Apply Different Management And Leadership Styles ✓ Solved

Apply Different Management And Leadership Styles For Different Situ

Apply different management and leadership styles for different situations. Write an essay in about 1000 words on the following topic: “Success of any organization depends upon leadership skill in the organization.” Briefly discuss the role of leadership in the success story of any organization of your choice. With an example, critically analyse the leadership style which is suitable for smooth decision making and effectively resolving business issues. Present at least three scholarly journals to support your answers.

Paper For Above Instructions

Leadership plays a critical role in determining the success of an organization. Effective leadership can inspire and motivate employees, foster a positive work environment, and drive performance towards organizational goals. In an ever-changing business landscape, the ability to adapt management and leadership styles to various situations is essential. This essay explores the significance of leadership skills in organizational success, analyzes a particular leadership style, and discusses its effectiveness in decision-making and problem-solving. Throughout the essay, examples and scholarly references support the ideas presented to ensure a comprehensive discussion.

To understand the impact of leadership on organizational success, it is essential to recognize that leadership encompasses more than just managing tasks. Kouzes and Posner (2012) state that “leadership is a relationship between those who aspire to lead and those who choose to follow.” This relationship is vital because it shapes the organizational culture and influences employee engagement and retention. Moreover, a strong leader can create a vision that aligns with the organization's mission and values, which ultimately drives the team towards achieving common objectives.

One exemplary organization that highlights the importance of effective leadership is Google, known for its innovative approach and unique corporate culture. Under the leadership of co-founders Larry Page and Sergey Brin, Google cultivated a work environment that encourages creativity and collaboration. They believed that empowering employees leads to better performance and greater job satisfaction (Schmidt & Rosenberg, 2014). Thus, the leadership style adopted by Google can be classified as transformational, which is characterized by inspiring and motivating employees to exceed their own interests for the sake of the organization.

Transformational Leadership

Transformational leadership is particularly suitable for organizations looking to navigate change and drive innovation. This style involves leaders who are charismatic, visionary, and capable of fostering a strong sense of purpose among their teams (Bass & Riggio, 2006). Transformational leaders focus on building strong relationships with their employees, encouraging open communication and collaboration. The ideal outcome of this style is that employees feel valued and are more willing to engage in the strategic goals of the organization.

For instance, during difficult periods requiring adaptability, transformational leaders are adept at encouraging their teams to embrace new challenges. A prime example can be derived from Howard Schultz's leadership of Starbucks, which faced significant challenges during the 2008 financial crisis. Schultz re-established the brand by returning to its core values and emphasizing employee engagement and customer experience, demonstrating the importance of emotional intelligence in leadership (Schultz & Gordon, 2011). By adopting a transformational approach, Schultz managed to not only revive the company but also strengthen its connection with employees and customers alike.

Role of Leadership in Decision-Making

Effective leadership is especially crucial during decision-making processes. Leaders are often required to navigate complex situations, analyze information quickly, and make informed decisions that affect the entire organization. In the context of transformational leadership, the inclusiveness of team members in decision-making fosters buy-in and commitment to the chosen course of action. Studies have shown that participative decision-making can lead to improved job satisfaction and productivity (Vroom & Jago, 2007). By involving employees, leaders can ensure diverse perspectives are considered, resulting in more effective and innovative solutions to business challenges.

Resolving Business Issues

Moreover, transformational leaders are equipped with the skills necessary to resolve business issues effectively. By encouraging open dialogue and fostering a supportive environment, leaders can address conflicts and challenges promptly. For example, when companies face ethical dilemmas or internal strife, transformational leadership can mitigate negativity by fostering a culture of transparency and accountability. Leaders should prioritize the principles of honesty and integrity while resolving issues, as these attributes align with long-term success (Brown & Treviño, 2006).

In conclusion, the success of any organization is heavily influenced by the leadership style implemented within its structure. Transformational leadership, exemplified by leaders like Larry Page at Google and Howard Schultz at Starbucks, proves to be a highly effective approach for fostering collaboration, enhancing employee engagement, and driving innovation. This style encourages participation in decision-making processes and effectively resolves business issues by nurturing a supportive environment. As organizations continue to face dynamic challenges, the necessity for adaptable and effective leaders will remain paramount for sustainable success.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. 2nd ed. Mahwah, NJ: Lawrence Erlbaum Associates.
• Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595-616.
• Kouzes, J. M., & Posner, B. Z. (2012). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. 5th ed. San Francisco, CA: Jossey-Bass.
• Schmidt, E., & Rosenberg, J. (2014). How Google Works. New York, NY: Grand Central Publishing.
• Schultz, H., & Gordon, D. (2011). Onward: How Starbucks Fought for Its Life Without Losing Its Soul. New York, NY: Rodale Books.
• Vroom, V. H., & Jago, A. G. (2007). The role of the situation in leadership. American Psychologist, 62(1), 17-24.
• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior. 18th ed. Pearson.
• Daft, R. L. (2018). Leadership. 7th ed. Cengage Learning.
• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.