Organizational Leadership Essay

Leadership can lead to increased productivity and growth within an organization. This report aims to investigate and provide reasoning to the question of “What are the true effects of leadership within an organization.” Leadership is a key controllable factor that us humans can learn and implement in our organizations. They have a large impact on the productivity of an organization so it’s vital to understand their true effects and implements. The problem is that managers don’t fully know how to use leadership to its full potential and that therefore leads to an organizational inefficiency. If managers can learn to fully understand leadership then they will see organizational growth.

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Leadership styles are defined as "a pattern of emphases, indexed by the frequency or intensity of specific leadership behaviors or attitudes, which a leader places on the different leadership functions" (Casimir, 2001). Leadership styles such as autocratic, democratic and laissez faire all fit into two categories that are transformational leadership, and transactional leadership. The definition of transformational leadership is as follows, Transformational leadership is defined as when leaders broaden and elevate the interests of their employees, when they generate awareness and acceptance of the purposes and mission of the group, and when they stir their employees to look beyond their own self-interest for the good of the group. (Bass 1990) It’s a leadership approach where the leader works to enhance the morale, job performance and motivation of the employees through a range of strategies and

Transactional leadership takes place when "one person takes the initiative in making contact with others for the purpose of an exchange of valued things." (Burns 1978). This style is often suited with the autocratic style of leadership. An investigation was carried out by Shiji Lyndon and Preeti S. Rawat to determine the effects of leadership on organizational commitment. Organizational Commitment is the degree of identification and participation in an organization. It is the mental contract which connects the individual to the organization (Wallace, 1995). When discussing Organizational commitment in more detail it is split up its three sections. 1) A belief in and acceptance or organizational goals. 2) The willingness to put effort in. 3) the desire to continue being a member of the organization. (Porter, Steers, Mowday & Boulian, 1974). Research on the relationship between transformational leadership and the different components of commitment have resulted in different findings. The meta-analytic studies suggest that employees working with transformational leaders demonstrate fewer withdrawal behaviors and are more committed to their organizations (Walumbwa & Lawler, 2003). This shows that there are some credible, valid and reliable evidence to support the positive effects transformational leadership can have on an organization. Another way to learn the effects of Transformational leadership is to