Solution to the Leadership Dilemma

Published: 2021-10-02 06:05:12
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Category: Leadership

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The solution to the complaints of the employees under Will is to change his leadership style. This is so because it is clear that authoritative leadership cannot support the production goals of the company. The appropriate style of leadership could be combination of democratic and delegative leadership. Democratic leadership works in decision-making processes involving the group since the leader is able to influence the employees through discussions with the leader having the last say, especially in case of conflict.
Will and the employees can have a insightful discussion because they are all highly trained and experienced so each can contribute to the decision- making process. Implementation also becomes easier since the employees have reached a consensus about this and they know exactly what is expected of them in implementation. Participation also boosts the belongingness of the employees much like belonging to an in-group that develops in them a sense of recognition of their value and contribution to the firm. This then translates to job satisfaction and commitment.
In the area of innovating on best practices, delegative leadership best applies since this provides the employees with the widest room for innovation. By combining these styles, there remains a stable leadership structure but there is also a wide allowance for innovation and creativity. As such, after the meeting with the employees, Scott Davis has to assume a leadership role because he needs to inform, constructively, Will about the complaints in order to influence a change in leadership style as part of human resource management.



This is difficult to do since Will is an excellent and expert employee and he obviously takes pride in his way of doing things. However, through participative leadership, Will can even end up suggesting the change in leadership style. Participative leadership enables Scott to make Will to become part of the in-group to prevent any feelings of antagonism that could lead to resistance to change.
In theory, the different leadership styles influence, in part, management roles and effective management with authoritative leadership closely fitting the tradition management roles of organisation and control and participative and delegative leadership more aligned with the expanded or contemporary management roles. In practice, one or the other leadership styles do not lead to effective management per se because of the need to consider the fit between leadership style and management role in the specific context of the firm.
REFERENCE LIST
Borgelt, K & Falk, I 2007, ‘The leadership/management conundrum: Innovation or risk management?’, Leadership & Organization Development Journal, vol. 24, no. 5, pp. 122-136. Caldwell, R 2003, ‘Change leaders and change managers: Different or complementary? ’, Leadership & Organization Development Journal, vol. 24, no. 5, pp. 285-293. Davidson, P, Simon, A, Gottschalk, L, Hunt, J, Wood, G & & Griffin, RW 2006, Management: Core concepts and skills, John Wiley & Sons, Milton, Qld. Eagly, AH, Johannesen-Schmidt, MC & van Engen, ML 2003, ‘Transformational, transactional, and laissez-faire leadership styles: A meta-analysis comparing women and men’, Psychological Bulletin, vol. 129, no. 4, pp. 569–591.

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