Share on Facebook Leadership style impacts the organization by affecting employee morale, productivity, decision-making speed, and metrics. Successful leaders carefully analyze problems, assess the skill level of subordinates, consider alternatives, and make an informed choice. By choosing the most appropriate leadership style for the situation, an effective leader provides a lasting impact. Employee Morale Using the commanding leadership style, leaders establish a clear distinction between subordinates and superiors.
Leadership has a direct cause and effect relationship upon organizations and their success. Leaders determine values, culture, change tolerance and employee motivation. They shape institutional strategies including their execution and effectiveness. Leaders can appear at any level of an institution and are not exclusive to management.
Successful leaders do, however, have one thing in common. Libraries require leadership just like business, government and non-profit organizations.
With leadership potentially playing such a vital role in the success of information centers and patron experiences, it is useful to consider the different types of leaders and their potential impact on libraries as organizations.
Current leadership theories describe leaders based upon traits or how influence and power are used to achieve objectives. When using trait-based descriptions, leaders may be classified as autocratic, democratic, bureaucratic or charismatic.
If viewing leadership from the perspective of the exchange of power and its utilization to secure outcomes, leaders are situational, transactional or transformational. Understanding these different tropes can provide a vocabulary for discussion that can lead to meaningful, desired results.
It bears noting that not all leaders are created equal, and leadership quality may vary enormously across industries or simply within an organization. Below is a brief examination of each common leadership style listed above and their potential impact on a group as well as their relative usefulness.
Typically, these leaders are inexperienced with leadership thrust upon them in the form of a new position or assignment that involves people management. There is no shared vision and little motivation beyond coercion. Commitment, creativity and innovation are typically eliminated by autocratic leadership.
In fact, most followers of autocratic leaders can be described as biding their time waiting for the inevitable failure this leadership produces and the removal of the leader that follows. Bureaucratic Bureaucratic leaders create, and rely on, policy to meet organizational goals. Policies drive execution, strategy, objectives and outcomes.
Bureaucratic leaders are most comfortable relying on a stated policy in order to convince followers to get on board. In doing so they send a very direct message that policy dictates direction. Bureaucratic leaders are usually strongly committed to procedures and processes instead of people, and as a result they may appear aloof and highly change adverse.
Policies are simply inadequate to the task of motivating and developing commitment. The specific risk with bureaucratic leaders is the perception that policies come before people, and complaints to that effect are usually met with resistance or disinterest.
Policies are not in themselves destructive, but thoughtlessly developed and blindly implemented policy can de-motivate employees and frustrate desired outcomes.
The central problem here is similar to the one associated with autocratic leaders. Both styles fail to motivate and have little impact on people development.
In fact, the detrimental impact could be significant and far outweigh any benefits realized by these leadership styles. Democratic It sounds easy enough. Instead of one defined leader, the group leads itself. Egalitarian to the core, democratic leaders are frustrated by the enormous effort required to build consensus for even the most mundane decisions as well as the glacial pace required to lead a group by fiat.
The potential for poor decision-making and weak execution is significant here.How Nursing Leadership Styles Can Impact Patient Outcomes and Organizational Performance Date: April 19, Nurses play vital roles in health care organizations.
How they are managed by their leaders can drastically affect their performance and influence patient outcomes. This study investigates the impact of transformational leadership and transactional leadership style on employee’s performance.
The objectives of this research are: Evaluation of the employees’ performance in relation to the transformational and transactional leadership styles. Successful leaders carefully analyze problems, assess the skill level of subordinates, consider alternatives, and make an informed choice.
By choosing the most appropriate leadership style for the situation, an effective leader provides a lasting impact. Leadership style impacts the organization by affecting employee morale, productivity, decision-making speed, and metrics. Successful leaders carefully analyze problems, assess the skill level of subordinates, consider alternatives, and make an informed choice.
Studies have shown different leadership styles impact morale, productivity, and positivity in all workplace settings. The five most common types of leadership styles contribute to the welfare of the staff and the patients and merge enthusiasm, ability and skill: 1.
Transformational. This paper reports the findings of a study examining the impact of managers’ leadership styles on subordinates’ performance. The impact of leadership styles on employee performance outcomes is explored theoretically and tested empirically in .