Ineffective Leadership Analysis

The success of the organization depends on how the leaders utilize their management and leadership skills in the organization. Mission, vision and core values of the organization are posted everywhere in the organization to remind every stakeholder about their accountability and responsibility in accordance to the corporate goals. This can’t be effective without successful leadership approach. Effective leader must know how, when and where to communicate the shared vision of the organization to its stakeholders. The goal is to align personal values with the corporate values to reach optimum level of satisfaction towards the work, and the company expectations to its stakeholders. Ineffective leaders are not capable of employing this. They are not capable of employing management by objective or the ability of the managers to align the objective of the all the units and departments of the organization into the organizational goals and values. MBO starts with setting organizational objectives, followed by cascading objectives down to employees-cascading objectives down to employees requires adoption of SMART approach to ensure that goals are attainable and accountable (Mindtools, 2014)

Ineffective leaders consider incentives/profit/status quo before its people. Too much objectivity of a leader puts all his subordinates at pressure to reach a particular expectation such as quota and minimum expectations. Ineffective leaders are too much technical in delineating their works without considering employee satisfaction to his/her work.

I know a person that I can consider as ineffective leader. He is very inconsistent, resilient in obtaining incentives, inconsiderate and unprofessional in dealing with people and doing his work. He is wor...

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...ork ethics will serve as his example for this leadership mentoring. His actions must speak louder than his work. He must not act differently with his vision to the company and in contrast with his promises to his employees. While for the organic organization where employees were given the options to work at their advantage to employ their maximum performance for the benefit of the company, I recommend participative leadership style. Encouraging a participative style to share ideas, and create a sense of purpose, is one of the tactics that supervisors should develop as part of their Talent Management program. This will reinforce employee’s motivation and engagement, thus increasing individual productivity. Staff has to be oriented with a culture that encourages communication, teamwork, personal creativity, innovation, and a supportive workplace environment.