Tuesday, May 5, 2020

Impact of Leadership Attributes-Free-Samples-Myassignmenthelp.com

Question: Discuss about the Impact of Leadership Attributes on Employess' Performance. Answer: Introduction The project highlights the impacts of the right leadership style that can help in improving the employees performance parameter to determine the accomplishment of the corporate goals and ensure the organisational success. Problem Statement The efficient leadership approach helps in developing the organisational context in developing the learning environment for the employees that helps in developing their performance parameter. On the contrary, the ineffective leadership characteristics can even affect the employees work performance as well. The current advancements in the business field develop the flexible approaches in the workplace. The leaders often become much dependent to the employees due to which the lack the closer supervision (Chen et al., 2014). It affects the work performance in a significant way. It is thus necessary for the leaders to adopt the right approach to guide the employees that can motivate them to work in a better way and increase the performance level as well. Research Aim The research aims to identify the impact of the appropriate leadership trait to improve the performance parameter of the employees. Research Question What are the specific leadership styles can be adopted to achieve organisational excellence? How the effective leadership attributes create impacts on the employees performance? What are the major challenges faced in developing the effective performance level of the employees? Secondary Analysis The effective leadership style promotes the employee satisfaction that eventually leads to develop the efficient performance outcome. A leader is responsible in motivating the workforce and leading them towards the right direction to ensure success. According to Mulki, Caemmerer and Heggde (2015), a leader should be differentiated from others by judging the qualities and attributes. An efficient leader maintains the balance between the performance, business foresight, and characteristic values. The leadership styles are generally categorized into five forms. First is Autocratic Leader, who has the right to take the individual decision without seeking help from any other employee. On the other hand, democratic leaders are collaborative in nature and undertake the organisational decision by consulting with others. The next is the transactional leaders, who decide either to punish or reward the employee that depends on the performance outcome. The laissez faire leaders provide the full authority to the employees and depend on their ability. It often lacks the closer supervision that affect the performance level of the associated workers (Nanjundeswaraswamy Swamy, 2014). Finally, the transformational leaders help the employees improve their personal and professional attributes (Breevaart et al., 2016). This leadership style is quite effective to promote a learning based scenario within an organisation and develop the high level of performance. Recommendation The research problem is widely focusing on the ineffective attributes of the laissez faire leaders that prevent the employees from learning the innovative approaches and developing their professional skills. However, observing the outcome of the secondary information, it can be interpreted that the leaders can adopt transformational leadership style for leading the associated workers. It would motivate the employees to learn innovative work functions and improve both the professional and personal skills. In addition to this, this leadership style would even promote the high level of performance parameter that comes out of higher job satisfaction. References Breevaart, K., Bakker, A. B., Demerouti, E., Derks, D. (2016). Who takes the lead? A multi?source diary study on leadership, work engagement, and job performance.Journal of Organizational Behavior,37(3), 309-325. Chen, X. P., Eberly, M. B., Chiang, T. J., Farh, J. L., Cheng, B. S. (2014). Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance.Journal of management,40(3), 796-819. Mulki, J. P., Caemmerer, B., Heggde, G. S. (2015). Leadership style, salesperson's work effort and job performance: the influence of power distance.Journal of Personal Selling Sales Management,35(1), 3-22. Nanjundeswaraswamy, T. S., Swamy, D. R. (2014). Leadership styles.Advances in management,7(2), 57.

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