Leadership style in the organization - Essay Example

Leadership Project Leadership Style in Organization The increased international marketing and business activities have made it necessary for the organizations to work in unification with each other, employees and government. Globalization has compelled the employees of the organization belonging to various cultures and religion, to work together in synchronization with each other (Brennan and Vecchi 149-164). It has been observed that the managers in my current organization have adopted the situational leadership theory. Although, the impacts of the situational leadership theory are different from the perspective of varied theorists, most of the managers in my organization follow two or three leadership theories. Impact on Employee Morale & Performance These situational theories are highly dependent upon factors like the particular situation, task, people, environmental variables and organization. Fiedler had proposed a situational theory, which proposed that there is no singular way of handling particular situation (Davidson and Omar 1352-1706).The different leadership approaches adopted by the managers at varied situations have different impact on the employee morale and performance (Dong and Liu 1352-1706). When a leader adopts autocratic approach, there is negative impact on the employees’ performance and outcome. When a leader adopts transformational and goal setting leadership, there is an increase in the employee performance and morale. Effective Leadership Approaches for Ethical Business Practices Although, there is no singular leadership theory, which would help to increase the organizational outcome, moral and performance of the employees, yet the management of the organization needs to focus on application of several leadership theories. A distinction should be made between the task and relationship oriented managers. Task oriented managers lay emphasis on the tasks in hand, than on the enhancement of the leader member relationship (Fish 1352-1760). These kind of managers focus on the organizational structure, task delegated to the members and the position and power of the employees. Development Plan It has been observed that the employee performance and morale increased with the motivation received from the managers. The employee morale and performance is also dependent on the way the manager conducts themselves and motivate the employees of the organization. The organizational outcome is also directly related and proportional to the motivation and the guidance of the leaders (Fontaine 125-135). The development plan would be to implement leadership program, which would highlight the basic leadership approaches like transformational, goal setting theories, which can improve employee morale and performance. Opportunities & Barriers for Implementation The basic opportunity for employees of the organization would be the leadership program, which would highlight the leadership approaches. Certain generic situation and leadership approaches would be highlighted, which would act as a remedy for varied managerial crisis. The program would make the employees understand that, active participation is not limited to the creative and independent thinking, but it is also motivated towards providing a suitable technological environment, incentives and cultural network. The leadership program would have a positive impact on the attitude of the employees, managers and technical staff. This would help the employees in aligning the personal and professional interest of the employees. Employees would be able to attach personal values to the objectives of the organization that can help in goal and objective achievement. The motivational effect of the employees is a continual process and requires regular monitoring of the employee performance and the behavior (Harry, Desai and Burt 11-18). Among the disadvantages, it would be difficult to be selective about a particular leadership theory which is universally applicable for all situations. Varied leadership theories would be required at different levels and situations. The leadership program might not be able to be the only remedy to varied managerial situations and crisis. The major barrier to this leadership program would be the approval from the senior authorities, for it would be a time consuming and expensive program. Contrasting Behavior of Current Organization & Movies Since, my current organization specializes in manufacturing beverages; the organization behavior of the managers depends upon the organizational climate, which in turn is influenced by the work load. Managerial behaviour has a direct influence on the employee outcome and organizational effectiveness. However, it has been observed that the traits of effective managers are often interrelated with the traits of a leader. For example, understanding the employee behaviour and capabilities helped in systematic delegation of responsibilities. This was essential because the performance of the individual, team and group depends upon the capability and willingness to work for the employees activities (Jackson “Cross-Cultural Management and NGO Capacity Building”). Thus, it is observed that effective managerial and leadership traits are very much intertwined in the organization. However, the movies give a contrasting behaviour to what the reality is. The movies give a picture perfect analysis of the organization, where the managers are capable of solving the complexity of the problems within a stipulated time frame. As per the movies, the technological environment is compatible with the existing system and is capable of manufacturing high quality innovative products and there exist a strong organizational structure, which leads to proper decentralization and departmentalization environment (Ochieng and Price “Managing Cross-Cultural Communication in Multicultural Construction Project Teams: The Case of Kenya and UK”). The reward system is perfect and the employees are happy with the incentive system and they receive maximum benefits by giving in miniscule input. The challenges faced by the employees of the organization are less complex and the managers are capable of solving the problem with ease. Current Code of Ethics, Challenges and Common Practices It has been observed that the current organizational practices are greatly influenced by the code of ethics implemented by the managers of the organization. Following code of ethics is essential in an organization for the increase in the organizational outcome, morale and performance of the employees. It has been observed that my organization follows certain ethical standards like normative principles, which signifies the values of an individual that define their behavior (Sabri 202-218). Descriptive Ethics emphasize on the “What If” behavior of the company and an individual. Egoism approach states that an individual should focus on the benefits that it would derive by performing an action. These ethical theories vary with different managerial situation and crisis. The ethical theories have been responsible in driving the employee behavior and attitude while working in the organization. The personal values are deeply influenced by the environment and culture of an individual. Theorist Hofstede had identified four major cultural dimensions; masculinity, uncertainty avoidance, individualism versus collectivism and power distance. The most common approach which violates the code of ethics is the termination of the employee services without having the employees considered. This approach almost resembles the Hybrid theory, which distinguishes between different theories conceptualized by different theorists. This concept has two parts one part includes the definition that is called a core concept, which is constant while the second part is called identification concept and can be altered as per one’s choice. The managers and the employees in the organization follow two parts of the theory stringently. The management of the company should adopt methods, which help in promoting a congenial working environment and increases the efficiency. The dynamics and dimension of ethics is very complex and emanates from the intercultural and interpersonal values, beliefs and assumptions of an individual. If the management does not follow the code of ethics and set of discipline then there would not be able to interpret and understanding the organizational culture and climate. There would be chaos and confusion among managers and the employees working in the organization, which lead to decrease in organizational outcome. Works Cited Brennan, Louis, and Alessandra Vecchi. “Quality Management: A Cross-Cultural Perspective.” Cross Cultural Management: An International Journal. 16.2 (2009): 149-164. Print. Davidson, Marilyn J, and Azura Omar. “Women in Management: A Comparative Cross-Cultural Overview.” Cross Cultural Management. 8.3 (2001): 1352-1706. Print. Dong, Keyong, and Ying Liu. “Cross-Cultural Management in China.” Cross Cultural Management: An International Journal. 17.3 (2010): 1352-1706. Print. Fish, A. “The Importance and Relevance of Cross-cultural Management.” Cross Cultural Management: An International Journal. 1.1 (2007): 1352-1760. Print. Fontaine, R. “Cross-cultural management: Six Perspectives.” Cross Cultural Management: An International Journal. 14.2 (2007): 125-135. Print. Harry, Wes, Caroline Desai, and George Burt. “Recognising the Value of Cross Cultural Diversity in International Management Development Programmes.” Cross Cultural Management: An International Journal. 4.3 (1997): 11-18. Print. Jackson, T., “Cross-Cultural Management and NGO Capacity Building.” Intrac. Intrac, 2003. Web. 10 July. 2013. Ochieng, E G, and A.D.F Price. “Managing Cross-Cultural Communication in Multicultural Construction Project Teams: The Case of Kenya and UK.” ScienceDirect. Elsevier, 2009. Web. 10 July. 2013. Sabri, H A. “Re-examination of Hofstede’s Work Value Orientations on Perceived Leadership Styles in Jordan.” International Journal of Commerce and Management. 22.3 (2007): 202-218. Print. Read More