Introduction
Leadership is critical in companies and businesses because it fosters workforce management to attain primary objectives and goals stipulated in the statements. In addition to understanding the common leadership traits, businesses’ dynamic nature requires managers to be adaptive and predict behavioral changes. Every business needs effective leadership for running operations smoothly (Thomas, 2020). This case study seeks to understand the importance and effects of different leadership approach models and employees’ motivation, which harness their maximum potential. The objective is to indicate the overall significance of effective leadership using various models. Most of the discussion is drawn from the sample size composed of the organization’s employees. Managers who understand the effects of power on commitment, compliance, and resistance can switch strategies appropriately to suit different situations, therefore achieving the desired results.
Concrete Experience
As a customer service officer working under the departmental supervisor, my overall leadership experience was positive, considering the sales supervisor’s ability to achieve high client satisfaction and retention through effective leadership. The manager effectively conducted several leadership functions within the organization that led to a collective and satisfactory administration feeling. In departmental meetings, the boss adequately communicated the vision and goals to reinforce a common understanding of purpose – this enhanced employees’ job focus and satisfaction since they recognized their contribution to the company’s success.
The manager was an important role model since he demonstrated desirable to conduct such as grit and optimism. The sought-after behavior was observable through a caring attitude and made decisions factoring in his personnel’s potential outcome. The manager’s ability to delegate duties within the department indicates that he is working with a competent team and provides junior employees the opportunity to lead. The delegation has mutual benefits since it empowers the staff and helps managers reduce workloads and responsibilities.
Reflective Observation
I felt challenged to be a role model, plan, show examples, and guide organizational success. The positive leadership experiences observed from the customer service role inspired me, and several others, given their responses about the leader. It was evident that leading by example, noted by Hickman and Akdere (2018), not only earned the manager respect but improved on his trust and led to the achievement of business’s goals. However, some colleagues felt that the manager needed not to be involved in the supervisory roles. They argued that it would be better if the leader observed the juniors’ work, which trains them to labor without supervision.
Such would be termed as the successful delegation which enhances team-building and improves communication. Differences in feedback about the leadership style reflect the dynamism and philosophies people have about workplace management. If these people had a chance to lead, they would bring the leadership ideas into life. Recognizing and rewarding success is an essential leadership trait in execution strategy, which fosters a sense of ownership within the company.
Abstract Conceptualization
Several leadership models can explain the situation above regarding the manager. Effective management in managing both projects and the workforce entails different ideals that dictate the enthusiasm and motivation of completing tasks. Managers can apply three headship principles, including the influence, contingency, and transformational models, to dictate their power style. The influence ideals earn on persuading others is the primary leadership principle (De Sousa Sabbagha et al., 2018). In the customer service role, the manager instilled influential leadership through his ability to lead by example, guiding all the other organization members to achieve the objectives.
Supporting different ideas beneficial to the company persuades resistant employees, leading to a successful and essential leadership style. Influence models depend on building a relationship with employees through the trust actualization strategy and fulfilling expectations. Influence creates a sense of commitment since employees intentionally become obedient instead of implementing punitive measures which generate resistance. In the scenario mentioned above, the influencing leadership style promoted decentralization of decisions making enabling joint ownership of success.
The contingency model of leadership suggests that influential leaders adapt to different circumstances. This model applied in the category issues involved pressure to meet company targets within a short period and align with the market expectations. Depending on the business workforce’s characteristics, the manager can employ a participative leadership style because employees are skillful and motivated. The path-goal model attributes high morale and motivated employees to an achievement-oriented leading style (Turner, 2017).
The normative decision model practice is widely applicable in business management because it gives managers the tool to decide which governance style is appropriate for different circumstances. For example, standing apart from competitors needs referent and legitimate leadership power style. A consultative decision style is typical in this practice since the leader shares problems with staff and asks for ideas instead of deciding alone. A compliance reaction is popular with the contingency model of leadership since workers follow the regulations and only what the superior asks.
The transformational leadership model is a product of visionary leaders who concentrate on changing employees’ behavior using minimal power. This style’s main principle relies on individual values, such as integrity and hard work, which will motivate employees to follow their style (Hickman & Akdere, 2018). Effective communication of business objectives and goals combined with trust earned is crucial for this leadership method’s success. However, the transformational leadership style is not typical because it is suited for top managers and thus not applicable to junior managers and employees due to unlimited power and resources. The minimum power exercised in this style fosters commitment in employees because of expert governance. The transformational management style is applied effectively with the influencing model to generate an efficient leadership style.
Active Experimentation
The lessons learned from the sales officer position are that effective leadership propels business growth through motivating and empowering the workforce. Building consensus through active listening and understanding staff motivation drives the influencing leadership style. Encouraging employees to share opinions fosters an understanding of the business needs, and through this knowledge, influential managers can effect change. Effective leadership entails high ethical standards and integrity. Setting a transparency behavior model helps build trust. Different leadership styles dictate employees’ motivation and reaction (Thomas, 2020).
Influence Models promote motivation through effective communication and a compliance reaction, but employees do not put extra effort. The contingency leadership model focuses on adaptation to different circumstances; therefore, they face compliance or resistance in many cases depending on the business situation. The transformational leadership style employs motivation and influence as its primary pillars, which promote employee commitment. For future governance roles, transparent and effective communication is the primary management component that aligns operations to the long-term objectives. Also, rewarding exemplary employees is a motivational habit that enhances workforce performance.
Conclusion
In conclusion, leadership involves developing a team to find common objectives vital for an organization’s progress. Influential leaders possess specific traits that enhance the level of respect accorded to them. Influential leaders use employee motivation as a critical tool to promote commitment. Managers can employ different management styles to attain desired results.
The influencing model applies effective communication to motivate workers by using legitimate and referent powers to foster commitment and compliance, whereas Contingency leadership employs coercive powers, which often face resistance. Delegation of tasks boosts employee morale, thus promoting loyalty and commitment in workplaces. Transformational leadership is a behavioral-oriented style that enhances employee commitment. Effective leadership necessitates joint decision ownership of the business that encourages innovations.
References
De Sousa Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2), 136-140. Web.
Hickman, L., & Akdere, M. (2018). Effective leadership development in information technology: Building transformational and emergent leaders. Industrial and Commercial Training, 50(1), 1-9. Web.
Thomas, G. (2020). Leadership models and leadership styles as success factors in small and medium-sized enterprises. Business Ethics and Leadership, 4(1), 35-42. Web.
Turner, A. (2017). How does intrinsic and extrinsic motivation drive performance culture in organizations?. Cogent Education, 4(1), 1-5. Web.