Effective Leadership Essay

Effective leadership involves the use of various styles, developing a proper culture, and setting the direction for subordinates. This paper will analyze the different approaches to influencing people, ways of creating the culture of trust and support, and the impact of a clear focus on the team’s performance. Besides, it will also evaluate the communication channels for raising awareness of the team about the company’s objectives. Only strong leadership can create a team with high achievements.

Evaluation of Leadership Styles

There are four major behavioral models which are used in leadership. They depend on the situation and management qualities applied. The first model is theory X and Y of McGregor. The model is based on the leader’s evaluation of an employee’s motivation. The followers of the X theory believe that workers are lazy and try  to avoid duties if they can. Therefore, leaders can motivate such employees either by using money or extending other benefits. Those who believe in the Y theory think that their staff members do everything they can and they are self-motivated (Lawter, Kopelman & Prottas, 2015, p.85). The leader only needs to provide opportunities for open communication and participating in the decision-making processes. The second model is situational leadership, which denotes that each situation requires specific guidance skills. The assumption led to the appearance of four more leadership styles, such as directing/telling, coaching/selling, supporting/participating, and inspiration. The third model is emotional intelligence, which is assessed basid on such capabilities such as self-awareness, social skills and awareness, and self-management. This information helped to determine coercive, authoritative, affiliative, democratic, pace, and coaching leadership styles. The fourth model is inspirational leadership, which also has various dimensions. This variety of administration styles demonstrates that the leader has a wide choice of approaches to guiding teams, and that he/she can select any of them depending on the situation.

Adapting Leadership Styles in Various Situations

Leadership styles should be adapted on different situations because a team’s needs may vary. Therefore, managers sometimes need to use the participation leadership style if they feel that there are risks of conflicts or subordinates demonstrate low motivation and slow in decision-making. Besides, participation leadership style is effective for enhancing the job satisfaction of the team members, reducing absenteeism, and empowering the assisting staff. Applying autocratic leadership styles would lead to the deterioration of the situation. In particular, employees would continue to lose their motivation and be ineffective in decision-making. However, some cases do require an autocratic style of leadership. For example, it is reasonable to apply the style in the event of an emergency. The participation style may put at risk the safety and security of team members. Similarly, encouraging employees to make major decisions about evacuation during a natural disaster could lead to tragic outcomes. Therefore, autocratic leadership is preferable in situations when quick thinking is required.

Besides, it could be helpful to apply a transformational leadership style when the company is going to implement new approaches. Thus, the person in charge could explain the vision and actions or the new directives to deal with any resistance from the subordinates staff (Holroyd, 2015, p.13). Setting a positive example will allow for the  revamping of the company and improve its revenue (Girma, 2016, p.35). Additionally, the strategy is appropriate when employees demonstrate the lack of creative skills when carrying out their duties.

If the organization has long-term problems with achieving daily objectives, the management should choose transactional leadership style. The model will help to boost the efficiency of the work routine. For example, an administrator always needs to state clearly the directives of the institution to the staff, so that employees can be aware of what they are expected to do. Explaining the objectives means that the manager articulates the goals, sets clear expectations, selects proper employees to work on projects, and carefully distributes resources. If the daily targets can be achieved successfully, then one can now begin using a more democratic style of governance.

Creating a Culture of Trust, Respect, and Support

Employees work more efficiently when there is a culture of professionalism, trust, and support. To create such an understanding, the manager should start demonstrating the values himself (Mishra & Mishra, 2015, p.73). For example, he/she should trust the boss, colleagues, and junior staff members. Besides, one should support others and help them develop professionally. Another step is to define an institution’s values and communicate them to members openly. Additionally, a leader needs to understand that the process of building a culture based on the objectives of an organization is not quick, rather a process that requires time and tireless mentoring. For example, the manager can offer some formal and informal activities, encourage employees to meet after work, and try to know each of them in person. The approach will help to build trust among workers. Finally, the administration can organize job-oriented discussions or ask staff members to complete questionnaires to assess their understanding of the organization’s values.

The Impact of a Leader’s Clear Vision on Achieving the Team’s Objectives

A company director should have a clear focus in leading his team because of the significant impact on realizing an organization’s objectives. In particular, a clearly focused group head makes the team more disciplined and efficient. In such a way, employees attain what leaders expect from them, so that they can plan their duties accordingly. The lack of clear directives might lead to chaos and frustration among team members, which can also lead to poor motivation, job dissatisfaction, missing deadlines, and financial losses for business (Barner & Barner, 2012). Moreover, setting goals and articulating objectives is a key responsibility of the leader because he/she is required to demonstrate the direction which others should follow. Managers without clear goals and directives cannot accomplish goals even if their team members make the best of efforts. Besides, such a leader cannot command respect from his staff.  During work, minor problems can distract the attention of employees. However, a director with a clear focus and understanding of the firm’s goals will help the team return to achieving the set objectives. Employees can also adjust their duties accordingly to meet their aims.

Developing an Understanding of the Organization’s Direction

As discussed above, the leader should have clear knowledge of the team’s direction and goals. However, the two factors are not enough for effective teamwork, which requires relevant communication of the direction and goals or an organization to team members in an efficient way. In particular, one can conduct face-to-face meetings, group meetings, and seminars, as well as send emails and create posters. Each of these methods can help to support and develop an understanding of the direction and objectives differently. For example, one can use team meetings to discuss the progress of projects with workers. During these meetings, employees can exchange their views and support each other. Face-to-face meetings help to track the progress on individual tasks. Furthermore, the manager can motivate his staff by giving some valuable advice about the organization’s values. Posters help to visualize the information about projects and team objectives, while emails can be used to remind members about the company’s direction in the written form. Therefore, the use of these methods helps to develop understanding of the objectives via various channels.

Leadership entails influencing people into adopting certain behavioral types that enable a leader to realize the predetermined goals of an organization (Cole and Kelly 21). A leader provides direction on what needs to be done by the other employees in order to realize the set goals. He or she also ensures adherence to the expected code of conduct. Therefore, in the realization of any organization’s goals, there is a huge role played by effective and creative leadership.

Leadership Theories

Situational Leadership versus Transformational Leadership

Situational leadership is a type of leadership, whereby a leader makes decisions based on different prevailing situations (Cole and Kelly 33). This means that there is no rigidity in the manner in which decisions are made at organizations, where they utilize situational leadership. An argument for this type of leadership is the fact that decisions cannot be made based on one single filled platform. A thorough analysis is required from leadership to identify the goal that is of highest priority. Changing the leadership style to ensure it best fits the demands at hand is what is referred to as a situational leadership. A good example of situational leadership at play was during General Electric acquisition of Alstom’s energy businesses. The company’s boss Mr. Immelt changed his style on matters acquisition because he was always against large acquisition (The Economist). However, due to the opportunity availed by acquiring Alstom, he realigned his rigidity to fit the demands necessary to see the deal through, that saw GE spend $13.2 billion (The Economist).

The Transformational Leadership theory argues that leadership should inspire and bring visible change. A leader demonstrates personal enthusiasm at demonstrating the need to have clarity on purpose. A leader here is not seen as a source of authority but rather as a source of inspiration and motivation. He or she is a team player showing eagerness on coaching to enable employees play their respective roles, thus helping in realization of the targeted transformation. The key issue here is that leadership brings about positive changes and encourages employees to be a part of the change and are, therefore, good team builders who empower both employees and a company. Google is a good example of transformational leadership, whereby employees are highly involved in innovation exercises, besides being empowered with the company, allowing them to spend 20% of their time on a project of their choice (Gargiulo).

Management Theories

Douglas Theory Y versus Contingency Theory

Douglas Theory Y of management argues that employees have the hunger to succeed. Therefore, management should play a complementary role. It is the assertion of the theory that employees, if given the freedom, become highly motivated and innovative (Cole and Kelly 81). To attain the goals at hand, the manager must treat employees as trustworthy and give them a great level of autonomy. The call is for management to treat their employees as mature people who can make decisions by themselves without using intimidation or threat on them. It is expected that employees, on their part, are fully aware of what is expected of them and follow it to every detail. Apple’s leadership under Tim Cook is a good illustration of employees who have great autonomy. He took an approach that is different from the authoritative one, associated with Steve Jobs (Finkelstein). On the one hand, he is a team player and heavily involved his talented employees in decision making (Looper). On the other hand, contingency theory asserts that a manager’s influence should be eminent on the workers. The call is for a manager to utilize the art of research before making any decisions in terms of the goal at hand and on the appropriate leadership style that will influence the workers (Cole and Kelly 111-115). Management has to be first aware of the organization’s goal before making any decisions.

Once the goals have been identified, then the management analyzes the prevailing situation and then comes up with the best managerial technique to meet the goals at hand. The theory argues that the goals influence all aspects of the organization, from management undertakings and managerial demands on employees. The manager is very keen on details within the organization because it is the tiny variables that help him or her come up with the most effective management approach. McDonald’s leader, Jim Skinner, is an influential leader who sometimes even inspects kitchens of their chain of resultants (Kowitt). He even takes keen follow up on the way the food is prepared (Kowitt). His multi-approach to management ensures his influence is felt in all departments of the organization. In addition, this approach enables him to identify the challenges being faced by the organization, thereby coming up with a countermeasure action, aimed at ensuring efficiency is upheld across all the company’s undertakings.

Motivation

Motivation in any organization is the reason behind employees engaging in any undertakings in a more vigorous manner. It acts as a self-driving force that pushes employees to be more active and innovative in the docket or responsibility given.

My Maid Service

This is a cleaning company in Lebanon, Ohio whose story demonstrates the power of motivating employees. In 2000, the company was acquired by Derek Christian, who previously worked at Procter & Gamble, where he was selling cleaning supplies. The company had good sales, reaching to the tune of $260,000 annually (Stern). The major problem that the company faced was a high level of employee turnover. After the acquisition’s first year, the company suffered a turnover 300% (Stern) – a phenomenon that meant My Maid Service spent a lot of money hiring new employees. The customers, on their part, were complaining a lot due to change of cleaners who had to access their homes for cleaning exercises. To curb this, Christian sort the advice of a consultant who came up with an agreement that employees had to commit to work for a minimum of two years. On his part, Christian helped them in terms of tuition fees (between $100- $200) to attend the colleges, as they sort to upgrade themselves (Stern). This was compared to an average of $2000 incurred in hiring new employees the company was previously paying (Stern). This meant that the policy of My Maid Service was ‘stay with me, and I will pay for what you want’. The result was evident in 2009, when the turnover was at 0% and a revenue of $1 million (Stern).

SAS Institute

This is an American software company that has been voted for as the best company to work for by the Fortune Magazine in 2011 (Gargiulo). The company is very keen on ensuring that the employees are highly motivated through availing free amenities to them. The employees enjoy free onsite medical services that are also available to their families. The company also offers high-quality child care at low cost, in addition to a free camp for the employees’ children. According to the Jennifer Mann the HRM at SAS, the intentional motivating undertaking has helped the company to attain stability in its workforce. The result is motivated employees who are productive and happy, at the same time, a factor that has let the SAS have a voluntary turnover of 4%, as compared to its industry of 22% (Gargiulo). Besides, Mann says that their policy has also spared SAS over the years hundreds of millions in turnover.

Organization Change

TriZetto’s Case

This is a technological company in the field of health care industry in America that helps in making the healthcare more efficient. In 2010, Trace Devanny came in as the new CEO and immediately saw the company was facing huge opportunity but, at the same time, huge challenge. The opportunity for the company was a result of healthcare reforms in the USA that were aimed at improving efficiency, reducing cost and ensure an improved health outcome. This was an opportunity that TriZetto could exploit, according to Devanny. The challenge he saw was the prevailing attitude in the company. He agitated for complete change in the culture of TriZetto because the huge problem that was facing the company was that employees within the company had a “comfortable mentality” (Bradt). To turn things around, he demands a client-centered approach, where all actions of the company were aimed at ensuring a more vigilant approach to meet the customers’ expectations. He also brought in the change in terms of accountability in the administration and financially (Bradt). He also demanded cultural changes from the original market-facing approach to that one of customer-focused. These changes did make TriZetto a more successful company that is not only solution-focused but also healthcare focused.

Insurity’s Case

This is a technology company that provides premium calculation software for the casualty and property insurers. Jeffrey Glazer, who founded the company where in 2011, was given a chance to change the culture back on track with the founding ideologies. What he did not like about the company was that employees were so much into pleasing the management, and the customers were feeling neglected (Sher). The first thing he did was changing the culture of the company back to being customer directed. The problem he found was that employees looked at the owners of the Insurity as at the customers (Sher). This is why, they paid a lot of attention pleasing the management, rather than customers. Such an approach formed the part of a major overhaul he did in the company that of changing the culture that to him was ill-placed. Another change he brought into the company was that of appreciating the current customers.

The culture he found in the company was the one that geared towards attracting new customers, leading to an increased financial power (Sher). Glazer liked the idea but agitated for the increased attention towards the current customers; his intention was to enhance the culture of making sure the existing customers feel they are appreciated and that the company had the ability and the will of meeting their needs. To crown it all, he changed the company’s name back to Insurity from LexisNexis Insurance Software Solutions.

A manager has a wide choice of leadership styles, which he/she can choose depending on the needs of the team. Although it is easier to rely on a single governing style, it is not recommended. Each situation requires a specific guidance style; particularly one should apply autocratcy in an emergency situation to protect and ensure the safety of his team. Another important aspect of leadership is developing the culture of trust, support, and respect. The most important step in this process is sharing the values of a company and ensuring that members understand and follow on them.

Effective Leadership Qualities in Politics and Government

Having good leadership skills is critical in ensuring that organizations and governments function in accordance with set guidelines and principles. In the modern day society, people look up to the right rulers with quality leadership skills to guide them towards profitable and resourceful achievements. In hand, the society expects such individuals to possess certain skills sets that can be emulated by others in the near future. Therefore, a good leader is a person who is virtuous, able to find resolution, wise, universal-minded, noble, and happy to serve others.

Notably, a good ruler should be trustworthy in what he says. Such an individual should be honest enough to stay true to his/her words and promises. A trustworthy leader has to find a way to keep all promises he/she has made to his followers. Moreover, he/she should be trustworthy in all dealings with others and appreciate people who benefit him/her instead of focusing on obstacles. He/she should exert himself in the service rendered to his/her people and the Lord.

A good leader should lead by virtue. If he/she aligns the people with punishments, they will keep away from trouble but will experience a sense of shame; instead, if he/she leads by virtue, they will transform and stay away from trouble. A virtuous leader commands respect to everyone. Such an individual ought to be open minded, but focus on the things that are important and leave the doubtful opportunities. If he/she is virtuous in their undertaking, he/she will have few regrets. Only virtuous members of the society should rule, so that the wayward people in the community can look up to them. Moreover, he/she has to rule the individuals in a dignified manner and kindness, and they will reciprocate with enthusiasm. Mozi has said that in order to correct what people are doing wrong, a ruler has to give them an alternative (Mo & Watson, 2003). That is the way of a leader.

A good ruler should be kind because it works in his/her favor. People find a benevolent person in power more attractive. Akin leader makes a name for him/herself because even if h/she makes a mistake, it is considered an innocent wrongdoing.

A good ruler should follow the rules he/she is setting to the followers. Moreover, he/she should always strive to make a difference so that his people can be proud of their leader. He/she should look at what is moral and not what is profitable to him/her. In fact, the ruler should always be aiming to better him/herself. He/she should not complain as such practice wears people off. A person should always be respectful to his/her parents.

It is considered that a man who is resolved and who firmly takes his stand is fit to rule. A ruler must stand strong, as the task of governing the people is hard. Moreover, a man of understanding is suited to rule. In fact, an accomplished man has to take office. A man who survives by duping others is a disgrace to the society and only survives when he is being spared. Furthermore, if a ruler was an arrogant person, people would recognize the rest of his good qualities (Zhuangzi & Watson, 2013).

A good ruler should be wise. Wisdom is displayed by working to fulfil the need of people and respecting and recognizing bigger powers than own. He/she accumulates knowledge and is never tired of learning something new. Moreover, the leader should be grateful and always lead his people when they look up to him/her. When making plans, he/she should be cautious of making mistakes and should follow up his/her plan. A wise leader has to attain the rank legally, because leadership achieved through immoral ways shall not stand for long. In fact, a good ruler emulates the good in others and corrects in himself the evil observed in others. Furthermore, a ruler should not concern him/herself with matters that are not associated with his/her office. He/she never gets tired of teaching and never gets tired of learning, says Mencius.

A good ruler should as noble as Yao. He was brilliant, and the people knew his virtues. A good ruler should be like Yau, who sacrificed himself for the people. It is said that he resided in a lowly place and put away his expensive robes during sacrifices. He/she mixed with the poor without any discrimination. Moreover, it is believed that a man shall not accept as a friend another man who is not as good. He/she should respect officers of higher ranks and be affable to officers of lower ranks.

A good leader should be universal-minded. According to Mozi, universality makes a man to treat things that are not his as his (Mo & Watson, 2003). In this sense, countries would not attack each other because of the universality in their leaders and citizens. Universality in men leads to peaceful co-existence. A universal-minded leader will always try to benefit others because of the love he/she has for them. A universal ruler will think of his/her followers first, and in this way, he/she will care for them, nourish them, and protect them. He said that if the rulers taught their people to be universal-minded then problems like safety, food, and clothing would not exist.

Mozi also said that rulers should use the money paid by the people as taxes for beneficial deeds (Mo & Watson, 2003). He explicitly highlights kings buying musical instruments for entertainment. According to Mo and Watson, Mozi states that people pay their taxes and levies without grumbling about it because they know the money will benefit them. He says that people have three common needs, including food, clothing, and home, and, therefore, the joy derived from musical instruments will not fulfil any of them. Therefore, the philosopher goes a long way to assure the rulers to put the people’s money to a good use. Good rulers must exert their strength to make and accumulate the wealth for the people. They must attend to their duties or else the country will fall into disorder. Even the followers should be focused on making progress in order for the ruler to be successful. Obstacles, which Mozi generalizes as music and which make the ruler and the follower neglect his/her duty, should be avoided (Mo & Watson, 2003).

Mencius says that a great ruler should be submissive to things that are bigger and smaller than him (Mencius & Lau, 2003). He says that in this way he/she will be able to enjoy his kingdom. Moreover, a ruler should be calm because outbursts will make people fearing him. A good ruler should be worried about the state of his empire.

A good leader should have an unstirred heart. According to Mencius and Lau,  pureness in the heart can be achieved in three ways. One way is to have courage when faced with danger. That is the ability to hold on to one’s counsel and stand. The second is to keep oneself composed when faced with any situation. Finally, one has to do the right thing without considering personal consequences. Mencius says that the source of courage is a belief that the things one is doing are right, and, hence, a ruler who delights in the light will forever have an unstirred heart (Mencius & Lau, 2003). Determination and willpower will encourage this feeling. However, a good ruler should not suppress fear. Instead, he/she is told to be more self-conscious when doing his daily undertakings.

A good ruler should access the leaders before him to establish what level of achievement can be reached. Mencius told that Confucius the Great accessed kings before him to identify the quality of their leadership and to learn from them because he was a sage king and wise enough to recognize the achievements of others who ruled before him (Lau, 2002). Furthermore, Lau notes that Confucius developed his moral standing by reflecting on his inner self and taking a journey through history.

The United States presidents should emulate all these qualities to lead effectively the county. This is because of the ruler, who is currently in the presidency, is evaluated by many individuals globally. The US president should look at the presidents before him to measure how far he can go. Moreover, Mozi suggests that a ruler is always eager to learn from others (Mo & Watson, 2003). Therefore, the US president should be keen to learn from others, become better that those who are currently better than he is, and correct the defects he sees in others. The US president is also expected to use tax money for the right purposes, for instance, ensuring the security of the American land and providing for the poor in the country. He should also lead by virtue. A good leader follows the law and enforces it on the people he governs to establish a peaceful environment. He should also be courageous. In his everyday duties, he is likely to face many situations that require courage. In this case, he is supposed to take the example of Confucius, reflect and believe what he is doing the right thing (Lau, 2002). He should be resolved as many people are likely to serve him in order to meet their interests. The US president should be universal-minded. It is an outstanding quality for the leader to see himself as a ruler of the free world. This enables him to treat everyone with compassion. If he is universal-minded, then he is likely to help other countries that are still developing.

However, it is unacceptable for the US president to befriend only those will benefit him. In fact, he should associate himself with everybody as he could learn new things even from the person he thought was not able to help. The United States president should despise unethical conducts.

In conclusion, a good leader is a person worth to be followed by others based on the qualities and character he/she displays. Such an individual upholds a certain level of morality that allows his/her to act ethically and follow the rules when leading the masses. Therefore, a quality leader should consider the qualities of real leaders, including trustworthiness, virtues, open-mindedness, wisdom, and seeking advice from others. By doing so, this individual can interact with others, while developing the fundamentals, and continue leading based on the information, he/she obtains from other respectable leaders.