Essays on Can an Organisation Perform without Effective Leadership Case Study

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The paper "Can an Organisation Perform without Effective Leadership" is a great example of a Management Case Study. Leadership is one of the areas in organizational behavior that has attracted extensive study with numerous theories having been developed. In particular, researchers, scholars, and practitioners on organizational behavior, growth, and development have sought to understand the relationship between organizational leadership and organizational performance. Can organisation function without effective leadership? This has arguably been the guiding question behind the studies on the relationship between leadership and organizational performance. This essay seeks to add to the literature on organizational leadership by trying to provide answers to the above question.

The essay bases its arguments on leadership theories, concepts, and research findings from current literature in the area as well as examples to argue that an organization cannot function without effective leadership because leadership is the backbone of every organization. The essay begins with a description of leadership roles in any organization as a framework for the argument. Roles of Leadership in an Organisation In order to enhance the understanding of why an organization cannot function without effective leadership, it is worth beginning by highlighting leadership roles in any organization.

In its most succinct definition, a leader is an influencer and a director. According to Anderson (2014) leadership is the process of influencing others to work in a certain desirable way or follow a given direction by exerting more influence on a group than any other person in the group. A person may be a leader because of the possession of hard power (legitimate, reward, and/or coercive power) or soft power (expert or referent) power (Lussier & Achua, 2009).

An effective leader is defined as a person who people do not just follow because they have to but because they believe, trust, and respect him (Regent University, 2007). Based on this definition, an effective leader does not depend on hard power but maximizes on soft power to influence, direct, and lead others. Effective leaders play extremely crucial roles in any organization. In an article in the East Tennessee State University (2009), effective leadership is described as playing a fundamental role in the transformation of the organization’ s potential into reality.

In other words, effective leadership helps any organization to achieve its objectives and vision because effective leaders give direction and then lead towards reaching the desired destination. Another role of effective leadership is that it is the source of new paradigms that replace old ones that loose effectiveness (East Tennessee State University, 2009). Effective leaders have desired long-term goals that they strive to achieve. Accordingly, when developed strategies fail along the way, they develop new ones with the aim of achieving the desired goals. The other role of organizational leadership is that leaders integrate the efforts of their followers (Mustafa, 2013).

In so doing, leaders direct and coordinate their followers to work towards achieving the goal. One would imagine a situation whereby every person in an organization works as he/she may desire. What would happen is the workplace would be chaotic because of numerous conflicts. Leaders bring about harmony by coordinating teamwork to ensure that everybody works towards the desired goal.

References

Anderson, J. (2014). Principle-Based Leadership: Driving your Success as a Leader. Bloomington, IN: iUniverse LLC.

Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K. & Espevik, R. (2013). Daily Transactional and Transformational Leadership and Daily Employee Engagement. Journal of Occupational and Organizational Psychology, 87, 138-157.

Celik, S., Dedeoglu, B. B. & Inanir, A. (2015). Relationship between Ethical Leadership, Organizational Commitment and Job Satisfaction at Hotel Organizations. Ege Academic Review, 15(1), 53-63.

Chughtai, A., Byrne, M. & Flood, B. (2015). Linking Ethical Leadership to Employee Well-Being: the Role of Trust in Supervisor. Journal of Business Ethics, 128, 653-663.

East Tennessee State University (April 28, 2009). Leadership Theories and Styles. IAAP 2009 Administrative Professional Week Event. Retrieved from https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=8&cad=rja&uact=8&ved=0CE8QFjAHahUKEwjG5OjU7PDHAhWkaNsKHReGDpU&url=https%3A%2F%2Fwww.etsu.edu%2Fahsc%2Fdocuments%2FLeadership_Theories.pdf&usg=AFQjCNG14Vrk-cuLuWS5qodOKNeOGg4d7g&sig2=P_sNSmlMClEQqp-t1fz9-Q&bvm=bv.102537793,d.ZGU

Haneberg, L. (2008). High Impact Middle Management. Haneberg.

Karaks, F. & Sarigollu, E. (2012). The Role of Leadership in Creating Virtuous and Compassionate Organizations: Narratives of Benevolent Leadership in an Anatolian Tiger. Journal of Business Ethics, 113, 663-678.

Lussier, R. & Achua, C. (2009). Leadership: Theory, Application, & Skill Development. Cengage Learning.

Mustafa, A. (2013). Organisational Behaviour. Global Professional Publishing Ltd.

Punnett, J. (2013). International Perspectives on Organizational Behavior and Human Resource Management (3rd Ed.). New York, NY: Routledge.

Regent University (2007). Character for Leadership: The Role of Personal Characteristics in Effective Leadership Behaviors. ProQuest.

Roosevelt Institute (2015). Apple’s Jobs: A Rebirth of Innovation in the US Economy. Retrieved from http://www.rooseveltinstitute.org/new-roosevelt/apple-s-jobs-rebirth-innovation-us-economy

Schein, E. H. (2010). Organizational Culture and Leadership (4th Ed.). San Francisco, CA: John Wiley & Sons, Inc.

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