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Leadership influence on organizational culture
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Before taking the survey, I was fully confident I am more relationship oriented than I am task oriented. Reflecting back on the previous assignments completed for this course, I believe it is easy to determine that I am more people orientated. Further, I expressed my belief that success and accomplishment it’s easier to achieve as a team that is oriented with the same goal or outcome. However, when it comes to business, the overall result or mission accomplishment will always be the priority. In the big picture, it does not matter whether a leader is task oriented or relationship oriented as long as the task given is accomplished successfully. Therefore, I can agree this survey is effective in determining I’m individuals preferred orientation. However, I believe it should be coupled with other surveys or questionnaires to help build or develop leaders and their preferred leadership styles.
The results of the table one survey compared to the results of the table two survey were not dramatically different. Considering my military background, I have been programmed to focus on end results. Fortunately, the structure of the military allows leaders to
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For example, a well-structured group with a weak leader-member relationship would benefit from someone who uses a relational and oriented leadership approach. Groups who are already structured and task-oriented would not require additional structure or directives to accomplish a goal, yet they could benefit from the leader who makes them feel a part of a team. Conversely, groups or teams that do not have a structure or a strong leader-member relationship could benefit from the structure and discipline provided by a task oriented leader. Overall, the decision should ultimately be determined by the overall needs of the group or team that needs to be
Across the globe, there are CEO’s, managers, and several other individual’s in leadership-type roles that have the expectation of making their company successful in the eyes of the investors, the employees, and the customers that they serve. This may be measured by a company’s gross profitability, employee engagement or overall customer satisfaction. Most companies have leadership models and strategies in place that leaders are expected to use in order to drive the expectations of the company while maintaining consistency across the business. In an effort to examine various types of leadership styles, I have conducted interviews with two individuals that are or have been previously tasked with leading their teams and their company towards success.
Leaders are actively on targeting goals and objectives for the people who work for them. In management, many goals are established by staffs and carried out by the managers themselves. Leaders will act to develop in more creative ways solve the problems; keep on going and with new missions. Managers will continue to do whatever is necessary work to accomplish the tasks and usually to get the job done without taking on too much risk or moving forward. The leader's instinct is to take risks instead and to challenge that task holding back by people and think of new ideas within an organization. Leaders more concerned on relationship between staffs, they promote the good staff, help them to develop, and move forward. Managers assign people, focus on personnel issues; and focus on how the job task get done, how they solve it, and how are they finished. (Rashid A., A., 2007).
The authors, Nelson and Quick describe that relationship oriented leader’s do well in situations of intermediate favorableness by determining the “degree of fit between the leader and the situation” (Nelson & Quick, 2013). Relations...
“Leadership will be the most important resource an organization can possess. After all, it will be leadership that determines whether organizations successfully harness the emerging opportunities and overcome the perils that await.” Jay A.Conger – Professor, London Business School.
Leaders have a responsibility to ensure that the organization is running effectively. In addition, the decisions that are made should be in the best interest of the organization, therefore, the leader should ensure that the decisions are moving the organization closer to its vision. According to Manning and Curtis (2015), there are 10 qualities that influence the leadership process: Vision, Ability, Enthusiasm, Stability, Concern for others, Self-confidence, Persistence, Vitality, Charisma, and Integrity. Leaders have to consider these 10 qualities when making effective decisions about the organization. Conversely, when these qualities do not influence the decision-making process for leaders, the organizational leader is not possessing
Introduction As healthcare professionals in elderly care at home, we hold a unique position. We are not just practitioners, but also leaders in our own right. How we lead can significantly influence the interactions within our team, the quality of care provided to patients, and the overall efficiency of our work. In this reflective piece, I delve into the effectiveness and ethical considerations of two critical leadership styles- people-oriented and task-oriented- and their implications in our healthcare context, a topic of utmost relevance to us. Nevertheless, what do these leadership styles mean?
The Social Motives in the Work Setting assessment begins by asking, “Why would I want to be a leader” (Bethel College, 2003, p. 33)? This can be a question difficult to answer due to the fact that it is probably something we don’t think about. As the results are calculated, the assessment offers three possible reasons why we choose to step into a leadership role. These include power, achievement, and affiliation. Based on the results, I am achievement orientated, I totally agree with ...
...process. Strong leaders seek the input of others in their organization, and strong followers seek to contribute whenever possible and appropriate.
To measure leader styles, Fielder’s developed the Least Preferred Coworker (LPC) scale. When leaders who score high on this scale, they are relationship oriented and those who score low on this scale are described as task oriented. A task-oriented leader builds respect, mutual trust, and listens to an employee’s needs. A relationship-oriented leader provides clear goals and sets performance standards at the time.... ...
First, there are many advantages as well as disadvantages in the relationship- oriented leader and the task-oriented leader. Both types of leaders can be effective with the right teams of people and the right atmosphere. All businesses are looking for that right person to be productive, self-motivated, and driven to get the job completed. There will never be two people who do the job the same way. However, the better you are at getting the job completed in a timely matter the better off you will be in your standings at your place of employment.
The leadership and team skills section revealed that I am highly task-oriented versus people-oriented, but I think that I am an adaptive, situational leader who is able to effectively balance people and tasks in a way that does not neglect either dimension. Hersey and Kenneth Blanchard, behavioral theorists, argue that there is no specific leadership style that is the best and that effective leadership behavior depends on the situation as it relates to tasks and people (Ramakanth, 1988). "Good use of reference, supports the
The behavior approach refocuses the interest from the traits to the leaders ' behavior. Leaders ' behavior becomes more important than their physical, mental or emotional traits. Ohio State University and the University of Michigan developed the two main studies of this approach in the late 1940s and 1950s. The studies have recognized two main behaviors: people-oriented and production-oriented behavior. According to the leader behavior approach, there are several behaviors that would be invariably effective for leaders, but empirical research does not show a strong relation between task-oriented or person-oriented leader behaviors and leader effectiveness.
Leadership is one of the most important facets in organizations. In most cases, leaders act with respect to organizational culture as well as the codes of conduct that determine the manner in which leaders relate with subordinates. Leadership entails the use of effective communication skills to get activities done in the workplace and to ensure that employees shelve their individual interests for the sake of their organizations’ shared targets. It is the role of leaders to ensure that consumers attain high quality products and services by making certain that members of their firms’ workforce are fully motivated to work effectively and utilize resources in an efficient manner (Bass, 22). With the increasingly sophisticated nature of the corporate world, leadership should not be based solely on the desire to control and coordinate affairs within the workplace, but leaders should also exhibit positive examples and continually monitor the changing trends in corporate governance to initiate the most relevant guidelines. Competitiveness can only be attained when leaders are in a position to set the right standards in their firms and coordinate affairs appropriately by understanding consumer and employee needs.
Being in a leadership role pushes a person to be a good role model, make decisions, be fair and reliable, and to have integrity. One of the most important qualities, though, is to have commitment. If you expect your team to work hard and attain success, you will have to lead by example. There is no greater incentive than seeing the person in charge working right alongside everyone else, where the work is being done on every level. By proving your commitment to the overall goals and to your own role, you will not only earn the respect and admiration of your team, but you will also encourage that same hardworking energy among your staff. It’s key to show your commitment not only to the existing goal, but also to your promises. In keeping your word, you want to create a reputation for not just being perseverant, but also be known as a fair leader. Once you have gained the respect of your team, they are more likely to put in the amount of work it will take to reach the ending goal.
When in a leadership role, it is important to consider both the task and relationship aspects of a situation. Both of these aspects are essential in order to achieve the goal successfully. Task aspects are more or less directly related to achieving the end goal. It incorporates the actions required from a leader’s followers in order to achieve the desired results. It is much more geared towards performance than the relationship aspects are. Looking at the relationship side of leadership, it focuses more so on the followers and their well-being. A leader who is more relationship oriented will spend more time talking to their followers and trying to understand how to motivate them. They try to make more of a personal connection than task-oriented leaders do.