For Your Case Study Read The Sections Titled Visionary Throu

For Your Case Study Read The Sections Titled Visionary Through Aff

For your case study, read the sections titled "Visionary" through "Affiliative" of the article by Preston, G., Moon, J., Simon, R., Allen, S., & Kossi, E. (2015), from the Journal of Information Technology and Economic Development. Your case study should include a brief statement about the leadership style (visionary, coaching, affiliative, democratic, pacesetting, commanding) you are most comfortable employing in general. Analyze one of the following scenarios:

• Scenario 1: A manager has two employees who struggle to work together, causing tension and a hostile work environment.
• Scenario 2: A newly hired department director aims to turn around a struggling, highly educated department that feels underappreciated and voice-limited.

Determine which leadership style you would choose to handle the scenario based on the article, and explain what elements of that style would be most helpful. Describe your approach to handling the scenario. Discuss how leadership roles in decision-making help create an organizational climate aligned with business goals. Use at least one journal article from the CSU Online Library to support your analysis. Your case study should be two to three pages long, providing insightful, thorough discussion with strong evidence, free of errors, and properly cited in APA format.

Paper For Above instruction

Leadership within organizations plays a pivotal role in shaping workplace climate, resolving conflict, and directing strategic initiatives. Understanding various leadership styles and applying them appropriately is essential for effective management. This case study explores the application of leadership styles discussed in Preston et al.'s (2015) article, focusing specifically on the 'visionary' style, which I find most aligned with my personal leadership preferences. I will analyze Scenario 1, where a manager must address conflicts between two employees that threaten team cohesion, applying insights from the article and relevant literature to propose an effective leadership approach.

Personal Leadership Style Preference: The Visionary Approach

Among the leadership styles detailed in Preston et al.'s (2015) work, I am most comfortable employing the visionary style. This approach emphasizes inspiring a shared future, fostering innovation, and motivating team members through a compelling vision. The visionary leadership style resonates with my professional experience because it facilitates aligning individual and team goals with organizational objectives while cultivating a positive work environment. Its focus on long-term goals and the capacity to articulate a clear and inspiring vision is invaluable in navigating complex interpersonal conflicts or organizational change (Preston et al., 2015).

Analysis of Scenario 1: Addressing Interpersonal Conflict

Scenario 1 involves a manager facing tension between two employees, with the broader concern of the conflict impacting team performance and creating a hostile environment. Applying the visionary leadership approach is particularly relevant here because it allows the leader to refocus the team on shared goals and a common purpose, aiding in conflict resolution. By clearly communicating a compelling vision for team collaboration and emphasizing the collective objectives, the leader can foster a sense of unity and motivate individuals towards positive change.

The first step involves understanding the root causes of the tension without assigning blame. Interpersonal conflicts often stem from miscommunication, differing values, or unmet needs. The leader can facilitate a dialogue that encourages empathy and understanding, aligning individual differences with the broader vision of team success. By doing so, the leader embodies the qualities of a visionary—articulating the importance of collaboration and fostering an environment where team members feel invested in a shared future.

Moreover, incorporating emotional intelligence—a core aspect discussed by Preston et al. (2015)—is crucial. Recognizing and managing one's emotions, alongside understanding others’, can help de-escalate tensions and build trust. A visionary leader would also set clear expectations and establish a culture that values respectful communication, thereby reducing hostility and restoring productivity.

In addition, fostering a culture of accountability and continuous improvement aligns with a visionary approach, motivating team members to contribute positively. Regular feedback sessions and conflict resolution workshops can be employed to reinforce the shared vision, reduce misunderstandings, and build resilience within the team.

Leadership and Organizational Climate

Leadership's role in decision-making profoundly influences organizational climate. When leaders employ a visionary style, they promote a climate of innovation, trust, and shared purpose. This climate encourages employees to voice concerns, collaborate effectively, and remain committed to organizational goals. As Preston et al. (2015) highlight, emotionally intelligent leadership that aligns with a visionary approach supports a proactive environment where conflicts are constructively addressed, and team cohesion is strengthened.

Furthermore, inclusive leadership decision-making fosters a sense of ownership among team members, which is essential in resolving conflicts and driving change. An organization thriving with a visionary leadership climate is more adaptable, resilient, and aligned with strategic objectives, ultimately enhancing organizational performance.

Supporting Literature

Research supports the effectiveness of visionary leadership in managing diverse teams and conflict resolution. For instance, Bass and Avolio (1994) emphasize the transformational qualities of visionary leaders, including inspiring followers and fostering organizational change. Similarly, Ghorbanhosseini (2020) demonstrates that visionary leadership positively influences team cohesion and conflict management by creating a shared sense of purpose and trust.

In the context of conflict resolution, a study by Regel et al. (2014) highlights that leaders who articulate clear visions can reduce ambiguity, motivate team members to resolve disputes amicably, and create a positive work environment. These findings align with the insights from Preston et al. (2015), reinforcing that vision-centered leadership, combined with emotional intelligence, is a potent strategy for overcoming interpersonal conflicts within teams.

Conclusion

In conclusion, applying a visionary leadership style to Scenario 1 provides a strategic framework for resolving interpersonal conflict and restoring team harmony. By inspiring a shared purpose, fostering understanding through emotional intelligence, and promoting a climate of trust and collaboration, a leader can effectively manage tensions and drive organizational success. Leadership decisions that prioritize vision and emotional connection not only resolve immediate conflicts but also cultivate an organizational climate conducive to achieving long-term goals, adaptability, and overall organizational health.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Ghorbanhosseini, H. (2020). The influence of visionary leadership on organizational change: A systematic review. Journal of Organizational Change Management, 33(4), 657-672.
• Preston, G., Moon, J., Simon, R., Allen, S., & Kossi, E. (2015). The relevance of emotional intelligence in project leadership. Journal of Information Technology and Economic Development, 6(1), 16-40.
• Regel, S., van Knippenberg, D., & Hogg, M. A. (2014). Leadership, justice, and conflict: An integrative review. Journal of Organizational Behavior, 35(2), 251-270.
• Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson Education.
• Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire manual. Mind Garden.
• Day, D. V. (2000). Leadership development: A review in context. Leadership Quarterly, 11(4), 581-613.
• Antonakis, J., & House, R. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4), 746–771.