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More handpicked essays just for you.
The role of leadership in shaping organizational culture
Significance of culture in leadership
Theories of leader influence on organizational culture
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The scenario that I chose is scenario number 3 pertaining to the two employees who have difficulties working together. I chose this situation because it happens to be an issue that is very common, as it is sometimes difficult to work with other individuals. There are numerous reasons that can cause two individuals to clash, but more often than not, it is due to misunderstandings and communication errors. Out of the numerous leadership styles that have been discussed, the one that I am the most comfortable with is the affiliative leadership style. With the affiliative leadership style, the leader “focuses more on the follower than the task” (Hloldford, 2003, p. 1784), which is my way of helping others achieve their goals. Out of the various leadership styles, the three that suit my leadership style the most are the affiliative, democratic, and visionary aspects of leadership. …show more content…
Since the affiliative leaders “attempts to keep their followers happy and meet their emotional needs” (Hloldford, 2003, p. 1784), determining the appropriate boundaries between the two coworkers may offer a solution. Furthermore, because the affiliative leadership style is best used to resolve conflict amongst employees, speaking to each person individually and allow him or her to explain the situation may prove to be a positive strategy. After listening to the issues that are causing the two individuals to disagree, I would inform each person about how the conflicts between them are affecting others and causing a hostile working environment. Afterward, I would explain how everyone has to work together because ultimately we are a team. By using democratic leadership style, I will attempt to bring unity between the people involved by allowing them to state the concerns and offer solutions that may benefit the
According to Fiedler (cited in Bolden, Gosling, Marturano & Dennison, 2003)., there is no single characteristic or trait that will create a successful leadership style. Rather, he argues that situations actually shape a general leadership style of a manager. Bolden, Gosling, Marturano and Dennison (2003) have observed that within an environment with repetitive tasks, the most effective leadership style might be a directive one, while a participative leadership style might be required in a dynamic environment. Being an effective leader means to control important specific situations. Taking into account these situations, Fiedler presented three situational components that are considered essential for an effective leadership: leader-member relations, task-structure and position power.
According to Dr. Karlene Kerfoot, “research tells us that the leadership traits of the person in charge work either as a magnet to attract, retain, and inspire or as a force that repels” (Kerfoot 2006, p. 25) and in support of this statement she makes reference to the fact that many persons go to work for a specific company with enthusiasm and eagerness and ultimately leave disappointed because of the management. “People are generally hungry for personalized leadership that speaks to their hearts”, says Dr.Kerfoot and this type of leadership motivates them to accomplish task and complete projects they deem difficult or impossible (Kerfoot 2006, p. 25)
The situational leadership theory states that leaders use different styles and strategies depending on the situation. There are two models that support this theory. The Fiedler’s Contingency Model of Leadership Effectiveness states that an “effective leadership occurs only when there is an ideal match between the leader’s style and the group’s work situation” (pg
Growing up in a rough neighborhood, positive role models were not present in my everyday life. Fortunately, I created a personal understanding of what it took to be a true leader when Marcelo Neveleff became my coach. Coach Marcelo was my club soccer coach throughout my teenage years, and Marcelo demonstrated three key tenets that made me realize what it took to be a great leader. From his guidance and inspiration, I have drawn that in order to become a successful leader, I must be goal oriented through determination within myself by leading from the front. This reflects that there is a specific goal that I, as a leader, must be willing to reach that will inspire others to do the same. To become a successful leader, I must also be empathetic
In this particular case study I have chosen to base my study on the scenario number three, “As a manager, you have two employees who have a difficult time working together. While nothing specifically unprofessional has been done by either one of them, other team members have expressed concern that the differences between them are causing tension and some other team members are having difficulty performing their work. Some have even gone so far as to say that the situation is causing a hostile work environment.” The one in which I believe that is always going to be situations and differences that need to be dealt with and two I actually work in this very situation at the time and can relate more to this. The style in which I am most comfortable with in this case study and in real life would be the visionary leadership style. I
Some of the characteristics seen in collaborative leadership are shared problem-solving and decision making. In order to come to a mutual decision between group members, the...
People work in groups or teams everyday whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral, and ethical beliefs and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals with keeping the greater good of the team in mind. Conflict as it arises should be combated and abated through swift and thorough resolution techniques. When dealt with properly conflict resolution can give rise to a cohesive and productive team.
Leadership can be shown through any person in any type of situation. In a classroom discussion, on the playing field, or in public a sign of a leader is evident. A person is born a leader. Certain humans know what to do when the time calls for it. Many people in positions can be entitled a leader such as basketball players. Even a famous movie star can be given this title. These people are not true leaders. True leaders are the belaboring teachers and the intellectual speakers. These are the people who show that leadership is an action, not a position.
Democratic leadership and transformational leadership should have been used in this instance. Democratic leadership involves the opinion of the other team members, with the final decision on the leader, usually with an equal vote Kelly, P., & Tazbir, J. (2014).. Transformational leadership exhibits a true leader because of the skills of encouraging and displaying optimal communication, teamwork, and professional collaboration to help personnel deal with the healthcare industry's daily challenges and its future changes and uncertainties (Tinkham,
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
My biggest personal leadership failure occurred earlier this year when I worked at Einstein Bros Bagels at Coffman Union. I stayed there from January until April making and serving bagels to customers. However, I had the morning shift, the busiest period of the day. Long lines would form every time I was there, and sometimes I couldn’t catch up. One day in April, my co-worker, a veteran making bagels, was absent, and someone who didn’t have as much experience replaced her. What followed was a mess. My team chemistry with the replacement was dreadful, and a ton of people had to wait a while for their orders. My manager saw the incident, and after my shift was over, he gave me the option of leaving my job. I accepted, but my self-confidence was in a state that was beyond repair. It was one of the first times that I felt I let others down with my work performance. I learned that I shouldn’t expect to be great at everything and that I should analyze my weaknesses before taking on something challenging.
One of the most important components of leadership is the leader. A leader is responsible for his or her followers and the overall goal of the group or organization. Leaders are the people held accountable or everything that happens, good or bad. On the other hand, the second major component of leadership is the followers. Without followers, a leader would be worthless. Followers make up the backbone of a leader because they are the masses that get goals accomplished. A leader is just one person, but the number of followers is countless. In order to be an effective follower, there are a countless number of characteristics that allow a follower to be the best they can be. Five of these characteristics include a positive attitude, communication skills, being part of the process, being open to new ideas, and patience.
...adership Practices in Relation to Productivity and Morale." In D. Cartwright and A. Zander, Group Dynamics: Research and Theory, 2nd ed. (Elmsford, NY: Row, Paterson, 1960)
Managers and associates continually face conflict in the workplace. Using the five conflict resolution styles and knowing when to use them makes resolving differences easier.
It is not possible to only use one type of leadership style. I need to learn to read situations better which will allow me to adapt my leadership style accordingly. It is also important to consider the individual follower when determining whether to be more task-oriented or relationship-oriented. As I found out from the experience I explained above, people’s day-to-day mindsets and feelings should be taken into consideration in order to be the most successful. It is impossible to always come to the correct conclusion on how to approach a situation, but taking the time to consider it is guaranteed to reduce the likelihood of making the wrong