Leadership is a skill which is developed through experiences and knowledge (Martin, Danzig, Wright, Flanary and Orr 2016). This skills are needed to be gained. It depends on various things like personality, attitude, experience and many more. Leadership involves influencing people with an aim of achieving certain set objectives. The achievement of organizational objectives is accomplished through use of effective skills in leadership. A leader’s effectiveness is directly related to his capability to motivate his followers by use of word. In addition to this, the engagement level of the employees in the organization is a factor of communication (MacLellan 2017). A leader should develop the necessary power to influence behavior in an organization to a certain direction. In influencing behavior, an effective leader applies strategies or tactics that are meant to change the attitudes of the staff, their beliefs, values, and how they act. The leadership process.
Management and leadership due to management and leadership differences are often used in the same environment, but they do not mean the same thing. The manager thinks slowly, leaders basically think. The difference in viewpoint is that leaders are emotional and tend to depend on their subordinates. Administrators tend to follow guidelines and company policies. Administrators can also use the administrative functions to achieve their goals. Loyalty is important to the leader. Team members are often more faithful to leaders than managers.
Training and education are key to success. Leaders who use learning practices consistently and rigorously, significantly learn faster and achieves better results. The leader can learn through education and experience by the following learning practices:
Example of leadership training/educational opportunities are attending seminars and conferences for the interpersonal skill development, strategic exposure in workshops, university classes and meeting, Coaching and mentorship for micro-development training, interactive E-learning, and community involvement training.
The techniques used to measure and evaluate the success of leaders are feedback evaluation, business results, external audits, and customer assessment. Through the above techniques, success of a leader can be measured.
Feedback and customer assessment: It shows, how efficient and effective the leader is. The performance of a leader can be evaluated by carrying out a survey and asking questions from the teammates of leader about its way to deal will certain problems and challenges. Feedback of teammates and customer reviews are the measures to evaluate the success of leader.
External audits and business results: It shows the growth of the leader in terms of profit for the organization. Whereas success of the leader clearly reflects the success of teammates. Business and organization evaluate the profit rate to measure the efficiency of a leader.
Different type of followership are as follows:
Exemplary followership: They are actively engaged and take initiatives for their decisions. They exercise critical thinking skills and independency. They are the one which remains separate from the group and leader. They are the most effective.
Passive followership: They require supervision and are less involved in engagement and independent thinking. They also lack commitment to leader.
Conformist followership: They follows the leader orders or decisions without any questions and interference. They are involve in engagement but lacks independent thinking.
Pragmatics followership: They sometimes questions the decisions of leader and remains stagnant in engagement and independent thinking.
Alienated followership: Critical thinking skills without being involve in group or organization and questions the leaders actions and decisions frequently.
Role of follower: The role of follower is to follow a leader who have the same goals and possess their own talents, ideas and thoughts. Their role is contribute and deliver the requirement in appropriate time.
Relationship between leaders are based on mutual trust. The relationship of leaders and followers in dynamic. This relationship help both the leaders and follower to support each other and earn mutual benefits. The relationship is such that both needs each other. They work together in order to achieve a specific goal or task of the organization. The attributes of successful relationship between them include authenticity, trustworthy, supportive, and courageous. This factors plays a very important role in maintaining the relationship between leaders and followers. The environment in which leaders and follower work should be effective, motivating and encouraging. Working environment has a vital role in improving the efficiency of leaders and followers. The followers should be appreciated and awarded for their extraordinary work. Motivating and encouraging environment helps in working hard and make the team productive. There are various ways to through which a leader can create a healthy working environment. Making the followers to ask questions, enabling them to speak and share their perspective, and appreciating their work can help building positive environment.
The leader plays a vital role in maintain the relationship with its follower and maintain the working environment. The leader as an individual contributes a lot which include motivating and inspiring others, providing coaching and training for development, identifying the opportunity and future needs of organization, enabling followers to share new ideas and experiences and helping followers to overcome various challenges and problems. As an individual, the leader makes an efficient and effective team which is capable of achieving organization goal. Leader is the one who is responsible for managing the team and resolving the issues resulting in conflicts in the team. Leader binds the team together and make them work together to achieve a specific goal. Leader make sure that the object is clear in the minds of the follower and the working environment is suitable for high productive. Organization become successful, when leader is able to influence others to accomplish the organization aim.
The concept of value in leadership is an idea that is drawn by the leaders on their own and which helps the follower by motivating them and providing direction to them. Leaders and follower are motivated by their values and they live their life according to their beliefs. Leaders use their values as a reference to create a vision for its team and to make decision regarding building an efficient and effective team. In the same way, followers are also connected to leaders through their values. Value based leadership helps a leader to make authentic decisions that builds commitment and trust in employees and customers.
Value guides decision: Decision made by leaders which impacts the whole team. Leader can make decision faster and in easier way with greater confidence if he/she starts with values.
Values strengthen the ability to influence: Values are directly connected to passion and if a leader communicate with passion, message will be more powerful and influencing.
Values create clarity: Leaders should have the clarity of the goal in order to achieve is effectively.
Values reduces stress: When the decision is clear and is communicated in easy and faster way, the stress will be low.
Values guide actions: Leader actions are guided by his/her values. It is one of the important thing that a leader should consider while making decision.
Motivation is an internal state which is responsible for making people to behave in specific ways so as to achieve certain goals and purposes. The outward manifestations are observable to people but motivation itself remains internal. The work place is one of the places where motivation is highly desirable. Coming up with effective ways to motivate the employees mostly poses as a major challenge for the employers. This is in spite of the fact that highly motivated employees are key to the success of the business (Perryer, Celestine, Scott-Ladd and Leighton 2016). People in the work place therefore need to be constantly motivated to ensure that work is done efficiently. However, the people making up the workforce differ greatly from each other and as such; any one single motivational tactic may not work universally. Every person has varying reasons for working and their desires differ to a large extent.
Resolving Conflict: Manage conflict and disagreement in open, healthy ways. Teams need to be safe places for discussion, debate, and diversity of thought. Great team members encourage alternative perspectives both from themselves and from others and resist the cognitive storytelling and assumptions that may silence or ignore great ideas (Robinson 2019).
Celebration: Reward and recognize the team, not just each individual. Too often, incentives of team members are still about individual achievement. Team incentives, whether they are monetary or intrinsic, need to support the team effort and outcomes. Build ways to champion and catch positive contributions at an individual and team level.
Roles: Understand roles, responsibilities, and hand-off points between teams. Successful teams are clear about who leads meetings, who makes assignments, who follows through on assignments, and who can be expected to pay attention to team processes. Great teams clarify their relationship with other teams (Robinson 2019).
Decisions: Be clear on who and how decisions are made and communicated. Using a variety of consultative, authoritative, and collaborative approaches can help teams be most successful. Great teams also assign clear decision making rights to all or select team members based on the topic, expertise, and urgency of the issue.
Flexibility: Have a learning mindset to be adaptable and challenge the status quo. Great teams maintain a healthy balance between respecting current practices while keeping an open eye to new ways of doing things. They have a learning instead of a fixed way of thinking, willing to explore innovative approaches to improve the organization and better meet the needs of customers, shareholders, and employees (Robinson 2019)
Ingratiation is another tactic applied by effective leaders and it involves the act of ensuring other people are in good mood before a leader attempts to influence the people. Ingratiation is at times regarded as flattery but it works if well applied. Personal appeal is also an effective approach that is applied by leaders, it involves the application of reference to friendship, and loyalty before a leader makes any request. Consultation is also an important tactic applied by effective leader and it involves inviting of other people in the organization into participating in the decision-making, planning, and in the creation and implementation of changes in the shop (Bal, Arikan and Çalişkan 2016). The staff in the organization should feel they are part of the decision-making and consultation is crucial in achieving this. However, the workplace environment also influences the performance of the workforce. Creating a harmonious workplace environment is therefore one of the ways through which employee productivity can be raised since this demonstrates that the inputs of the employees are valued and appreciated by the organization. Communication is the cornerstone of all successful relationships and in the organization, communication takes place between and among the various individuals (MacLellan 2017). The tone and language used to carry out communication plays a monumental role in motivating individual employees. When a superior uses motivating language, it results in increased efficiency in his/her management of the subordinates.
Effective managers apply soft tactics in their leadership that are friendly to their employees, are not coercive and other people perceive this tactics to be fair to them (Chaturvedi, Rizvi and Pasipanodya 2019). Inspirational appeal, which is attempting to create enthusiasm amongst the employees by attempting to appeal to the emotions, value system, and individual ideals of the employees in the coffee shop. Success of an influence tactic is based how the people who are the target of the tactic react, either by demonstrating compliance, being committed or resist in regards to the achievement of the objective. A leader who has power will effectively apply a number of influence tactics that leaders who have little or no power will not apply. The challenge to the leaders is assessing the best situation and the most effective influence tactic to apply to achieve the desired outcome (Chaturvedi, Rizvi and Pasipanodya 2019).
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