Impact of Leadership on Employees in Organization

Question: Discuss about the Impact of Leadership on Employees in Organization. Answer: Introduction It is evident that leadership has become the fundamental issue in the corporate world. This happens as leaders take the responsibility of harmonizing and integrating both human as well as material resources to generate effective outcomes for the organization. The prime significance of the leadership style is that it allows the management to execute business process management in an efficient manner. On the other hand, the different leadership style including autocratic, laissez-free, and democratic style indicate distinct methods of engaging employees into business. As mentioned by Garca-Morales, Jimnez-Barrionuevo and Gutirrez-Gutirrez(2012), leadership can be considered as the technique of influencing others commitment in understanding their skills in achieving value added and shared vision with integrity. A significant aspect associated with leadership is the relationship that leaders have with the employees or individuals at the workplace. The current essay discusses the influence of leadership on individuals at workplaces in organizations. Different leadership styles: Autocratic: Lian and Tui (2012) have discussed that autocratic leadership style provides adequate opportunity to the managers for making decisions alone without taking any feedbacks from staffs an employees. In this particular leadership style, managers possess entire authority on taking managerial decisions in the business. Most of the time, large organizations follow autocratic leadership style for gaining competitive advantages in the business. Democratic: Participative leadership style often called the democratic leadership style which values the involvement of the team members and peers in the business. However, the final decisions are taken by the participative leaders in the organization. Herman and Chiu (2014) have agreed with the fact that participative leaders boost employee morale, as employee contributes in the decision-making process. Chen et al. (2014) have argued that organizations employ the participative leadership for bringing changes into the business process management. On the other hand, participative leadership style allows employees to provide their individual suggestion to the higher authority, which facilitates the organization in upholding an enhanced workflow process in the business. Laissez-Faire: Anitha (2014) has stated that Laissez-Fare leadership often fail to provide regular feedback to the employees in the business. In the laissez-fare leadership style, high and skilled employees are required in executing the business process management. This particular leadership style hiders the production of staffs requiring supervision. It has major drawbacks including lack of supervisions, which ultimately cause poor production, lack of control and increasing costs. Discussion and analysis In todays competitive environment, the companies tend to expand globally as well as deal with several challenges in order to achieve their objectives. In this context, Lian and Tui(2012) added that leaders play a crucial role in the achievement of organizational goals and enhance employee performance by meeting and satisfying their needs. It is observed that the leaders play an important role in managing the task of employees, satisfying individual needs and maintaining the whole team. Task needs As mentioned by Anitha(2014) a task can be considered as an action that is designed to contribute a particular end result to the achievement of the objectives. There are certain duties involved with task management. The leaders should make the individual inform that a task should be performed by the individual for its own sake (Herman and Chiu 2014). In addition, the leaders should know the knowledge, skills and attitude. Thus, it can be mentioned that hiring the right people could be an extreme consequence throughout the organization. Moreover, the leaders should also have knowledge regarding the tasks; thus, they could formulate the learning objectives to enhance the job performance. Individual needs The individual needs of the employees can be met with certain techniques. It is observed that Maslows hierarchy of needs can be applied to understand and satisfy the needs of individual. Psychological needs:The leaders should know the basic needs. This may include the need to have proper job, salary as well as a sense of financial independence. Figure 1: Maslows Hierarchy of needs pyramid (Source:Chenet al. 2014) Safety-When people have jobs, they need to know the job is secure. However, based on the performance of the employees, the leader should show a sense of security towards the employees. Belonging-Each individual should feel like they are the integral part of the team. Thus, if the organization is built up around certain principles, the sense of belongingness needs to come naturally. Esteem needs-It is observed that this need is highly prevalent within the large organization. However, the leaders should make an effective relationship with the individual in the workplace by sharing each significant detail with the individual at the workplace (Daft 2014). Therefore, the individual could feel that they are being valued. Self-Actualization-Most of the skilled employees have some particular level of ambition and they wish to achieve more than they are currently doing (Watson 2013). Thus, it is necessary for the leaders to provide them the opportunity to enhance their career. Team maintenance In managing the team, the leaders play a vital role as there have been certain aspects associated with the team management. One of the most important aspect is organizational culture. The leaders should maintain and develop the organization culture. In addition, each employee should be informed about their roles, responsibility and ethical criteria. Impact of leadership styles on individual at the workplace There have been three different leadership styles that are mostly used by the large organizations. These leadership styles are Autocratic, democratic and Laissez-Faire Leadership Laissez-Faire Leadership-It is observed that transactional and transformational leadership have two active forms that is considered as Laissez-Faire Leadership style. As argued by Vaccaro et al. (2012), laissez faire leaders are not observed to motivate others in the workplace. Thus, this leadership is considered as inactive. This leadership practice may not be effective for motivating employees. Democratic leadership style-This particular leadership style is mostly used by the organization as it helps to resolve the issues of employees and take effective decisions (Hochand Kozlowski 2014). The employee opinions are taken into consideration and this helps build employee motivation. Autocratic leadership style-This particular leadership style could allow the managers to make decisions alone without the involvement of others. As mentioned by Vaccaroet al. (2012), no one could challenge the decision taken by the autocratic leadership style. However, due to this leadership style, the employees have to deal with certain challenge as individual opinions are not considered. Conclusion It can be concluded that leadership plays an important role in enhancing the business opportunity in the organization. On the completion of the essay, it can be mentioned that leadership practices are required to develop both organizational as well as individual performance of the organization. It is also observed that in a dynamic business environment, the companies could depend on leaders to adopt the change and innovations needed to gain the competitive advantages. The leaders play the role of informing the employee to what they are supposed to do. Likewise, the leaders should also know what their employees should follow to provide relevant feedback. The leaders need to confirm what is being performed by the employees and why it is performed. It is evident that leaders play an important role in motivating the employees and understanding their needs. Thus, the organization should develop the leadership practice to achieve organizational objectives as well as enhance individual skil ls. Reference list: Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management. Chen, X.P., Eberly, M.B., Chiang, T.J., Farh, J.L. and Cheng, B.S., 2014. Affective trust in Chinese leaders linking paternalistic leadership to employee performance. Journal of Management, 40(3), pp.796-819. Daft, R.L., 2014. The leadership experience. Cengage Learning. Garca-Morales, V.J., Jimnez-Barrionuevo, M.M. and Gutirrez-Gutirrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of Business Research, 65(7), pp.1040-1050. Herman, H.M. and Chiu, W.C., 2014. Transformational leadership and job performance: A social identity perspective. Journal of Business Research, 67(1), pp.2827-2835. Hoch, J.E. and Kozlowski, S.W., 2014. Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of applied psychology, 99(3), p.390. Lian, L.K. and Tui, L.G., 2012. Leadership styles and organizational citizenship behavior: The mediating effect of subordinates' competence and downward influence tactics. The Journal of Applied Business and Economics, 13(2), p.59. Marion, R. and Gonzales, L.D., 2013. Leadership in education: Organizational theory for the practitioner. Waveland Press. Vaccaro, I.G., Jansen, J.J., Van Den Bosch, F.A. and Volberda, H.W., 2012. Management innovation and leadership: The moderating role of organizational size. Journal of Management Studies, 49(1), pp.28-51. Watson, T., 2013. Management, organisation and employment strategy: New directions in theory and practice. Routledge.