Relationship Between Leadership Styles And Generations

Leadership is, and always has been, a vital aspect of social and economic constructs. It is essential to the survival of societies, industries, organizations, and virtually any group of individuals that come together for a common purpose. However, leadership is difficult to define in a single, definitive sense. As such, theories of leadership, what constitutes a great leader, and how leaders are made have evolved constantly throughout history, and still continue to change today in hopes of improving upon our understanding of leadership, its importance, and how it can be most effective in modern organizational cultures.

For centuries leaders have been analyzed in order to determine what the traits and characteristics of a successful leader are. Leadership, as defined by Koontz and Weihrich (2008) is “the art or a process of influencing people so that they will strive willingly and enthusiastically toward the achievement of group goals” (p. 311). Leadership plays an important role in employee’s participation, creativity, recruitment to an organization, their commitment to the organization, and productivity levels. Over the years, there have been a number of theories surrounding leadership such as the “Great Man” theory, which, according to Riaz and Haider (2010), “assumes that leaders are born and have innate qualities, therefore, leaders

Linda S. Tyler (2016), a pharmacist and Webb Lecture award recipient stumbled upon a research, Decoding Leadership: What Really Matters that studied 180,000 participants from 81 diverse organizations worldwide. Participants were asked what leadership trait is common in your organization? Organizations with strong leadership performance commonly showed four behaviors : solve problems effectively, result oriented, welcomes different perspective and supportive of others.

When developing a template to assess which leadership styles are best suited to mitigate the effects of a decline in financial compensation, it is imperative to understand leadership theory. One of the first pioneers in leadership theory was Kurt Lewin. Kurt Lewin (1890–1947), was a prominent figure in psychology in his generation. He provided a solid foundation to the teachings of organizational development. In many circles he was known as the father of organizational development. He was best known for the development of field theory. Field theory was essential because it allowed business professionals to understand why undesirable behaviors was produced. It also taught how to bring about desirable behaviors. Field theory was developed in part because Lewin wanted to address organizational employee turnover.

A leadership philosophy helps to define and let others know what you expect, what things you value, and how you act as a leader. Different styles of leadership are needed for different situations. Every leader needs to know when and how to display a particular approach of leadership within a group. Leadership strategies define every leader’s personal leadership style. Three leadership styles of a counselor are the following: authoritarian style leaders, democratic style leaders, and laissez-faire style leaders.

When working for an organization, there are many variables that will determine how successful the company is. There are also many variables that can play in the downfall of an organization. The organizational structure and leadership styles are vital to the success of any company. The background of a leaders values and culture, as well as the culture within an organization, will determine the success of the company itself. It will also determine the type of interaction and quality of work produced by the employees. Management plays a vital role in determining if the organization will be successful and prosper.

Leadership effectiveness is a topic that continues to cause considerable attention in both the popular and scholarly literature (Waldman, Ramirez, House & Puranam, 2001). Increasing globalization and the challenges of operating in the global economy have only served to heighten this interest. Developing an understanding of what constitutes effective leadership, however, has been a complex undertaking. The debate has ranged from the belief that leadership is a “useless concept”. The assertion that, after controlling for confounding errors, differences in executive leadership explained as much as 45 percent of an organization’s performance.

The purpose of this quantitative research study is to explore the leadership style to improve policy adherence by employees in a multigenerational workforce. Also, organizational leaders need to acknowledge there are issues with a single management policy that is not flexible enough to encompass the needs of all employees. Equally, large organizations and small organizations have the same thing in common, and both will employee and aging workforce if in business for a long period. Even though the research is quantitative, it will include a baseline survey associated with an organization’s policy managing a multigenerational workforce. Several organizations in the United States will receive questioners. The intent is to find how employees prefer

When it comes to contemporary leadership one size does not fit all. Contemporary leadership is a melting pot of theories, approaches, models, and styles that helps an individual lead a group or people or an organization. The trait theory is one example. It has its roots in leadership theory that suggested that certain people were born with special traits that made them great leaders (Northouse, 2013). Next is the skills approach which puts emphasis on the skills and competencies of the leader. Then there is the style approach which is strikingly different from the trait and skill approaches to leadership because the style approach focuses on what leaders do rather than who leaders are (Northouse, 2013). Another contemporary leadership

ven John Wooden definition of success is refreshing and unique: Wooden states that success is a peace of mind which is a direct result of self- satisfaction knowing you made the effort to become the best of which you are capable. This paper will seek to describe Wooden’s Pyramid of Success and how it fits the business environment in my work place. Also, this paper will identify similarities and differences within the Pyramid of Success by comparing it to leadership styles of the X Theory and the Y Theory. Throughout the Pyramid of Success John Wooden identifies different rationales for each aspect, we will provide our understanding of all his aspects. Lastly, we will attempt to create a new pyramid of success and develop a step by step strategy that allows members to use it and adapt to it.

Leadership is considered to be a way of making an influence on other individuals in order to accomplish certain goals and objectives. Leaders have the ability to manage and organize activities and encourage others and concentrate on maintaining ethics and morality in organizations (Wills, 1995). Leaders can be effective managers but it should be noted that all managers cannot assume the role of effective leadership, which is the fundamental aspect of management. Several theories and concepts have been introduced in order to define effective leadership. Transformational, behavioral, trait and situational theories have been used to define the concept of effective leadership (Wren el al., 2004). Competencies of emotional intelligence are also used to understand the concept of effective leadership, which includes management of the self, self-awareness and social skills. However, it should be noted that all of the theories concentrate on discussing the concept of effective leadership. Effective leaders have the ability to

As time goes on in the ever-changing world of business, bureaucratic practices are modernizing into “post-bureaucratic” strategies. Originally, the traditional bureaucratic practices used more of a standardized approach. Organizations were very centralized. Bureaucratic employees focused on the task at hand, while post-bureaucratic leaders had compassion and a vision for their work and employees. On that note, there are three classical theories of leadership that have developed with the changing time: trait theories, behavioral theories, and contingency theories. In this analysis, I will be describing the theories, as well as the advantages and disadvantages to each. It is also important to question how the post-bureaucratic leadership strategies have changed since the initial bureaucratic era. I have used work by Colbert, Judge, Choi, and Wang (2012) as well as House and Aditya (1997) to dig deeper into the demographic and psychological attributes of the trait theory. The research then transitions into the behavioral theory; I will support the three main behavioral leadership styles with the writings of Lewin, Lippitt, and White (1939); Bolden and Gosling (2006) also show examples of which countries practice the individual behavioral styles. Blake and Mouton (1964) play a role in describing the behavioral theory with a managerial grid demonstrating the growing concern for people and the production. Furthermore, Simpson, Clegg, and Pitsis (2014) introduce the benefits of a

Leadership plays a very important role in the success or failure of any business, without an adequate leader in place with a specific set of leadership skills and attributes the company is at higher risk for problems and failures. Leslie’s (2009) study on the ten leadership skills and practices that are believed to be a necessity in present and future leaders within an organization, speaks to the need of adequate leadership skills that are crucial for success. Analyzing two of the ten identified leadership practices, Leading people and inspiring commitment will show how they support the leading of innovation and the creation of an innovative organization.

Research on management and leadership in organizations over the past century shows there are still no clear definitions or answers about what counts as effective and successful leadership; the field remains varied and argued. Actual studies of leadership began in the early twentieth century. The research and studies on leadership have resulted in defining what characters, traits and attitudes are considered to be significant for leaders to possess. The early studies of leadership theories focused on the person and their behaviors, currently known as leadership trait theories and behavioral theories. It is important for organizational leaders and managers to understand what characteristics, traits and actions of an individual mark a great leader when forming a strong diverse workforce.

In today's increasingly competitive business environment, the relevance of effective leadership cannot be overstated. That is, with the world fast becoming a global village, organizations should ideally have effective leaders at the helm so as to remain relevant. In this text, I concern myself with managerial effectiveness.