Inasmuch as leadership is concerned, different people adapt to different approaches of leadership styles. Furthermore, different organizations require or rather adapt to certain leadership styles, which can best address or meet their needs and make them achieve their objectives. There exist various theories by various researchers that best explain the different leadership styles observed by various organizations and leaders. For the purpose of this paper, the leadership theory that I will zero on is the transformational theory. This is the most current theory which most leaders and organizations find appropriate in this current day where organizations have undergone various changes. This theory of leadership is basically concerned with the “…intrinsic motivation as opposed to extrinsic motivation as the emphasis is mostly placed on commitments of the followers rather than mere compliance from them” (Tucker & Russell, 2003, pp.105). In this theory, transformational leaders are proactive; they are considerate, innovative, creative, visionary, and good team players.
Therefore, a leader should lead with a certain vision as opposed to his own self-predispositions or tradition (Brooks, 2002, pp.32). A transformational leader should also be a learner and should not be a teacher. By being a learner, a leader can share his ideas, get the ideas of other individuals, and use these ideas appropriately in providing better leadership of the organization. Furthermore, a leader should mind on how things are running as opposed to focusing on what is going on. In addition, a leader delegates duties and releases his team to perform the tasks freely as he shares responsibilities and authority to act (Rollinson, 2003, pp.54). Furthermore, he helps people to learn and sharpen or develop their skills and always expects positive performance from them. A leader also shares information with his followers and assists to link to other groups and works as a team toward the achievement of the organizational goals.
There are various situations where people assume the roles of leaders. In most circumstances, these situations vary requiring the employment of different strategies and approaches. Various challenges, therefore, exist in an organization context varying from the introduction of new changes and technologies, employees problems relating to good working conditions, pay increases, promotions among others. The leadership situation that I have encountered in a leadership role was the introduction of a machine in the organizations which could assist in monitoring the attendance rate of the employees and the time they report on work and leave. This automation was to aid in quick determination of the number of hours that employees waste. This could also help in ensuring that there is increased production and adherence to the rules and regulations of the organization. People received the introduction with an outcry and high condemnations, the employees accused the leadership of not having the right decision and clamed it was a motive to lock some of them. Before the introduction of these automatic machines, the organization considered various issues. This introduction was inline with the advancement of the technology and in keeping in line with the current changing working climate of the organization.
The stakeholders who had a desire of providing good services to their clients as well as ensuring that the employees keep time and stick to the required time so that the production capacity of the organization improves arrived at this decision. In addition, they considered the possibility of stiff competition in the near future whereby clients would go to other organization for these services is they do not ensure quality and reliable service for their clients. The needs of specific categories of employees were put into place when coming up with the decision to introduce the machine. For instance, they engaged some of the employees in the process of making the decision allowing them to air out their opinions and views that they wanted. The leadership also provided information to some of the staffs and explained to the importance of the machines. For instance, plans were underway to provide buses to aid in transportation of the staffs to the work especially those who came from far. Employees’ rewards were compensating them for their dues at increased commission depending on what they did. Despite of all these consultation, there was a small section of the employees who were static and rigid and resistant to change who went across the organization inciting and misleading the other employees about the reasons for the automaton, which led to this resistance. Therefore, this was a challenge among others.
Apart from this challenge of convincing the employees that the system was to ensure efficiency and effectiveness, other challenges that the leaders encountered include, inadequate human resource work force with skills to, effectively control the machine to produce the required result. There was poor planning in terms of preparation for the experts to operate the machines. This therefore led to problems in implementing the machine, as there was no qualified person with the skills to operate the machines effectively. This halted the process. Although it provided a challenge, the leader approach to leadership is recommendable.
The approach to leadership of this organization is good and effective. The fact tat there was some crisis among the employees, the leaders had played their part well in introducing the machine. As transformational leaders, they are able to adapt to new technological changes and be flexible in implementing them. It illustrates how dedicated and proactive the leadership is. The leaders approach in this organization is also open- minded and is able to share formation with their followers. This kind of leadership acts as a role model to other organization leadership.
This leadership set an example to other leaders of other organization. This has seen many organizations and leaders adapt to the transformational kind of leadership whereby employees and leaders are able to share information, interact, enhance innovation and are creative in order to ensure that the organization achieves its objectives. Therefore, the move though at fast was seen as bad idea, it later came to disapprove all those who thought ill of the action when it worked positively and lead to the organization rising to the top in terms of performance. This also showed their performance of leaders having clear objectives they want to achieve.
Many organizations are not able to agree on decisions due to their personal or work differences. However, in an organization, that has well-motivated and goals-geared leaders, they tend to achieve their objectives easily because they are able to think in the same line and therefore instances of resistance to some changes are minimized. In these challenge the leaders had reached consensus and agreed on its implementation because they saw the outcomes the machine was to bring to the organization.
For effective leaderships, leaders need to have a clear objective developing targets and responsibilities’ which they need to achieve. Have a clear plan to act as a guideline for them to achieve their objectives. Plan will enable them assess their skills, ensure proper delegations of duties, and ensure that time and resources are well utilized (Burke & Cooper, 2000, pp.13). They should perfect their communication strategies, be good listeners, good advisers to ensure that there is feedback in the organization. They also should provide support and ensure that there is proper control measures in the organization for instance by recognizing good performers and rewarding them, provision of promotions among there incentives in order to motivate the employees. Apart from the above, a leader should also consider other issues.
When dealing with leadership, a leader should build and maintain a team spirit among the management, the employees, or whichever group of people, he/she is leading, to ensure that the people work as a unit to achieve the organizational objectives. In addition, they should also make decision on the size of the team to allow effective allocation of resources. The leader too needs to decide on the right people to make up the teams to ensure that “…objectives are understood by the team through effective communication on the standard and quality that is expected of them” (Nahavandi, 2002, pp.43). Building on the aforementioned expositions, transformational leaders are important if the organization wants to achieve its objectives. Although in an organization context, there exist some challenges, proper planning and adoption of good leadership skills will ensure effective problem solution and such challenges can be transformed into important opportunities for the organization.
Reference List
Brooks, I., 2002. Organizational Behavior: Individuals, Groups and Organization New York: Prentice Hall.
Burke, R., and Cooper, C., 2000. Leading in Turbulent Times. Britain: Blackwell.
Nahavandi, A., 2002. The Art and Science of Leadership. New York: Prentice Hall.
Rollinson, D., 2003. Organizational Behavior and Analysis. Britain: Rutledge.
Tucker, B., & Russell, R., 2003. The influence of the transformational leader. West Virginia: WVA Press.