Organizational_Leadership

Organizational Leadership: Final Paper MGT: 380 3/12/2012 Organizational Leadership I was only a senior in high school, when I was promoted to my first leadership position as a shift manager, working within the local area restaurant I was employed for. At that young age, I had little leadership knowledge and quickly had to learn the inner workings of what organizational management entails. Years later, and after acquiring much hands-on organizational management experience, I can tell you that leadership involves adept direction and strategy, and it is what so many organizations rely upon in order to achieve success. Being a leader takes great effort; being a great leader is harder yet. Leadership involves capabilities of different styles and techniques, as not all leaders will utilize the same approach; what is appropriate for one organization may not be adequate for meeting the demands of another. Leadership is an essential directional component within organizations; it is a main foundational constituent which helps to support and uphold the organization. My leadership began as an unknown journey, and as time passed and my experiences expanded, my leadership style began to take shape. Every leader is shaped by his/her unique leadership style, which is greatly consisted of their personality traits or characteristics. One of the most rudimentary of the leadership ideals is known as the trait theory, which is centralized around personal leadership attributes. The trait theory has involved years of research examining and trying to find just what those great leadership skills really are. Trait theory considers which ‘traits’ great leadership encompasses - this is also why this theory has been designated as ‘the great man theory’, (Weiss, 2011). One of the most debated aspects of trait theory involves the speculation of whether or not leadership skills are innately instilled, or instead, learned. For me, effective leadership skills were something I had to learn and acquire- however, it is hard to deny that some people seem to have an inherited talent for leading, while others, (like myself), have to work much harder just to acquire the basic developmental skills necessary for successful headship within the organization. After centuries of various trait theory research and analysis, these are some of the distinctive leadership qualities and characteristics found common among great leaders: dependability, cooperation, assertiveness, initiative, dominance, high energy, self-confidence, stress tolerance, responsibility, achievement, orientation, adaptability, cleverness, persuasiveness, good interpersonal relationship and communication skills, risk taking, and originality, (Weiss, 2011). My leadership style relies heavily upon leading with ethical principles; from my personal management experiences, I strongly believe that effective leadership is primarily build upon a solid ethical foundation. I believe that you have to have morals and lead ethically, in order to lead effectively. From working within organizational leadership positions, I know that leadership is not effective, unless it is carried out ethically; a leader must be honest, respectful, and ultimately trustworthy in their practices. A leader who is not honest, cannot be trusted- and no organizations want to be represented or lead by an unethical leader who cannot be relied upon or trusted. A leader’s conduct can have significant implications on the reputation of an organization; therefore it is vital that they always ethically conduct themselves and their organizational transactions. Ethical leadership skills are also consisted of altruistic behavior and practices- meaning that they strive to work for the good of others and do not lead by selfish aspirations. Altruism means a “steadfast devotion to improving the welfare of others….ethical leaders strive to further social or institutional goals that are greater than the goals of the individual” (Weiss 2011). Ethical altruistic leadership is also possessing servant leadership. “Servant leadership involves selflessly working with followers to achieve shared goals that improve collective, rather than individual, welfare” (Weiss 2011). Servant leadership is an important ethical leadership quality leaders possess. If leadership uses servant guidance it teaches everyone to use these practices to achieve organizational objectives- objectives that will not only benefit themselves, but their organization. Organizational leaders usually assume either the transformational or transactional role. Transformational leaders are able to influence behaviors and ideals of their followers, or in other words, they are able ‘transform’ with their leadership capabilities and natural charismatic influence. Susan Losh (2011), author of Group Behavior in Organizations, explains influence as “the interpersonal processes that change group members' initial thoughts, feelings, and behavior, typically in the direction of group goals.” Transformational leadership is both influential and powerful. “Power is the exercise or implementation of influence” (Losh 2011). Transformational leaders know how to implement and use their powerful influence, which can often be compelled by their strong ethical beliefs. Great transformational leadership is oftentimes driven by personal ethics, and they use their strong instilled/held morals to help shape others with their influence and beliefs. Transformational leadership that is ethical, can in turn, greatly influence and help to maintain overall organizational moral, and keep its ethical standards ‘up to par’. Transformational leadership is leadership that is very influential and helps to shape the thoughts, feelings, and behavior- typically in the direction of group goals. Martin Luther King Jr. is an example of a great transformational leader, as he was able to influence and transform people to believe what he believed; he literally transformed and led mass quantities of people and movements- all fueled by his passionate ethical ideals, and transformational leadership charm. He used his charming transformational and visionary leadership capabilities and was successfully able to get others to believe in his ‘dream’. In contrast, there are other types of leaders who direct with more of a transactional leadership style. Transactional leaders focus more on the typical (but important) organizational tasks or ‘transactions’. These leaders develop, strategize, plan, and implement all the essential organizational functions which are what help to sustain stability, as well as foster organizational growth to meet the pressing innovational demands. Different organizations will require different types of leadership strategy, and what is implemented depends on what is necessary to adequately meet organizational demands. Humans are social beings; we have cohabited within the formation of groups since the beginning of our existence; as long as we continue to form and participate within groups, leadership will continue to be an integral aspect for organizational group structure and guidance within. Leadership is one of the main mechanisms organizations rely upon to keep group composure, as naturally organizations will move towards disorder, if there is nothing there to facilitate and direct the functions that maintain its organization. Communication in Organizations, by author Gary Krebs (2011) explains that organizations naturally face disarray through a process known as entropy; things break down over time, and inevitably organizations will move towards disorganization (or the state of entropy)- leadership is what helps organizations prevent this entropy from occurring. Leadership, a textbook written by author Joseph Weiss (2011), has defined leadership as, “the ability to influence followers to achieve common goals through shared purposes.” Leadership is a two-way street consisting of the leader and its followers. After all, what would be the point of leading, if there were no followers to take their heeding' The leader-follower relationship can be explained with the insight that “Followers need leaders, but leaders, whatever role they play in their organization, need thoughtful followers to work toward and achieve their common goals” (Weiss 2011). Organizations are almost always composed as a group of people; therefore, effective team work leadership skills are necessary. “A team is an organized group of several members who share a common goal, work interdependently, and coordinate efforts to accomplish desired objectives” (Losh 2011). Organizations can wield great results using team work through overall contributions; “This idea is called synergy—when the sum is greater than the component parts. Teamwork creates a situation where this is possible” (Weiss 2011). Organizations almost always exist as groups of people, therefore, it is important that organizational leadership can effectively coordinate the actions of their members, using effective team work skills. Facilitating a team takes proper communication and strategy- which can be effectively guided by a mission statement and organizational vision. A vision statement describes the future organizational goals, where as the mission defines an organization's purpose and answers the question "What do we stand for'” (Weiss, 2011). Leadership is what ensures organizational tasks stay on target to their vision, and leadership must know how to effectively implement the proper strategy to meet organizational goals. Ashim Gupta (2009) author of the online article The Role of an Organizational Leader explains that, “The most fundamental role of a leader is to define the organizational goal, formulate plans and organize people to achieve the goals through the execution of plans.” A leader could not effectively develop or implement this, without using communication and team work; a leader must speak in a language their employees both speak in and understand. A great team leader will not only coach their team, but also work alongside them as a member and team player on their level. Organizations achieve success with the help of strategic leadership, which needs to have an overall purpose and clearly outlined mission for all. “Nobody can lead anything effectively without a clear vision of where they are going” Peter Billire (2009). Leaders must learn how to give the followers, a reason to follow. One leadership theory that can be implemented to motivate the employees to follow their direction, is the Path–Goal Contingency theory. The Path-goal Contingency theory, “focuses on the leader—rather than the follower—and his or her responsibility to motivate followers to reach both personal and organizational objectives” (Weiss 2011). The Path-Goal Contingency theory can be used by leaders to motivate followers by clarifying the path, and emphasizing the goal (Weiss 2011). This theory: 1. defines the goals, 2. leads with a clear path that provides available and understood rewards, and 3. supports the follower and helps in aiding them to achieve those rewards, (Weiss 2011). “Leaders influence groups by exerting power, offering rewards, and developing techniques to get group members to identify with organizational goals”, (S., Losh 2011). Organizations rely upon the proper influential direction that comes from a leader who motivates and instills purpose into his/her employees and into their work; leadership is more effective when it fulfills purpose into the organization, and gives everyone a common and shared vision to work towards. An organization is better equipped for success when it has a clear picture painted behind the organizational objectives that it wants to achieve. As an organizational leader, you have to effectively use strategic leadership. This means that a backup solution should always be readily available; you have to be prepared, and be able to instantaneously adapt to your organizational surroundings. You have to know how to effectively strategize; this can be implemented more efficiently, when you are guided with a clear vision that is already laid out for directional support. When there is an understandable vision behind the organization, the decision making becomes more straightforward because the direction and goal of the organization are clearly articulated (Weiss 2011). Different organizations will require different types of leadership strategies, and what is implemented depends upon what would be necessary for meeting organizational demand. “Once the strategy has been created—based on established and articulated vision, mission, and core values—leaders and organizations can look to implementing that strategy” (Weiss 2011). Leadership is what supports and upholds the organization’s vision and mission. It is important that leaders know how to implement change, strategize and solve problems; they must also know how to use power and influence to enact vision, mission, and their strategies in directing their followers. “In an organization, a leader or manager assigns projects to employees with the reasonable expectation that the work will be completed. This is because the manager has position power over the employee or the potential to influence that employee” (Weiss 2011). A leader is the one who has the most responsibility in the decision making process; therefore, they must be able to implement the best course of action and necessary changes needed through effective strategic leadership. Working as a leader within the restaurant occupation has taught me that things do not always go as planned- the people you have scheduled to work may decide not to show up, customers complain, and business can abruptly pick up out of nowhere. Leadership must be flexible and able to change, implement the best strategy, and adapt according to its surroundings. After acquiring many years of hands-on organizational management experience, I can tell you that leadership involves adept direction and strategy, and it is what so many organizations rely upon in order to achieve success. Being a leader takes great effort; being a great leader is harder yet. Leadership involves capabilities of different styles and techniques, as not all leaders will utilize the same approach; what is appropriate for one organization may not be adequate for meeting the demands of another. Leadership is an essential directional component within organizations; it is a main foundational constituent which helps to support and uphold the organization. References Gupta, A. (2009). Role of an Organizational Leader. Practical Management Inc. Retrieved online on: 3/1/2012 from: http://www.practical-management.com/Leadership-Development/Role-of-an-Organizational-Leader.html Hambrick, D. C., & Fredrickson, J. W. (2001). Are you sure you have a strategy' Academy of Management Executive, 15(4), 48–59. Krebs, G.L. (2011). Communication in Organizations. San Diego, CA: Bridgepoint Education, Inc. Losh, S., (2011). Group Behavior in Organization. San Diego, CA: Bridgepoint Education, Inc. Weiss, J. W. (2011). An Introduction to Leadership. San Diego, CA: Bridgepoint Education, Inc. ISBN: 9781935966265