Investigation of The Leadership Style †MyAssignmenthelp.com

Question: Discuss about the Investigation of The Leadership Style. Answer: Introduction Leadership is one of the most essential elements of Organizational Leadership. A proper leadership planning and the presence of an efficient leader in an organization help in the overall growth of the business organization. The following work has been cited from the article of Puranik V (2017). The author in his article has referred to the works of James MacGregor Burns and has described that the characteristics and qualities of the leaders will have a huge impact on the effectiveness of the leader. The author clearly agrees to the aforesaid researcher and believes that the effectiveness of a successful leadership style depends on the situational and context factors of the methods which the leaders choose as their style for working. Investigation The investigation of the leadership style has been the main focus of this particular project. The reason for conducting such an investigation was to make sure that the organization can understand the exact kind of leaders they demand and appoint them on such basis to achieve the maximum possible success (Carson, Carson Birkenmeier, 2016). The leadership style of the leaders has very strong impact on the eventual outcome of the task and the perception of appropriateness of the leadership style followed by the leader. It was also seen that gender had no effect on the implementation of the leadership strategies in the organizations. The investigation thus clearly pointed out to the large role of the leaders and their increasing need in the modern business organizations. Research Summary The research is based on determining the different leadership styles that exist within the organization. The main purpose of making the report is to understand the different aspects of leadership and assess their importance in the modern business organizations. Methods The researcher has taken the help of the qualitative method of analysis to determine the learning outcome of the project. The researcher has provided a number of models and tools to show the different styles and strategic differences of the leaders in the different organizations. He has also provided the meaning and importance of emotional intelligence. The study consisted of collecting the measures of the performance of the managers as well as the different superiors of an organization. Findings As mentioned earlier the main findings of the particular project are leadership and the leadership styles that are followed in the different organizations. The author has explained that leaders are the core to the success of the business in the market. He has also said that leaders across all the business organizations globally have one particular trait in common which is the trait which is the passion to lead the way (Miner, 2015). However it is also said that modern business environments demand both the effectiveness of the leaders as well as it has increased the importance of the contextual and social leadership abilities. Relation with Organizational behavior The relation between Leadership and Organizational Behavior is mainly defined by the way the leadership style has an impact over the behavior of the employees of that particular organization. There are several styles of leadership and the one chosen by the organization will have a direct impact on the behaviors of the employees and will reflect on their working patterns (Luthans, Luthans Luthans, 2015). One example of the link between leadership and organizational behavior can be in the autocratic style where the orders flow according to the level of ranks. Therefore effective leadership has a great deal of impact on organizational leadership. Critical Evaluation The author has provided a critical analysis in his paper by using different models on leadership in the business organization. Judge et al. (2002) used the five factor model to study leadership and found out that three of the factors of the model conscientiousness, agreeableness and openness to experience had same correlations with each of them. On the other hand DuBrin (2013) described that there could be another new form of leadership in the name of resonant leadership as because these leaders can sustain the way others lead, imitate them and implement the same in the particular business organization. Like the two articles there had been many such contrasting papers on leadership. Positive Factors Some of the main positive factors of leadership traits are; Communication- Communication is one of the biggest positives from a leader. The leader is the one who is in constant communication with the other members of the organization and thus they are able to track the progress of each and every member of the organization and take appropriate measures to meet the goals of the organization. Experience- According to Hogg Terry (2014) an experienced leader is one of the main frontrunner for leading the business to the path of glory. The wealth of experience that they bring with them helps them to face any challenging and tricky situations that might be difficult to handle for the newbie. Trust- Leadership trust helps the leaders to trust each other and make sure that they are used for building a common and strong bond between each other which will help the organization to grow and succeed. Belief in the employees as well as belief in the leader is essential in such case. Negative Factors The negative factors of the leadership traits are; Favors- The leaders sometimes become too much powerful and thus they misutilizes their power to wrong use and provide unnecessary favors to the close ones. The other employees are neglected in such cases and the result is the poor performance of the organization (Druskat, Mount Sala, 2013). Hypocritical- Leaders often tend to be hypocritical and they instruct their subordinates in a confusing manner which cuts the communication channel between them and their subordinates. Such a disruptive communication may lead to the failure of the organization. Inexperience- The management of an organization may sometimes choose the wrong person at the wrong time. There are innumerable numbers of cases where the chosen leaders have failed miserably in their quest just because of their sheer inexperience. Their inexperience is a matter of concern as they fail to lead the team and are confused in implementing strong decisions (Wagner III Hollenbeck, 2014). Research Critique The author of the following paper could have concentrated more on transformational leadership which is one of the main leadership styles in the modern marketing environment. The absence of the above mentioned factor limits the scope of the research. Measurement Topics The measurement of the IV/DV of the leadership qualities have been quite effectively measured in the following paper. There is a vast range of different leadership parameters that has been provided and properly explained in this paper. Findings application in real life Leaders who are supportive to the strategy and exercise their leadership alignment with organizational strategy are called as strategic leaders. Strategic leadership is a process of constantly examining whether the business organization is on the right way to reach the determined goals. Hyundai Leadership style is influenced by the founder Chung Ju Yung and his own way of managing the company. The management style of 1960s, 1970s and 1980s helped to model the business leadership style of the organization. The main evolution of the company was in the late 1990s and in 2000 when the company turned itself into a global brand based on the strong leadership foundation of the organization. The managers of the company train the juniors of the organization in the latest techniques and styles to make them acquainted with the organizational structure. The leaders also train the employees to deal with challenging situations that are tough to handle and also in specialized communication methods that helps them to be the best in the organization. References Carson, K. D., Carson, P. P., Birkenmeier, B. J. (2016). Measuring emotional intelligence: Development and validation of an instrument.Journal of Behavioral and applied Management,2(1). Druskat, V. U., Mount, G., Sala, F. (2013).Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Psychology Press. DuBrin, A. J. (2013).Fundamentals of organizational behavior: An applied perspective. Elsevier. Hogg, M. A., Terry, D. J. (Eds.). (2014).Social identity processes in organizational contexts. Psychology Press. Luthans, F., Luthans, B. C., Luthans, K. W. (2015).Organizational behavior: An evidence-based approach. IAP. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Parris, D. L., Peachey, J. W. (2013). A systematic literature review of servant leadership theory in organizational contexts.Journal of business ethics,113(3), 377-393. Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Vasu, M. L., Stewart, D. W., Garson, G. D. (Eds.). (2017).Organizational Behavior and Public Management, Revised and Expanded. Routledge. Wagner III, J. A., Hollenbeck, J. R. (2014).Organizational behavior: Securing competitive advantage. Routledge.