Currently in the global economy that is complex in nature, the organizations along with the government are shifting their methods to a better model of management of the projects so that they can be successful in their endeavors with respect to products and services. The leaders who are assigned the projects continues to work like a manager where they check the daily activities and keeps in mind the budget of the project, which cannot be exceeded along with the quality of work that is being provided and time constraints (Nahavandi, 2016). Apart from these things, the changes that are being done have to be managed in a proper manner so that the resources that are available for the project can be used efficiently. The relationship with the internal and the external stakeholders has to be maintained in a proper way so that the information can be passed on in a precise manner. The vision of the leader has to be aligned with the project so that it can help them in finishing the work within the stipulated time along with the degree of honesty and integrity with which the work is done. This will help the work to be completed in an efficient and a faster manner (Bolman & Deal, 2017).
The leaders within the organization play an important role in building effective teams so that their activities can be collaborated, which will motivate them in performing in an efficient manner. The building up of the team is a daily activity, which involves one of the primary responsibilities of the leaders to link the employees with the goals and objectives of the company. This will help in motivating the employees in serving the company with the best possible interest (Sledge, 2016).
The situational style of leadership helps the leaders in adapting their own styles within the organization so that it can help them in dealing with the different situations. They are at a better position in analyzing the level of competence that is required among the employees so that the task can be completed in an efficient manner. This style of leadership is different from the other styles, as it lets the leaders to adapt and change according to the various situations that may occur within the organization at different time (Ziegler & Ramage, 2013).
The situational style of leadership is based on primarily three concepts such as the guidance and the direction that the leader provides so that the task can be handled in a better way, the emotional support that they provide to the team members during the ongoing process of the task and the level of maturity that is shown by the team mates towards the task. It enables the leaders is identifying the tasks so that the goals can be set properly, which will help in completion of the task in an organized manner. This style of leadership benefits the leaders, as they can deal with various situations with the help of different people, which will help in creating an innovative approach for the leaders (Hooper, 2017).
Another style of leadership is known as the transactional process of leadership, which helps in establishing a relationship between the subordinates and the leaders based on the exchanges of pleasantries. This style is mainly associated with the factors such as rewards and punishments, which is based on the performances of the team members. The members of the team are rewarded when they are able to achieve more than their target so that it can help them in earning recognition within the organization where as the under achievers are punished as well (Joullie & Spillane, 2015).
This leadership theory acts up on a preconceived command, which has already been defined in a clear manner, as the team members will be successful if they are under the guidance of the leaders and follow their instructions clearly. The leaders pre-design a set of rules and regulations, which needs to be followed by the team members so that they can be successful in their endeavors. The major drawback for this style is that the innovation and creativity that can be presented within the work place is limited and the members of the team start to lose their individual identity, which influences their level of motivation in a negative manner within the organization (Haller & Hogg, 2014).
The transformational style of leadership helps the leaders in giving some power to the team members so that they can also feel inspired while working within the organization. it helps the employees in exercising the empowerment that is related to staffs, which further helps in achieving high level of performance due to the increased levels of motivation. The leaders basically are considered as the role models within the organization by the members, as they display better values, which help them in gaining the respect from the members (Antonakis, 2017).
This leadership style helps in communicating the vision of the organization so that it can create a sense of urgency among the team members. The goals that are of longer duration is not compromised with the principles and values that are taken up in completion of the projects within the organization. This style of leadership also takes the level of innovation and creativity in to consideration, which helps in stimulating the intellect of the team members. It has a positive influence on the members of the team, as they are highly motivated and tries to achieve the outcome through team work and cooperation from each other. This helps the leaders in making sure that their team meets the goals of the organization, which also helps them in getting benefitted (Hooper, 2017).
Thus, it can be said that the style of leadership that is followed in a particular organization helps the leaders in exercising their power to control the team members so that they can achieve the goals of the company by being under their guidance. The leaders can exercise their power in a positive manner, which will be beneficial for the organization as well, as the output will increase to a large extent.
Antonakis, J. (2017). The nature of leadership. Sage publications.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Haller, J., & Hogg, M. A. (2014). All power to our great leader: Political leadership under uncertainty. J.-W. van Prooijen & PAM van Lange (Eds.), Power, politics, and paranoia: Why people are suspicious of their leaders, 130-149.
Hooper, A. (Ed.). (2017). Leadership perspectives. Routledge.
Joullié, J. E., & Spillane, R. (2015). Philosophy of leadership: the power of authority. Springer.
Nahavandi, A. (2016). The Art and Science of Leadership -Global Edition. Pearson.
Sledge, C. L. (2016). Influence, Power, And Authority: Using Millennials' Views To Shape Leadership Practices. Air War College, Air University Maxwell AFB United States.
Ziegler, W. T., & Ramage, D. E. (2013). Taking a risk: Sharing leadership and power. The Education Digest, 78(5), 45.
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