Organizational Behaviors and Leadership - Essay Example

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Organizational Behaviors and Leadership Contents Contents 2 0ORGANIZATIONAL BEHAVIORS AND LEADERSHIP 4 1Introduction 4 1.2VIRTUE LEADERSHIP PRACTICE AND THEORY 5 1.2.1Origins of Leadership Theory 5 1.2.2Meeting in the team building/ break room 6 1.2.3Trait theories of leadership (1920’s) 6 1.2.4Behavioral-based theories of leadership (1950’s and 1960’s) 7 1.2.5Define and review the new reality of Leadership 7 2.0THE TRAIT THEORY OF LEADERSHIP 8 2.1Examine the Leadership as an individual 9 2.2Explore the future of trait theory in Leadership 10 3.0CONTINGENCY THEORIES OF LEADERSHIP 10 3.1introduction 10 3.1.1Introduce behavioral leadership and its foundation for situational leadership. 10 3.2overview of the contingency theory of leadership 11 3.3 The Leader-member Interpersonal Relationship 12 3.4The Importance of High-quality leader-member relationships 12 3.5 Followership and Leadership Communication 13 3.5.1Eight steps to transforming your organization; according to Kotter 14 3.5.2Organizational focus 14 3.5.3Power and Influence 15 3.5.4Seven Principles for Asserting Leader Influence 15 3.5.5Leadership Development, Values, and Diversity 16 3.5.6How Values Impact Leadership 16 4.0 Conclusions 18 5.0 references 19 5.1 Appendix1. Advance scenarios played reflection 20 5.2 Appendix II leader self-sight reflection 22 1.0ORGANIZATIONAL BEHAVIORS AND LEADERSHIP 1.1Introduction Ability to not only influence but also inspire others to endeavor the leader towards leaders’ goal is referred to us leadership. On the contrary, it is argued that leadership is a process of an individual influencing others to attain a certain goal. Further, it is important to realize that leadership can be those qualities that viewers see but on the other hand, cannot describe. Leadership is manifested in the following ways, when there is a crisis and someone comes in to solve, or when someone influences others, or when some people tent to follows others. To crown it all, leadership usually comes in a visible state when there is someone who responds to something innovatively. Four main theories for generations erupt as follows: there are traits theories, contingency theories, behavioral theories and lastly transformational theories just to mention but a few. According to the article written by John Mark, it is evident that all of the four theories outlined above none of them is neither time bound nor mutually exclusive. However, according to experts, it is true that each of the generation above, it has to some extent benefit to the leadership debate although still debate continues up to date. There are different titles that are used to describe the division of modern management. Therefore, leadership can be discussed under the following categories, for instance charismatic leadership in the current ongoing debate on leadership that replaces transformational leadership. Secondly, there is an approach based on skills, self-management, and leadership that involves sharing just to mention but a few. Due to the above, it is pertinent to approach the above phenomena with the model of leadership that is classical. The following are some of the pertinent traits that a leader should have. It is, a leader should have a need for achievement, resolution, and courage, capacity to motivate individuals and should have trustworthiness character just to mention but a few. The above figure shows the New Reality of Leadership 1.2VIRTUE LEADERSHIP PRACTICE AND THEORY 1.2.1Origins of Leadership Theory According to the great man theory, it is evident that there are those people who are born naturally as a leader. The article goes further to site people like Alexander the great and Caesar Julius. In addition, people like Mahatma and bush George are related in the theory of Heroic conception of leadership (1880) as being leaders by natural phenomena. This is due to their high level of clear vision and ambitions to their destinations. The above is because they have a unique set of personal qualities, which propelled them to their effective leadership nature. From the assumptions in theory, it is evident that leaders possess inheritable traits implying that they are born and not made. The possibility that great people usually arise following the need is another assumption. According to the author, Thomas Carlyle it is vital to note that he argues that a leader is a gifted person with lone qualities that capture the masses immigration. 1.2.2Meeting in the team building/ break room Considering the great man theory, it is also evident that those who are leaders are usually born with the attributes that are necessary to set them apart from the masses. The above follows that the traits of persons describe above are essential in the assuming the positions of authority and power. The article goes further to outline that a leader is someone who is capable to accomplish goals despite the odds of the cohorts. In other words, the theory firmly points out that those in authority are there due to their special endowment. Lastly, the document affirms that the theory illustrates that traits and contends remains in a stable state despite the time. 1.2.3Trait theories of leadership (1920’s) The year 1910 was the pioneering year for the study of the leadership traits. The leadership traits did describe the certain attributes and personality that are exclusive to leaders. According to the theory, the exact message was to identify personal characteristics as well as physical traits that literally belonged to leaders. It was revealed after 30years of study that different leadership traits are resulted by different leadership situations. According to the article by Ralph Stogdill it is pertinent to note that factors that are related to leadership are characterized as follows. The factors are achievement, responsibility, status, participation, and capacity. The above is significant since it absolutely defines leadership according to the world of followers. In addition, according to the passage some of the traits that portrays leadership ability are the – Aptitude, ability, intelligence, personality just to sample but a few. 1.2.4Behavioral-based theories of leadership (1950’s and 1960’s) By the beginning of the 1950, approach trait to leadership took place during early of 1950s. Pertinently, according to research it is vital to realize that there was a shift of leadership traits to leadership behaviors. Consequently, according to experts it is evident that behaviors portrayed by leaders are pertinent to their physical, emotional, and mental traits. There are two factors that appear consistently in leadership are initiation and consideration of the structure. A good leader will tent to embrace the task-oriented behavior or initiating structure, which involves coordination, planning, and organization of the subordinates. Here the propelling rule is the consideration, which involves portraying concern, recognizing accomplishing, as well as supporting the welfare of the subordinates. Another study affirms that orientation of an employee unlike close supervision usual result in the better results. The above is witnessed in the study of Ohio and Michigan study of leadership consecutively. By summing it is evident as per the study that leadership approach is that, certain behaviors are sometimes universally effective to a certain type of leadership. 1.2.5Define and review the new reality of Leadership It is wise to note that leaders are living in a precedent time of opportunity. Therefore, leaders have the opportunity to choose on the forward navigation for more creativity and innovative issues. For any leader to be more creative and innovative it is pertinent that he or she should heed the leadership realities. However, the new realities for the leaders are lack of success, being doomed and depression. Here it is pertinent for the leader to heed the following realities. First, the new reality is that leaders should refuse to work at a place where every person comes up at the same time. The above argues that in the new reality of leadership it is pertinent for people to embrace technology since the era of post Another notable reality is the democratization of the work place, where the rule here the rule is more of collaboration but less of hierarchy. Thus, according to the above statement it is acknowledgeable that leaders should balance the egos. If the ego is well balanced, it follows that the focus will be good for all and not those few that are selected. Reality three and the last one are the shift of power to certain people. The above is observed with the consideration of the social media where power is given to certain people. This in contrary with the past where a change could be announced but quietly and that, people are expected to be observant enough to see the direction of change and new reality since the information is rippled and shred more quickly. If the above is followed then the leaders will automatically be measured with the amazing work they leave behind as well as strengthening the institution they leave behind. Three realities above will shape the leaders if they adhere to it in an embracive manner. 2.0THE TRAIT THEORY OF LEADERSHIP Characteristics of many leaders have literally resulted to the model of leadership traits, both unsuccessful and successful. The leadership traits are pertinent since they are used to predict the effectiveness of the leadership. According to the article on traits, it is evident that successful leaders have interests, personalities, and ability traits. The above traits vary with the potentiality of the leaders. Though the traits does not specifically predict whether a certain leader will be successful or not but they are preconditions that endow individuals with potential of leadership. The following are the core traits. Leadership motivation, here an individual poses an intense desire to lead others. Another trait is the achievement drive; here individuals pose high level of energy, ambitions, and initiative. The third leadership trait is the integrity and honesty, here a person develops trustworthiness, he becomes and open and reliable. Another trait is the cognitive ability, where an individual is very much capable in doing justice in judgment. Knowledge of business is another trait that a leader poses and here he or she is capable to realize the technical matters and to some extent he posses the knowledge of the industry. Lastly, another unforgettable trait is the maturity of the emotional element in a person. Here it follows that if a leader posse emotional maturity he cannot suffer from severe disorders of the psychological nature and other traits can be creativity, charismatic, and flexibility. Pertinently there is an advantage of trait theory, for instance a trait theory is a pleasing theory that is natural. Secondly, it is valid, where according to several researches it is pertinent that basis and foundation are validated. Third, another advantages of the trait theory is that it represents the yard stick that an individual’s leadership traits can assesses and lastly, it gives a detailed understanding and knowledge of the leader's personality. 2.1Examine the Leadership as an individual It is pertinent to realize that leaders in our contemporary society they are made and not born. The above means that any person ca becomes a leader if he or she desires. Potential leaders however, usually develop in a self-study, training, experience and education, the above process is un-ending. Leaders applying their skills and knowledge carry out the process of leadership. Despite of the exercise again, the leadership process is geared up by the personal traits, which influence the action. A leader as an individual is influenced by the inner drive of attributes, knowledge, and skills. A leader should portray the following four factors; he or she should be a leader, meaning that he/she possesses an honest understanding his/herself. Further, a leader should be a follower; here it is evident that people required leadership according to their nature. More so, the truth is that different individuals require different leadership skills. Another personality is that a leader should take heed of the situation at hand. 2.2Explore the future of trait theory in Leadership The future of traits lies in the leadership skills and knowledge of the current leaders. Here, it is important for the leaders to embrace the following factors so that the future trait theory in leadership could be modified. It is pertinent to be a fast class goer, meaning it is pertinent to invest in the best tools. It is vital also to outlearn every individual in the vicinity. Another factor to embrace is to upgrade the ones associations, do away with energy zappers and vision thieves, leaders should have a sincere heart to any non-performer. In addition, for the future trait theory in leadership to be effective, it is pertinent to invest in others which will in turn give them a win, and it is important that the leaders to be easy to testify. Here, the testimonies will build moral in the future trait theory in leadership. The above are some factors that will affect the trait theory of the future if correctly followed and utilized. Expert argues that if the above message is not keenly followed then the trait theory in leadership for the future will be doomed. 3.0CONTINGENCY THEORIES OF LEADERSHIP 3.1introduction 3.1.1Introduce behavioral leadership and its foundation for situational leadership. It is pertinent to realize that all individuals are situational and so they tent to act with one mind in addition they are all the same. However, one can possibly optimize and perfect one style and leadership aspect of transformation in a situational leadership aspect. It is wise to note that transformational leadership is always simpler. Additionally, it is pertinent to note that every leader should be flexible and must be adaptive so that to increase efficiency in their exercise. 3.2overview of the contingency theory of leadership Importantly, with the leadership theory of contingency, it is pertinent to note that functionality of various contingencies leads to success in leadership. The contingencies in place here is the group and task variables. In a simpler way, it is wise to heed that the efficiency of any leadership behavioral pattern is primarily contingent to the present situational demands. The above theory stresses the leadership behaviors in terms of leadership proportional to the needs created by various situational organizations. Further the following figure show how the when the leader uses a correct leadership style, the productivity will increase. It is noteworthy that the situational factors determine the organizational effectiveness. Further, it is pertinent to note that Situations shape how leaders behave. Lastly, Situations influence the consequences of leader behavior. 3.3 The Leader-member Interpersonal Relationship There are two leader-member relationships outlined as follows; interpersonal relationship for leadership usually, describes the process whereby leaders gain different levels of power with followers in their groups. In addition, it prescribes the manner in which high-quality LMX relationships can be developed. On leadership relationship theory Different forms of power with some followers, leaders always relies on legitimate power and again, with other followers, leaders rely on relational power 3.4The Importance of High-quality leader-member relationships Less employee turnover, higher performance evaluations higher frequency of promotions greater organizational commitment, more desirable work assignments, more attention and support from the leader and lastly, greater participation by followers. The above are some of the important factor of a leadership style that portrays a high quality style in exercising the function. Another theory of leadership style is the social exchange theory and here it is pertinent to note that several steps are followed for efficient establishment of the social exchange theory. It is important to realize that human being are attracted to others with believe that our social needs will be satisfied. In the work place according to the theory, there is an insinuation that subordinate behaviors might extend beyond the requirements that are contractual as an important step of generating a high—quality LMX. However, the theory affirms that after attraction, what comes next is interaction. It is argued by the experts that initial interactions are geared up by the principle of economics, and that is why, the interaction process is guarded by the reciprocity of norms. Thus, it is pertinent to heed that negative relations always generate negative reciprocity. Relationships can be good, ambivalence or negative. Here, ambivalence relationships are those relations that come in between the positive or negative relations. Ambivalence relationship literally means to hold unfavorable and favorable attitudes towards something or someone. In other words, it is described as having torn between conflicts or having mixed feelings towards a certain thing. Ambivalence behaviors have its own consequences for instance, someone can feel uncomfortable, or when there is a creation of aversive state, it can go further to produce unpleasant conflicts emotions or conflicts. Further, the consequences of ambivalence relationship can be it heightens attention to subsequent cures, causes people to make emotional based decisions, and lastly, creates a strong desire of consistency. By summing the above, it is pertinent to that we are attracted to others whom we believe they will fulfill our needs, in the process of interactions individuals’ tent to avoid the tit-for-tat exchanges. Again, pertinently it is true that mutual trust, respect, and loyalty will result in high quality of relations. Finally, there is a merge of different relations although it is optimal in the above type of leadership that exists between one group and some followers. 3.5 Followership and Leadership Communication The concepts of leader and leadership do not exist in isolation from followers and followership. Leaders typically arise from among those who have shown the ability in the follower role; exception entrepreneurs. Leadership is a relationship; psychological factors in the follower as well as the leader help determine this relationship. Follower’s attributions about leaders affect followers’ responses to and relations with their leader. Follower perceptions are seen as the key linking past performance and future performance. According to the article by Binney and Williams affirms that in times of change, Leadership needs to be both forthright and listening combining assertive leadership with responsiveness to others. However, seeing clearly comes from knowing where the organization is now and having the energy to develop and change to capitalize on opportunities. Further, combining clearly expressed intention with respect and understanding for people’s hopes and fears enables the future to be shaped together. It is pleasing to note that, Leaders encourage others to change by recognizing that they need to shift as well. Most learning takes place when people interact and share their experiences. 3.5.1Eight steps to transforming your organization; according to Kotter Here, Kotter argues that for the transformation of an organization, the discussion of crises and opportunities is inevitable. It is easier to form a powerful guiding coalition here if leaders are persuaded to work as a team. Create a vision by develop strategies to achieve that vision. Communicate the vision – use all means to communicate the vision. In addition, it is wise to empower others to act on the vision by eliminating obstacles, changing the structures, encouraging risk taking and new ideas. Plan for and create short-term wins. Lastly, consolidate improvements the above is done by hiring, promoting, and developing those who can implement the vision and achieve change. By summing the transformation of your organization, it is pertinent for the leaders to act as leaders since they are all leaders and followers. Again, it is important to boost the emotional Intelligence together with improved Communication Effectiveness. Since the above will increase leadership effectiveness. Moreover, the encouragement of followership, engagement, and Business Success will facilitate the transformation of the organization. 3.5.2Organizational focus Considerably, for organizational focus it is pertinent to analyze the levels of management. Notably, for any organization to be effective, it is vital for the leaders to take into account the following levels of management. Levels of management are, administrative, operational, and strategic. Here, operational and strategic levels are responsible for the consultation, monitoring and lastly coaching. Coaching entails the capacity building and training of employees with a core aim of improving the organization’s. Monitoring on the other hand, is a relationship, usually internal within an organization, where more experienced people, provides support and possibly a role model for less experience colleagues. Contrary to the above, consultancy in an organization involve getting a client to consider a range of options, to gives advice, also it involves making recommendations and lastly a busy focus. The above is a diagrammatic representation of coaching, consultancy, counseling as well as monitoring in an organization. In summary it makes sense to note that after the analysis above, the assumption is that coaching is continuously growing, Manager as coach’ are found to be overtaking external coaching and lastly the passage above illustrates how to quality assure the whole system. 3.5.3Power and Influence In an organization things are done in terms of culture, formal command, influence and power just to sample but a few. There are two ways of building power, which are personal characteristics and personal behaviors. 3.5.4Seven Principles for Asserting Leader Influence For the assertion of leader influence, seven factors that influence the above as follows; Use rational persuasion, make people like you, rely on the rule of reciprocity, develop allies, ask for what you want, remember the principle of scarcity and lastly, extend formal authority with expertise and credibility. In summary, it is clear that Power is asymmetric control over valued resources in social relationships and power and status serve to reinforce hierarchies and sources of power (and status) include: expert, reward, coercive, referent, and positional .Getting power involves, certain personality traits (or their associated behaviors). Actions geared towards gaining resources that are important, scarce, and no substitutable. However, when one is in power, it is important to monitor time (and changes of power carefully) and seek to reinforce your power and status. Further, it is viable to understand the psychological implications of being powerful. Finally, understand the ethical implications of being powerful. 3.5.5Leadership Development, Values, and Diversity The above is a theory that explains how people hold about specific systems in the world and their expected behavior. Accordingly, as a leader, take heed of mental models and the manner to which they can affect the thinking and behavior of individuals. Learn to regard assumptions as temporary ideas and strive to expand your mind-set. Sincerely it is pertinent further to realize that a leader’s assumptions are part of a mental model. However, a leader who does not believe in entrusting people with responsibilities (Theory X) acts in unique manner unlike a leader who entrusts people with responsibilities (Theory Y). According to study, leaders have assumptions about events, situations, and circumstances. People tend to accept assumptions as “truth.” Therefore, questioning assumptions can help leaders understand and shift their mental models. Sometimes, it is wise to note that, leaders usually face challenging scenarios that require viable strategies to overcome. Leaders are the role models cum ambassadors of the organization and thus, they should demonstrate apt conduct always. More so, leaders should act as pacesetters in the organization by observing the stipulated ethics. Good leaders ensure that their personal goals are aligned to those of the organization. 3.5.6How Values Impact Leadership Value differences often result in different judgments regarding ethical and unethical behavior. They are primary determinants in what data are reviewed and how leaders define problems. Considerably, values influence the decision-making within the organization especially in getting solutions of the accruing problems. Further, values often influence a leader’s perceptions of individual and organizational successes and the manner in which they are achieved. Leader-Follower relationship is based on shared, strongly internalized values that are in line with the managerial philosophy of the organization. Leaders influence ethical values through personal behavior and spiritual leadership. Employees learn about values from watching leaders. Values are often a key factor in conflict, especially when choices represent values in opposition. Professionally, Value-based leaders generate trust and respect based on their courage, determination, self-sacrifice. Notably, three qualities that influence personal mastering are as follows; Personal vision: clarifying what is important. Facing reality: a commitment to the truth here, leaders are relentless in uncovering the mental models that limit them. The third factor is holding creative tension, which requires the leaders to reorganize current activities to work toward the vision. A point to consider in the leadership management for any given organization is the Action Theory Learning Process and Double Loop Learning. The Action Theory Learning Process involves the following four basic steps; production of new actions, discovery of espoused and theory-in-use, the generalization of results and the invention of new meanings. Conversely, the double loop learning entails the systematic application of various steps. In double loop learning, the testing of hypothesis about the employee or customer’s behavior is done publicly. In summary, Ability to not only influence but also inspire other to endeavor the leader towards leaders goal is referred to us leadership. On the contrary, it is also argued that leadership is a process of an individual influencing others to attain a goal. Leadership can be those qualities that viewers see but cannot describe. Leadership is manifested in the following ways, when there are crisis and someone comes in to solve, or when someone influences others, or when some people tent to follows others. To crown it all, leadership usually comes in a visible state when there is someone who responds to something innovatively. The entire leadership management above tends to share a common quality. Due to the above, it is pertinent to approach the above phenomena with the model of leadership that is classical. The following are some of the pertinent traits that a leader should have. It is, a leader should have a need for achievement, resolution, and courage, capacity to motivate individuals and should have trustworthiness character just to mention but a few. According to the great man theory, it is evident that some people are born as leaders naturaly. The article goes further to site people like Alexander the great and Caesar Julius. In addition, people like Mahatma and bush George are related in the theory of Heroic conception of leadership (1880) as being leaders by natural phenomena. This is because they tend to have a higher level of clear vision and ambitions to their destinations. The above is due to their unique personal qualities, which propelled them to their effective leadership nature. From the assumptions in theory, it is evident that leaders possess inheritable traits. Another assumption is that, there is a possibility that great people usually arise following the need. According to the author, Thomas Carlyle it is vital to note that he argues that a leader is a gifted person with lone qualities that captures the masses immigration 4.0 Conclusions It is pertinent to understand that in most cases, leadership development plan is valuable and important equipment that strategically guides one throughout the career satisfaction, challenges that can arise during their careers and interesting opportunity. When you need to change completely a direction, your plan may be more valuable. This guides people to understand effectively the need of change pertaining leadership. Appropriate actions will definitely indicate actions provided and why change is necessary as well as the way forward. 5.0 references Howell, Jon P., Jon P. Howell, Dan L. Costley, and Dan L. Costley. Understanding behaviors for effective leadership. 2nd ed. Upper Saddle River, N.J.: Pearson Prentice Hall, 2006. 5.1 Appendix1. Advance scenarios played reflection 5.2 Appendix II leader self-sight reflection Read More