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Teams and organizations lead by two leaders - Essay Example

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After all, when there is high morale in an organization, employees act with greater focus and energy on achieving goals. Conversely, when the level of morale…
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Teams and organizations lead by two leaders
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Leadership Participatory and Transformative Leadership Virtually everyone appears to approve that organizations and teams need high morale to be great or produce great results. After all, when there is high morale in an organization, employees act with greater focus and energy on achieving goals. Conversely, when the level of morale is low, employees tend to spend more time making complaints and act with less energy. In the latter scenario, employees spend more time attempting to protect their positions or look for other jobs (Bass & Bass, 2009). In short, morale correlates with the performance of employees as employees devote minimal time towards achieving results in situations where there is low morale. Of course, initiating and sustaining morale among teams are not an easy task to do. Organizations need great leaders such as participative and transformative types of leaders to ensure sufficient levels of morale abound.
Teams led by both transformative and participatory leaders have their morale bolstered. On the one hand, participatory leaders inspire creativity and encourage members of a team to engage in both decisions and projects. As a result, team members develop high levels of morale, job satisfaction, and productivity. Participatory leaders can motivate them to work hard by making team members feel in control, (Montero, 2013). On the other hand, transformation leaders inspire teams since they expect the best results from them. This leads to high engagement and productivity from all the people in the organization or teams (Donna, Middleton, Montana, & Simpson, 2006). Therefore, both participatory and transformative leadership spur open communication that develops team motivation. To this end, transformative leaders and participatory leaders can work together to motivate teams within an organization.
Although both transformative and participatory leaders can work together seamlessly, evidence shows that transformative leaders serve organizations better than participatory leaders. Police heads who choose to inspire, give intellectual stimulation, and set a vision, are more effective than those who do not do that. Also, evidence shows that transformative leaders can have a greater positive impact on their subordinates than other directors. On the other hand, limited evidence exists regarding the impact of shared leadership initiatives exhibited by participatory leaders (English, 2006).
In my view, transformational leaders are more influencing compared to participatory leaders. If directors apply transformational leadership styles with integrity, they can change organizations in magic ways. They can design environments that empower team members or employees to fulfill their highest needs. When team members attain their highest needs, they become members of productive learning communities. I view transformational leaders as servants to the people as they offer guidance in developing and embracing visions for the organizations they work in.
References
Bass, B. M., & Bass, R. (2009). The Bass Handbook of Leadership: Theory, Research, and Managerial Applications. Simon and Schuster.
Donna, H., Middleton, J., Montana, S., & Simpson, R. (2006). An Empowering Approach to Managing Social Service Organizations. Springer Publishing Company.
English, F. W. (2006). Encyclopedia of Educational Leadership and Administration. SAGE Publications.
Montero, M. (2013). Leadership and Organization for Community Prevention and Intervention in Venezuela. Routledge. Read More
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