Management/Leadership and The Effects Their Training and Work Protocols Have On Employees (Essay Sample)

Management/Leadership and The Effects Their Training and Work Protocols Have On Employees Student’s Name University Course Professor Date Management/Leadership and The Effects Their Training and Work Protocols Have On Employees Leadership and management in organizations are crucial in the actualization of team and business goals. Other than planning and organizing, the management also has a role of leading and influencing the workforce to implement the set strategies for the success of organizations (Okolie et al., 2021). Leaders therefore have a challenge to positively influence the workforce until each achieves satisfactory performance in their roles. To succeed in this, leaders undertake managerial training and adopt the management technique that suits their employees and organizational model. Management training and work protocols influence employee behavior and performance in the workplace. The Role of Leaders in Organizations Leaders have the responsibility to establish a conducive work environment and ensure that organizations achieve set goals. First, leaders have a responsibility of decision-making for an organization’s success. According to Sun et al., (2021), leaders must have the capacity to weigh issues and make decisions that will drive an organization’s success. They must possess strong skills that help them in analyzing the long-term outcomes of certain decisions hence making wise choices. Their decision-making skills are also crucial in providing innovative solutions to problems. Their abilities to approach challenges have a significant impact on an organization’s success. Second, leaders have a role to communicate effectively with employees and other stakeholders in conveying the goals and values of the organization. Effective communication is not only achieved through the articulation of ideas but also through listening actively and issuing feedback (Ye et al., 2022). Leaders should also be transparent in their communication to create a strong organizational culture. Their communication should be tailored to suit different audiences, for instance, they should know how to address small teams, individuals, or external stakeholders. Third, leaders have the duty of team building and development. They have the responsibility to select individuals that match the various roles and to promote collaboration among employees hence creating a positive team culture. Therefore, they should create opportunities for professional development and enhancement of skills for the growth of each team member. Finally, leaders should be accountable and result-oriented hence their role in the establishment of performance indicators (Zheng et al., 2022). They also play a role in monitoring each employee's progress against their expected performance while motivating the teams to achieve more in their roles. Therefore, leaders have the responsibility to ensure that the activities in their organization align with the set goals. They should anticipate threats and find ways of mitigating them to avoid setbacks in organizational success. Poor Leadership and The Importance of Leadership Training Taking a leadership role in every organization requires adequate preparedness in dealing with the issues associated with the position. According to research lack of training, cognitive deficiencies, and personality are the leading causes of unsuccessful leadership (Ye et al., 2022). In their study, most organizations just hire new employees or promote existing ones to supervisory roles without orienting them first hence the management challenges experienced, for instance in the armed forces. This suggests that leaders should be trained before beginning any supervisory roles, also indicates that cognitive deficiencies promote poor leadership since it prevents individuals from thinking strategically or learning from their mistakes. It is the reason why poor leaders keep repeating failed strategies despite failed previous attempts. The personality issues that result from poor leadership include passive-aggressive or narcissistic traits. These issues can be addressed by providing leadership training to all individuals in managerial or supervisory positions. Leadership training is crucial in providing leaders with feedback on how their subordinates are affected by their leadership type and what has to be done to address the challenges. For instance, employees might feel intimidated to share their concerns about a supervisor while the supervisor is unaware of the effect of their actions on staff (Siraj et al., 2022). Through training, leaders can also realize how influential they are and the impact of that influence on the organizational culture. This is essential as it guides leaders in controlling their behavior for the achievement of a positive work environment. Training also helps leaders recognize their strengths and weaknesses hence giving them insight on the appropriate leadership styles to adopt. Leaders can build on their strengths to become effective mentors to other employees in the workplace. According to Zheng et al., (2022), a leader’s resourcefulness to employees, for instance through providing useful information about work has a positive impact on the attitudes and behaviors of employees. Leadership training equips leaders with the skills to be reliable information sources in the workplace. Traditional and Contemporary Leadership Approaches Leadership approaches have evolved. In the traditional context, leadership was defined by either the trait, behavioral, or situational approaches as described by Okalie et al., (2021). The trait approach perceived leadership as a personality that certain individuals were born with, for instance, traits such as intelligence and initiative indicated leadership. The motivating factors for such individuals included self-actualization or financial reward among others. The behavioral leadership approach was different in that the actual behaviors of leaders were prioritized over personal characteristics. In this view, leadership behavior included task performance where leaders were driven by productivity, group maintenance where leaders sought to satisfy certain groups and employee capacity in decision-making. Finally, there was the situational approach where traits and behaviors were meaningless. Okalie et al., (2021) state that this model is backed by Fred E. Fiedler's proposition that the work environment determines leadership behavior. In this model, there was no best leadership form since environmental circumstances influenced different positions. The circumstances determined if the leader became directive, supportive, participative, or achievement-oriented. In the contemporary approach, leadership has been narrowed down to transformational, transactional, and charismatic leadership. Transformational leadership is characterized by unconditional dedication to service. Transformational leaders are guided by a common goal and this enables leaders to put other people ahead of them. They seek to eliminate self-interest for the community’s well-being (Sun et al., 2021). Transactional leadership on the other hand is founded on the leader’s exchange with their followers, for instance in the form of a reward. Transactional leaders use their coercive power or conditions to achieve something in return for their services. Such leaders are not driven by passion and do not inspire their subjects. Instead, they encourage employee productivity using rewards. Charismatic leadership stands out from the rest since the leaders are driven by moral righteousness (Siraj et al., 2022). Such leaders focus on competence and the creation of a warm environment that motivates their subjects. Their concern is satisfying the needs of their subjects. The downside of charismatic leadership is that the influence may carry the leaders away thus threatening the stability of organizational structure. Effects of Leadership Styles on Employee Satisfaction and Development Every leadership style influences employee satisfaction in the workplace. Transformational Leadership This leadership style creates a positive work environment for staff. Employees can make adjustments to their individual goals to align those of the organization. This enhances their job satisfaction and personal development. The leader's dedication to service also promotes the creation of an environment where individuals can communicate openly and exchange ideas with the rest of the organization. According to Ye et al., (2022), the information sharing that transformational leaders encourage in an organization influences employee’s innovative behavior since they are included in decision-making activities. This is also contributed by the delegation of duties that transformative leaders exercise in their effort to achieve the organization’s objectives. Okolie et al., (2021) state that transformational leadership makes employees always be willing to make extra efforts regardless of how challenging it might be. Transactional Leadership Transactional Leadership encourages employee productivity by devel...