Effects of Leadership Styles on Group Dynamics Assignment Sample

• Subject Name : leadership

Introduction to Leadership

Leadership is a social procedure where the leader directs, leads, and controls the supporters to attain an objective. It is a procedure where the leader takes the basic function to offer way and clear the pathway for the supporters to walk on. In this procedure, the leader stimulates the group by encouraging self-assurance and readiness in them (González, Jiménez & Lorente, 2018). The leadership approach thus refers to the constancy in the pattern of performance that distinguishes the leader. Evidence specified that the behavior prototype must be a trait to the leader. The leadership approach is interpreted in a different way depending on the character of the team being led. The essay focuses on analyzing the effects of leadership styles on group dynamics. Finally, the conclusion will summarise the whole analysis.

Group dynamics are associated with discovering the personality of groups, their connections with persons and another group, and group growth. Group actions are specifically described as the “relations that control the approach and performance of persons when they are a group with others” (Nawaz & Khan, 2016). In order to achieve a certain mission, the leader works with other persons and manipulates them throughout directing, inspiring, and guiding the group to attain the objective of the undertaking. Diverse leadership approaches are utilized depending on the type of the job, the work of the team, and the character of the undertaking. The emphasis is not only on the mission ahead but also on the persons and the condition. Thus, the approach of leadership influences the performance, efficiency, and interrelationship of the group.

A leader of a group is the individual who supposes the group function and may be formally or informally accepted. A group may legitimately have a single leader. Though, it is essential to remind that regardless of having a single leader, another affiliate of the team also plays a significant management function at their different stage. Leadership is multifaceted: it is based on the philosophy, communication model, and behavior that control the group procedure (Cabrales, Barrachina & Fernandez, 2017). A fragile leader is one who falters to take choice and habitually criticizes about the shortage of funds. Another trait of a fragile leader comprises failure to get accountability, exploitation of rights of control, and act quite in-subordinated.

In addition, a frail leader can cause disagreement in a group. It may result in rebellion and disunity in the team. Internal strife turns into ordinary in the group among clique that sustains the leader and those who go for another leader. These types of leaders evade disagreement of outlook and wait for others to talk previous to giving statements. Also discussing behind persons instead of deal with the individual is the trait of a weak leader (Jiang & Chen, 2018). The consequence of this type of leadership is that focus is concentrating on erroneous priority. This kind of leadership approach infuses disagreement, doubt; lack of self-assurance is an affiliate and disorients group focus. The outcome of these leadership approaches is that a leading associate of the group can frequently suppose the management task to drive the group forward. Leadership principles have an influence on the person in the team and the group as a whole. These types of leaders drop their diffidence and humbleness as they are bounded by a self-centered sycophant.

An autocratic leader is extremely aware of his place and has modest belief or trust in the assistant, he thinks that pay is just a prize for a job and it is single the remuneration which can stimulate. Evidence revealed that the lack of participation from the worker in the decision-making procedure leads to workers not assuming possession of their occupation (Yahaya & Ebrahim, 2016). The deeply centralized authorities of the autocratic leadership approach guarantee that the structure depends completely on the head. If the leader is strong, capable, knowledgeable, and just, the business runs effortlessly, and if the leader is feeble, useless, or has low moral and ethical principles, the whole company bears for the sake of a sole leader. The team's production does not advantage from the imagination and knowledge of all group members, thus a lot of the profit of group performance is misplaced.

For instance: Google frequently uses goal and Key outcomes to help set and converse particular, difficult, and achievable short- and long-term targets, at an individual and at a group level. Google found that a group with a psychologically secure atmosphere had more people who were not only less probable to leave their business but more expected to be more flourishing (Duhigg, 2016). The organization also puts more emphasis on active listening. In addition regular and skill listening to other people, or staying in touch with employees can helps the organizations to form n effective team. Furthermore, Active listening engages asking questions, along with an intense attempt to comprehend other people's answers--all while resisting the urge to judge. Evidences highlighted that cautious listening helps the company to recognize each individual group member's strong point, weak point, and approach of communication.

Transactional leadership engages an exchange procedure that results in follower fulfillment with leader demand but not probable to make eagerness and promise to task purpose. The leader focuses on having inner actors carry out the tasks necessary for the business to attain its preferred goals (Choi, Kim & Kang, 2017). The purpose of the transactional leader is to guarantee that the pathway to objective achievement is visibly comprehended by the internal performer, to eliminate possible obstacles in the structure, and to stimulate the performer to attain the prearranged objective. This approach of leadership entails close examine for deviances, fault, and mistake and then taking remedial action as rapidly as possible when they happen. While there is a probability to miss eagerness and promise to the task goal, the team's production does not advantage from the additional attempt of the team members.

Laissez-faire leaders, though, are those persons who occupy leadership place but have resign the tasks and duty allocate to them. Evidence revealed that laissez-faire leadership is poor, unproductive leadership, and extremely dissatisfying for the group". Laissez-faire kind of leadership is at the other end of the range from the autocratic approach. Furthermore, leaders try to pass the responsibility of decision-making procedures to the group. The group is loosely prepared, as the leader has no reassurance in his management ability (Łukowski, 2017). Decision making is also extremely sluggish and there can be a huge practice of passing responsibility to others". As an outcome, the assignment may not be undertaken and tiles provisionally become disordered. In such situation, plan can go off-track and targets can be missed when group members do not get sufficient direction or advice from leaders. Team effectiveness is moderately lower than the conventional style.

While democratic leadership has been explaining as the most effectual leadership approach, it does have some potential downsides. In a number of cases, group members may not have the essential awareness or proficiency to make valuable contributions to the decision-making procedure (Odumegwu, 2019). Democratic leadership works greatest in circumstances where group members are capable and keen to share their information. It is also significant to have plenty of time to let people add, expand a plan, and then vote on the finest course of action. One leadership approach is not the most effectual in any given condition. When it comes to managing people efficiently, the environment and kind of work setting often mean a leader has to change his leadership approach into a dissimilar gear.

The leader is provided with limitless authority by the only some sycophants, therefore, leading to repression of the ones being led. In such circumstances, the leader feels arrogant about his behavior as he is overwhelmed with admiration by a few that encircle him and giving slight interest to the mainstream that is sidelined by the sycophants. Political upheaval is baked from such administration that restrains the mainstream just as the leader is bounded by such sycophantic few that mislead the leader of the accurate depiction of matter on the ground paving the way to deceptive decision procedure.

When a group member performs in this way to block the flow of information in a group, this brings about a clumsy group procedure. The leader finds it hard to organize group actions. As the leader transmits a significant way others block it or spoil the message. Previous studies have revealed that vigorous participation of associates in a group is critical for them to expand originality, criticality, and being creative. A number of theories also recommend some connection between group communication and member contentment. Hence group guidance that holds assessment fear leadership method must be seen as all acceptance and permit for assessment of options before choice are made (Łukowski, 2017). Members must not notice being cruelly judged. When group affiliate feels that they are being cruelly judged by other individuals, this can cause a retrogressive result on group dynamics.

Such a discontented affiliate may hold back their optimistic assistance that could sanction the group procedure. Furthermore, these scenarios can lead to group breakdown, creation of an opponent group, or embarrassment of the member. The achievement of group responsibilities is choked with inner argues or reserved contributions of others. For instance, in a conference, the outcome could be breakdown to arrive at a suitable choice or others not viewing out their view for the insight that they may not be pertinent as they are cruelly judged. Dictatorial or autocratic leadership method makes panic in the group and group procedure is attaining through rough instructions, briefing, and authoritative commands. Individuals cannot question the judgment made but are made to go after the instructions. These leadership methods can cause a breakdown of the group. Though, a number of circumstances where the affiliate lives under apprehension from outside the group also need such leadership techniques.

Conclusion on Effects of Leadership Styles on Group Dynamics

It has been identified from the overall analysis that different leadership approaches are used in diverse circumstances. In addition, a number of situations need strict devotion, others need directedness while others can run liberally and accommodative. It has been identified that Leadership is a grouping function and can be formally documented or casually understood. One can be an enormous leader at a diverse point than the group role. Having a pathetic head is not actually a breakdown as long as the other stages have strong leadership that can sustain the organization's cause. Emphasis must be placed on the state at hand, the nature of the mission, and sort of the associate in shaping the functionality of the group interrelation with each one other and with the former group.

References for Effects of Leadership Styles on Group Dynamics

Choi, S. B., Kim, K., & Kang, S. W. (2017). Effects of transformational and shared leadership styles on employees' perception of team effectiveness. Social Behavior and Personality: an international journal, 45(3), 377-386.

Duhigg, C. (2016). What Google learned from its quest to build the perfect team. The New York Times Magazine, 26, 2016.

Jiang, Y., & Chen, C. C. (2018). Integrating knowledge activities for team innovation: Effects of transformational leadership. Journal of Management, 44(5), 1819-1847.

Lopez-Cabrales, A., Bornay-Barrachina, M., & Diaz-Fernandez, M. (2017). Leadership and dynamic capabilities: the role of HR systems. Personnel Review.

Łukowski, W. (2017). The impact of leadership styles on innovation management. Marketing of Scientific and Research Organizations, 24(2), 105-136.

Nawaz, Z. A. K. D. A., & Khan_ PhD, I. (2016). Leadership theories and styles: A literature review. Leadership, 16(1), 1-7.

Odumegwu, C. (2019). Democratic Leadership Style and Organizational Performance: An Appraisal. Development, 9(3).

Para-González, L., Jiménez-Jiménez, D., & Martínez-Lorente, A. R. (2018). Exploring the mediating effects between transformational leadership and organizational performance. Employee Relations.

Yahaya, R., & Ebrahim, F. (2016). Leadership styles and organizational commitment: literature review. Journal of Management Development.

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