In this study, I will touch on both the definition of leadership, and the importance of the relationship between specific types of organizational ultras and leadership styles. In this study, found that transformational and transactional leadership styles are the ones that are commonly used in organizations. The leadership of an organization plays a very important role of the organization. Leadership is one of main areas of study today in professional training. There are a number of books, articles, and research papers written on how we define leadership in the public sector, as well as how it affects the organization.
Some leaders are born into the role, such as royalty, where there have been some notable successes and failures. Other leaders become traders simply because other people choose to follow them. Researchers have been studying the definition of leadership for many years with different results but most agree that leaders have a perceived influence on the organization. Saucer (201 1) Most individuals who read these articles are interested, not in the intricacies of leadership, but how they can development into a better leader to help their organization. Deere, 2009) The purpose of my study is to examine the following research question, “How the leadership of an organization has an affect on the employees and the organization? So e say, “What exactly is leadership? First, in order to lead one must make an impact on others thoughts. Second, leader’s existence will make sure that there are followers as well because leaders without followers are incomplete. Third, leaders show up whenever they are required in a particular situation.
Fourth, leaders have a direction and they know what direction they are going In many of my readings, came across this statement, “Managers do the things right, while leaders do the right thing,” Turk (2007) and I fully understand this statement based on my professional experience, training, and education. Good leaders develop the trust of the employees by walking the talk, and doing what they preach. While reading many articles understand that we must distinguish the difference between leadership as a personal quality, and leadership as an organizational function.
The personal quality of leadership refers to personal characteristics; it leads us to look at the qualities and abilities of individuals. The organization function of leadership refers to distribution throughout an organization of decision- making powers. This leads us to look at the patterns of powers and authority in the organization. Welsh (2005) To be a good leader you must also has integrity, honestly, and persistence. As a leader you should choose a particular course of action and then in some way get others to go along; or, more subtly, the leader encourages the led to “choose” the course that the groups will follow.
Keller (2004) How does the leadership of an organization affect the employees and the organization? This is an important topic to study because of the standards of the Commonwealth. When working at the Commonwealth, the norm is every eight years we get a new administration; this means the leadership in an agency is likely to change. Employees resist change, Welsh (2005) defines resisters as people who do not adapt well to the change in an organization or business. This study begins with a discussion on different definition of the term “leadership. ” Next, we will examine the research of scholar’s studying leadership.
The findings in these articles should also help us see how public sector decisions and actions of the leadership are subjected to rules and regulations. In the final section of this paper I will explain the findings of the paper. The findings of this paper will then be used to develop a leadership dude the will be used to help the leaders of the Commonwealth to change the way employees respond to their organization. In my years at the Commonwealth, have worked with leaders that are resisters. When you have leaders that are resisters it does affect your employees, because they will follow their leader.
In this paper hope to put emphases on if new leadership would let the employees know what direction they are heading to take agency, and why they are taking the in that direction; employees would be likely to come on their journey. Employees are more likely to adapt to new leadership if they are part of the changes. Literature Analysis Every business, either public or private, rises and falls on their leadership. Haines (2011) Leaders have to make tough decisions that are not always popular. I agree with Haines (2011), that leaderships of organizations are important to their success.
Woods, (2011) introduces two ideals of leadership: one is being transactional and the other being transformational. Most leaders use transactional leadership behavior as a tool to manipulate others for personal gains. I suggest that leaders emphasize transformational leadership because it is more effective and beneficial behavior to achieve long ERM success and improved relationships with your employees. Line and McCullough (2011) investigate whether leadership plays a crucial role in mediating between forces, such as innovation and changes in an organization.
When looking at what leaders can do for an organization, leaders should ignite the creativity of their employees. A good leader should directly encourage their employees to exploit existing ideas and explore for new ideas, and to look at problems from a different angle and arouse their curiosity about new ways of doing things. On the other hand, when their leader makes them feel important, that motivates them to do a better job. Clobbers approach aligns with Woods (201 1) that leadership behaviors affect the organization’s goals and the employee’s role in achieving these goals.
Goal-focused leadership may serve as a cue that triggers the detail, and dependability orientations of highly conscientious employees, leading to effective performance. Clarifying goals and setting directions constitute the key leadership behaviors that enable the performance of conscientious employees. This is why, when leaders effectively communicate with their employee’s about the organizational goal priorities, employees are more keel to direct their efforts to those goals. Van Dirk (2010) finds that leadership behavior significantly influences an organization’s employees.
He finds that followers who perceive their leaders show high levels of in-role and extra role behavior are likely to replicate these behaviors because they perceive these behaviors are expected of them and they will be rewarded from their organizations. It appears that followers do replicate behaviors of their leaders, because most followers would appreciate to get rewarded for their performances. A question we need to ask our leadership, “Do you have what is takes? Leadership is a choice. Leaders are different that managers, because leaders do not need to be recognized.
As for managers, recognition is strong motivational factor. In private organizations, leaders must decide if he or she wishes to climb the corporate ladder. Jellylike (2001) When becoming a good leader, there are necessary skills that one must learn to be a positive force in the organization. Leadership is a self development process, but it is a process people can fuel on their own. There is a difference in leadership behaviors between private and public organizations. The differences in attitudes and approaches and the challenges the leaders face; explain the differences in the leadership between the private and public sector.
In public organizations making decisions and actions of the leadership are subject to a rules and regulations than organizations in the private sector. Shank (94) In public organizations because of civil service and unions there are guidelines that must be followed compared to the rules of private sector. Terrine and Brown (2004) discuss ethical leadership and how leaders influence ethical and unethical behavior in their employees. They say it is nuclear whether executive or supervisory leadership is more important in influencing ethical and unethical conduct.
Ethical leaders are thought to be moral persons because they are honest and trustworthy, take good care of their people, and do the right things in both their personal and professional lives. They make decisions based on values and ethical decision rules, and they are fair and concerned about everyone’s interests and long term outcomes. Ethical leaders also send clear messages to employees about expected behavior and use the reward system to hold everyone accountable o those expectations. By rewarding ethical conduct and disciplining unethical conduct, they allow for learning to take place.
Employees behave ethically and refrain from unethical behavior because they have observed the consequences. Employees are dependent on their supervisors as being representative of higher authority. Sense (1990) approach on trust aligns with Brown (2004) He states that learning organizations are feasible because we are all learners. He mentions about being part of a team that trust each other. When employees trust their leader’s you will have team that will follow their leaders. Overall, each author relates to how employees that have trust in their leader will be part of a team that will produce for the organization.
Good Leaders, Bad Leaders How does the behavior of the leadership affect the employees of the Commonwealth? There are three important ways in which leadership is important to the organizational culture. First, the leader of the organization plays an important role in identifying the elements in the organization culture. The leader must make a list of the current values of the organization; along with its beliefs, and norms. Second, after the leader identifies the rent values of the organization’s culture, the leader should make evaluations of both the positive and negative elements of the organizational culture.
The leader should note the specific values, and beliefs Of the culture of the organization. The leaders should make note of the norms that may contribute to the major problems of the organization (ex. Lack of motivation, bad employees). Third, after identifying negative elements, the leader needs to develop strategies to foster a positive organizational culture change. The leader could make a list of the elements of a more ideal culture, and develop quenches to motivate the employees to adapt to the new culture.
Most of the employees of the Commonwealth want to follow their leaders, but there are plenty of bad leaders. Leaders in the Commonwealth must develop a course of action or strategy to have their employees follow them. They must also make themselves available to their employees. In today society, because of the state budget cuts employees are more apt to follow their leaders. In order for leaders in the public sector to have an impact on their employees, they must show positive leadership skills. A leader is generally a ‘people person. Leaders communicate with their teams and the organization.
A good leader makes their employees feel important and appreciated. True leaders encourage their employees to follow them. When employees have a good relationship with leadership they achieve more and that is good for your organization. Turk (2007) Employees normally want to have a good relationship with their leadership. It is a win win situation for the organization when their employees want to follow leadership to get the job done. Applying the Findings of Effective Leadership Leadership is a process of influence between leaders and employees.
Effective leadership is integral to organizational effectiveness. Effective leaders create positive organizational cultures, and steers the organization to a more productive and high performing outcomes. Effective leaders are rare. Effective leaders are excellent communicators, able to speak the many of languages of the individuals within the group they lead. Effective leaders also hold a critical factor in the success of an organization. (Ingram, 2004) Because leadership plays a crucial role in the organization, utilizing employee’s skills and teamwork help development effective leaders.
Waffle 201 1) The effectiveness and committed leadership is a critical factor in the success of the organization. When leaders adopt the appropriate leadership styles, the leader can affect the employee. While some leaders get it right, there are some that do not. For those leaders, the following leadership styles should be considered: (Judge, 2000) 1 . Transformational leadership has become one of the most prominent theories in organizational behavior. Transformational leadership style has a stronger relationship with job satisfaction.
This style also puts emphasis on the followers’ intrinsic motivation and personal development. By adopting the appropriate leadership styles, leaders can affect employee job satisfaction, commitment and productivity. Transformational leaders provide visions off better future and inspire trust through seemingly unshakeable self-confidence and conviction. Transformational leaders have long -term and positive effects on the organization. 2. Transactional leadership style seeks to motivate followers by appealing to their own self interest.
Transactional leaders motivate their followers with rewards in an exchange based relationships. This is used in the political environment, politicians may exchange favors for Tate or government jobs for votes. Transactional leadership tends to produce predictable and somewhat short-lived outcomes. 3. Laissez-Fairer Leadership style has the “hands-off’ approach toward the workers and their performance. The leader ignores the needs of others, does not respond to problems or does monitor the work. Laissez – fairer leaders often lose power in the organization due to their lack of action.
When organizations take a look at their leadership, they find that their leaders to fall in one of the categories that was just reviewed. I would hope that most leaders would fall into the transformational leadership style. The leader I work under falls under the transformational leadership style. When you have leaders that follow the transformational leadership style your organization should be able to operate smoothly. Transactional leadership style is one type of leadership we will find in the Commonwealth. This leadership style will get the job done.
Organizations should never have leaders that fall in the laissez-fairer leadership style; for this leadership style is bad for business. In certain agencies in the Commonwealth there are leaders that clearly have leadership effectiveness. The reason for effectiveness leadership in some agencies throughout the Commonwealth is because they follow the transformational leadership style. When leaders choose to use the transformational style this raises the consciousness of the employees to get engaged about the values and goals of the organization. In these agencies the employees’ performances show that their leaders are doing a great job.
Leaders in these agencies are confident and powerful, focusing on the needs of the agency, along with the needs of the employees. Raking et, (2010) investigates how effected transformational and transactional leadership styles help the organizational effectiveness. In the Commonwealth, most of the leadership follows the definition of transactional leadership behavior which does not work in every agency. This type of leadership behavior is used in the elected political offices of the Commonwealth. The leaders of these agencies do create an environment permeated by position, power, perks and politics.
The agencies that are covered by the union use the transformational leadership behavior which benefits the agency to have long term success and improved the performance of the employees. Leadership Development Methods One of the most important things we can do to help improve our leadership kills is to have classroom-type training. Classroom training can be part of a leadership development initiative. In these training activities like coaching, mentoring, action learning and using feedback questionnaire are increasingly key elements of leadership. 1 .
Coaching skills when uses effectively, provide leaders with a powerful tool for enhancing better communication and trust with the employees. 2. Mentoring is one of the most effective and efficient tools an organization has for the development of its leaders. 3. Action learning improves strategic thinking ability, understanding group processes ND organizational change, development of leadership skills. 4. Feedback questionnaires are excellent tools to get the responses of the employees regarding the leadership qualities. Organizations must involve more training to have effective leaders.
Effective leadership will not only enhance individual effectiveness, but it will serve to build better relationships with the employees of the organ action. Organizations should always being willing to coach new leaders. When coaching new leaders, this will help them have a better understanding with the employees. Mentoring new leaders will help them understand the truce of the organization. Action learning programs enables each person to reflect on and review the action they have taken to learn new ideas. Feedback is the best way one you can learn from their mistakes.
Feedback from your employees or mentors is the best way to build communications with everyone in the organization. Conclusion: This paper has provided a general overview of different definitions for leadership. It has also provided an overview of the findings of effective leadership and leadership development methods. The latter part of this paper explains the importance in training new leaders. New leaders face halogens when working in a new environment. They must recognize where they stand, and have to figure out the best way to manage their new employees.