Leadership Effectiveness

Leadership has been researched extensively but yet scholars are yet to find or compile an exact definition. As (Kent, Todd, 2004) explain there have been many efforts in defining leadership and several ideas have been compiled yet there is still a distinct discrepancy amongst scholars. Author Chelladurai breaks down leadership into three elements: "(1) leadership is a behavior process, (2) leadership is interpersonal in nature, and (3) leadership is aimed at influencing and motivating members toward group goals" (pg. 160). These are the ways he focuses leaderships and their intentions towards leading. Kent and Todd further discuss the importance of leadership and its distinct aspect to society and organizations, and that future successes are largely dependent upon it (2004). Another area in the domain of leadership styles is when (Zorn & Violanti 1993) define leadership as "patterns of behaviors, assumptions, attitudes, or traits exhibited by individuals in attempting to provide leadership" (pg. 70). Additionally we further examine (Bloom, Vallée, 2005; Chelladurai, 1990; Chelladurai & Seleh 1978; Zhang et. al. 1997) in which "they break down the different styles of leadership into five categories, autocratic, democratic, positive feedback, social support and training and instruction. They

Authoritarian leadership is appropriate for specific settings. This style is better if used in a high employee turnover setting where the resources are limited, or if there are major time

Grojean, Resick & Diskson (2004) suggest that leaders are responsible for facilitating their follower’s to become capable and guide them to improving their capabilities and strengths. Differentiating between different leadership styles can be done in a number of ways. It was determined that the traditional styles of leaders include authoritian (autocratic), democratic, permissive (laissez-faire) and bureaucratic (Viinamäki, 2009).

2. Background. The Authoritarian Leadership Theory can be defined simply as the establishment of strict, close control over followers by keeping close regulation of policy’s and procedures given to followers (Howell, 4). Authoritarian leaders set clear expectations as to what should be accomplished and how it will be accomplished. As such, the authoritarian leader fills the void as both the leader and the commander, which makes for a clear divide between the leader and follower. If executed poorly, this kind of leadership tends to lead to negative attributions towards subordinates and makes it ineffective and disruptive to the designated group (Hughes, 158).

When using an authoritarian leadership style, close adherence to regulations and policies are the fundamentals of this leadership style. Workers are held to a specific standard, and the relationship is purely professional. In a democratic leadership style, the decision-making ability is shared. The superintendent relies on feedback from the foremen when making decisions.

Leadership scholars have presented many theories in understanding leadership. However, making sense of hundreds of books and thousands of studies is a complicated task, which is why many mistakenly think that leadership is an indefinable phenomenon. Some of us presume complete authority in our own favored ways. Novel leaders often discard the entire system used by the exiting leaders. In a catastrophic situation, persistence on individual style can be helpful; yet in a democratic culture, leaders don’t own the organization and must consider the right of the followers. Personal style and preference must be avoided in

Leadership can be defined in various ways. Walter F Ulmer, Jr a retired Lieutenant General in the United States Army (Dyer, 2015), defines leadership as an influencing factor where a leader gains the trust and commitment of its followers without the use of an authority position to achieve set goals (Sadler, 2003, P.5). Autocratic and democratic styles of leadership are based on two early studies on behaviour done by two American researchers, White and Lippitt carried out in 1939 and 1940 (Sadler, 2003, P.63). Autocratic leader delegates instructions expecting team members to follow through without asking for any explanation. This type of leadership style leads to unskilled followers as they are continuously doing what they are told, without

There are many styles of leadership that have been identified by scholars. For the purpose of this report following will be discussed.

In addition to providing the summary characteristics of each leadership style, this paper will provide some advantages and disadvantages of each as well. With this context in mind, the second part of this paper describes how modern leadership styles are essentially an evolution of traditional leadership styles. After providing illustrations of this phenomenon, this paper will then discuss the causes of this evolutionary process. These causes are attributed to

Given the high dependence on IT and its impact on operations, various regulatory exams are performed in your area throughout the year, to ensure IT controls are operating effectively. At the beginning of the year, you assigned the IT Risk Manager (referred to as “Coordinator”), as a dedicated resource and point of contact for all exam related communication. This Manager is one of your high performing employees, and has been with the organization for over ten years. He is very knowledgeable about the Bank’s processes and systems, and is liked by all. The Coordinator receives all audit/exam requests; and coordinates with other IT personnel to gather the requested information and/or schedule required meetings.

Methodology: As this study seeks to study leadership styles, which can be very subjective, it would appear that the qualitative method of study would be preferable. For this body of research, it was felt that more open dialogue pertaining to this topic of style of leadership and more richness of data would be obtained through the interview process.

Lewin, Leppit, and White were cautious in the conclusions the drew from this study. They noted that autocratic leadership does get results and is preferred over democratic leadership. However they observed that autocratic leadership can create

Implementing effective leadership that is inspiring and motivating can be a difficult task. The task of leadership and its effectiveness can be challenged when an organization experiences change and is downsizing. On the one hand, leadership must contend with turnovers and implementing the downsizing process. On the other hand, it must also lead and manage the entire organization that remains intact while these changes occur. Navalino, Nimran, Astuti, & Hamid (2014) describe downsizing as, “Essentially a series of managerial actions taken by a company that aims to adjusts with changes in the environment, overcoming the difficulties of management, increase productivity and competitiveness (as cited in Tsai & Yen, 2008).

Autocratic/ authoritarian leaders lead with a firm hand. There is zero involvement of other employees and display less creativity. May shows results of a short period but overtime employees feel dissatisfied and may begin to leave their organizations as they begin to feel inferior. Iqbal, N., Anwar, S., & Haider,N. (2015) Effect of Leadership Style on Employee Performance. Arabian Journal of Business and Management Review 5: 146.

Purpose – It is important that organizations embark on leadership development programs that will enhance leadership effectiveness. The purpose of this article is to identify some leadership development initiatives. Design/methodology/approach – The paper uses a review of the literature to offer some leadership development practices. Findings – Leadership development should be comprehensive and systematically integrated into the