Leading And Managing Implications And Research | A Proposed Leadership Model

Discussion

Discuss about the Leading and Managing Implications and Research.

Leaders are important for an organization to maximize efficiency, and the attainment of the organizational goals. However, a leader is so much more than this. As opined by Tiftik et al. (2015) a leader who is responsible for creating future by obtaining the consensus of his followers. Hence, it is important for a leader to win the followers, understand them and create a motivational relationship with them. However, it is not always possible to find a credible and effective leader. Hence, in the following discussion I want to suggest a leadership model that I think will be helpful in modern organizational context.

I work in an organization that is relatively small in operation. It is facing the issue, that almost every small organization faces, an “autocratic leadership”. As discussed by Baker (2013) this leadership model sets rules, procedures and organizational goals and controls all actions without any participation by the employees. Hence, by referring to the power, leadership theories and teamwork, my leadership model will promote participation, defined power structure and motivation among the employees.

I have worked in an environment, where the employees do not have any power to participate in the decision-making. Moreover, as the organization is small, the leader does not have a set rule or protocol for the execution of any job. We have to depend on the discretion of the leader. Hence, the organizing idea of my leadership model will be the traits and relationship of the leader. My experience has led me to opt for having well-defined relationship among the employees depending on the delegation of power. Moreover, traits will have a significant position in my model, as I believe that a leader needs to have certain qualities, which will make him different from the others.

As opined by Blomme et al. (2015) the main role of a leaders is not to make followers but to encourage and motivate the team members to be the leaders of the future. I live that a leader needs to be a man of his words. He will be able to set a benchmark for the followers regarding his ethical and moral values. Moreover, a leader needs to know that delegating the responsibilities and power will make the organization better to maintain. As mentioned by och Dag and Storberg-Walker (2014) a power structure needs to be supported by the followers. Here, he needs to believe in the democratic relationship pattern within the team members.

The important traits of a leader

According to my opinion, a successful leader must set some defined rules within the team by obtaining the opinion and consensus of the team members. It provides a role clarity and satisfaction within the team.

As opined by Trimble and Chin (2015) the core values are the philosophies that are the moral beliefs of the leaders. The followings can b identified as the core values of my proposed leadership model.

As mentioned by Tiftik et al. (2015) it is important for the leaders to encourage the team members in taking part in the decision making process. While crating rule or setting a goal obtaining the employees’ consensus ensures better commitment and dedication from the employee’s end. My leadership model will ask for employees’ opinion for setting up of a strategy and organizational goal. By obtaining this method, the leader will be able to promote innovation within the organization.

As opined by Trimble and Chin (2015) by following the workplace protocols, the transactional leadership style creates a settled environment within the organization. It helps the employees to avoid role confusion and duplication of work. Moreover, my leadership model will set the protocols to make the employees identify the authorities whom they are accountable to.  As opined by Baker (2013) the transactional leadership has a little room for misinterpretation and ambiguity. My leadership model focuses on the protocol and power structure to obtain this particular advantage.

As mentioned by Baker (2013) the recent trend of transformational leadership promotes motivating people by laying emphasis on values, ideals, morals and needs of the employees. My leadership model will follow this particular strategy of motivating people by values. As mentioned by Baker (2013) providing rewraps may collect motivation, but it is not long lasting. Hence, my proposed model will focus on creating motivation by utilizing values.

In my organization, I find a confusion regarding the power structure among the employees. Moreover, as discussed by Tiftik et al. (2015) the autocratic leadership model creates a sense of dissatisfaction within the team members. This dissatisfaction and the role confusion are typically harming the co-operative and coordinating relationship among the employees.

On the other hand, my model of leadership will encourage the employees to take active participation in the decision making process. It creates a sense of responsibility among the team members, and they will work in a coordinating manner to obtain a shared goal. Moreover, the value-based motivation will direct them to be committed to the team values and it will promote the positive team morale among the employees. In addition to this, by obtaining and supporting clear power structure, my leadership model will be able to eliminate all the possible role clashes and a supportive relationship model will be promoted.

The core values

As my leadership model will be a pragmatic mixture of the transformational and transactional leadership, it will promote a democratic and motivational culture within the organization. By promoting participation, the leader will opt for creating an open communication channel within the organization. Both the formal and informal communication channel will be opened for the employees. Moreover, by motivating the employees to participate in the decision making process, a culture of promoting future leaders can be upheld. Last but not the last, the power delegation and clear hierarchical structure will create a culture of clarified job responsibility and  accountability among the employees.

In my workplace, the autocratic leadership model does not fundamentally believe in the delegation of power. Hence, the company has a confusing power structure and role conflict. My leadership model will strive for obtaining right delegation of power and useful execution of it. Moreover, my leadership model will encourage the employees to open up and take active participation in the decision making process. This will create a sense of value among the employees and they will start to engage themselves in the organizational process. Hence, the goal of my leadership model will be ensuring employee engagement and employee satisfaction. As opined by Trimble and Chin (2015) with increased satisfaction a company can decrease the number of employee turnover which is typically associated to the autocratic leadership model. Hence, my proposed model will also try to reduce the employee turnover rate.

The existing leadership model that my organization is following is the autocratic leadership pattern. As discussed by Baker (2013) this particular leadership model does not give any importance to the active participation of the employees in the decision making process. It has a sheer disrespect for the employee opinion. On the other hand, my proposed model will respect the opinion and decision of the employees. As the employees are the unit of success, the regulations will be made after getting consensus from their end.

In addition, my workplace does not have clarity in the power delegation. Here, I suggest focusing on developing and following norms and protocols to eliminate the issues with role confusion and power clashes. As opined by Tiftik et al. (2015) the following of protocols provides swiftness in execution of pre-set strategies. Hence, it will be helpful for an organization, which is not operating, in large scale.

Moreover, with an autocratic leadership model, motivation is a big issue. My organization believes in providing rewards for obtaining employee motivation. However, as mentioned by Trimble and Chin (2015) it is an unsustainable way of acquiring the employee motivation. Hence, my proposed model will use value-based strategy of employee motivation.

Thus, my model of leadership will be a combination will promote power structure along with participation and visionary leadership.

When in a position of applying my leadership model, I will follow a strategy of introducing myself as a leader who is seeking suggestions from the employees for setting up of certain rules or strategies or the organizational goal. I will talk to the employees are clarify them why their opinion is important to the organization. I will encourage them to provide innovative ideas and goals those they want to achieve. I will never shift my vision onto them but encourage them to set their own periodical vision. By obtaining the strategy of clear power structure, I will help my employees to identify the immediate reporting personnel and the responsible authority for the task. It will help them to eliminate role confusion and obtain job clarity. Moreover, trusting the employees with different job roles and delegating them to the competent employees will increase my credibility as a leader. Last but not the least, I will support the emotional and psychological needs of my employees, it will help me to obtain employee motivation, engagement, and satisfaction.

Conclusion:

In conclusion, it can b said that the leaders are crucial for the organizational success. With various traits and skills, he can motivate and encourage his employees and followers to obtain the organizational goals. My leadership model will eliminate the limitations of the autocratic leadership and encourage participation, visionary leadership and power delegation. My leadership model will clear up power clashes and encourage the employees to b innovative in the working process to an acceptable extant.

References:

Baker, J.P., 2013. Leadership Theories and Approaches. Leadership in Psychiatry, pp.49-62.

Blomme, R.J., Kodden, B. and Beasley-Suffolk, A., 2015. Leadership theories and the concept of work engagement: Creating a conceptual framework for management implications and research. Journal of Management & Organization, 21(02), pp.125-144.

och Dag, K.N. and Storberg-Walker, J., 2014. Understanding Authentic Leadership Theory From a HRD Perspective: Steps Toward Developing Authentic Leadership Development Programs.

Tiftik, H., Kılıç, Åž. and Saglam, M., 2015. Leadership Theories and Comparison of Them. Journal of Research in Business, Economics and Management, 4(2), pp.312-322.

Trimble, J.E. and Chin, J.L., 2015. Diversity and Leadership.