Week_2_Ldr_3531

\ Leadership in Organizations To truly understand a leadership approach one must understand the fundamental importance of the leadership. The term “leadership” defined as the ability one has to influence, or guide others to accomplish the tasking in the manner aspiration by the providing purpose, direction, and motivation (Yukl, 2010, p. 2). This paper will detail in detail a behavior approach that in prominent in military organizations today. Additionally, explain the strengths and weaknesses of the behavior leadership approach. Behavior Approach Behavior approach leadership are the actions that dictate what type of leader he or she will be as well as his or her respective style of guidance. According to Yukl (2010) behavior leadership approach research began in 1950’safter the dissatisfaction of the research results for trait leadership approach (p. 54). The hypothesis of behavior leadership approach was that the behaviors demonstrated by leaders outweigh physical, mental or emotion traits (Yukl, 2010, p. 54). The studies revealed most of the behavior approach focuses on two areas of concern: decision-making style and task versus social focus. According to Yukl (2010) Ohio State and Michigan State studies generated two questionnaires that revealed decision-making approach that identify behavior and effectiveness of leaders (p. 54). The two questionnaires are LOQ (Leader opinion questionnaire) completed by leaders and LBDQ (Leader behavior descriptive questionnaire) completed by employees (Yukl, 2010, p. 55). The Ohio State studies revealed two concepts of behavior in leadership ability and effectiveness. First, the decision-making approach looks into the benefits of mutual expectation, value, concern, and allowing subordinated to participate in the decision-making process (Yukl, 2010, p. 55). The Michigan State studies also revealed two concepts of leadership characteristics and effectiveness within the behavior approach. First, task-orientation, which primary focus is on with organization, planning, defining group activities, and clarifying the tasking (Yukl, 2010, p. 58). First, people-orientation approach that leaders place important on the relational characteristic of the organization (Yukl, 2010, p. 58). Next product-orientation that focuses mainly on the social relationship of the employees rather than the organization (Yukl, 2010, p. 58). Strengths and weaknesses The main strength of the behavior approach allows leaders to determine the proper delivery of the message to direct the organization to the goal (Yukl, 2010, p. 56). This type of approach is suitable for structured environments, such as the military and law enforcement, in which recurring processes yield consistent high levels of productivity and quality. The main weakness of the behavior approach it lacks ingenuity or adaptability that leads to high turnover rates (Yukl, 2010, p. 57). The researchers have provided a set of provide unrealistic conversion unable to be used in different type’s organizations. This failure to classify effective from ineffective leader’s behaviors determined inconsistency between task-oriented or person-oriented, determined the need of variation. Behavior Approach Example An example of behavior approach use is the Leader-Member Exchange Theory, which follow a set of three stages. First stage of role taking, leader will choose the best position based on the current needs aligned with the team members skill sets (Yukl, 2010, p. 123). Next stage of role making is a mutual exchange of informal communication establishing benefits and power as well as trust building (Yukl, 2010, p. 123). Finally, routinization sets the social relationship establishment among the leader and member (YUKL, 2010, p. 123). Lead Member Exchange establishes class settings within the organization described as in-groups and out- groups. The in-groups are a valuable asset and therefore receive special interest from leadership (Yukl, 2010, p. 125). The recognition marks a distinction among team members to identify which ones are performing effectively. This theory demonstrates a leader may accomplish effective leadership with some members while failing to motivate others. Conclusion The current proposal for behavior approach takes the proclamation that there are specific actions commonly connected toward a specific type of leader. However, research is not consistent with the hypothesis of behavior approach and the sub-categories are not consistent in demonstration of leader effectiveness. Researchers failed to consider outside factors, such as the environment that could correlate leadership behaviors and effectiveness. References Yukl, G. (2010). Leadership in Organization (7th ed.). Retrieved from The University of Phoenix eBook Collection database.