Discuss about the Business Analysis of Leadership for Managerial Applications.
Team work is one of the most important aspects in order to create an effective leadership quality as a successful leader is one who deals with all the issues by uniting his team. There are several subordinators who work under a leader and he has to keep them united in order to accomplish common organizational goals. A leader has to ensure that disputes and the feeling of hatred do not arise among the team members so that the objectives can be attained without any kind of difficulty (Manz, 2004). It is believed that a team can accomplish much more than an individual as more complex issues need integrated thinking and this can only be achieved by good team work. Hence, a leader has to imbibe the quality to motivate teamwork with the main aim to ensure division of labor to reduce the burden of individuals. Also, community and workplace structures need team thinking and team efforts so that work pressure can be divided among various individuals and employees can work without any kind of stress (Qu, Janssen and Shi, 2015).
A leader should be honest, hard working, dedicated and moreover, he should be capable enough to understand the importance of team work so that he can achieve organizational goals with an ease. Managing team work is really complex and challenging but it is really very important to achieve success and this is the main reason that a leader is always forced to lay emphasis on managing the team spirit in a better manner. It is believed that the team work is the basis of all the important tasks as it helps to bring success by working together. Also, team brings enthusiasm and energy and motivates the employees to become more productive (Shamir and Fox, 2011).
Apart from this, communication is the backbone to create an effective leadership quality as good communicators are always treated as good leaders. It is important to develop communication skills among the whole team to attain the significant benchmarks of business by effective leadership. In order to build an effective leadership quality, a leader should clarify the goals of communication and to plan all the important aspects before communicating it to various team members. Keeping an open mind is an important part of communication process by identifying the key points in the message. Poorly stated aim of the communication is a major drawback in the process of communication and therefore, a leadership should try to define the major aims of communication before passing the message to several individuals (Shamir and Fox, 2011).
It is not at all possible to become a great leader without being a successful communicator. Also, a leader should have the quality to shut up and listen to others so that he may understand the perspective of his team members and guide them to attain success. Besides this, a leader should replace ego with empathy as it is also a part of effective communication as this clearly shows the importance of communication in creating the effective leadership quality (Bass and Bass, 2009). On the other hand, listening is also an essential part of communication and hence, a leader should have the quality of active listening as well as a leader should focus on verbal and non verbal aspects of communication. When a leader listens to his team members then, his team members feel free to share their issues with their leader without any kind of terror. For instance, if a leader lacks the quality of communication then, his team members would always have the feeling of ambiguity and they will not be able to work properly due to confusion. Therefore, it has been proved from the above evidences that communication and team work plays an important role in order to create an effective leadership quality.
Training can be defined as a necessary process by which individuals are taught the skills that are required to do a particular job while leadership is the action of leading a group of individuals or an enterprise with the main aim to organize them to attain organizational goals. In this regard, it can be said that there is a close relationship between leadership and training as the perfect leadership requires proper training and a leader becomes ineffective without proper training. Training is an essential part to become a successful person as it teaches practical implications of all the relevant tasks. Also, a leader makes sure to provide perfect and efficient training to its individuals so that they may perform their best without any kind of major difficulty (Martin, 2006).
There are different kinds of training as well as there are different kinds of leadership aspects which show that there is close relationship between both of them. Apart from this, another major instance that reveals great relationship between leadership and training is that leadership requires effective training while training requires a perfect leader so that he may train various individuals to work effectively (Northouse, 2012). On the other hand, training takes time as well as it takes time to become a successful leader. In other words, training and leadership are the essential part of management and there are several methods which are adopted by leaders to improve the performance of individuals by providing proper training to them.
It is so true that training is incomplete without an efficient leadership as well as perfect leadership is next to impossible without proper training. This shows that training and leadership share a strong bond as training needs systematic equipments so that individuals may not divert from their path and such equipments may involve stop watch or a camera. Apart from this, a leader makes use of these equipments in order to keep a watch on his individuals to reduce the wastage of time and utilize that time in other productive activities (Odumeru and Ogbonna, 2013). In nutshell, it has been analyzed from the above mentioned information that training and leadership share a close relationship between each other as both are incomplete without each other.
Motivation plays a vital role in an employee’s life as not just it offers satisfaction to employees but also instigate them to contribute more in work. It is considerable that motivation also contributes effectively in the development of individuals into leaders. Motivation is linked to high range of employee involvement, and thus, when employees are motivated their quality of work increase (DuBrin, Dalglish and Miller, 2006). Moreover, motivation is an essential required in a good and successful leader because inspiring others is the quality of successful leaders. Indeed, motivation is essential to develop individuals into leaders. When managers motivate employees to work better by being open and responsive they encourage them to become good leaders (Silverstein, 2010).
It is noteworthy that when unique ideas of individuals are encouraged and they are motivated to implement those ideas they turn out to be great leaders. With the help of motivational tactics individuals can also be applauded for their good performance (Dewar and Keller, 2011). It is important to consider that a humble recognition program, or posts like “employee of the month”, a special holiday, or a special lunch offered to the person motivates him or her to put in a little extra efforts, come up with good ideas and work like their own leaders due to which they also become good leaders. With the help of motivation the best can be cultivated in people and they can be persuaded to attain success (Kest, 2006).
When people are motivated by providing authority and responsibility, it leads to innovation, competitive edge and generate leadership skills in people. Thus, contribution of motivation in turning individuals into leaders cannot be denied. If an individual does not feel valuable and that they add worth to the growth of the organisation, they become irritated and stagnant. People have a requirement to achieve, grow and develop, and thus, when people are motivated and made realised that how important they tends to become good leaders. Motivation is also associated with appreciation which enables people to realise their qualities and strengths, and consequently utilising these qualities and strengths they tend to become good leaders (Klein, et al., 2006).
However, it needs to be considered that motivation is both monetary and non monetary and monetary motivations like compensation, rewards and bonuses also contributes in making individuals good leaders. It is because of the reason that monetary motivations also instigates people by satisfying their different needs and when people attain their needs they become self motivated and turn out to be good leaders. Motivation also includes good supervision, right direction and leads people towards the right goals due to which also they become good leaders (Lussier and Achua, 2009).
Furthermore, people feels motivated, when they are involved in organisational because when left out of important team decisions or decisions that affect their job, it indicates to employees that their capability is not valued. For most of the people, motivation is more than a pay-check, and when the deep-seated requirement in people to feel proficient and valued gets satisfied they tends out to become good leaders (Dewar and Keller, 2011). Overall, it is notable that motivation is not only an essential quality to become good and successful leader, but motivation is also necessary to develop individuals into leaders. This is because only a motivated human being is able to believe in his or her qualities, strengths, capabilities, and skills, which is essential to become a good leader. Motivation allow people to take risks, to believe in their abilities, to put more efforts in work and to have a sharp perception or viewpoint, and for this reason, motivation is significant in making a person a good leader too.
One successful leader who fits to the statement, that ‘elements like teamwork, communication, training, and motivation have positive relationships with leadership’ is Steve Jobs. He was an immensely talented and successful leader who possessed qualities like teamwork, communication, training and motivation, and thus, he exactly fits to this statement. It is because of his effective teamwork and communication he built up a successful organisation like Apple Inc. and his training and motivation qualities also allowed the company to come up with innovative and unique ideas. Steve Jobs was capable in target focussed training and always motivated his workforce to innovative and differentiate. These qualities of Steve Jobs distinguished him from other leaders and made him a successful leader also in the business world.
One leader that failed in business world is Thorsten Heins who was the CEO of Blackberry for a short period of time. He was not food at communication and this was proved by his puzzling public comments and never able to command the stage of an excellent communicator. He was also not also good in training, teamwork and motivation due to which he failed to compete with big rivals like Apple, Samsung and Google (Finkelstein, 2014). Due to his lack of teamwork, motivation, training and communication skills losses soon approached the company and many employees were dismissed from their job. Thus, Thorsten Heins failed as a leader and did not fit the statement.
References
Bass, B.M. and Bass, R. 2009. The Bass Handbook of Leadership: Theory, Research, and Managerial Applications. UK: Simon and Schuster.
Dewar, C. and Keller, S. 2011. Four Motivation Mistakes Most Leaders Make. Harvard Business Review.
DuBrin, A.J., Dalglish, C. and Miller, P. 2006. Leadership: Second Asia Pacific Edition. Australia: John Wiley & Sons Australia, Limited.
Finkelstein, S. 2014. The Worst CEOs of 2013. [Online]. Available at: https://www.bbc.com/capital/story/20131212-the-worst-ceos-of-2013 [Accessed on: 8 July 2016].
Kest, R. T. 2006. Principles of Leadership: Leadership Management. Futurics, 30 (1), pp. 52 – 58.
Klein, K. J., Ziegert, J. C., Knight, A. P. and Xiao, Y. 2006. Dynamic Delegation: Shared, Hierarchical, and Deindividualized Leadership in Extreme Action Teams. Administrative Science Quarterly, 51, pp. 590 – 621.
Lussier, R. N. and Achua, C. F. 2009. Leadership: Theory, Application, & Skill Development. (4th ed). New York: Cengage Learning.
Manz, C.C. 2004. Mastering Self-Leadership: Empowering Yourself for Personal Excellence. USA: Pearson/Prentice Hall.
Martin, B. 2006. Outdoor Leadership: Theory and Practice. Canada: Human Kinetics.
Northouse, P.G. 2012. Leadership: Theory and Practice. USA: SAGE Publications.
Odumeru, J.A. and Ogbonna, I.G. 2013. Transformational vs. Transactional Leadership Theories: Evidence in Literature. International Review of Management and Business Research 2(2), pp. 355-361.
Parry, K.W. and Meindl, J.R. 2002. Grounding Leadership Theory and Research: Issues, Perspectives and Methods. Canada: IAP.
Qu, R., Janssen, O. and Shi, K. 2015. Transformational leadership and follower creativity: The mediating role of follower relational identification and the moderating role of leader creativity expectations. The Leadership Quarterly.
Rodríguez, M.A. 2014. Critical leadership: From error prevention to error learning. UK: Aebius.
Shamir, E. and Fox, W.L. 2011. Transforming Command and Six Essential Elements of Leadership. Australian Army Journal, IX (2), pp. 119-124.
Silverstein, S. 2010. Good People Make Good Leaders. [Online]. Available at: https://www.entrepreneur.com/article/20683 [Accessed on: 8 July 2016].
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