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Good leadership is essential in providing conducive work environment that motivates employees. Through good leadership and effective management, employees can effectively work together as teams towards particular directions. A leader should be committed and be willing to face various leadership challenges within the organization, for example, effective control and coordination of duties amongst employees and resolution of conflicts that may arise between workers. Appropriate leadership also helps in providing adequate attention to work and operational processes within the organization.

As a leader, I would also be responsible for assigning duties and responsibilities to the employees as well as overseeing and supervising accomplishment of such assignments or tasks. Good leadership also entails creation of a conducive environment that would encourage learning at the workplace. This would enhance acquisition of new skills and knowledge within the organization. Furthermore, effective leadership is also vital for creation of supportive organizational cultures that encourage both individual and organizational values, beliefs and practices within the workplace. In my opinion, I would develop my leadership skills so that I may effective lead and direct other employees. As a good leader, I would be the role model to other employees.

The Path-goal Theory According to E-How

Leadership is another vital skill that needs to be improved. Without adequate leadership, companies and their employees will not be guided in the right direction. In order to ensure that the company is being led in a proper manner, leadership needs to be refined. According to E-How, the type of leadership that an employer, manager, or supervisor might take on should differ depending on the task or objective that needs to be completed (Bartolomei, 2010). The website thoroughly discussed the path-goal theory, which is made up of the directive, supportive, participative, and achievement-oriented (Bartolomei, 2010). In directive, the employees have much less control and their specific role is often unclear and undefined. In contrast, the achievement-oriented is where employees are given lots of achievement motivation and are often touted for their abilities (Bartolomei, 2010). In comparison, the participative is where the decision is made as it pertains to employees and often, they have more internal control. The final type in the path-goal theory is supportive where the tasks can be repetitive and stressful at the same time (Bartolomei, 2010). With these four different types of leadership as part of the path-goal theory, it is clear that each style depends upon the leader as well as the work environment.

Difference Between Leadership and Management

Along with this source, The Network Journal makes a very important distinction between leadership and management. Managers are very task-oriented and supervise in order to make sure that efficiency is at its peak. Managers are more focused on the outcome and the results as opposed to the employees (Walker, 2009).  This contrasts with leaders who are concerned both about the objectives as well as everyone involved to accomplish these goals. Strong leaders always have a clear vision and can effectively communicate with everyone involved. Furthermore, The Network Journal states that leaders in the workplace more than ever are being more proactive because this will bring the needed results desired by the company. Leaders have the responsibility to ensure that everyone involved in the process is taken care of along with the task of having the objectives accomplished (Walker, 2009).

This source also advocates for leaders to create a strong sense of community. The feeling of community makes the workplace more conducive for higher productivity (Walker, 2009). The leader has the responsibility that workers are constantly collaborating to be most effective at their occupations. It also will augment the amount of time that employees stay at the company and can even develop their loyalty too (Walker, 2009). From the strong ties and bonds built among employees and the leader, this will undoubtedly be helpful in generating a more productive, friendlier, and loyal workforce dedicated to the company (Walker, 2009). Consequently, leaders should try to implement strategies that promote community among the entire staff of workers.

Other Types of Leadership According to Mind Tools

Another source, called Mind Tools, discusses the style of leadership called the servant leader. This was created by Robert Greenleaf back in the 1970s (Mind Tools, 2011). The main idea behind the servant leader is one who is an informal leader. This is more of a democratically-oriented leadership style which involves groups of people to make important decisions together. At the same time, this type of leadership style can be adapted for formal leaders. For formal leaders where they are recognized in the workplace, they are focused on their employees and making sure that they reach their goals. This might involve asking employees with what specific things they might need assistance with or problems that may require further assistance (Mind Tools, 2011). In the servant leadership style, leaders are always humble and very much transparent with their employees. This allows employees to feel more relaxed and comfortable around the managers and supervisors around them (Mind Tools, 2011). Although this type of leadership style may not be completely orthodox, it can be a beneficial way of increasing productivity and creating a very positive work environment for all employees involved in the process. As a result, servant leadership styles should at the very least be considered and experimented with due to the potential results that they can produce (Mind Tools, 2011).

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Furthermore, Mind Tools looked other types of leadership including autocratic, democratic, and laissez-faire (Mind Tools, 2011). In autocratic, leaders automatically make decision irrespective of what their employees think. As an “autocrat” they do not consider any input from their employees (Mind Tools, 2011). This contrasts with democratic leaders who provide their employees the opportunity to place some input before a final decision has been rendered (Mind Tools, 2011). This is important that employees are consulted because it provides emphasis on team’s contributions. The other leadership style, laissez-faire is when leaders allow the team to make all of the decision. The leader is not necessarily needed. However, this form of leadership is highly dependent upon a team that has the needed skills and motivation to accomplish the objectives and goals of the organization (Mind Tools, 2011).

From these three sources on leadership, a plan can be devised concerning the best strategies for leaders. Perhaps the democratic form of leadership where leaders readily consult their team is the most effective style (Mind Tools, 2011). This allows team members to actively participate and provide their contributions while simultaneously giving the leader the authority to make any needed changes. Furthermore, it is also important to routinely incorporate the servant leadership skills because this will make employees feel that they are valued as opposed to those who work in a traditional office setting . When leaders make their employees feel more valued, this will increase their productivity and motivation within the work environment (Mind Tools, 2011). As a result, a mixture between servant leadership and the democratic leadership styles are the best and most effective ways for supervising and managing employees (Mind Tools, 2011).

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