Question:
Discuss about the Critical Analysis of Leadership Style for Communication.
The concept of leadership is coherent with current management. The overall merger further give rise to the word managerial leadership which is based on mixture of work and maintaining the functions. In simple words, an ideal manager does not look at employees as machines that only focus on producing outcomes. Instead they must be considered as a human being with expressions and need food and other things for survival (Sutherland, 2013). They must be pampered as well as directed to maximum level of productivity. Therefore, the concept of managerial leadership can be featured along with task based attitude and supported with motivation, communication, interest and attention in the workers since there are the principle that can be agglutinate the employees and managers in the form of leader. The report will discuss in detail about my leadership style. Therefore, it is critical discussion of leadership style (Situational leadership style). I work in a service based organization and lead a team of ten people.
Before starting the main discussion, let us first understand the basic role of leaders in organizations. In day to day office work cultural, there are many issues which are needed to get sorted with pure presence of mind and intelligence along with determination. The structure of organization is very complicated and include many kinds of diverse nature of workforce and thus, the overall role of leader become very important to maintain a positive outlook in a constructive work environment (Siewiorek et al, 2012). The most crucial aspect of leader is the basic understanding of accountabilities and sheer willingness to fight against any challenges and difficulties. The situational leadership style is appropriate for me for the group performance as I can mould myself according to the situation and the requirements of the team only. I understand that compelling someone to work forcibly leads to nowhere. Not all kind of manager can become an effective leader since the organisation is of complex nature with complicated structure and diversity among employees makes it more challenging to understand the overall dynamics of key factors that are motivating to help in enhanced level of productivity. This also leads to coaching, supporting and delegating which includes the decisions, process and the responsibility that is passed to the individuals to monitor the progress. The international work culture in today’s time consist of organizations that have workforce coming all possible background with diversified language and competent level of changed variety based on skills and this, leader in today’s time are not just needed to aim on the work achievements since they must also deal with the expectations of employees by properly engaging with them as it effectively contributes in member of the companies (Gooden, 2012). The workforce also looks upon the leaders as a mentor who helps them to understand as well as perform the work in right manner.
My present leadership style is more participative by nature. This style is utilised when the leader never take decision alone. In this kind of style, everyone has the authority to give their opinions. In participative leadership style, leader motivates the workforce to share their basic ideas for taking effective decisions. The end decision will be taken by the leader along however, it is normally related with leaders who permit the team to actively participate in the process of decision making so that the members of the group can feel more engaged in the process and stay motivated as well as creative (Woods & Lamond, 2011).
My biggest strength is my interaction skills or in layman term communications skills. I can work well with every type of people as well as understand theme with diverse perspective and concepts. The second main strength is to make good association with other kind of people since no two kinds of people are same and even the thought process of no two member will match with one another. Therefore, there is always some kind of scope for conflict within the team. In various cases, one need to play the role of peacemaker. Therefore, the association building with the team and even outside of it is one of the most crucial strengths in leadership (Cilliers, 2011). I as leader understand that people look up to me so I need to set an example. So, I always try to accept my mistakes and there are times when as a leader and as part of the group, I make mistakes or fail. This can bring a tough time for the people but one need to be clear about the goal and learn to be patient.
I follow an attitude of can do and I am also multitasker as well as work under pressure also. It is important to be more careful with listening and it is also one of my strength.
My weakness is that I am not very good when it comes to speaking in front of the group and I easily get nervous. The time management skills are also poor and this effect my decision-making skills as well. Lack of proper experience seem to be the main reason that affects my weaknesses.
In service based operations, the main goal is to have a favourable experience from customer’s end revolve around when any company is designed as well as constructed by attracting more and more locale people. The overall physical level of surrounding of service based environment usually refer as services cape. The concept was first introduced in 1992 and it highly impacted the perception of the customers for company (Jannesari et al, 2013). The concept is considered as overall exchange as well as embedded with hints in the experience of consumers and are also developed by taking overall communicative staging into various considerations. In recent literature based on important impact of the model in term of culture, environment, tools and facilities on the concept of satisfaction, intentions to purchase again as well as word of mouth interaction.
Following is detailed discussion of leadership theories that can be described as distinct set of approaches where leadership and how leaders are developed: –
This kind of theory is very crucial for bringing change in management since it is associated with the transformational style of leadership. People also perceives that any type of emergency exists when leaders must transform the style as per the situation and try to handle the case as early as possible so that people take him or her at the best leader (Alharbi & Yusoff, 2012).
Conclusion
The leadership style I follow is participative style and I also have ability to work with team where all the members are active in the group and participates. Therefore, I would like to provide help in guiding and accomplishing our goals as a team. The main vision of my life is to become successful in business and become a person who can contribute in the betterment of the society.
Reference
Alharbi, M., & Yusoff, R. Z. (2012). Leadership styles, and their relationship with quality management practices in public hospitals in Saudi Arabia. International Journal of Economics and Management Sciences, 1(10), 59-67.
Cilliers, F. (2011). Positive psychology leadership coaching experiences in a financial organisation. SA Journal of Industrial Psychology, 37(1), 01-14.
Cordeiro, P. A., & Cunningham, W. G. (2012). Educational leadership: A bridge to improved practice. Pearson Higher Ed.
Gooden, M. A. (2012). What does racism have to do with leadership? Countering the idea of color-blind leadership: A reflection on race and the growing pressures of the urban principalship. The Journal of Educational Foundations, 26(1/2), 67.
Jannesari, H., Iravani, M., Masaeli, A., Dareshori, E., & Ghorbani, A. (2013). A social work study on relationship between transactional and laissez-fair leadership style and personality traits: A case study of educational system. Management Science Letters, 3(3), 813-820.
Lester, P. B., Hannah, S. T., Harms, P. D., Vogelgesang, G. R., & Avolio, B. J. (2011). Mentoring impact on leader efficacy development: A field experiment. Academy of Management Learning & Education, 10(3), 409-429.
Siewiorek, A., Saarinen, E., Lainema, T., & Lehtinen, E. (2012). Learning leadership skills in a simulated business environment. Computers & Education, 58(1), 121-135.
Sutherland, I. (2013). Arts-based methods in leadership development: Affording aesthetic workspaces, reflexivity and memories with momentum. Management Learning, 44(1), 25-43.
Tuleja, E. A. (2014). Developing cultural intelligence for global leadership through mindfulness. Journal of Teaching in International Business, 25(1), 5-24.
Woods, P. R., & Lamond, D. A. (2011). What would Confucius do?—Confucian ethics and self-regulation in management. Journal of Business Ethics, 669-683.
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