Analysis of Leadership
Analysis of Leadership
Even though the term of leadership and management are sometimes apparently identical, they are different. Leadership explains the behavior of a person who leads subordinates by influencing with understand, so that they willingly perform the assigned jobs. While management is a process by which a person who strictly follows the procedures to get the jobs done through their followers (Mullin, 2016). However, Mintzberg (2009) argued that we cannot really separate these two behaviors in practice. Therefore, this blog aims to discuss about different approaches in managing the work of followers.
Four main factors that affect leader’s traits include demographic factors, values, abilities and skills, and personalities (Nahavandi, 2015). Demographic factors can be ethnicity, or inborn qualities that are individually distinctive. Values are cultivated from upbringing and stable. While abilities such as creativity, are natural talent and long-lasting, skills are changeable from trainings and experiences. Lastly, personalities are unique sets of individual characteristics and are temperamental differences.
Figure 1: Interaction of needs within the group
Having studied possible factors that could influence one’s personalities, it is significant to scope common tasks which is necessary to follow to ensure leader approaches’ effectiveness (Mullin, 2016). According to Figure1, this idea is called action-centred leadership, involving three areas: the needs to achieve tasks by properly defining job scope and allocating to the right person; the needs for team maintenance which involves the ability to set communication standard to allows the team altogether to cooperate as a working unit; the individual needs of group members through understanding their weaknesses and strengths to suitably develop their skills. Consequently, being able to perform all functions is considered as an effective leader (Abu-Nahleh, 2014). Although achieving three overlapping circles refers to the most effective leader, not every leader can concurrently integrate all three areas, so it is good enough to perform towards suitable needs base upon real-world situations.
Examples of leaders
One remarkable leadership style is transformational leadership, which is related to transforming followers by enlarging their visions and understandings so that they eventually can solve issues and develop skills to achieve beyond expectation (Yukl, 2006). A well-known transformational leader is Satya Nadella, CEO of Microsoft. Instead of pushing his ideas and telling his employees to follow, he seeks out possible advice and creativities from them as well as trying to understand each employee’s emotional needs through his idealized charisma, which is one of the transformational leadership’s components (Yahaya et al., 2011). For instance, he sent impassionedly authentic emails to his employees on his first day of CEO (Nadella, 2014), allowing them to feel trust and confident in his supervision. However, being too transformational could lead to less incentive for employees to develop their own networks (Anderson, 2015).
Reed Hastings, CEO of Netflix, is an example of a laissez-faire leader. A style of leaders who have high trust in subordinates and a hands-off way of organizing. Hastings always encourages risk-taking as he let junior professional make key decisions because he believes that it could allow them to feel empowered and enable the company to grow faster. As a result, Netflix has become a major change in the digital media market with millions of subscribers through over 190 countries, affecting in gradually increasing in the net income from the last five years (Anindita, 2021). However, encouraging transparency communications towards employees could sometimes lead to confusion and poor accountability, so it is important to be supportive by getting more involved with the team.
Conclusion
The possibility for an organization to either be sustainably successful or not, is highly dependent on the leader. For example, despite the same given task, assigning by different approaches of manager could result in unequal quality of work. The ability to effectively lead the company towards goals is related to regulating both individual and organizational performance. However, various factors impact leader’s characteristics, thus, carry out different styles of leadership. Accordingly, being able to adapt the most suitable approach to guide followers is crucial because no single style is right to all conditions (Mullin, 2016). Hence, applying appropriate managing styles regarding the situation can reach the most effective state of being a leader.
List of References
Study at Al-Hikma Pharmaceutical Company. Journal of Computer Science and Information Technology, 4(9), 123-129.
Adair, J. E. (1979). Action-Centred Leadership. Gower Press.
Anderson, M. H., & Sun, P. Y. T. (2015). The downside of transformational leadership when
encouraging followers to network. The Leadership Quarterly, 26(5), 790-801. http://dx.doi.org/10.1016/j.leaqua.2015.05.002
Anindita, V. (2021). Disruptive Strategy in Disruption Era: Does Netflix Disrupt the Existing
Market?. International Journal of Business and Technology Management, 3(1), 30-39.
Mintzberg, H. (2009). Managing. Financial Times Prentice Hall.
Mullins, L. J. (2016). Management & Organizational Behavior (11th ed.). Trans-Atlantic Publications,Inc.
Nahavandi, A. (2015). The Art and Science of Leadership (7th ed.). Pearson Education.
Yahaya, N., Taib, M. A. B. M., Ismail, J., Shariff, Z., Yahaya, A., Boon, Y., & Hashim, S. (2011).
Relationship between leadership personality types and source of power and leadership styles among managers. African Journal of Business Management, 5(22), 9635-9648.
Yukl, G. (2006). Leadership in Organizations (6th ed.). Pearson Education.
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