The first and foremost condition for a successful organization is an effective leadership. An effective leader adopts a combination of various leadership styles or a particular selective style. However, organizations are slow in identifying leadership traits that are suitable for their smooth operations. Furthermore, the identification of the effectiveness of a leader is at times challenging and complicated. Regardless, the ability of an organization to identify various traits improves the effectiveness of the leader and improves the overall performance. The importance of effective leadership cannot be underestimated because of the crucial role they play in an organization. For example, they help set strategic goals for the organization and motivate their employees. As a fluid practice, leadership is constantly changing and improving the growth of an organization. Overall, effective leadership is crucial in an organization as it enhances performance. Effective leadership can be achieved through training and adapting the style based on the situations and organization.
Literature Review
Numerous studies have been conducted to determine the effectiveness of various leadership styles and how they enhance organizational success. In their research, Fiaz et al. (2017) reveal that motivational leadership enhances organizational effectiveness and success. The rationale is based on the fact that motivational leadership positively impacts employees. Therefore, the style of leadership used in an organization is a crucial human-resource-related outcome due to the essential roles leaders play, such as ensuring the smooth operation of the firm and completion of assigned tasks by their subordinates. All these functions are crucial as they help in the realization of the organization’s objectives. In the study, Fiaz et al. indicates that democratic and autocratic leadership styles and traits are essential. The autocratic leadership style has been associated with governmental organizations as it rarely motivates employees. At its core, autocratic leadership is centered on the leader where authority, control, power, and manipulation are the major traits of the leaders involved. The autocratic leadership style is mainly associated with authoritarianism. This creates problems as employees do not feel motivated. However, training leaders to adopt the correct techniques can help motivate employees and reduce organizational issues such as miscommunication and excessive power use. On the other hand, leadership styles such as democratic and laissez-faire encourage employees. Furthermore, the democratic style is centered on employees and is characterized by more interactions between leader and their staff. A democratic leader is associated with improved employee productivity involvement, job satisfaction, and commitment. Laissez style of leadership is inclusive of all employees, and managers work with the structures that have been put in place. Employees are left to take care of themselves which makes them feel motivated to be responsible.
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In another study, Uzowanne (2015) reveals that participatory leadership enhances the process of making decisions s well as the organization’s performance. According to the study, the business environment is constantly changing. Therefore, both the private and public sectors are constantly experiencing gaps. These gaps can only be filled by effective leadership styles, which have an impact on decision-making patterns. The study asserts that leaders who use the participatory leadership style motivate employees to engage in making decisions. Consequently, the involvement of subordinates promotes commitment and approval and enhances productivity as they can assume responsibility on their own. Participatory leadership, at its core, involves the reciprocal influence of the process, power-sharing, and empowerment. The style solely focuses on individual work roles instead of teamwork, as revealed by the significant relationship between participatory leadership style and the decision-making process.
Ferguson (2015) asserts the essentiality of leaders being knowledgeable on the different styles of leadership. Understanding the various leadership styles can help leaders identify their own and effectively apply them in prevailing situations. Furthermore, the kind of leadership in an organization depends on the organization's problem and the team. Depending on how the unit in place carries out themselves and their issues in the organization, the leader becomes aware of the style to apply. Besides, the leadership styles used in an organization significantly impact the behaviors of employees.
In another study, Ingram and Cangemi (2012) reveal that leadership should be a support system for employees to attain organizational success. One of the ways they can do so is by supporting and motivating workers within the organizations. According to scholars, motivation can be achieved by leaders who have emotional intelligence. Furthermore, effective leadership is not just designated by the title but their ability to understand themselves and become apparent of how their emotions impact their actions, become aware of their employees, and effectively manage their emotions. Effective leadership is characterized by the ability of leaders to consider the feelings and emotions of others.
Graves (2011) indicates that leaders should use the T Rex technique to control their employees. At its core, the T rex technique is a method that enables leaders to classify their subordinates based on their skills. The technique is crucial in the management of workers because it simplifies how leaders can classify their employees. Based on the article, workers fall under various classifications, including raptors, leaf-eaters, and brontosaurus. Each class has differently skilled employees, which makes their management easier and consequently effective leadership.
In their study, Abdelmoniem and Osman (2020) indicate that an organization success depends on emotional intelligence. They argue that in the modern work environment, emotional intelligence has enormously emerged. Emotional intelligence is characterized by a set of emotional and social skills that a leader possesses, essential for effectiveness. According to the study, leaders should master interpersonal skills such as communication, empathy, and elaboration. These skills are crucial to the management of workers and the resolution of conflicts that may arise at work.
Chi et al. (2012) in their study reveal that transformational leadership enhances and improves the performance of an organization. According to the study, the concept of transformational leadership was first coined by Burns. Transformational leaders are those who motivate employers to perform exceptionally by providing the necessary support as well as boosting their levels of confidence. The behavioral components associated with transformational leadership include influence, motivation, and individualized consideration. Therefore, effective leadership should be characterized by independence and interactive processes to enhance an organization's effectiveness and overall success.
Campion (2018) reveals that effective leadership styles culminate in a positive climate within an organization. Although proficiency is not readily achieved in all leadership styles, employees' daily interactions reveal the preferred leadership style for various leaders. They are advised to identify their most effective style and repeatedly use it while dealing with various situations in the organization. Furthermore, the comprehension of different leadership styles is associated with effectiveness. Besides, it ensures that diversity is embraced at the workplace. Therefore, the consideration of influential variables, including the outcome and situation, should be apparent before applying various leadership skills. It is the responsibility of leaders to create an operational climate, which heavily relies on the choice of leadership style.
In her article, Barath (2013) suggests that leaders should balance priorities and competing interests. When determining the priorities for their organizations, leaders are faced with the challenge of weighing the competing interests which include economic challenges, meeting the needs of the public, and maintaining professionalism. The various departments in the organization are expected to determine how they can effectively navigate these challenges and manage other risks that come with the job. The law enforcement sector should have a set of leaders who are competent and skilled enough to meet the demands of the public.
Wolper (2016) reveals that effective leadership is applied when organizations invest in the potentiality of their leaders. Some of the ways through which the potential of the leaders can be reached are through the development of training programs. This will enhance their skills. Besides, it will help them develop skills that will be useful in the improvement of the already existing skills.
Findings
Based on the above-conducted literature review, it is apparent that training is essential for transforming managers into influential organizational leaders. Therefore, organizations should leverage on having more training programs and sessions to enhance leadership skills. Besides the organization's competence, leaders should also strive to make better decisions, which will consequently improve their emotional intelligence.
Recommendations
Organizational leaders are expected to have some skills essential for improving the performance of the organization. These include ensuring that their priorities are aligned to the organization's objectives while at the same time have some sense of personal importance to the leader, commitment to the vision and mission of the organization, and flexibility. Also, leaders should be compassionate and empathetic to their subordinates. Lastly, listening and communication skills are essential for effective leadership.
Conclusion
In conclusion, effective leadership is crucial in an organization as it enhances performance. Effective leadership can be achieved through training and adapting the style based on the situation and organization. As revealed in the extensive research, effective leaders are characterized by certain behaviors, styles, and possession of various skills. Thus, leaders should leverage their skills to develop a positive climate for the organization. Development of skills can be done through the management of talent to ensure significant organizational value. In addition, organizations should establish training programs and seminars that will improve leadership skills and, consequently, enhance effectiveness.
References
Abdelmoniem, I., & Osman, E. (2020). The relationship between Emotional Intelligence (EI) and Middle Management Leadership Styles (Transformational and Transactional Leadership) among managerial personnel at Khartoum State. Ahfad Journal , 37 (1). http://hdl.handle.net/2047/D20208960
Barath, I. (2013). Leadership Spotlight: Values-Driven Leadership in Law Enforcement Organizations | FBI: Law Enforcement Bulletin.
https://leb.fbi.gov/spotlights/leadership-spotlight-values-driven-leadership-in-law-enforcement-organizations .
Campion, L. (2018). Leadership styles: considering context and climate. TechTrends , 62 (4), 412-413. https://doi.org/10.1007/s11528-018-0305-6
Chi, H. K., et al. (2012). The moderating effect of transformational leadership on knowledge management and organizational effectiveness. Social Behavior and Personality: an international journal , 40 (6), 1015-1023. https://doi.org/10.2224/sbp.2012.40.6.1015
Ferguson, K., H. (2015). A Leadership Primer: Creating and Keeping a Positive Team Environment.
Fiaz, M., Su, Q., & Saqib, A. (2017). Leadership styles and employees' motivation: Perspective from an emerging economy. The Journal of Developing Areas , 51 (4), 143-156. https://doi.org/10.1353/jda.2017.0093
Graves. E., D. (2011). Tame Your Jungie With Knowledge: Identify the Types of Dinosaurs In Your Practice To Create, Promote Office Harmony. Ophthalmology Times.
Ingram, J., & Cangemi, J. (2012). Emotions, emotional intelligence and leadership: A brief, pragmatic perspective. Education , 132 (4). https://www. web.a.ebscohost.com
Uzonwanne, F. (2015). Leadership styles and decision‐making models among corporate leaders in non‐profit organizations in North America. Journal of Public Affairs , 15 (3), 287-299. https://onlinelibrary.wiley.com/doi/abs/10.1002/pa.1530
Wolper, J. (2016). Developing effective leaders. TD: Talent Development , 70 (5), 66-67. https://www.td.org/td-magazine/search
