The paper 'Which Skills Styles and Attributes Are Most Effective' is a wonderful example of a Management Essay. In the recent past, there has been a growing demand for studies correlated to behavioral approach to leadership, and how behavior impacts the effectiveness of the organization. A leader’ s behavior is a strong display of mannerism that communicates the expectations of an organization that sets the tone for the organizational climate (Anon 2002). Leadership behavior analyses what leaders do with whatever personal traits, skills, or motivational capacities in an organization. In actual facts, leadership behavior reflects the extent to which a leader shows concern for subordinates’ satisfaction and well being.
Additionally, behavior also reflects the level in which a leader defines the roles of the task, assigns subordinates to various task roles, controls their performance, and provides feedback to these subordinates. There are two substantial kinds of leadership behaviors: task-oriented behaviors and relations oriented behaviors which are common to leaders at any one given time. Task-oriented leadership behavior emphasizes more about reaching goals (Kaiser & Hogan 2011). They help their employees achieve their goals by clearly defining roles, establishing goals and evaluation methods, give directions, setting timelines, and showing how these goals can be achieved.
Literature depicts that, they use a one-way communication method to explain what needs to be done, by whom, and how it should be done. Task-oriented leadership behavior clarifies roles and objectives, monitoring individual performances and operations, and short term planning (Avolio et al 2003). Finally, the relations oriented leadership behavior who is more concerned with developing close interpersonal relationships through communication showing social and emotional support to workers. They demonstrate an understanding of employees' problems.
This essay addresses leadership behavior and skills, styles, and attributes which are the most effective when it comes to leadership behavior. Leadership is an enigma. This means that, there are many aspects that surround a leader that contribute to the effectiveness of leadership. This entails that, for a leader to be effective, then there has to be some leadership behavior and skills, styles, and attributes that contribute to the same. Abilities and skills are natural talents for doing something. It is worth noting that ability is natural and therefore stable (Anon 2002).
Skills on the other hand are acquired and changed with training and experience. This is simple terms means that a leader can be trained to get skills and notabilities. Leadership style and behavior are personal choices made by a leader as to which of the style or behavior they are going to exhibit when confronted by certain situations. Effective leaders know the appropriate leadership style and behavior for every situation and understand the results of their actions. Research exonerate that, successful leaders adapt their leadership behavior in response to the situation and to the needs of the people involved.
For any leader to be effective, then he/she must have links to the follower’ s perceptions of the leader’ s motive for action. Leadership is a process where individual influences a group of individuals to achieve a common goal. Effective leaders have a high degree of emotional intelligence, IQ, and technical skills, which when applied; their impact is visible in the organization (Van Rooy & Viswesvaran 2004). Organizations gave resulted in having trained psychologists’ who have a duty to develop competency models that help them identify, train, and promote stars in the leadership firmament.
However, leadership success in any given organization is dependent on personal capabilities of a leader which falls under three categories namely: technical skills with accounting and business planning as just examples, cognitive abilities, for instance, analytical reasoning and competencies which are exonerated by emotional intelligence, for instance, the ability to work with other and effectiveness in leading change.
Abraham, A., 2006. The need for the integration of emotional intelligence skills in business education.. Business Renaissance Quarterly , 1 (3), pp. 65-79..
Anon., 2002. “Examining the relationship between leadership and emotional intelligence in senior level managers.”. Leadership Organiz. Devel. J., , , p. 68–79..
Avolio, B. J., Sosik, J. J., Jung, D. I., & Berson, Y., 2003. Leadership Models, Methods, and Applications. In W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), . In: Industrial and Organizational Psychology. Noboken, NJ: : John Wiley & Sons., pp. 277-307.
Barbuto, J. E. & Burbach, M. E., 2006. The emotional intelligence of transformational leaders: A field study of elected officials.. The Journal of Social Psychology 146(1), , p. 51‐64..
Cherniss, C., 2010. Emotional intelligence: toward clarification of a concept. Industrial and. Organizational Psychology ,, pp. 110-126..
Güth, W., Levati, V., Sutter, M. and van der Heijden, E., 2007. “Leading by Example with and without Exclusion Power in Voluntary Contribution Experiments.”. Journal of Public Economics, 91(5-6), pp. 1023-1042..
Komai, M., Stegeman, M. and B. Hermalin, 2007. “Leadership and Information.”. American Economic Review,, 97(3), pp. 944-947.
Mandell, B., & Pherwani, S. , 2003. Relationship between emotoinal intelligence a transformational leadership style: A gender comparison.. Journal of Business and Psychology , 17 (3), pp. 387-404.
Matthews, G., Roberts, R. D., & Zeidner, M., 2004. Seven myths about emotional intelligence.. Psychological Inquiry , , pp. 179-196..
Noordin Yahaya, Mohammad Aslan B Mohammad Taib, Jasmi Ismail, Zainudin Shariff Azizi Yahaya, Yusof Boon and Sharin Hashim, 2011. Relationship between leadership personality types and source of power and leadership styles among managers. African Journal of Business Management , , , 5(22), pp. 9635-9648 .
Peter D. Harms & Marcus Credé, 2010. Emotional Intelligence and Transformational and Transactional Leadership: A Meta-Analysis. Journal of Leadership & Organizational Studies , 17(1), p. 5–17.
Robert B. Kaiser & Joyce Hogan, 2011. PERSONALITY, LEADER BEHAVIOR,AND OVERDOING IT. American Psychological Association, 63(4), p. 219–242.
Smollan, R., & Parry, K. , 2011. Follower perceptions of the emotional intelligence of change leaders. A qualitative study. Leadership , , 7 (4), pp. 435-462..
Van Rooy, D.L. and C. Viswesvaran, 2004. Emotional intelligence: A meta-analytic investigation of predictive validity and nomological net.. J. Vocat.Behav, Volume 65, pp. 71-95..