The paper "Can an Organization Function without Effective Leadership" is a perfect example of management coursework. Leadership is the process that indulges a leader in activities that are meant to achieve a certain goal. Leadership, therefore, involves working towards a set goal. Effective leadership determines the success of a business based on the achievement of the goals of the organization. This essay, therefore, discusses the point of view that an organization cannot function without effective leadership. Ineffective leadership makes organizations to stagnate in relation to the achievement of the objectives that have been set for the organization.
Without effective leadership employees or workers are demotivated and there are no structures in an organization that are meant to steer the organization to growth. (Achua & Lussier 2010, 12) The impact of leadership in an organization is measured by the success and growth of the organization. The role of a leader in an organization is, among other things, to set the goals or the vision for the organization and to motivate the people in the organization towards the achievement of these goals. In setting the goals for the organization, the leader is responsible for ensuring that there is an effective organizational structure to guide the employees and the workers in the performance of their responsibilities.
The organizational structures are put in place to ensure that there is accountability at the organization by ensuring that all individuals in the organization perform the duties and responsibilities that are allocated to them. The organizational structure involves the formulation of the right procedures and policies to guide in the achievement of the goals of the organization. This means that without the leader, such structure would not exist and therefore there would be disorganization and chaos in the organization.
A leader is supposed to set performance standards that the employees are expected to comply with as a way to ensure a high rate of performance at the organization (Achua& Lussier 2010, 22). Part of setting the performance standards at the organization includes encouraging competition among the employees. Such a strategy is made to ensure that the employees are motivated to work towards the achievement of the goals of the organization. The role of the leader in an organization is to make decisions in regard to the use of the resources of the organization.
A leader, therefore, is supposed to ensure that the resources of the organization are utilized in a way that promotes the growth of the organization. (Alvesson et al. 2003, 1438) Leadership has different types which impact differently on an organization. Authoritarian leadership is commanding and involves setting certain expectations for the employees in the organization. Employees are then required to meet these expectations. This type of leadership ensures that the employees receive instructions from the leader and that such instructions must be acted upon in line with the mission and the goals of the organization.
Democratic leadership, on the other hand, involves a system where the leader encourages feedback from the employees in regard to the performance of the organization. This type of leadership provides for consultations between the leader and the employees in order to come up with effective strategies to ensure that there is an improvement in the work performed. This translates to the achievement of the goals that have been set (Nam et al.
2011, 210). Laissez-faire is a leadership approach where the leaders and the employees work according to their own preferences and depending on their own schedule. While this type of leadership can be used to stimulate development, it is in most cases detrimental to the organization. An organization requires accountability structures where the employees are accountable to the leader to ensure that high quality work performance is maintained. Without leaders or effective leadership, organizations stagnate in growth as a result of demoralization of the employees.
(Nam et al. 2011, 210)