The global concepts of communication and empowerment are the centerpieces of the new organizational structure. The analysis also examines individual and unit performance expectations that must be maintained or improved during the process. The key to effective leadership is communication skills. The success or failure of the acquisition pivots around management effectively communicating directives and initiatives that will form the foundation of the new organization. A Leadership Plan for the Merger/Acquisition The success or failure of a merger or acquisition depends on the skill and integrity of the organizations’ leaders.
Effective managers may combine participative, directive and supportive ways of working. Identify the strengths and limitations of each style, drawing on both your own experience of managers and on management literature’. Effective leadership is a great vine in everything that happens in life and also for the great success of any organisation. If any organisation did not have the typical effective leader the organisation will not bloom to its full ability, and the members of the organisation will not work and progress to their full ability, this will and may have an immediate effect on any organisation that the individual workers are working within. The different styles of management and leadership vary and is defined by those within the organisation, that of which the individual or individuals who are in charge of the organisation.
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.
Behavior Coaching Approach and Transitional Leadership Introduction According to the Society for Industrial & Organizational Psychology (n.d.) coaching is a useful and widely used approach to employment development. The goals are typically to improve clients understanding of a situation, learn new skills and to prepare for future situations, and improve performance areas. The behavior approach to coaching often works well for the development of skills that require feedback on actual behavior. When a client is transitioning into a new leadership position from within an organization, several issues of leadership can arise. The client may have doubt stemming from self-esteem issues of uncertainty that he or she can perform the job.
These functions are planning, organizing, leading, and controlling. Each aspect is important and a good manager will be adept at each of them. The first function is planning. “Planning involves determining organizational goals and the means to reach them” (Hellriegel, Jackson, Slocum, & Hellriegel, 2008). Planning is critical because it is not only the part of the process that identifies the goal; it also lays out the path to reaching it.
The role of the manager is crucial to any organization because people need guidance and leadership to help accomplish goals. Human Resources Manager focuses on attracting new candidates for employment, making sure employees are properly trained and keeping up with any education needed, retention, benefits, incentives, and helping department managers handle any discipline issues. As
The original path-goal theory identifies achievement-oriented, directive, participative, and supportive leader behaviors: • The directive path-goal clarifying leader behavior refers to situations where the leader lets followers know what is expected of them and tells them how to perform their tasks. The theory argues that this behavior has the most positive effect when the subordinates' role and task demands are ambiguous and intrinsically satisfying. • The achievement-oriented leader behavior refers to situations where the leader sets challenging goals for followers, expects them to perform at their highest level, and shows confidence in their ability to meet this expectation. Occupations in which the achievement motive were most predominant were technical jobs, sales persons, scientists, engineers, and entrepreneurs. • The participative leader behavior involves leaders consulting with followers and asking for their suggestions before making a decision.
A ‘style’ of leadership is defined and identified by the competencies and skills that the leader applies to guide, facilitate and support the people of the organization in their efforts to accomplish their tasks (Ebiz.netopia.com 2011). This simply means that the ‘type’ of leader is based on the qualities and attributes that the leader possess whilst the leadership style is how that leader deals with a specific situation (Ebiz.netopia.com 2011). Factors that Contribute to a Successful Business Leadership A business’s success, locally or internationally, is influenced by the people in leadership positions. There are various factors that affect business leadership: * Self-Understanding: a leader must know his personal strengths and weaknesses. Only then will he be able to understand the strengths and weaknesses of his subordinates, and so motivate them in the correct manner (Anderson 2013).
The Situational Leadership® Model discovered by Dr. Paul Hersey and Ken Blanchard, leadership guru has continuously been the central force in the remarkable success in building Situational Leadership® leaders in thousands of companies across the world. Situational leaders lead individuals who happen to be part of a team, rather than leading a team that happens to contain individuals. All teams, and all team members, aren't created equal. Hersey and Blanchard argue that leaders are more effective when they use a leadership style based on the individuals or groups they're leading. The theory states that instead of using just one style, successful leaders should change their leadership styles based on the maturity of the people they're leading and the details of the task.
Introduction Design centred leadership and design thinking mean leading design and the business by design where creativity and innovation are the main players, which help the organisation to build up vision, finding the solutions, and achieving the organisation’s objectives (Muenjohn et al., 2013). While Burgoyne (2010: 43; cited in Roe, 2014, p.304) describes the leadership development as “in the widest sense involves the acquisition, development and utilization of leadership capability or the potential for it”. In other words, the organisation can improve its leaders by identifying the leadership capability in its current or prospective workforce (Roe, 2014). In addition, according to Vicere and Fulmer (1997), focusing leadership development