This theory is focused on followers’ implicit beliefs and assumptions concerning the characteristics of the leader. There’s a reciprocal relationship between followers and leaders. However, the followers are still passive but their perceptions, preferences and attitudes can influence leadership processes. Followers who are proactive will often negatively influence leaders. Here we can see the role of the social nature of leadership in the effects of followers on leaders.
Style 2 Coaching – Leader gives instructions/directions, employee closely monitored leader would make decisions but give explanations to employee; leader elicits suggestions on completing task and supports employee progression, communication from leader with input from employee. Level 2 Competence/ commitment – Employee has some/limited competence, knowledge, experience and training but low commitment for task. Style 3 Supporting – Leader would not give instructions on how to do task but supports, encourages, employee makes decisions in agreement with leader, two way communication between leader/employee. Level 3 Competence/commitment -
Participative leadership, also known as democratic leadership, is a style of leadership that consists of inviting subordinates to share thoughts and ideas in the decision making in order to gain organizational goals and objectives. A participative leader consults with subordinates, obtains their ideas and opinions, and integrates their suggestions into the decisions about how the group or organization will proceed (Northouse, 2013). According to this definition, participative leadership can be seen as a leadership style that relies heavily on the leader functioning as a facilitator rather than basically issuing tasks or making assignments. Since it is identified as a democratic leadership, researchers have found that it is usually one of the most effective and leads to higher productivity, better contributions from subordinates or followers, and increased group morale. In our democratic society whose essence is that everyone has a say in what happens to and around them, this style of leadership suits best to our society.
Benjamin E. Hermalin (Dec., 1998) showed that, People follow their leader voluntarily rather than pressure and leader has the power to change followers mind of rational agent. He make them follow blindly without justification. Transformational leader influences followers to transcend their self interests for the good of the organization and make them doing their existing task new ways and put extra effort that brings innovation in the organization. Transformational leader is creative and inspire followers to be creative to accomplish organizational goals or vision ( Robbins and Judge,2009). Karl W. Kuhnert and Philip Lewis, (Oct., 1987) states that, Transformational leadership changes followers values, needs and beliefs to improve performance and quality of performance and convert followers into leaders and may convert leader as moral agent.
They are able to speak many languages of the individuals within the groups they lead. A good leader pays attention to the facts and then makes decisions based on objective analysis of those facts, that not to say humanitarian factors succumb to the bottom line. Effective leaders naturally motivate people from their actions, which include showing respect, listening, reflecting, and negotiating through conflict. Efficient leaders learn the strengths and weaknesses of their subordinates and cohorts and utilize group dynamics. Leaders encourage and empower people to achieve success rather than place blame.
Contingency Theories of Leadership To successfully run an organization, many aspects must work together to ensure that everything runs efficiently and effectively. A major part to the effectiveness of the organization internally is leadership among the organizations staff members. But what is leadership and why is it important? We define leadership as the ability to influence group towards the achievement of a vision or set of goals (Robbins et al 2011). Without being able to communicate, direct and inspire people like leaders do, organizations would struggle to be successful as they would not be able to do effectively communicate visions and help overcome hurdles to the best of their ability.
Conclusion 13 References 16 1. Introduction Almost organizations have been recently concentrating on people to achieve the organizational objective; moreover, the organization cannot reach their goals without their employees. Therefore it would be very important to have quality human resource with good skills and knowledge. In order to creating good working environment for employees, the organization must have managerial and leadership strategies and the ways which may positively impact on the employees' behavior towards achieving their organizational objectives. Chemers M (1997) showed that leadership has been described as the "process of social influence in which one person can enlist the aid and support of others in the accomplishment of common tasks".
To be a servant and a leader simultaneously describes the work of leaders as a service to servants and thus practicing servicing leadership as opposed to pervasive leadership. This implies the uncompromising orientation of leadership towards the interests of the servants which makes the leaders servants themselves. What are some of the dimensions of servant leadership? The dimensions of servant leadership can be divided in the two terms servant and leader. The dimension of the servant would include characteristics such as “listening“,“empathy“, and „healing“.
Even then, though the concepts were misunderstood, there was a difference. Some Managers maybe leaders, some Leaders maybe managers and leadership can be exhibited by other than management personnel. You do not have to be in a leadership or management position to be a leader. Leadership is the art of influencing others to accomplish individual and organizational goals by providing purpose, direction, and motivation. Management on the other hand, is the process of working with and through individuals and groups and other resources such as equipment, capital, and technology to accomplish organizational goals.
Different Types of Leadership for Project Management The types of leadership or leadership styles are considered as the possible success factors for project managers. It is a skill being ignored in training as it is not easy to measure the leadership style of a person in the situations of training. The behaviour of leadership can be considered as autocratic, democratic, and bureaucratic while being dependent on the situation (Nixon, et al., 2012). The following leadership styles are common in the domain of project management: • Autocratic: The manager of a project is expected to make the decisions while dominating the team members. This approach results in the passive resistance from the members of teams while requiring the consistent pressure as well as direction from the leader for getting things done.