The Extent to Which Leaders Influence Organizational Effectiveness - Coursework Example

The extent to which leaders influence organizational effectiveness Name Professor Institution Course Date The extent to which leaders influence organizational effectiveness Currently the organizations are grappling with changes blowing in this postindustrial era (Clifford & Thorpe 2007). These changes are happening so fast that if organization management does not take heed of them, the organization may be phased out of competition or may be forced to shut down. As such organizational effectiveness is crucial to achievement in any business. So as to achieve growth and sustainable organizational results, organizations require implementing strategy and engage employees (Dalglish & Miller 2010). Since it is the top leadership that develops strategy and makes decisions, they are responsible for the performance of the organization. Majority of organizational theorists contends with effective leadership as one of the most significant factors to general organizational success (George & Jones 2006). To get a link between leadership and organizational performance, this essay analyses the extent to which leaders influence organizational effectiveness. This essay will also use different leadership theories and concepts to contextualize the discussion. Day, Gronn & Salas (2006, p.212) defines leadership as the practice of social influence where one individual can join the aid and support of people in the achievement of a common undertaking. It also defined as organizing individuals to realize a common. On the other hand, Samson & Daft (2005) define organization as a social entity which bear a common goal and is connected to the external environment. Organization encompasses people, resources and activities. From the definition of leadership, it is true that a leader influences the organization effectiveness. A leader influences though interpersonal skills, communication, traits and style of leadership (Kreitner & Kinicki 2007). The influence a leader bears on the team performance and eventually, the organizations lead cannot be ignored. Organization as a system has its people, culture and objectives that leadership must take it account to ensure smooth running of the organization (Kreitner & Kinicki 2007). In an organizational context, managers shape the manner in which individuals think and conduct themselves—managers are perceived as role models and staff looks to observe if their conduct is in line with the espoused values and beliefs of the organization (Daft 2004). Manager set the organizational agenda. Managers influence the culture of the organization and in sequence the continuing organization’s effectiveness (Samson & Daft 2005). Managers as leaders set the platform under which members of the organization aspire for excellence and collaborate to realize organizational objectives. Leaders use various skills to ensure organization effectiveness. Such skills include social skills, communication skills and technical skills among others (Samson & Daft 2005). Socially skilled leaders normally have a wide circle of relationship with employees and have ability for establishing collective ground and building rapport with employees (Lussier & Achua 2004). Building a good relation with a manager ensure that employees are happy in the place of work (Day, Gronn & Salas 2006, p.212). Additionally, good relationship with managers and staff translates into a high degree of customer satisfaction, further strengthening client relationships as contented, energized staff make positive client experiences. That does not imply they socialize continuously; it implies the manager and employees work based on supposition that nothing crucial is done alone but in consultation (Lussier & Achua 2004). Social skill also helps managers deal with emotional intelligence. Managers have the tendency to be effective in managing affairs when they understand and manage their individual emotions and can understand the feelings of employees (Lussier & Achua 2004). These help managers to understand the competency of employees therefore assigning them duties that they can deliver. Adair (2007) claim motivation also is classified as a social skill. Herzberg’s Two-Factor Theory argues that in for an individual to feel winning they must be motivated, and this motivation goes together with the achievement, responsibility, advancement and the nature of their work. An effective leader impacts the effectiveness of their organizations by motivating the employees (Carlaw, Carlaw, Deming & Friedmann 2002). Dedicated and loyal workforce anticipate their leaders offer a clear objective of the organization’s strategic path. Employing charismatic leadership style, an effective manager motivates his employees to complete job tasks by offering inspiring speeches that explain the organization vision in clear detail (Marquardt & Loan 2006). This motivates the staff to work hard to realize the objectives. When the many demonstrates an individual dedication to hard work and innovative strategies to solve problems, workforce normally values such things too. Richard et al. (2009) claims that leaders offer incentives to workforce like financial rewards and other bonuses to boost the moral and increase production. Transformational leaders apply inspiration and high energy to motivate workforce to success. This influence satisfies Maslow’s Hierarchy of Needs that is physiological needs, needs for safety, esteem needs, love and belonging and self-actualization met (Carlaw, Carlaw, Deming, & Friedmann 2002). Effective leaders often mentor subordinates to assist them build their personal leadership skills which they can use to lead various teams formed. He also workshops, project management, business acumen, negotiation, and other leadership forums in order that subordinates can assume leadership from departing leaders (Richard et al. 2009). In a nutshell he or she empowers employees to feel appreciated and valued as part of the company. Empowered workforce makes their own everyday decisions, however they are steered by strict organization objectives (Marquardt & Loan 2006). Using servant leadership the manager usually follows the employees’ consensus. Concise and clear communication from managers on a daily basis makes sure that employees understand what to be done. With this form of structure, leaders facilitate organizational effectiveness, profitability and productivity. Bureaucratic leaders are inclined to delay communication by taking control to confirm that each part of the intended message and delivery process follows strict organization channels (Hoogervorst, van der Flier & Koopman 2004, p.291). This can hinder communication and prevent workforce from obtaining information and instructions they require to carry out their duties. Mitchell (2012) claim effectiveness of an organization is also depends on its communicative ability and ethics. The link between these three factors is concurrent. Ethics is forms the foundation rooted in organizational effectiveness. An organization through its manager has to demonstrate respect, integrity, honesty and equity to enable communicative skill with the participating employees. Together with ethics and communicative skill, employees in a given organization can ultimately realize their planned objectives (Kreitner & Kinicki 2007). Business leaders require focusing on engaging and aligning their employees, the management systems, capabilities and the structure as well as organizational culture in their strategy to build organizational effectiveness. According Yang (2007, p.85) a manager's strategy can bear influence on the efficiency of his or her employees and the entire organization. Efficiency of an organization depends on every department, with the leadership of it’s a manager carrying out its duty and participating towards the organizational effectiveness. Therefore the manner in which a leader makes decisions, delegate’s responsibility and relates with workforce can influence the whole organization (Day, Gronn & Salas 2006, p.216). An employee who is motivated has confidence in the organization's vision becomes productive (George& Jones 2006). Leadership style also has a straight influence on the morale of an employee. Autocratic leaders who do not look for input from staff tend to separate from their employee and lessen the staff’s feeling of participation. Democratic leaders on the other are often open to employee participation and permit staff to feel part of the organization's effectiveness (Yeo 2006, p.67). When the employees feels separated and not involved, morale and efficiency suffer. A manager that involves workers in the organization's operations creates morale and enhances effectiveness (Daft 2004). A leader’s traits play a crucial role in the manner in which they lead. A trait is a combination of personal characteristics and the behavior of an individual. Daft (2004) claim that a significant trait of leadership is employing human talents to raise performance, confidence and integrity in the workforce and the entire organization. Personality influences conduct including attitudes and insight. Understnding employee’s personalities help make clear and predict their actions in relation to job effectiveness (Lussier & Achua, 2004). Using the Big Five Model of Personality leader’s strength in terms of effective leadership can be evaluated in relation to surgency, conscientiousness, agreeableness, adjustment and openness to experience (Avoli, Garnder, Walumbwa, Luthans & May 2004, p.804). Surgency consist of is a trait where a leader has a need for power with an intention to control situations and take pleasure in competition which they will definitely win since are not fond to losing. A leader who has the winning mentality tends to transfer those traits to employees (Yeo 2006, p. 64). An organization who manager and employees long for success is definitely effective. A manager who has surgency personality is sociable, talkative and relaxed during meetings and would like to influence and transfer these traits to his employees (Avoli, Garnder, Walumbwa, Luthans & May 2004, p.811). Influencing is the capability of the manager to communicate thoughts effectively to workforce so workforce will not just accept the ideas but motivate them to execute required changes. The agreeableness trait tends to help both manager and employees to get along. A manager who possesses this trait is simply trying to communicate a message to his employees that for the company to run smoothly, people must cooperate to complete their tasks. Adjustment is sometimes called emotional stability. Managers use this trait to influence the employees on how to be calm and adjust to new changes in the organization. Conscientiousness is traits associated with achievement (Lussier & Achua 2004). Leaders with an achievement need tend to seek challenges, solving problems and work hard for excellence. This trait if transferred to employees, they will be motivated and work towards good results. In conclusion, it is broadly understood the leadership face is changing and for a leader to be effective, he or she must adopt the changes before them. It should be noted that effective leadership do not just set up a clear vision for the management of an organization, but has to influence and empower the workforce to acknowledge the challenges transformation will come with and work together in making their organization effective. References Adair, J 2007, Leadership and motivation – the fifty-fifty rule and the eight key principles of motivating others, London, Kogan Page Publishers. 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