Leadership: Key to Group Cohesiveness

sensation and only(a) of the well-nigh complicated tasks to do is to understand how the human headway works. format several of these minds together and it is like a topsy-turvy guessing racy that give nonice much lead to miscommunication.Handling a classify can real be complicated. As to a greater extent minds work together, more conflicts inevitably arise. If this cannot be handled properly, this ordain result to animosity within the rank. Jealousy from among group members may crop up. It is w herefore imperative for the group to have a critical and yet magnanimous attracter to carry it through with(predicate) good and naughtiness times.Amid this fact, the main problem that sh each(prenominal) be answered is canonic How does an telling leadhiphip diminish conflicts and actuate others, specifically subordinates, to be more productive and efficient?If we freshen up the literature on attractions, we get out find out(a) that it is really extensive. Issues dress down range from different styles of leadership, how to become impressive decision- bookrs, and even how to correct motivate people.One study found out that people subsist in a hierarchy of need, going from physiological needs through safety, social, esteem to self-importance actualization (Whitman, 1987). It is, in that locationfore, vital that a leader recognises how to motivate group members. mickle can be motivate not just by basic needs, notwithstanding also by noble causes. Some leaders would visualise that it is necessary to use pain or threat of pain to motivate, but others consider that this only motivates no single but the dullest and idlest of people. Promises of food, excitement, companionship, affaire and the admiration of other benefits be better motivators (Whitman).Other literatures also deal with how leaders can make the group reach a consensus when it comes to decision-making. The study found out that many leaders like to think that they are skil led group decision-making methods such as action planning, goal setting and problem-solving, but their mental ability to execute such practices successfully is often hindered by their lack of collar of the dynamics of these assistes (Schwartz, 1994). In effect, these leaders often end up propagating problems that they themselves make out through their carelessness and negligence to the needs of other group members. For this agent, alternatively of achieving a consensus, nearly leaders only serve their own interests. The better way to achieve harmony would be for them to pursue how resolutions are make and guarantee that they are attained by actual discussion (Schwartz).It is therefore important to remember that consensus decision represents a commonsense decision that all members of the group can accept although it may not necessarily be the optimal decision for each member (Colwell, 2001). When this is attained, it would be safe and reasonable to say that the leader of the g roup or the manager of the organization has exhibited effective leadership style.Theoretical FrameworkThe study basically explores the relationship between leadership and its pauperismal effects on employees or subordinates. Ordinarily, subordinates are motivated to work harder because their leaders encourage them to participate in the process of decision-making. This engaging of participative leadership inspires subordinates. This is the reason why this study forget partly explore the model called the Continuum of leading Behaviour which was developed by Robert Tannenbaum and Warren H. Schmidt (Colwell). This theory discusses the excerpts managers make concerning their subordinates involvement in decision making.Basically, the theory has carries two sides of a coin. On one side, leadership is relatively authoritarian. On the other side, everything is relatively participative. As to the choice of leadership to be chosen, three factors are considered.In studying this case, one moldiness consider the leaders value system, his trust in his subordinates, and his encounterings of aegis in an uncertain situation. In other words, if the manager is insecure of his lay out and abilities, he may resort to authoritarian leadership limiting the chances of his subordinates to register their capabilities.Another factor that has to be taken into consideration is the employees willingness to assume responsibilities, their expectations, and their need for independence. overly important here are their ability to understand situations and their knowledge in dealing with certain problems.The choice of leadership also depends on the agreeable of organization one is dealing with. When an organization needs to have an iron-fisted leader, accordingly it is no doubt important for leaders to be authoritative. However, if the organization needs continuous stimulant from many heads, then participation of employees is vital to its growth.Another leadership theory that this study will delve into is the Goal-Path theory. This focuses on the need for leaders to make rewards conditional on the accomplishment of objectives (Schwartz). Specifically, this theory discusses how leaders should embolden subordinates in attaining rewards by clarifying the paths to goals.Example of this is the model that was proposed by John Adair in 1973. It is called the Action Centred Leadership model. It argues that it is not who one is but what he does that determines him as a leader (Vroom, 1973).These two theories of leadership clearly state that for a leader to become effective, he needs to adjust to the needs of his subordinates and organization. Although authoritative leadership could be effective in certain circumstances, a operable organization basically springs forth from a leadership that encourages participation from subordinates.Once subordinates secern that their services and inputs are valued by the leaders and managers, they shall be motivated to contribute m ore efforts to the organization. This is very important as for many employees feel that some leaders do not value their efforts.Data Presentation and AnalysisFrom the miscellaneous literatures studied, it became apparent that the most effective leadership style is motiveal one. take back for example the case of advertising agencies. Most of them encourage the support and input of those involved in the project. It is not only the boss or the leader who decides. After some brainstorming, there will always be a group consensus that shall help them arrive at an agreed decision.In this case, the kind of leadership that develops and prevails in the organization is the motivational one because it encourages ordinary employees to contribute intellectually to all their projects. In effect, the leaders main work here only resides in facilitating meetings and brainstorming. All the others depend on the employees.It would be impractical to find an effective advertising agency whose leaders are authoritative. This kind of atmosphere does not really thrive in a fictive world such as this.Besides, if one has to really review history, it would be easy to note that companies that have survives the test of time are those that resorted to motivational leadership. After all, everybody knows that employees are the core of every organization. To think otherwise is suicide.Although there are still leaders who resort to the old style of leadership where they confine decision-making within the realm of big bosses, they are fast fade away. It is probably because they have realized how important varied inputs are to make an organization dynamic and progressive.At the end of the day, it is still the call of leaders or managers to choose the kind of management that they wish to impose in the office. They are the Pied Pipers of the industry and whatever they may decide on will affect not only their lives, but the lives of their subordinates as well.To put it succinctly, the hobby ch aracteristics should be possessed by a leader so that he can effectively lead a group.First, a leader must know how to keep communication lines open within the group. As it has often been said, communication is the essence of organized activity and organizations function as a container within which communication takes place. By making sure that the communication process is seamless, he has already taken the step to make his organization more vibrant and dynamic.Second, there should be transparency between the leader and the members. To do this, the leader must make sure that a meeting is on a regular basis scheduled to get both sides of the fence. This way, miscommunication is minimized and members will feel that they are vital to the group.Third, he should have the ability to combine caution with optimism. He has to create a general outlook of optimism regarding what the changes he may privation to implement. Any change in any group is often met with exemption and an effective l eader must know how to deal with this.Fourth, he has to set how to modify socialization tactics. He must always remember that the essential way that people learn culture is through the socialization process.Lastly, he must find and cultivate innovative leadership. conference members are unbelievable to give up whatever secure stability they derive from breathing cultures and follow a leader in new directions unless that leader exudes self-confidence, has immobile convictions, a dominant personality and can preach the vision with playing period and eloquence.All these characteristics must be possessed by a leader in order for him to be effective. Of course, some effective leaders also fumble in their role but generally, they are able to fill up their shortcomings by being able to get up when they fall down. In most cases, for a group leaders are more effective than managers. Technically, they are more or less the same but the last mentioned are most likely inclined to only d irect, instead of lead.ConclusionFrom the pull together data, it would be natural to conclude that an effective leader must know how to rally members behind the groups goals and objectives. He must not only possess sound judgment and magnanimity, but most importantly, he has to have a charismatic character that will make him stand-out in the group.It is not easy to become an effective leader. One has to go through several missteps before he can effectively handle a group, but there is nothing really that practice cannot help improve.The most important thing that a leader has to bear in mind is that he has to lead several employees and whatever decision he makes will affect other lives. It is for this reason that he must be very carefully about his management style. wantal factors of employees are imbedded in the leadership style of a manager, and this can only work if the manager will be able to receipt this fact early on.In the end, an effective leader is somebody who knows how to motivate group members into achieving their goals by encouraging teamwork to reach some kind of consensus amid varied ideas and beliefs.In the advertising agency mentioned earlier, the behaviour of the managers or leaders need not change because right from the start they have been advocates of bragging(a) leadership where motivating employees are first and foremost in the over-all agenda. They recognize that once the right motivation is given to the subordinates, it will boost the team spirit of the employees. From here, it goes without saying that this advertising agency will continuously evolved to become one viable organization internally.In a nutshell, it would be important to recap that motivation of employees is very important in ensuring a dynamic organization. However, the right motivation can only be given by leaders or managers who encourage employee-participation in every endeavour. Ultimately, these leaders are those that discourage authoritarianism.BibliographyAver y, Christopher M. (2000). How Teamwork fag end be Developed as an Individual Skill. The Journal for Quality and Participation.Colwell, delectation L. (2001).Beyond Brainstorming How Managers Can Cultivate Creativity and Creative Problem-Solving Skills In Employee. Supervision.Schwartz, Andrew E. (1994). Group Decision Making. The CPA Journal.Taylor, Thomas. (1994). Public Dispute Resolution. Lecture presented for the Mediation speculation and Practice course at Florida State University Law School on April 16, 1994. 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