According to Jeena (2016), “Organizational leadership plays an integral role in shaping the organization as a dual focused management strategy.” It focuses on attainment of the organization’s goal as well as the best outcomes from employees. Through work ethics, organizations are capable of empowering the person in leadership to lead from top, middle or bottom of an organization. However, for one to lead an organization successfully, he/she must incorporate the leadership style and ensure that employees are motivated towards achieving the organizational goals. This paper offers a critical analysis of the previously identified causes and effects of leadership on employee performance and the overall organizational success.
One of the causes identified is the leadership style on the performance of employees, which may cause conflict and stress sometimes. Many firms face the challenge of handling conflicts as they arise in an organization. However, the success of an organization solely relies on the conflict management capabilities. In fact, conflict may arise between employee and employer or even between employee and other employees. It is the role of the management of the firm to ensure that the conflict is resolved in the best manner possible. In so doing, the organization will not experience the problem of dropping profit margins or negative publicity. When it comes to handling issues that arise within an organization, the leadership must use an approach that focuses on identifying the cause of the problem first before offering a solution. By handling the conflict and stressful situations in the workplace, the management increases the commitment of employees. In fact, findings indicate that stress and conflict within an organization hurt the performance, which makes the organization to record negative returns (Samuel & Chipunza, 2009).
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The second cause is the reduced employee performance based on the ineffective leadership style. The leadership style matters when it comes to organizational success. For instance, an organizational leadership may be opt for a transformational leadership approach to democratic leadership. As long as the leadership style is effective and aligns with the organizational objective while focusing on motivating employees, there is never a problem. For instance, transformational leadership ensure that employees are further trained to meet the objective of the organization (Jeena, 2016). This guarantees a sense of improvement on the part of the employees since it also motivates largely motivates them. The most important thing is that successful leadership demands for a leader to capitalize on strengths while managing weaknesses. When one capitalizes on the strengths, employees become capable of performing activities at roughly 95% success rate (Kurniawan, Sularso & Titisari, 2018). However, strength is never same ability but as long as a strength can fathom one doing it repeatedly, happily and successfully.
Conversely, the effects of poor employee performance is based on poor leadership. The first effect cited is the poor employee performance, which is because of poor management or leadership style. This effect leads to poor performance that eventually leads to reduced profit margin. Most companies must enhance employee performance through good leadership approaches. It is important for the employer to motivate employees to believe in the mission of the organization (Jeena, 2016). This is imperative in ensuring that employees focus on their respective roles in the outcome. The most important thing is to guide employees towards defining their roles. Orders are aimed at perform tasks that entail intricate details such as explaining the organization’s objectives. The vital issue is to improve or boost employee performance through good leadership approaches. This helps in encourage employees, which guarantees increased profits through improved employee productivity, motivation, and optimism.
The effect of employee leadership style reduces employee turnover and counter productivity is another major challenge that organizational leadership must address. It is apparent that leadership style is linked to higher rates of employee motivation. This is important in ensuring that the organization makes good use of its management team. In fact, to ensure that employees are motivated, it is imperative to ensure that the best leadership approach is used. In most occasions, leaders may choose to be autocratic, democratic, transformational, coercive or dictatorial. However, to increase productivity, it is imperative to ensure that the leadership approach is aligned to the objectives of the organization (Al-Harthy & Yusof, 2016).
Finally, it is evident that organizational leadership remain a field of business management that aims at meeting the objectives of the organization while addressing the challenges encountered in the process. In almost all organizations, challenges are present since they come from both individual employees and the entire organization. Leaders of organizations must rely on their abilities, skills, knowledge and experience to improve employee performance or organization performance. Above all, it is noteworthy that organizations require strong leadership to guarantee optimum effectiveness that leads to organizational success. Since leadership is a trait that can be acquired or inbuilt, leaders must ensure that they capitalize of their abilities to influence, motivate and encourage employees through rewards that ensures success. It is important for leaders to build on skills and abilities relevant across the firm, which implies being able to face hard time and address challenges effectively (Jeena, 2016).
References
Al-Harthy, F. N., & Yusof, N. A., Prof. (2016). The Impact of Transformational Leadership Style on Employee Job Performance: The Mediating Effect of Training. International Journal of Science and Research (IJSR), 5 (6), 499-503. doi:10.21275/v5i6.10616021
Jeena, N. (2016). Impacts of Leadership on Team’s Performance. Engineering and Technology Management , 36.
Kurniawan, R. B., Sularso, R. A., & Titisari, P. (2018). The Effect of Work Conflict and Job Stress on Employees Performance with Organizational Commitment as Intervening Variable . Journal Manajemen Dan Kewirausahaan, Vol 6, Iss 1, Pp 1-8.
Samuel, M. O., & Chipunza, C. (2009). Employee retention and turnover: using motivational variables as a panacea. . African Journal of African Journal of Business Management , 410-415.
