The essay helps in the analysis of the different leaders in different kinds of fields. The kinds of leaders which will be analyzed in the report are- The CEO of a Multinational Firm and Supervisor on Construction Site. The essay will analyze the paternalistic style of leadership which can be followed by the CEO of the multinational firm. On the other hand, the participative kind of leadership can be followed by the supervisor in the construction site.
The main aim and purpose is to analyze the role of the CEO in a multinational firm wherein the leadership activities have to be identified along with the different kinds of contextual factors which are relevant in nature. The paternalistic style of the leadership is one of the most common trends in the different CEOs of the global companies and this kind of nature helps in creating a high performance of the employees along with the organization as well (Anderson and Sun 2017).
Furthermore, the role of the CEO in the global organizations is to take the different kinds of major corporate decisions, managing the overall operations along with the different kinds of resources of the organization in an effective manner. The CEO acts as the point of the communication between the different employees and the employers in the organization and CEO is the person who helps in settling different kinds of activities effectively as well (Asrar-ul-Haq and Kuchinke 2016).
The paternalistic leadership style which is being adopted by CEO helps them to manage the organization as this helps in increasing the loyalty among the employees and the good kind of behavior is being rewarded as well. Saleem (2015) has commented that the CEO is not sufficient in nature for the different employees to be motivated. The author has commented that the paternalistic leaders help in reducing the rate of absenteeism of the employees in the organization.
The paternalistic kind of attitude and behavior of the different leaders or the CEO of the organization helps the followers to become creative in nature and innovative in nature on public platform and this helps in managing the different kinds of tasks in an effective manner as well. With the help of the paternalistic leadership style, the CEO of the company can help in including the open line of communication which improves the morale of the employees and makes the employees feel they are important. The paternalistic kind of behavior is one of the effective contextual factors which is effective for the CEO of the organization.
As commented by Nanjundeswaraswamy and Swamy (2014), these leaders are the ones who help in solving the issues rather than blaming someone for the issues which have been caused. Similarly, the paternalistic leaders help in resolving the issues which are caused in the organization rather than blaming the employees for the mishap which have been caused. The different leaders or the CEOs are the role model for the different employees in the companies and this helps in trusting the trusting the leaders and respect them as well.
In such scenario, the paternalistic leaders or the CEOs of the organization who have such kinds of qualities help the organization along the different employees in achieving the different goals in an effective manner. The different employees in the organization are being able to trust their leaders in a much more efficient manner. The CEO of the different global companies mainly aim at improving the employee loyalty and try to emphasize on the social needs which will be effective for the employees to get rewarded when they are well-behaving in nature (Romager et al. 2014).
Furthermore, there is mutual understanding between the employees and the higher officials such that the employees are confident in nature that the higher officials want all the employees to succeed in the tasks which are being performed by them and this is effective for the organization as well. However, this has been seen that in being a paternalistic leader, the CEO will be behaving as the parent of the employees and guide them to be innovative in nature and achieve the goals in an effective manner as well (Keskes 2014).
Yahaya and Ebrahim (2016) has commented and hypothesized that being a parent, the CEO will be able to improve the overall productivity of the organization and increases the revenue of the organization as well. This kind of paternalistic leadership style is adopted by the CEO of the global organizations in the present scenario and this is affecting the overall productivity of the organization as well. Lastly, the CEO of the different global organizations mainly aim on improving the organizational capabilities to become creative along with helping the employees with full support as they can gain more competitive advantage and improve the interpersonal skills as well (Williams 2017).
The section helps in evaluating the different kinds of participative kind of leadership style which is being followed by the supervisor of the construction site. This is the style of the leadership which helps in inviting the different kinds of inputs from the different employees which are related to the variety of the decisions which are being taken by the entire management. The staffs of the different construction companies are being provided with brief kind of information relating to the various issues along with the process of decision-making as well (Maak, Pless and Voegtlin 2016).
In the participative kind of leadership style, this is essential in nature for the management to take the decisions in a faster pace as in such scenario, all the information relating to the subject is required to be gained from the employees and this makes the entire process slow in nature (Ekstrand et al. 2018). The inputs which are being collected in the organization becomes slow and this is one of the negative aspects of the participative leadership style wherein the final decision needs all the different perceptions of the employees in the organization.
The participative kind of style of leadership is one such contextual factor which is required to be adopted by the supervisor in the construction business. These kinds of leaders help in encouraging the different followers of the organization and provide the employees with different opportunities to include them in the decision making and this helps in becoming more effective in nature to take the different decisions in an effective manner as well.
Holten and Brenner (2014) has commented that the staffs in the organizations agree with the different kinds of decisions which are being taken by the management as they were being involved in the process of decision-making which has been taken by the management in an effective manner. The entire process of the decision-making in the respective participative kind of leadership style is slow in nature as the consent of the individuals who are present in the organization are being taken and this is long process that can become ineffective in nature as well.
Furthermore, DuBois et al. (2015) has commented that the different kinds of decisions which are related to the various types of operations which are being taking place in the construction site is required to be based on the various kinds of inputs which are being provided to the employees or subordinates in the organization. The employees have a significant kind of impact in this kind of leadership style wherein their views are given priority and they will be motivated as well. This is essential and mandatory in nature for the employees or the workers who are working in the construction site to take help from the leaders which will make the tasks easier and these can be performed without much difficulties as well.
The different conditions of the work which are being provided to the employees are done and created and changed on the basis of the different kinds of views provided by the employees and the conditions will be improved as well in which the employees work in the organization. There are different kinds of operations which takes place in the construction site and these are the ones which are required to be performed by the employees of the organization itself. In such scenario, both the employees and the employer play a significant role as the work is being performed in a collaborative manner.
According to Asrar-ul-Haq and Kuchinke (2016), the employees in the construction site can perform the different kinds of tasks which are done in an active manner with the help of the participative leader. In the construction site, this is essential in nature that all the activities are performed in a collaborative manner as this will help in managing the different activities appropriately without much difficulties. The employees who are working in the construction site has to be trained by the leader in such a manner which will help them in increasing the profitability and productivity of the entire organization effectively.
Lastly, the different kinds of the activities which are being performed by the employees and the employer in the site of construction has to follow the participative approach as the tasks which are related to the construction cannot be performed by a single individual and this will help in managing the different kinds of activities in an effective and efficient manner (Anderson and Sun 2017).
References
Anderson, M. H., and Sun, P. Y. 2017. Reviewing leadership styles: Overlaps and the need for a new ‘full?range’theory. International Journal of Management Reviews, 19(1), 76-96.
Asrar-ul-Haq, M., and Kuchinke, K. P. 2016. Impact of leadership styles on employees’ attitude towards their leader and performance: Empirical evidence from Pakistani banks. Future Business Journal, 2(1), 54-64.
DuBois, M., Hanlon, J., Koch, J., Nyatuga, B., and Kerr, N. 2015. Leadership styles of effective project managers: Techniques and traits to lead high performance teams. Journal of Economic Development, Management, IT, Finance, and Marketing, 7(1), 30.
Ekstrand, J., Lundqvist, D., Lagerbäck, L., Vouillamoz, M., Papadimitiou, N., and Karlsson, J. 2018. Is there a correlation between coaches’ leadership styles and injuries in elite football teams? A study of 36 elite teams in 17 countries. Br J Sports Med, 52(8), 527-531.
Holten, A. L., and Brenner, S. O. 2015. Leadership style and the process of organizational change. Leadership and Organization Development Journal, 36(1), 2-16.
Keskes, I. 2014. Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions. Intangible Capital, 10(1).
Maak, T., Pless, N. M., and Voegtlin, C. 2016. Business statesman or shareholder advocate? CEO responsible leadership styles and the micro?foundations of political CSR. Journal of Management Studies, 53(3), 463-493.
Nanjundeswaraswamy, T. S., and Swamy, D. R. 2014. Leadership styles. Advances in management, 7(2), 57.
Romager, J., Hughes, K., Trimble, J., Verburg, M., Camp, J., and Jones, M. 2017. Influences of Authentic Leadership Styles and Challenges to Enduring Pervasive Leadership Models.
Saleem, H. 2015. The impact of leadership styles on job satisfaction and mediating role of perceived organizational politics. Procedia-Social and Behavioral Sciences, 172, 563-569.
Williams, R. 2017. Leadership for school reform: Do principal decision-making styles reflect a collaborative approach?. Canadian Journal of Educational Administration and Policy, (53).
Yahaya, R., and Ebrahim, F. 2016. Leadership styles and organizational commitment: literature review. Journal of Management Development, 35(2), 190-216.
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