration and be guided by professional ethics while executing their roles. The interellationship between professional ethical codes and a leaders ability to withstand pressure from the surbodinates results to effective leadership.
Further, most companies require leaders to act differently in a manner that distinguishes them from the surbodinates. The magnitude of distintion between a leader and an employee is dictated by the interrelationship strategies employed by the company in terms of the required leadership traits and the overall motives of the firm. A clear comprehension of the relative applicability of the relationship between attributes, motives, and effectiveness of leaders brings independence of management for a firm (Yan, 2011). For instance, there are biological and sociocultural reasons behind why men and women score differently on personality and intelligence. Therefore, task competence in terms of oppennes, emotional stability, and intelligence reflects a general factor of cognitive abilities related to individuals and leadership.
Interpersonal traits relates to how leaders approach to social interactions may lead to success in an organization. A good leader should have a warm heart that is achievement oriented and this is normally associated with an effective structure of plans that translates to positive leadership (Cameron, 2011). The ability of a manager to adjust under different situations results to effective leadeship. For example, public institutions expect leaders to have interpersonal attributes namely extraversion and agreeableness for this invokes a firm link in terms of emotional suitability as well as building attractive relationships between a leader and the followers. With high quality leader versus surbodinates realtionship, this results to improved scores and therefore easy leadership of the team.
Conclusion
Understanding leadership traits and motives remain significant for every manager in establishing effectiveness within the overall organization’s performance. Business leaders must accept that numerous personal traits assist them in leading subordinates. Personal traits and motives impact differently on the followers being led by the executive. Also, managers should acknowledge that leadership motive theory assists them in distinguishing between their motives and understanding the situation that would best suit them. Integration of personal traits and motives leads to effective leadership in an organization and therefore, all companies in the public dormain should implement policies which necessitate this approach.
References
Bono, J., Shen, W., & Snyder. (2010). Fostering integrative community leadership. The Leadership Quarterly, 324-335.
Cameron, K. (2011). Responsible leadership as virtuous leadership. Journal of Business Ethics, 25-35.
Epitropaki, O., & Martin, R. (2005). From ideal to real: a longitudinal study of the role of implicit leadership theories on leader-member exchanges and employee outcomes. Journal of Applied Psychology, 659.
Goleman, D., & Boyatzis, R. M. (2013). Primal Leadership: Unleashing the power of emotional intelligence. Harvard: Harvard Business Press.
Hoffman, B., Woehr, D., Robyn, M.-Y., & Lyons, B. (2011). Great man or great myth? A quantitative review of the relationship between individual differences and leader effectiveness. Journal of Occupational and Organizational Psychology, 347-381.
Paarberg, L., & Lavigna, B. (2010). Transformational leadership and public service motivation: Driving individual and organizational performance. Public Administration Review, 710-718.
Shafritz, J., Ott, S., & Jang, Y. (2015). Classics of Organization Theory. Califonia: Cengage Learning.
Yan, X. (2011). International leadership and norm evaluation. The Chinese Journal of International Politics, 233-264.
Zaccaro, S. J. (2007). Trait-based perspectives of leadership. American Psychologist, 6.
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