Application of Situational Leadership and the Work Center Supervisor theory (Coursework Sample)

Application of Leadership Theories
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Introduction
The success of the organization depends on its leadership. It is therefore important for the management to foster good leadership by providing flexible work environment, promoting good team work and also creating positive relationship between different stakeholders (Dyson, 2007). To implement good leadership, there are some theories which must be applied in practice in order to offer quality leadership to employees and to the organization in general. The key leadership theory which is applied in this case is situational approach to leadership which was founded by Hersey and Blanchard (1996) and its application will help in the explanation of the effect of power and influence of team leader (Emiliani, 2008). It will also help in the understanding of the effectiveness of transactional and transformational leadership style in the organization (Gutknecht, 2004). Finally, this essay seeks to explore the traits of the effectiveness of good team leaders and finally how leadership is able to support vision, missions and strategies of the business organization.
Application of Situational Leadership and the Work Center Supervisor theory
This is theory is very important in ensuring that there is effective leadership in the organization by developing positive relationship and communication between the employees and other stakeholders. This theory was developed by Hersey and Blanchard (1996) and this theory has the assumption that leadership has two dimensions namely directive and supportive which can be used in various conditions (Dyson, 2007). The assertion of Taylor assumes that directive behavior ensure that there is only one way of communication between leaders and other employees which is only based on what the organization must do, how it must be done and the personnel who should be involved. In the contrary, supportive behavior is a situation where leaders must try as possible to keep or fosters positive personal relationship with his colleagues by ensuring that there are good communication channels, delegation of duties and also allowing other staffs an opportunity to exploit their abilities in the organization. In this theory, it is important for leaders to know the nature of the organization and try to adapt to the area in order for the leadership style chosen can match with the task which is being executed by considering that the approach used may not work in other situations (Emiliani, 2008). This theory is practically applicable in a naval vessel more so in work center supervisors responsibilities. This is because situational leadership is more straightforward and therefore it can be used easily by managers. In the consideration of initial line managers of work center, the managers require to complete a number of activities and works with diverse personnel of sailors by professionals with more than 15 years of experience. Since the nature of WCS, it is effective to identify leadership style which is appropriate for each subordinate or apply different leadership styles which can work effectively in various conditions. For example, an employee with 12 years of service experience needs delegating technique because of his high level of experience. In the contrary, current check in with little sea time need directing style up to the time he has received additional skills.
The Effect of Power and Influence of Leaders in the Organization
The effect of power and their influence has both positive and negative effect on the organization. The power of leaders is able to increase company performance by ensuring that only activities which can improve the performance of the organization are implemented. The influence and powers of leaders is also able to increase communication between different stakeholders in the organization. This is because leaders have the power to introduce leadership style which has the capacity to enhance communication and also foster good relationship between employees (Dyson, 2007). Through this employees will be able to communicate freely in the organization. Leaders can influence the performance of employees by providing flexible leadership and also motivating employees using available incentives in the organization such as total reward. In addition the power and influence of leaders is able to increase the employees retention by allowing employees to work is a good work environment (Barge & Oliver, 2003). This can prevent the employees from moving from the organization to the next. This is also supported by ensuring that there is good leadership which allows free communication, motivates and also to receive additional benefits which the employees cannot find elsewhere.
The negative effect of power and influence of leaders are also many. It is able to allow leaders to introduce leadership style such as authoritative leadership style where the employees are only allowed to follow instructions but cannot use their own creativity. This therefore demotivates employees and also limits their creativity (Emiliani, 2008). The power and influence of leaders also can reduce the performance of the organization because the use of authoritative leadership style may make the employees to lose work morale and this has a negative effect on performance (Wart, 2005). Finally, it can reduce employee’s retention when there is no flexible work environment and also when there is no motivation. This will therefore make the employees to move to other organization where there is motivation and good work environment.
The employee are receptive when leaders use their power and influence correctly by ensuring that the leadership style they use is able to motivate, improve creativity and also to provide flexible work environment (Dyson, 2007). This will increase the organization performance and also ensure that they provide their creative ideas which can improve the organization performance (Mullins, 2002). I would recommend the strategy of employee participation and involvement in the affairs of the organization because this will ensure there is employee’s motivation and also the employees will increase their creativity which is important for the growth and performance of the organization.
The Role and Effectiveness of Transformational and transactional leadership
Role and effectiveness of Transactional leadership
The roles of transactional leadership style are to increase employee’s performance by closely supervising the activities which are executed by the employees (Emiliani, 2008). Close supervision ensure that the work is done according to the requirement and also the part which has not been done correctly can be corrected immediately before it becomes extensive. It is also meant to increase motivation of employees by rewarding them according to their performance so that each of them can improve performance in order to receive high reward (Barge & Oliver, 2003). The only problem with this leadership style is that it limits the employees from using his personal skills and proficiencies since every task is guided by the supervisor. This leadership style is also important in ensuring that the organization activities are done according to instruction without any deviation (Dyson, 2007). There is also another ineffectiveness of this leadership style as it does not consider human diversity but only based its focus on current business needs which is not important in future needs of the firm.
Role and effectiveness of transformational leadership style
This leadership style has a role in motivating and also fostering creativity of employees (Hacker and Roberts, 2004). It allows the employees to work in harmony and close with the employees so that the employees can work under good work environment. This is able to increase work morale for employees and as a result motivate them (Gallos, 2008). It also allows the employees to involve in decision making which is important in improving creativity of employees by providing innovative ideas which can be used in strategic development of the organization. Another important responsibility of this leadership style is to inspire employees by allowing the employer and the employee to work close to each other (Guo & Liang, 2007). It also has a role in determining effective change and to formulate organization vision which can be used in guiding the business through inspiration and implementation of the expected change.
Assessment of Traits and Characteristics of effective team leaders
Effective team leaders have a number of characteristics and traits which makes him different from other leaders. These traits include good leadership; ability to communicate effectively, must be able to lead by example, allow involvement of others during decision making and also must be a team player (Emiliani, 2008). These traits are very important in increasing the work relationship of team members by ensuring that workers work in harmony. The train of good leadership is able to motivate employees and ensure that there is cohesive team work which is important in achieving the objective of the team (Barge & Oliver, 2003). The trait of being able to communicate effectively is important in increasing relationship between different workers (Gallos, 2008). Communication traits allow the tem leaders to communicate with his colleagues and this helps the team members to understand what is being said by the team leader. The trait of being able to lead by example is also important in enabling the team members to follow the work of the team leaders.
Explanation of how the leadership supports vision, mission, and strategy
Leadership is able to support vision, mission and strategy of the business organization. Leadership supports vision by providing good work environment which is enables the organization to achieve the vision ...