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Impact of Different Leadership Styles on Employee Engagement

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  Impact of different leadership styles on employee engagement Leadership is the ability to motivate a person or a group to work well and appropriately under a leader. This is actually a communication between the leader and the workers below him which builds a proper strong bonding and helps them all to work in the best way possible to achieve the goal. This bonding is important for engaging employees to their respective jobs. A leader is a person who comes up at the moment of problems and conflicts in an organization and brings out a lot of proper steps and policies to solve them. . Also, a single leader can use multiple leadership styles based on need of the hour. Here different types of leadership styles used by the team leaders of Alberos to motivate the employees have been discussed . a. Charismatic Leadership: This type of leadership is said to be a modern kind of leadership in the whole world where the leader uses his good qualities and power to attract and get his followers close to him. These leaders look into every the matters of the people which interests them. They are friendly and create comfort for their followers. This helps employees trust them and be comfortable around them. They listen to their followers, help to solve their problems and also make them understand that they play a vital role in decision making. This form of leadership is very effective in increasing employee loyalty and employee engagement.  b. Participative Leadership Participative leaders are different from the leaders of the charismatic leaders. They mainly  belong to the corporate background that performs as a facilitator rather than a dictator. They  basically help in facilitating the knowledge, ideas and also help in sharing these ideas to their followers. .. This increases employee engagement as employees feel valued and respected. A very popular example of this leadership is Donald Trump who was a real estate mogul and a  billionaire c. Situation Leadership The team leaders at Alberos alternate between different leadership styles based on the situations. In this kind of leadership there are three components which affect the decisions of the leader; they are the situation, the capability and ability of the leader's followers and the leader's ability and potential. The leader looks into all the factors and compromises to all the restrictions given to him by his followers and the particular situation. They need to have the   power to adjust to all kind of situation they face. The actions of these leaders are very energetic and vigorous. Adaptability is a very vital key. .f this kind of leadership is Dwight Eisenhower who was the 34 th  President of the Unites States of America d. Transactional Leadership This style of leadership is used in tesco to manage day to day business processes efficiently and keeping employees organized. In this kind of leadership, a very organized and clear chain of order is needed. The leader here persuades the follower by giving those awards if they follow the leader's instruction properly and work well and also gives punishment if they fail to work well and satisfy the leaders. These are done so that the followers can work properly and efficiently the next time. .. A very good example of this leadership is Joseph McCarthy and Charles de Gaulle e. Transformational Leadership Transformational leaders are the leaders who motivates and persuade their followers. The leader listens to their followers and motivates them through the followers' ideas and values. The leaders rule their followers by using their values, beliefs and their personal capabilities. Famous leaders under this segment includes include Martin Luther King Jr. and Walt Disney (Fiedler, 2009). .. The leadership is effective for employee engagement as it stems from the employees and empowers them. This has transformed the roles employees play and has increased employee motivation and engagement.  Impact of leadership on employee engagement: The degree of involvement with the work will depend on how involved and satisfied that individual is with his work (Harter and Haynes, 2002). With an engaged team, the members are emotionally involved with the team members, which give a proper direction to the team. Leaders are the individuals who take it upon themselves to set the ball in motion. They are motivated they have a vision and they know how to get work done. Northouse (2006) defined leadership as the clout that one individual has on a number of individuals and this clout to get a certain premeditated things done. Focused leadership facilities are a unique pattern of engagement. Here employees know their responsibilities; they have the machines and tools to complete their job, and with a bit of individual focus are ideally placed to finish the job at hand. Leaders can surely have a very effective impact in an organization. However to have an effect which is more long lasting a performance based incentive system has to be put in use. So the leadership and the incentive system together can create an environment which is very   positive for the functioning of the organization. As per Bagnall (2011), facilitators and  barriers to quality improvement: The effect of leadership on employee engagement can be assessed in three ways; first, taking into the individuals then the managers and finally the executives. The individuals should learn proper assessment of their talent.They try and align all the employees towards the company ethics values and work culture. They must support and encourage the employees who work harder. They must provide encouragement to every employee to maximize their outputs. The managers must have a clear dialogue pattern with all the employees. They should not act as bosses only but be a patient listener also. These skills will ascertain a manager has excellent employee engagement results. As per Welbourne and Warwick (2012) leadership of whole systems: Executives cannot be involved in the daily activities. They can however keep a hawk’s eye on the proceedings and most importantly they can provide a vision to the employees. This vision needs to be communicated properly  by the managers to all the other employees. Also the executives must convey a sense of  purpose and belonging to all the employees. They must stress on the fact that this organization is like a family and its well being will depend on everyone’s contribution. They must be true to the promises they make and implement and follow whatever they say. As this trust factor will be crucial. It will help the executives provided they do not falter. But once the trust is gone, their credibility will be lost permanently (Johnson, 2004) the executives should show a keen eye towards acknowledging the individuals who perform well. That will give a huge boost to the psyche of the employees and would propel them to working even harder in the future. As per Lloyd (2004), the executives apart from being very encouraging towards employees should also show a keen interest in showing support and engagement to the process in general. In a way the executives are the face of the organization so their energetic approach will bring in a positive change in the attitudes of the employees as well. They will feel obliged to working hard and doing so with a positive attitude. Effective leadership and employee engagement are two sides of the same coin. So the effective leadership can be called the mitochondria of the company. So leadership if effective can drive the company upwards and if not then that shows on the company balance sheet.

Alaska BGH

Jul 31, 2017
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