Leadership Styles and Their Impact on Management
1.Leadership That Gets Results Which Two Leadership Styles Are You Most Likely To Use. Why?
2. Imagine You Are The Founder-Ceo Of a Company You Just Started. What Do You Want The Culture To Be Like? What Qualities Would You Hire For In Your Employees? Below Are Some Tips On How To Write a Good Journal Entry.
How To Write a Strong Essay Read The Assigned Materials 2) In Your Journal, Answer The Questions By Referring To The Materials In Your Own Words. Tie The Journal Topics To Either Your Personal Opinion/Experience, Examples From Other Business, And/Or Examples From Class.
If I am given the responsibility of management in an organization, I would select the “democratic style” and “pacesetting style” of leadership (Goleman). Democratic leadership style is associated with giving every employee a voice in decisions, which builds organizational flexibility and responsibility and also generating new, creative ideas within the workforce. On the other hand, pacesetting style of leadership is where the leader sets high standards of performance and provides a positive impact on the employees who are self motivated and highly competent. Both the democratic and pacesetting style of leadership would allow an organization to reach to the pinnacle of success because both of the leadership styles are highly efficient and effective when it comes to engage, tackle and manage the employees of the new generation. As I am a liberal, highly competitive, self critical but optimistic kind of person, I believe that the best way to deal with the employees of today is not by following the archaic or traditional methods of leadership (coercive or authoritative), rather, providing a platform for the employees to bloom and perform according to their abilities is the new vogue of management. Apart from that, an optimistic and energetic leader would encourage the employees to be optimistic and energetic as well. Therefore, by practicing pacesetting style of leadership, I believe that I am able to instill energy and zeal in the mind of the employees to encourage them to exhibit their best performance for the sake of the organization.
If I become a founder- CEO of a company that I might start, the organizational culture and environment of my company would be democratic and liberal. I would be eager to build a kind of an environment where the employees would be self- critical and always concerned about their position in the company and also stay focused in their work but in an optimistic way. I believe in creating a situation for the employees in the workplace where they would not only be focused to their work but also celebrate their success with utmost happiness. As I believe in setting higher standards in terms of performance and business goals, I also know where to draw the line. I do not have unrealistic goals. I have realistic and achievable expectations which are fueled by my optimistic and positive employee engagement techniques within the workforce. Such optimistic employee engagement approaches, I believe, would facilitate in increasing the productivity of the employees and the organization as a whole. My company would also propagate and practice multiculturalism and diversity for better productivity (Hbr.org. 2015). Employees who would be excellent in verbal and written communication, flexible, liberal and innovative would be welcomed in my company. As I am a liberal and a freethinker, I would appreciate the employees who would be able to think out of the box, specifically and unconventionally. Employees who follow traditional concepts and pose resistance to change or show xenophobic traits would not be welcomed in my company.
Goleman, Daniel. "Leadership that gets results." Harvard business review 78.2 (2000): 4-17.
Hbr.org. 2015. Available at: https://hbr.org/2015/12/getting-to-si-ja-oui-hai-and-da