Performance criteria and goals are best established by combining the values and norms of each local environment with the home-office’s performance standards. An individual country profile should be developed and should take into account the foreign subsidiary’s environment. This profile should be used to review any factors that may have an effect on the expatriate employee’s performance. Such factors include language, culture, politics, labor relations, economy, government, control, and communication.
Leaders have a profound effect on employee performance because they shape workers’ perceptions of the working environment. Consequently, some leadership styles are more effective with meeting particular objectives. Although personal attributes dictate a leader’s natural leadership style, effective leaders recognize the benefits and limitations of each style, understand the impact a style will have on the organization’s environment, and are capable of developing and incorporating a variety of styles to ensure the desired outcome is achieved.
Leadership style has an impact on all aspects of business in organization. Therefore over the last four decades, leadership scholars and practicing
The success of a leader depends on the type of leadership style that he or she uses in a situation. We can use the metaphor of leaders as farmers. The type of equipment that the farmer uses take to farm the land and the way that he or she uses the equipment will determine how productive the effort will be. If the farmer takes an axe to plough the land instead of a plough, well, the result will be a disaster. That said, there is a time and place for all leadership styles (Rhea Blanken). In the following paragraphs, we will explain the eight common leadership styles, when to use them, the impact that each has on an individual, the management, and the organization.
The influence of leadership style on job performance, organisational commitment and satisfaction has been well established (Breckenridge, 2000; Vries et al., 1998; Cairns, 1996). While leadership style has an impact on organisations, department, and teams, as well as work climate and atmosphere, leaders who want the best results should not rely on a single leadership style (Goleman, 2000).
A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment
‘ What are the differences of managers’ leadership styles between the Western and Non-Western cultures ?’
Leadership is a process of social influence, which maximizes the efforts of others, towards the achievement of a goal. The article “Leadership That Gets Results” by Daniel Goleman is an article that helps readers understand that there is not only one way of becoming a successful leader. Research indicates that leaders with best results do not rely on only one leadership style. Goleman, describes leaderships styles as array of clubs in a golf pro’s bag. Over the course of the game, the pro picks clubs based on the demands of the shot. Thinking is involved during the selection, but usually it is automatic. The pro is aware of the challenge ahead, quickly utilizes the right tool, and puts it to work. It has also been found that emotional intelligence
Organizations often encounter challenges and issues pertaining to the relationship between leadership styles and organizational culture. Whether the organization falls within the private, non-profit, or government sectors, similar concerns can many times afflict its operational success. This quantitative research study replicates the Kest study that suggested further research into the relationship
When looking back in one’s career, each manager in the organization leads and develops employees differently. A person can apprehend that each leader has their own leadership style with
The aim of this article is to explore different leadership styles and the way they influence their work outcome.
An effective leader influences their employees in a desired manner to achieve goals and objectives. Different leadership styles can affect an organization’s effectiveness and performance. The objective of this paper is to analyze the review of literature on various leadership styles over the past years and how effective and ineffective different leadership styles are in the workplace.
In summary, the home culture of an expatriate predisposes them to certain behaviors and situations. It allows them to operate efficiently in that environment. However, moving to the host-culture changes that operating environment and makes their 'mental software ' less efficient and effective. Culture is clearly a relevant variable when expatriating employees and their families for international business assignments. Training can be applied to ameliorate these effects. Also, training provides insight into the procedural, substantive and informational aspects of their work and personal life in the host location.
The impact of leadership style in the change process of an organization influences the performance; Leadership as stated by Martin, Liao and Campbell (2013) remains one of the most consequential contextual influencers of employee performance. Latson (2014) elucidated that some leaders may have the best intentions, but the impact will not be in alignment with the intension. But leadership trait is the ability to inspire, motivate and engage the followers to make the inspired vision happen beyond their normal capabilities (Mendez, Munoz & Munoz 2013). A change is the most frequent phenomenon of today's reality and a good understanding of how to manage the change process is very essential; Change is translation from one state into
leadership styles and its sub-scales have a significant role in job satisfaction. These results were consistencewith previous research results that doing in this field.