Leadership Theories and Styles

 

Leadership Theories and Styles

 

 

Imagine that the company I work for is expanding and restructuring. As a valued and veteran employee, I am presented with the unique opportunity of determining the type of leadership position that best suits me. There can be determining my perfect position and or type of leadership position – manager or training coordinator. Essentially, I am able to define the role in which I can most benefit the company and be the most successful. I will benefit the company by being able to have great customer service skill, communicate effectively and goal oriented. To determine my position, I must identify the strengths and weaknesses of my personal leadership style by applying what I learned about my own self through the self assessments.  

Assessment: II-B-1. What’s My Leadership Style?
II-B-1-Score1: Concern for People: 8
II-B-1-Score2: Concern for Task: 11
Status: Assessment Complete

 

There indicates that I am more on a task oriented manager rather than people oriented as from the assessment scores, it then presents that I am concerned more tasking rather than people and therefore showing what type of leadership I possess and utilize accordingly from base of strengths and weaknesses that I have as a training coordinator or manager.

 

My Strengths: Organizational skills, time management, open-minded

My Weakness: Listening, too much attention on details, don’t know how to delegate

The company will be successful because of the great training that we will provide, being able to focus on the solution and not on the problems and make sure that all employees have a clear expectation of what each other should do and what to expect from the next person. As a great manager of the company, I have to focus on what leadership style is best for the company and not just for my own sake and basically to achieve good points of learning the job and I would have to be competent and be flexible to the means of the company, leadership theories put emphasis on leadership style and organizational behavior, to train employees is for me to become a good coach. I need to improve my skills and styles through delegative style with such employee worker who knows more about the job than me and I cannot do everything, delegating tasks in order to implement the new job roles and functions as ideal possible.

Leadership in theories, in organizations and organizational behavior can go hand in hand into one definite project activity as ideas and concepts that help in a manager is supported by a particular theory. As a manager, I may be to play the roles of both leader and follower in the company as such as distinguished from ineffective ones by their enthusiasm and commitment to the organization and to person or purpose other than themselves or their own interests.  One dimension of leadership behaviour that appears to be more or less equally practiced by other training coordinators or managers as idealized influence where I can display charisma by expressing confidence in the organizational vision and personally taking responsibility for decisions and actions. There can be compared on satisfaction with their own work performance and I may appear to be satisfied with the companies work performance just as the employees are and there are no style differences between leadership satisfaction levels on the consideration. My leadership style may improve the companies’ operational work with ideal duties and on company affairs in contrast to other managerial domains (Schyns and Meindl, 2005). 

 

One important implication of my style is the need to slow down on my too specific on details from towards improving the organizational life as well as sundry. Another implication is the need for me to attempt to harmonize the positive contributions of the employees while giving respect to the overall structure of the company as considering exploration more on other leadership styles as well as good influences on what style of leadership I should use and in support to other  company values and behaviors herewith from recognizing strength of leadership service and conforming effective on other jobs found in the company.

 

For comparison, there might indicate that leadership happens in the organization and there is found to have applications and usage of leadership supported by theories and further, there comes in organizational behavior which involves the management and the employees’ personality formation. In contrast, the latter have own sets of distinctive essential factors that a manager may possess or acquire along the way. Ideal manager is when organizations must follow certain protocols, like safety standards, strict contractual arrangements, or legal obligations, effective when used to deal with problem employees & termination. A leader who is too authoritative can become overbearing, may undermine the egalitarian spirit of an effective team.

As a training coordinator or manager there is a need to make use of many leadership ways in order to be effective, the more leadership initiatives a manager utilizes and executes is far more better as such mastering democratic style creates the best climate and business performance and leaders need to consider building teams who employ the leadership ways that they are lacking or weak. Indeed, leadership roles can be one great assessment that needs to be found exclusively and be in conformity to the managerial behavior of a veteran employee and possesses marvelous and flexible cognitive thinking which can withstands issues and conflicts as it arises into the organization, giving rational impact on work performance and acceptable skills and through rewards formation, me as a manager has to be all what it takes to empower  others and the rest of my company (House, Hanges, Dorfman and Gupta, 2004; Nye, 2005)..

 

My leadership style: Dominant leadership style, high achiever and like to control and a multi task and the jobs that would well fit me in the company is a training coordinator or a manager, being the training coordinator and or manager, I am able to recognize at the same time adheres to certain leadership qualities that benefits the company from a point that goal oriented, open minded and motivator plays a crucial role that comprises effective leader and manager and to be successful in endeavors involved into upon emphasizing commitment, competence and collaboration to workplace as there can be optimization of skills and competencies as a manager being good decision maker is of an important function  along with being an achiever to be able to control multi tasking job roles as such there can be jobs which pertains to HR role, operations as well as production  and a team player only succeeds when he possess great leadership skills and qualities from where weakness may pin point to failures of balancing work and family as well as  too much attention on details which can pose negative and risky patterns into coercive milieu and such mode of controlling can bring in biases and conflicts into the work area.

The leadership theories have to be in-line with the perception of me as a good manager leader as there is a crucial function I must consider to adopt as I am likely to experience better workplace consequences and the influenced by of organization behavior and how my style will work well and be positively perceived. Indeed, good leadership style assumes proper functions towards leadership theories as there is better need to search and look for certain manager traits and behaviors that the company management can associate with good leadership values and usefulness. In contrast, the style did not find an effect of implicit leadership theories match on the attribution of responsibility for success or failure of me as veteran leader. In this way, leadership theories can be crucial for my own decision-making when it comes to the future of the company. When little justification is needed for a decision, less objective criteria can be used in the decision process (House, Hanges, Dorfman and Gupta, 2004; Nye, 2005). Consequently, I assume that the lower the pressure for justification, the higher the impact of implicit leadership theories on promotion decisions. Therefore assume that the more uncertain the situation, the greater the impact of implicit leadership theories on the promotion decision. Turning that around can help to prevent rater biases due to implicit leadership theories. It is important for supervisors or other managers such as in the HR to stress that the fairness of promotion procedures is in the interest of the company and that bias that outcomes from leadership process should be effectively presentable.

 

 

 

House, R.J., Hanges, P.J., Javidan, M., Dorfman, P.W., Gupta, V. (2004), Culture, Leadership, and Organizations the GLOBE Study of 62 Societies, Sage, London

Nye, J.L. (2005), “Implicit theories and leadership perceptions in the thick of it: the effects of prototype matching, group setbacks, and group outcomes”, in Schyns, B., Meindl, J.R. (Eds),The Leadership Horizon Series, Information Age Publishing, Greenwich, CT, Vol. 3

Schyns, B., Meindl, J.R. (2005), “An overview of implicit leadership theories and their application in organization practice”, in Schyns, B., Meindl, J.R. (Eds),The Leadership Horizon Series, Information Age Publishing, Greenwich, CT, Vol. 3

 

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