Impact of Leadership Styles on Employees Outcome

Impact of Leadership Styles on Employees Outcome

Order ID:89JHGSJE83839

Style:APA/MLA/Harvard/Chicago

Pages:5-10

Instructions:

Assignment: Read a selection of your colleagues’ posts.

Respond to two or more colleagues in the following way:

• Describe an insight you gained from reading the article posted by your colleague and compare or contrast how the article relates to the one you posted and to the concepts discussed throughout the course to date.

APA citations and References

Person 1 to respond to

Title: Impact of Leadership Styles on Employees Outcome: Mediating Role of Organizational Culture

 

Summary: Two types of leadership styles called transformational and paternalistic leadership styles are examined in public and private universities in Lahore through observing organizational culture and determining what kind of effects it has on employees in regards to trust, commitment, and satisfaction. The outcomes of this study are shared and they resulted in both leadership styles having a positive impact suggesting that culture is in fact a mediator amongst the three. From this study, we are able to see how both leadership styles reflect upon the organizational culture which influences the employees trust, commitment, and satisfaction that is expected of them.

 

Why I Chose This Article: I chose this article because it describes two different leadership styles and shows the impact that the two leadership styles combined with organizational culture can have on building trust, commitment, and satisfaction of employees. I think that all three are important to have as a leader and a follower because they can contribute to the overall success of the organization.

 

What I’ve Learned from This Article: What I’ve learned from this article are the differences between the two leadership styles: paternalistic and transformational and that culture can be a mediating factor in regards to trust, commitment, and satisfaction. Culture can also impact the

leadership styles as well. From what I’ve learned since the beginning of this course until now is that there are many different leadership styles

 

that impacts both leaders and followers as well as the organization. There can be positive and negative results that can arise from leadership

styles and followers should voice their opinions or make suggestions that could improve the leaders leadership style if needed. Leadership

styles can also vary depending on the situation. The best leaders don’t know just one style of leadership— they’re skilled at several, and have the flexibility to switch between styles as the circumstances dictate (Goleman, 2000). This is what makes an effective leader.

 

Person 2 to respond to

Article title: Innovation leadership

Summary:

With the dawn of the technological era where having a competitive edge is telling on the survival of businesses, a relatively new leadership concept has been unearthed in the study of leadership. Innovation leadership as the name suggests seeks to create a business environment where innovation thrives, and all members of the team are involved in the process. It erases the previous risk averse stance where the business focus was solely on project failure or success with a move towards prioritizing lessons learned and how those lessons can inform future activities.

Innovation Leadership was developed out of a merger of two different leadership theories: the path-goal theory which recommends that a leader should be proficient at several different styles and adjust his style based on the situation and the leader-member exchange theory which requires the leader to be aware of the most effective leadership styles to adopt with each of his individual followers.

Numerous factors were identified which fosters or hinders innovation in companies chief of which are: level of encouragement for creative efforts, the availability of resources, level of pressure placed on employees and the level of focus placed on being results oriented vs learning oriented. Innovation leadership, though new and constantly being improved upon, has yielded significant business advantages and is poised for continued relevance in the years ahead.

Why I chose this article and the main lessons learned:

This article made a personal connection with my experiences at my current business organization. I am currently employed to a 50 year-old company that has enjoyed the status of being a monopoly for 40 of those years. As the marketplace has expanded and been infused with

technology, the company has found itself in an unfamiliar, competitive environment where old habits are proving to be death traps. Efficiency,

customer service, turnaround time, continuous improvement, new approaches, new ideas, new products etc. are now very real and our very existence depends on our ability to adapt and embrace these performance measures.

The article drove home the importance of not only getting leaders to buying in to innovation, but also having every member of the team taping

into their creative juices towards creating ideas and successfully implementing those ideas. It spoke to the importance of setting the tone for

innovation by not focusing solely on success or failures in projects but rather what lessons are learned and how to integrate those lessons into future activities. These lessons are of particular note because the prevailing mindset of the average employee at the company is riddled with

monopoly like behaviour. If left unchecked, there is no urgency to respond to customer requests, persons are not inclined to improve on

 

products, processes or turnaround time, there is little thought for how we can do things differently and there is a fear for embracing technology.

In contrast to the suggestion to focus on lesson learned versus project success or failures, the company generally focuses primarily on project outcome and only cursorily reviews or incorporates lessons learned into future processes.

Impact of Leadership Styles on Employees Outcome

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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