Table of Contents
Introduction
This study is going to be based on my role as a leader and the leadership style which I shall deploy. This study shall be centralized on my own understanding of leadership toward identifying opportunities in other people and utilizing them. Thus for this study I will employ the position of manager for expanding and restructuring reasons. Also the leadership style to be deployed is transformational. Transformational leadership is the kind of leadership which is associated with being in charge or presiding over important matters of the firm. The productions and sustainability of the latter there key factors first to access, the followers attitudes toward their leader, these we look into minor issues like the loyalty, trust and value congruence and other personal charismatic etiquettes the this leaders portrays to influence people. Management refers to the process of wise use of resources to achieve desired objective and goals of any organization (Pielstick, 1998).
Overview
Transformational leadership is very flexible and pinpointing the flaws of this kind of leadership is very easy. Thus as a manager I will be able to addresses this issue through assessment of the productivity of the workers, this will also encompass personal assessment. Personal assessment will help me to evaluate my weakness and my strength so that I may conjure the kind of support that I will deploy to the task force. This is because it is said that good management is contagious and thus when practiced upon self then it is easily adapted by others. Here it has been generally accepted that personal assessment of the manager of a given organization is much more powerful than anything else (Schein, 1992). It refers to the way in which things are done in order to attain success within the organization hence it is central in distinguishing visionary organizations from comparison ones explaining why the later do have a significant economic achievement over time.
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Personal assessment revolves around implementation of ideas and the manner with which success is attained. I realized during my studies that no matter how good a management idea is, it not being in harmony or if doesn’t fit an organization culture is doomed to fail, this is even despite the fact that the strategy put in place is excellent and generally accepted.
To attain my desire of an effective manger, through organization restructuring and expansion, there are four key core cultures I opt to develop. These include control, cultivation, collaboration and competence that can be in place either consciously or unconsciously. Collaboration largely will help ensure and cultivate unity within the organization, close connection with clients as well as strengthen clients’ dedication, to attain this I will act as a team builder, coach, integrator, an encourage collective participation. The culture is tailored to help attain a distinguished customer goal attainment (Bass, 1990).
Leadership Theories
Among the most known leadership theory, this study shall be centralized on the following theories; management, relationship, behavioral, situational, participative, ‘great man’ and trait theories. Management theory encompasses deploying strategies which would project the organization toward it objective. Relationship theory constitutes the communication skills which the leader injects so that the taskforce may have ease flow of information and thus the objective is attained without any limitation (Fiedler, 1997). Behavioral theory is the one which evolves around assessing the performance of the taskforce and then appraising then or reprimanding. Participative theories are shown when a leader’s actions are taken after consulting with his followers they has very good communication with them. Situational theory is when a leader takes the opportunity to dominate in a market where others have failed and they take charge and excel. Great man theory is the theory which denoted that leaders are born with inherent ability to lead others to success. Lastly trait theory is the one which the leaders characteristics influences others to work hard, this is a virtue which is very rare and thus many lack it as it is not authoritative but it infectious and governed with morals and ethics from the leader as voiced by Krabbenhoft, 2005).
Transformational leadership
Transformational leadership is usually acclaimed to be the kind of leadership which is associated with being in charge or presiding over important matters of the firm. This style encourages and nurtures that taskforce to performing the objectives that are required for the organization to achieve it goals. This form of leadership is basically the best for managers who are in charge of a large group of taskforce (Mann, 1959). This is because the intervention of the large group usually is a surpassed by the fact that usually consist of larger scale of the stakeholder, the objective of this intervention is usually underlies in the progression of the organizational future condition. This intervention ascend from the highest executive level to the lowest in the organization, the aim of the intervention at this angle is to evaluate, prepare and understand the outcome of the whole process, as the whole process to be fully functional it has to involve the cooperation of all the stakeholders starting from the executive angle in the long run.
According to Bass (1998) transformational leadership for managers is a highly structured process which is planned immaculately with exact precision beforehand; this is elucidated to have great importance as due to the whole system is involved simultaneously at the same sphere. The three basics of the large group intervention which is considered to be usefulness include group meeting preparation, managing the taskforce and keeping and implementing of the outcomes from the conference. This intervention is usually efficient and motivates the organization and builds the confidence of all the stakeholders involved in the promotion of the organization mindset and helps inspire action.
This systematic arrangement of work is what is usually considered to be the organization structure, and without good leadership and management one will not achieve this; this is because there have to be a lasting and respectable relationship of transformational leadership perceived role requirements and managers’ organization interpretations context (Alderfer, 1999).
Conclusion
To be a successful leader, I have to put in place very clear and unambiguous ideologies, establish strong and clear cultures as well as transparent and open mechanisms to choose and develop human resources that are capable of encouraging the rest of the team to work towards attainment of the desired goals and objectives in line with their leadership capability and strategy. In addition, I have come to realized and comprehend that value, adapting to change and embracing it, ability to know others and more so self, good communication skill and capabilities, vision and professional knowledge in ones field in leadership are key factors or combinations of a successful leader.
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