The Nature of leadership
To exerts the influence over the masses, by the motivational and inspirational directions of their activities to achieve the group or organizational goals, called the leadership process. Someone that exerts the said influence is called' a leader.
The effective influence of the leader, that can take effect on others, would help to produce the group or organization's performance goals, otherwise, the performance goals of the group or the organizations will detract from the achievement of milestones, it clarifies the "Manager's Challenge" in the organization. That's why the leaders are taking' the several steps for the inspiration and motivations of the masses' to achieve their collective goals.
Introduction:
Efficient and effective leadership increases the ability of an organization to attain its performance goals. The contemporary challenges will come up in this article, including the needs of competition and its advantages.
The leaders owe to exert the influence on organizational's members to lead them towards such attainment, should have foster ethical behaviors to manage a diverse workforce towards equality. It will lead to the success of an organization. Islamic jurisprudence also emphasized over the ethical behaviors of the leaders, because our Holy Prophet PBUH had presented the great ethical behaviors to all masses, including non-Muslims and even the animal, which credited him in the Holy Quran.
To understand the nature of leadership, we will peel up a leadership style and the way of effects on the managerial tasks, and also the cultural effects on this leadership style. After that, we will focus on the key leadership's powers, that come up from different varieties of sources, and we will try to touch the contemporary empowerment with the relation of its effects on leadership.
Personal Leadership Style and Managerial Tasks
The personal leadership style of a manager and specific ways through which he can influence other masses, considering the managerial approaches, including planning, organizing, and controlling through monitoring and evaluation steps as:
1. He empowers the employee in a manner, that the improvement of an organization's goals of reputation, will raise their interest because the organization's development means to raise their earning and status of facilities.
2. He honors the employees with honesty and openly, that leads their fostering creativity and passions
3. He planned his plan of action himself and all important decisions with the consensus of all his key team members.
4. The Good manager prepares work assignments, schedules, the monitoring tasks of performance including measurable indicators, for all his subordinates.
5. He also designs the positive and negative reinforcement for the rewards of performance and punishment for non-compliance with his subordinates with their due consensus.
This is how? He motivates his subordinates to show performance with efficient manners. The subordinates appreciate the adopted way, and the system sustains for a long time and also increases the profitability of the organization.
Challenges of personal leadership style
The effective managers of this style faced the following issues:
1. The stereotype personality cannot adopt this leadership style. After all, they are expecting the same things from all diversified groups of masses, which is not possible because everyone has to be deal with his specific personality traits.
2. The strict behaviors of top-level management can produce the issue for these managers, who do sometimes not agree with notions to provide incentives to employees.
3. The subordinates also giving tough time to these managers to oblige in obeying the orders, because they used to with the old system, which suits them according to their personality traits.
Contingency plans to deal with the issues:
1. The contingency measure for the first issue is not possible without his replacement.
2. The 2nd issue would be a tackle as the decisions of the management for the incentives and punishment should be announced' through top-level management, especially those who are opposing the decision, it should be announced' in a large group of organization members, and the consents of other partners should also be taken, through endorsement.
3. The management of the non-compliance employees should be the priority of the manager, but subjects to the organization's objectives, that should be top of all, and the employee can be managed through warnings, explanation letters, show causes, charge sheets, which is the disciplinary action, which could be initiated' by the top-level management on grounds that the end beneficiaries of business development and the losses absorb would also by them.
Needs Leaders not managers
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