Part 1 According To The Sarin And O'Connor 2009 Article
Part 1according To The Sarin And Oconnor 2009 Article Certain Sty
Part 1: According to the Sarin and O’Connor (2009) article, certain style and goal structures of team leaders have a strong influence on internal team dynamics. Based on your research within the article and textbook, as well as your own experience, what team leader management style would be most effective in leading a team in which you were a member? Part 2: DeRue, Barnes, and Morgeson (2010) found that team leadership style effectiveness depended on the level of charisma exhibited by the leader. Drawing from the article and the textbook, have you ever worked for a charismatic leader? What style (coaching or directing) did that leader administer? Was he or she effective in leading you as part of the team? 300 words with references, references should be in APA format
Paper For Above instruction
The effectiveness of leadership styles within team settings has been extensively studied and is critical to fostering high-performing teams. According to Sarin and O’Connor (2009), team leaders' management styles and goal structures significantly influence internal team dynamics, affecting cohesion, motivation, and overall performance. From my research and personal experience, a transformational leadership style would be most effective in guiding a team toward success. Transformational leaders inspire and motivate team members by fostering a shared vision, promoting intellectual stimulation, and providing individualized consideration, which aligns with Sarin and O’Connor’s emphasis on positive goal structures that enhance internal collaboration (Bass & Avolio, 1994). This style encourages team members to go beyond individual interests for the collective good, resulting in increased engagement and productivity. Conversely, I have observed that autocratic or directive styles tend to hinder innovation and reduce team morale, particularly if overused, because they limit open communication and autonomy.
Regarding the influence of charisma in leadership effectiveness, DeRue, Barnes, and Morgeson (2010) highlight that charismatic leaders are more effective when their charisma is complemented by appropriate leadership styles, such as coaching or directing. I have worked under a charismatic leader whose style was predominantly directive, characterized by clear instructions and high expectations. This leader employed a directing approach, providing specific guidance and closely supervising team tasks. Despite the somewhat authoritarian tone, he was effective during time-sensitive projects by ensuring clarity and focus. However, in terms of long-term team development, this approach was less effective, as it did not foster independent problem-solving or innovation among team members. Overall, charisma can enhance leadership effectiveness, especially when combined with adaptable styles that match team needs (Conger & Kanungo, 1998). Effective leadership, therefore, involves aligning style and charisma to optimize team performance in varied contexts.
References
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
Conger, J. A., & Kanungo, R. N. (1998). Charismatic leadership in organizations. Sage Publications.
DeRue, D. S., Barnes, C. M., & Morgeson, F. P. (2010). The importance of charisma for leadership effectiveness: When and why charismatic leaders outperform others. Journal of Applied Psychology, 95(5), 758–769.
Sarin, S., & O’Connor, G. (2009). Team leadership and internal dynamics: A goal structure perspective. Journal of Organizational Behavior, 30(4), 417–435.