Leadership, Team Building, And Communication
Leadership, Communication and Team Building
Examine traditional, contemporary, and emerging leadership theories and interpersonal forms of power. Create a profile of the ideal leader for the company you researched in which you describe the most appropriate leadership characteristics in terms of leadership style and interpersonal forms of power; and how these characteristics impact organizational performance.
Leadership theories emerged during the early years of the twentieth century. The major focus of these theories was to identify the core qualities and traits of leaders; the behavioral and professional characteristics that distinguish them from followers; and different leadership styles which they can adopt in different situations in order to be successful at the workplace. The most famous leadership theory is 'Great-Man Theory' which assumes that some individuals are born-leaders. They inherently possess strong leadership qualities which prominently distinguish them from other leaders (Lussier & Achua, 2010). Another school of thought is found in the Trait Theory which states that a leader has a balanced combination of traits in his personality which help him in becoming an effective leader at the workplace. The leaders can use transactional, transformational, autocratic, Laissez-Faire, charismatic, or bureaucratic leadership styles in different situations (Daft, 2011).
Some modern and emerging leadership theories contradict with these traditional theories. For example, Situational theories of Leadership assume that individuals turn into leaders when they learn from the environment. Similarly, Behavioral theories focus on the way leaders behave at the workplace. Leaders have to adopt different leadership styles in different situations in order to manage the organizational members effectively (Robbins & Coulter, 2006). The Power and Influence theories of leadership state that leaders can also use power and authority in different ways to get the work done in an efficient and well-organized way. They can use positional power, i.e. legitimate, reward, or coercive; personal power as expert or referent; or completely focus on transactional leadership to make full use of power and authority (DuBrin, 2009).
Keeping in view all these theories and schools of thoughts, a set of core leadership characteristics can be formed which must be possessed by an ideal leader. For Microsoft Corporation, an ideal leader would be the one who has certain inherent interpersonal qualities as well as professional capabilities to handle different internal and external environmental problems (Basefsky, Maxwell, Post, & Turner, 2004). During normal flow of work, he can use transactional style to keep his subordinates motivated and committed towards their job responsibilities. In case the organization needs a change in any or all of its functional areas, he can use transformational style. He can also use democratic style to encourage his subordinates to play their part in decision making process (Robbins & Coulter, 2006).
From interpersonal forms of power, the most effective form is personal power. An ideal leader must use different motivational techniques to enhance the morale and commitment of his subordinates. These leadership styles and interpersonal forms of power can significantly improve the performance of employees which is eventually advantageous for the overall organizational productivity (Daft, 2011).
2. Based on your research, analyze the organizational stressors (e.g., task demands, role demands, physical demands, and interpersonal demands) to determine their likely impact on organizational performance as well as how those stressors could be addressed.
There are certain internal organizational stressors that impact the performance of employees at the workplace. It is vital for organizations to manage these stressors effectively in order to get the work done through their employees in an efficient way. The four broad categories of organizational stressors are: task demands, role demands, physical demands, and interpersonal demands. Task demands are related to the stress from a specific task or job. Some job tasks and occupations are highly stressful due to their unsafe working conditions or dangerous equipments. Stress from task demands further increases when the employees are feeling uncertainties about their career in the current organization. These stressors directly hit their motivation and job satisfaction (DuBrin, 2009).
Role demands are the internal organizational stressors related to the role ambiguity and role conflicts. When an employee is put under high expectations by his supervisors without clarifying his role, he feels high level of ambiguity and tension. In this way, role demands negatively impact the performance efficiency of employees. Physical demands are also related to the working conditions and workload in specific jobs or occupations. When employees have to work under high temperature environments, poor health and safety measures, and inadequate work surfaces, their job becomes highly hectic (Robbins & Coulter, 2006).
Interpersonal demands are related to the stressors...
Leadership, Team Building & Communication Leadership theories continue to evolve as the complexity, nature and scope of organizations shift from command-and-control structures to more agile frameworks for managing change. The pace of disruptive innovation is accelerating, forcing reliance on the latest theories of leadership to keep organizations competitive in rapidly changing markets. The intent of this analysis is to evaluate the traditional, contemporary and emerging leadership theories and interpersonal forms of
Team building is a hot topic now in the competitive work environment / Especially during hard economic times, it is necessary to have a competent team that competes well. Previously, business and organizational professionals relied primarily upon scholarly disciplines such as sociology and psychology to model team building. Increasingly, they are now using sporting and military models to help build effective teams that will win in their operations. In Joe
Team Building Activity The activity is presented with a summary, which offers a brief explanation of the activity and its aims. Next, the logistical considerations, activity goal, and the steps needed to prepare for the activity are carefully laid out. Following this detailed introduction, are step-by-step instructions for the team building activity and how it is concluded. In conclusion, some benefits for a company to offer this team building activity for
In addition, the game is fun and not nearly as intimidating as other inventories, like the Myers-Briggs. There is not the delay between completing the questionnaire and then waiting for a report to be provided and analyzed. Instead, students can begin to understand their own, as well as others', behaviors as the game is played. This helps give them the knowledge they need to manage strife within teams, to
Leadership Theories Task-oriented leadership can be delineated as a behavioural manner in which the leader lays emphasis on the tasks that require being undertaken so as to meet particular objectives, or to attain a particular performance standard (Forsyth, 2009). The main reason why I would justify using this particular style of leadership is because it focuses on structure, plans, and schedules. In addition, task-oriented leadership encompasses aspects such as prioritizing objectives,
It is at the top because it is the only block that can be removed without disturbing the rest. Participative leadership means that leaders share the responsibility and the glory, are supportive and fair, create a climate of trust and openness, and are good coaches and teachers" Overall, it means that leaders act as positive role models and that the leadership moves at varying times. For teams to be
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now