Unit 2 - Discussion Board Assignment Overview Type: Discussi

Unit 2 - Discussion Board Assignment Overview Type: Discussion Board

Within the Discussion Board area, write 600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions with your classmates. Be substantive and clear, and use examples to reinforce your ideas:

For several years, Rae Marie, a former colleague and long-time friend, had been a successful manager for a company you worked at together years ago. Because you no longer work together, she confides in you during a private lunch meeting soliciting your advice and expertise on her new leadership role with MyShoppingSpreeTV.

In a second meeting, Rae Marie discloses that she is working harder than ever in her new role as the Vice President of Operations for MyShoppingSpreeTV but sees little results from her efforts. She shares that business is slow and the pressure to improve sales and productivity is growing. She confesses, "I am ready to give up. I don't know if I have the leadership abilities required to turn things around. I certainly don't have the confidence I did when business was good and I don't think my employees have confidence in me either. What if I am not the right person for a leadership position anymore? What if I had been successful in the past because of the great economy?"

She further explains that she is working hard and long hours, but business indicators suggest that business is bad and worsening. She is unhappy, and her team is unhappy too. Rae Marie asks, "How can I influence my team to turn things around?" You understand that leadership influence depends on variables like personality, employee skills, the work task, and group dynamics.

It is evident to you that Rae Marie would benefit from a discussion on leadership influence and sources of authority and influence leaders have over employees and their organizational roles. In your discussion, analyze how leaders influence employees. Specifically, address:

• Describe three ways that leaders can influence employees.
• Explain how a leader's influence affects an organization's performance. Provide a current example from your research.

Cite all references in APA format. Respond to at least two classmates with 100 words each, discussing insights or questions prompted by their responses.

Paper For Above instruction

Leadership influence is a crucial factor in determining an organization’s success, particularly during times of change or adversity. Effective leadership can inspire, motivate, and guide employees toward achieving organizational goals, even under challenging conditions. This essay explores three primary ways leaders influence their employees: through the use of power and authority, communication and emotional intelligence, and modeling behaviors. Additionally, it examines how such influence impacts organizational performance, illustrating these concepts with current research and examples.

1. Influence through Power and Authority

One of the most direct methods leaders exert influence is through their formal power and authority. French and Raven’s (1959) classic theory identifies five bases of power, with legitimate, reward, and coercive power being the most prominent in organizational settings. Legitimate power stems from a leader’s position within the hierarchy, enabling them to make decisions and enforce compliance. Reward power involves the ability to provide incentives, such as promotions, bonuses, or recognition, to motivate employees. Coercive power, conversely, relies on the capacity to discipline or penalize non-compliance. When used appropriately, these forms of power can influence employee behavior, compliance, and commitment. For example, a manager who effectively utilizes reward power by recognizing employee achievements can foster a positive work environment, increasing motivation and productivity (Northouse, 2018).

2. Influence through Communication and Emotional Intelligence

Beyond formal authority, leaders influence employees through effective communication and emotional intelligence (EI). Goleman (1998) highlights that emotionally intelligent leaders are self-aware, empathetic, and skilled in managing relationships, which fosters trust and engagement. Leaders who communicate clearly and openly build transparency and reduce uncertainties, which are vital during organizational change or crises (Bennis & Nanus, 2007). For instance, during company restructuring, leaders who listen actively and demonstrate empathy can alleviate employee anxieties, thereby maintaining morale and commitment. The ability to connect emotionally with team members also encourages loyalty and increases followers’ willingness to exert effort toward organizational objectives (Mayer, Salovey, & Caruso, 2008).

3. Influence through Modeling and Personal Example

Leaders influence employees significantly by modeling desired behaviors and setting an example. Bandura’s (1977) social learning theory emphasizes the power of observational learning, where employees imitate leaders’ behaviors. Leaders who demonstrate integrity, dedication, and resilience inspire similar traits among team members. For example, during organizational downturns, a leader who displays calmness and optimism can inspire their team to persevere despite setbacks (Kouzes & Posner, 2017). Such modeling fosters a culture of accountability and high standards, motivating employees to emulate positive behaviors, which directly impacts organizational performance.

Impact of Leadership Influence on Organizational Performance

The influence of leadership directly correlates with organizational outcomes. Leaders who effectively motivate and guide their teams can enhance productivity, innovation, and customer satisfaction. Conversely, poor leadership influence can lead to disengagement, turnover, and declining performance. A current example is Satya Nadella’s leadership at Microsoft. Since becoming CEO in 2014, Nadella emphasized empathy, collaboration, and innovation, transforming the organizational culture (Miller, 2018). His emphasis on emotional intelligence and empowerment has reinvigorated employee motivation, resulting in increased revenue and market share. This demonstrates how leadership influence, particularly through communication, emotional intelligence, and modeling, can drive organizational success.

Conclusion

Leadership influence manifests through various mechanisms, including the use of power, emotional intelligence, and role modeling. These methods shape employee behavior, commitment, and productivity. As exemplified by leaders like Nadella, effective influence enhances organizational performance by fostering a motivated, engaged workforce. Understanding these influence strategies is essential for leaders aiming to navigate challenges and achieve sustainable success.

References

• Bandura, A. (1977). Social learning theory. Prentice-Hall.
• Bennis, W., & Nanus, B. (2007). Leaders: Strategies for taking charge. Harper Business.
• French, J. R., & Raven, B. (1959). The bases of social power. In D. Cartwright (Ed.), Studies in social power (pp. 150–167). University of Michigan.
• Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
• Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations. Wiley.
• Mayer, J. D., Salovey, P., & Caruso, D. R. (2008). Emotional intelligence: New ability or eclectic traits? American Psychologist, 63(6), 503–517.
• Miller, K. (2018). How Satya Nadella transformed Microsoft's culture. Harvard Business Review.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.