The paper "Effective and Ineffective Leaders" is an outstanding example of an essay on business. Leaders lead people towards the achievement of organizational goals and objectives. Nobel leaders employ multiple tactics and influence on their subjects to ensure that, despite the achievement of the organizational goal, the success trickles down to employees who dedicate their time, blood, strength and talents to attain the success. The success of any entity or organization entirely depends on the ability of the leaders to inspire and inject a spirit of accomplishment in the workers. This ensures that the aim of these workers does not stray from the focus.
Effective leaders and those leaders who are not effective differ with respect to their capability to utilize the entire tactics and influence and harness them towards the achievement of broad objectives, as well as the specific objectives (Lohmeyer, 2008). Leaders who are effective inspire performance and confidence in their subjects; they also manage to cast a vision that is believable for the group. Besides, effective leaders succeed in enlisting cooperation as well as a sense of belonging to the entire members of the group (Hernon & Rossiter, 2007).
All individuals are essential and significant in an organization; effective leaders ensure that every person feels his contribution to the success and well being of the organization, especially through random rewards and words of praise. Effective leaders listen properly to every person, and they consider every point given by the members of his team; this boosts the morale of the team members (Lunenburg, 2011). The sense of value and worth among the team members makes the members defend the organization against all forces; thus, the organization can survive the competition and economic difficulties. Further, effective leaders work out a strategy that makes members of a team utilizing their entire talents, time and personal resources to ensure that the team interests and the organizational goals are prioritized at all times (Bogue, 2010).
As mentioned earlier in this text, effective leaders cultivate a sense of belonging to the team members; this motivates the members to believe that they contribute a crucial part in the success of the organization (Lussier & Achua, 2009). Team members believe that they are worthy employees when their contribution is recognized as indispensable and central.
Further, effective leaders pass down their success to the ground men who worked hard to ensure that all things went on as per the expectations of the organization. On the contrary, ineffective leaders devalue and undermine the contribution and confidence of their subjects (Hernon & Rossiter, 2007). Such leaders fail to disclose the organizational or team goals to the team members; this eliminates the team spirit and individual significance. Ineffective leaders assign the competing tasks to members of the same team; this diverts the focus of team members from organizational goals to individual rivalry (Bogue, 2010).
Further, ineffective leaders reprimand workers in front of everyone for minor mistakes. This makes the members become cautious about fear of doing the wrong thing. Such a problem results in a lack of creativity among the members of a team and success becomes impossible in the organization. Ineffective leaders criticize every person for the mistakes of others; this erodes the confidence and esteem of the members of the team (Lussier & Achua, 2009).
These issues create a strong sense of insecurity for workers and an atmosphere, which is negative and unfavorable for work. Finally, ineffective leaders enjoy the credit of achievement from the effort of other people without appreciating their input.