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
The authors argue that the state of leadership can motivate employees to contribute to the success and effectiveness of an organization. The autocratic, laissez-faire, and democratic leaderships are important in employee motivation and performance. Autocratic leadership is used in most government organizations. However, it contributes to a lack of motivation in workers. The authors highlight that that challenge can be reduced by training the leaders on appropriate ways that motivate the staff. The most preferred leadership styles are democratic and laissez-faire. They boost employees' morale and improve voluntary behavior that improves the effectiveness and efficiency of an entity. The article is relevant in leadership because it analyzes the vital role of leaders in motivating employees.
Delegate your assignment to our experts and they will do the rest.
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
The article views that leaders who use participatory leadership styles facilitate and encourage the involvement of their followers in the organization's decisions. Collaborating with employees in the decision-making process is viewed as an essential aspect of promoting commitment and approval. The author argues that participating leadership style allows power-sharing, reciprocal influence processes, and empowerment compared to telling style. The leaders who use the telling leadership style focus more on job responsibility compared to teamwork. They are characterized by locating, defining, stating, and taking charge of the problem prior to informing other members. The article is essential since it compares telling and collaborative leadership styles and their impacts on the overall organization's decisions.
Ferguson, K., H.(2015). A Leadership Primer: Creating and Keeping a Positive Team Environment.
The article argues that it is essential for leaders to understand different types of leadership styles. An organization is affected by different situations and knowing various leadership styles enables a leader to use the correct style based on the prevailing situation. For instance, in some cases, authoritarian leadership is necessary, whereas, in others, collaboration is appropriate. The author further outlines that leadership is dependent on the type of team and the problem affecting an entity. The effectiveness of the article is based on its notion that different types of leadership impact employee behavior independently, combining its effectiveness in addressing issues facing an organization.
Ingram, J., & Cangemi, J. (2012). Emotions, emotional intelligence and leadership: A brief, pragmatic perspective. Education , 132 (4). https://www. web.a.ebscohost.com
Ingram & Cangemi argue that leadership entails guiding and supporting their followers to achieve success. Leaders who support, build, and encourage their followers to create heroes within their organizations. The article suggests that leadership is not about being a star but creating successful individuals. The leaders can achieve those described above by projecting the feelings and attitudes of the employees. The leaders should separate their emotions since they can sway intellectual abilities and judgment in decision-making. The usefulness of this article is based on the notion that leaders should deal with strong emotions such as dislike, disappointment, and anger if they desire to make the right judgment.
Graves. E., D. (2011).Tame your jungie with knowledge: Identify the types of dinosaurs in your practice to create, promote office harmony. Ophthalmology Times .
The author views that a leader can only manage the staff by putting in paper their names and their respective positions at the organizational level based on the T-rannosaurus rex (T rex). The use of the method enables the leader to categorize the staff according to their skills. Graves views that classifying the staff into brontosaurus, raptors, and leaf-eaters eases a company's management. The brontosaurus employees are considered fearful of the leadership class, and the group is used to control raptors and leaf-eaters. The raptors are independent, whereas the leaf-eaters work with minimal fanfare. The article's relevance to the research is associated with its classification nature of workers for easy management.
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
Adelmoniem & Osman argue that emotional intelligence determines the success of an organization. Today, companies take into account the emotional intelligence of managers. Having emotionally intelligent managers enables the organization to solve workplace problems and foster productivity. Emotional intelligence enables leaders to master different interpersonal skills such as persuading, listening, empathizing, elaborating, and communicating with followers. The skills mentioned enable leaders to have strong self-management and balanced abilities to direct the workers towards resolving issues. The article's relevance is associated with its view that emotional intelligence contributes to confidence and has a positive effect on the staff.
Chi, H. K., Lan, C. H., & Dorjgotov, B. (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
The article focuses on the effects of transformational leadership on knowledge management. The authors view that transformational leadership behavior creates a meaningful and effective workplace for the organization's staff—the leadership style moderates organizational effectiveness and knowledge management. Leadership is characterized by interactive and independent practices which have a positive effect on organizational effectiveness. Such leaders provide knowledge that an entity in the external market can utilize. The article is informative because it offers information about how transformational leadership encourages change and creativity in employees through knowledge management practices.
Campion, L. (2018). Leadership styles: considering context and climate. TechTrends , 62 (4), 412-413. https://doi.org/10.1007/s11528-018-0305-6
The article describes how leadership styles influence the climate of a firm. Companion views that styles such as coercive, affiliative, coaching, democratic, authoritative, and pacesetting influence how corporations operate. Understanding the different types of leadership styles is essential due to the diversity in the workplace. Campion argues that leaders should consider many influential variables such as context, outcome, intent, and situation before utilizing different leadership skills. The article is informative because it considers the importance of understanding different leadership styles to execute an organization’s duties effectively.
Barath, I. (2013) Values-Driven Leadership in Law Enforcement Organizations. http://www.fbi.gov/stats-services/publications/law-enforcement-bulletin/
The article provides information about how the leaders in modern law enforcement have to weigh different competing interests when determining the organization’s priorities. The leadership department has to navigate through tough economic challenges, investigate crimes against people, manage risks associated with civil litigation costs, and maintain the professionalism of the police. The leading law enforcement sector requires competent leadership skills to address interests, meet public expectations, and engage in effective utilization of personnel to achieve critical balance in the police force. T he article is informative because it offers information about how modern law enforcement leaders can help address competing interests affecting the business.
Wolper, J. (2016). Developing Effective Leaders. TD: Talent Development , 70 (5), 66-67. https://www.td.org/td-magazine/search
The article offers insights into how leadership can be improved. Wolper views that achieving effective leadership requires an organization to recognize and invest appropriately in the directors and employees with leadership potential. The organization should engage in mini-change initiatives because it contributes to improvement in leadership. Firms should create training that by using tools that help managers to develop relevant leadership skills. The training will facilitate the identification and development of talents, introduce change, and inspire others towards fostering creativity and innovation. The paper is helpful because it provides information about how effective leadership can be developed.
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
Campion, L. (2018). Leadership styles: considering context and climate. TechTrends , 62 (4), 412-413.
Chi, H. K., Lan, C. H., & Dorjgotov, B. (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. https://doi.org/10.1007/s11528-018-0305-6
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
Barath, I. (2013) Values-driven leadership in law enforcement organizations. http://www.fbi.gov/stats-services/publications/law-enforcement-bulletin/
