The Leadership Models
The modification in leadership styles introduced the innovative ideas to enhance the organizational capacity to absorb the issues and convert the non-fruitful activities into fruitful ones, so we owe to take a little study of some models to understand the situations and events to minimize their negative effect and maximize the positive effects on organization development.
The Leaders substitute model:
Sometimes the firms have not needed to the leaders, because their system influence the peoples to right, that's called leader substitute model. The leadership substitutes the activities, where the robotic activities would carry out, that do not need the leadership. The caseload of the work exert that influence over the actor without asking by leaders because they are self sensitized and responsible to perform their due work. Sometimes these workers perform than enough, which is the substitute to a leader, because the said the work caseload would substitute that influence itself, to show the progress.
As it is a contingency model, which suggested the system being run without leadership, the activities are designing' where the workers owe to do it by all means, and they will not wait for the supervisors to ask for its completion, but the completion of the task itself pay the workers. As a system of small specific contract based is offering to the one, to perform it against a certain amount, if he would do, the management will pay him the amounts him otherwise not.
This substitution causes to enhance the organizational efficiency because the manager found the opportunity to search the new ideas for its development because he is free to do, otherwise he is looking busy in monitoring, guidance, and counseling of the staff to carry out the work efficiently. So, the contingency model supports this model to further enhance the business, because the manager has to research-based advancement in the system, which can be possible easily.
Bringing It All Together
The leadership effectiveness is posing through the adopted procedures of the manager with concrete steps appropriate in the specific situations and context to deal with the subordinates in an organizational setup. The contingency model's three kinds of leadership focus on the needed ingredients that make it effective management and every kind has complementary questions from fresh angles to be looked it inside.
The contingency model of Fiedler has excavated, the managers' leadership style relevant to the deem needs, to meet the person's leadership's situations, for due effectiveness in an organization, and also shape his/her leadership style, to match the situations appropriately.
The House's path-goal theory introduced managers who should motivate the subordinates, create the specific managers having the behaviors, which can shape the said behavior that leads to engaging the highly motivated working force.
The leadership substitute model introduces the system, which can spare the time for managers, to carry out the research for innovative ideas about development for an organization, because the bifurcated attention of the manager concentrated on the important tasks is to complete for innovation.
Transformational leadership
If we keep our eyes on unique organizations, their managers are changing the basic structure of the organization on a huge scale, they also transform their sub-sections into independent units innovatively and revitalize their operations at all. As there was a mobile company, having the customer services department less popular than their market competitors, but when they appointed a new manager called Sue Nokes. As she joins the company, the employees of the company were quitting on a large scale and their attendance was a serious question, because 12% of employees were always absent from their duties. The service quality of the company was also questioned because the masses were not happy with the company's services, including customers and its own employees.
The T-Mobile was the subsidiary of DEUTSCHE TELEKOM company, with 38000 employees, which was providing the wireless voice, messaging and data provision services remarkably, but Sue Nokos transform the T-Mobile into an independent company, that was receiving the high ranking in the market in 2002 regularly. Customer care services have become better and customers seemed to satisfy the company, it also reduces absenteeism, and employee turnover rate reached a decline of up to 80%, and it quite satisfied employees with their jobs.
As the manager exerts dramatic change effects on their Co-workers and the said company, that is called transformational leadership. The transformation leadership happened when managers change his subordinates with the following three ways:
The transformational managers showed the importance of the employee's job with the company interest and also an emphasis on the needs of an organization for their jobs that is performing by these subordinates and also peel up the needs to achieve the organization's goals and objectives.
The Sue Nokes conducted the focus group discussions and also conducted the broad-based meeting with the employees to know their concern, because she was an opinion that, when the employees will happy with their specific jobs and giving importance to their work, they would be provided the excellent customers services, otherwise the wrong effect will be seen by the organizational management. So, she finds out the unhappiness causes of the employee and erase them in the company's interest and adopted the suggested ways of employees to intact their interest. That's why the efficiency of the company raised and T-Mobile has become the most reputable company in the country.
Conclusion:
I am concluding:
1. The companies should appoint the technical managers on top positions with a competitive salary package, because they will perform best in the interest of the said company.
2. The newly appointed managers should assess the organization and should conduct the brainstorming meeting with old and experienced employees, to know their point of view. It will ease his planning process to overcome the issues of the company.
3. The subordinates should cooperate with managers and company administration in the enhancement process of the company, as the company developed and earn more revenue, it will cause to their job security and also increase their increments and salaries accordingly.
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