Decision Making Styles and Leadership †Free Samples to Students

Question: Discuss about the Decision Making Styles and Leadership. Answer: Introduction: Efficient leadership means identifying the needed objectives to reach the organisation or business goals and leadership also means to inspire others. Leaders must have a vision with collaborative attitude in order to form a team with team members. In this regard, creating a legitimate relationship with team members helps the team members to express themselves. Making rapport with the team members assists to know the team's concerns and in this case, team leaders can show the empathy. Showing empathy can create a good relation between leaders and team members. Team members need to share the vision and negative feelings should be omitted from the team (Northouse 2013). The best way to get better at it is with experience of the leaders. Leaders don't focus on leading other people as one should never set out to lead others. It is needed to set out to achieve a vision and inspire people. Leaders mainly work on those four fundamental attributes, especially independence effective thinking, decision making, creativity. If leaders already have a titled position, then, by all means, prioritize the people skills. The most important of these is recognising and managing them. Beyond that, leaders need to work on: communication, delegation, negotiation, and networking. As stated by Rowe and Guerrero (2013), the team leader is the final arbiter. Teal leaders inspire others by engaging people justly, managing employees within a team, acting with integrity and passion. Team leaders must have consistency in performance as consistent leaders must get respect and credibility by setting examples in the team. Consistency creates honesty in the team as team leaders must be honest in work and in communication. Leadership is all about breaking the obstacles with handwork and avoiding failure. In this regard, leaders need to assess the team members effectively that he/she must have a direction towards the goals and aim must be matched with organisational improvement. Leadership concept is related to the managing objectives of the organisation and team leaders can make the multidisciplinary team through which they can share their vision (Gill 2011). Within a team, it is very much needed to communicate with the right people and flexible communication sets the right attitude for the team. Leaders need to set an expectation for the team members and efficient communication with flexible approach can be helpful in order to fulfil the expectations. In addition, wi llingness to do the work for the organisation's betterment can be developing feature as leaders must believe in the idea of the idea of the organisational objectives. Leadership cannot be maintained only through features as it is important to maintain correct leadership style. A good leader can be autocratic, democratic or lassies fairer. However, good leadership can lead to the organisation to meet the objectives. In this regard, developing leadership capability can lead to a leader to be a transformational leader. This transformational leadership concept starts with meeting the vision and goals of the organisation (Kark and Shamir 2013). A transformational leader should have a clear vision as he/she must be clear what the team is going to achieve. In addition, as stated by McClesky (2014), transformational leaders should communicate effectively with the team members and everyone needs to understand the shared vision of the leaders. Transformational leaders can forecast the future of the organisation and they set the target in long-term basis as they have the courage to take the risks. As supported by Humphrey (2014), transformational leaders hav e the willingness to perform well with mitigating the risks with perfect decisions and they have the courage to take a vision, for others that can seem too impossible. One of the major features of transformational leaders is that they have similarity with democratic leaders as they both listen to the team members and they do not take the decision in one-hand. As opined by Mabey and Finch (2008), transformational leaders are self-motivated and they earn the fuels by the motivation. People who work with transformational leaders can sense the motivation and people become passionate in working with the leaders. Moreover, transformational leaders are inspiring through their deeds, works and knowledge. William Edwards Deming could be one of the finest examples of transformational leadership as he introduced Deming's quality management in the automobile sector. Not only inspiration to create personal passion, their vision can change the organisational defectiveness In this regard, transfor mational leaders know the employees very well who work with them and they make people to feel important and create the ability to give their best. Most importantly, transformational leadership style sets the standard with the organisation through communicating expectation, goals and vision, by following these, one organisation can gain success as works speak louder than words, leaders ability can evoke change. There is a conflict on if a good leader is born or is transformed has been the billion dollar question for all the assessors of a leader. The theory that best describes the leaderships is known as the trait theory. This theory argues that the certain trait or combination of traits is common factor among all the different leadership style. The physical and social characteristic as well the understanding of the leaders traits are identified among personality. With experiences and behavioural evolutions, one makes rises up to be a leader (Eseryel 2014). This particular essay analyses the two different approaches of leadership and combines the trait of the leaders. The most important part of democratic leaders is that they are people oriented. The political leaders have shown their traits as parallel to the democratic leaders. Through history, the democratic leaders have been shown their ruling pattern in their team. The leaders choose exceptional ways to achieve the goals and objectives of the organisation. They are more defined as a instrument to goal achievement (Prabhakar and Yaseen 2016). The leadership functions as the formal authority, as they are in charge of achieving the ultimate goal of a organisation. Cartwright and Zander (2014) viewed leadership as a function that encompasses the group members activities that a desired result is achieved. The democratic groups tend to sustain the democratic process. A democratic leader thinks of its people and their responsibility as well as its own. The status of the leaders does not matter to them. Rather they are more people oriented and take in to consideration about his team or group. The groups decision-making ability is dependent upon the democratic leaders. The democratic leader also take is in to consideration about the groups perspective in various situations (Mwenda and Wachira 2015). Different leadership style is effective in different situations. Not all kinds of leaders are equipped with the right kind of traits and tools that can manipulate or influence people in different situations. The willingness of skills and knowledge sharing people works best in terms of democratic group. A team where every individual feels valued and their opinion is solicited, as well as incorporated in the final decision are very important for this kind of leadership to execute the task. This leader also encourages a level of creativity while they also have a stake in increasing commitment of the individual member (Prabhakar and Yaseen 2016). For this kind of leader, the quality of work is more important than productivity and efficiency. Effective service industry has more concentration of this kind of leaders. In addition, there are many situations where they are not effective in defining the way. Where there are many roles or unclear role in process in place of leaders role, democr atic leaders are proved ineffective in their task (Iqba et al. 2015). Their friendship and group relationship matters most for these members. Where the job requires an individual to be monotones the democratic proves to be ineffective. The style is important for an organisation to share and induce the knowledge and ideas to be consulted. Hence, the new ideas get the approval of all the stakeholders in place. Thus, this leadership is also known as the participative leadership as the leaders participation is required in groups activity (Mwenda and Wachira 2015). There are many characteristics to democratic leaders that can be proved essential for controls and leading the team. This kind of leader initiates debate, encourage ideas to be brainstormed and makes the team member feel good about their position and work, an opposite compared to the autocratic leaders. They also develop creative solution for their problems and issues. The democratic leaders also opine their views and communicate the organisations vision with their groups members (De Board 2014). They take a clear vision in their mind about where they wants to see the organisation in the next few years. The democratic leaders also takes control of their teams and needs guidance and control from other authority. This kind of leaders takes in to consideration about the decisions that needs to be made. As the democratic leaders need to interact with the every individual member of their organisation, they must decide on the behaviour and what traits of people are fitted to the different organisational activity. The best example of a democratic leader is Steve Jobs, the creator of Apple Inc. He is one among the most celebrated participative leader in the world. The reason of the companys success is because the participation trait of the owner (Tucker 2017). In todays world, leadership requires new values. A leader is no longer a person who remains limited to making an inspiring and good speech but faces huge challenges politically, economically and environmentally. Thus, leader must possess the quality of convincing others for changing habits that are destructive, focus more on participation of people and ensure being good communicators (Schalock and Verdugo 2012). Unlike past, in todays world we face more threats from within therefore, focus and habits needs to change for reflecting the threats and as leaders one must have the moral and conviction for not only convincing people but also advocating a change which is positive. Thus, convincing people for ensuring positive changes like changing habits for better sustenance on earth makes a true leader. Recognition of leadership skills is important and followers must elect or choose leaders who provide a reflection of the moral values that they possess (Ishak and Bakar 2012). In todays world, poverty is a major challenge faced by the leaders. Although they make speeches but only few leaders incorporate the promises made and materialize them into plans for overcoming such plight. Thus, it is necessary for people to choose a leader who is able to incorporate positive changes. Todays leaders must possess the quality of listening to everyones solutions and inputs that includes both the youths as well as seniors. This will enable the leaders to understand the fresh view that they possess or have reached with the years of experience achieved. One of the professors of a renowned university in the United States has thus stated that leadership is necessary in the coming decade and one can find him (Sallis, E., 2014.). According to him, if people want a great leader then one should not imagine that it is a way of making everyone happy. However, this important issue needs consideration while contemplating leadership in the present world scenario. Things that have been decided and put to action might not impress everyone, but as long as the change the positive and positive change ensured people must accept with an open mind. Thus, leadership in todays world comprises of approaches that are not only open but also transparent and the visions and goals are communicated effectively so that everyone have the time for thinking about the changes that are incorporated (Rock 2014). However, challenges and styles of leaders will drastically change in years to come and the results believed to positive in ensuring a better and stronger future. However, according to me there are certain characteristics that I possess which ensures good leadership qualities. I possess the quality of honesty in all my dealings that reflects in all my doings. While working with a team I have the power of identification of the strengths of the team thereby helping me to capitalize which indicates my power of delegation. I have the power to succinctly and clearly communicate to the team about their vision and make them work towards achieving the goal thereby reflecting my strong communication skills. I am not only confident but also calm which an important quality of a leader is. I am also hardworking and is very much committed to what I do. Moreover, I possess positive attitude that will help me in keeping my team motivated. Apart from that, I am creative and handle situation that needs proper guidance and quick decision. I also have a strong intuition and the power of predicting things that are uncertain and possess higher risk. I possess the power to inspire others through achieve a positive approach towards life and work. Further, I believe in following an approach believed to be one of the key qualities of good leaders This kind of characteristics I believe is fit for transformational as well as democratic leadership. In transformation leadership, leader possesses the qualities of transforming his or her followers. Here the leaders are not only charismatic but also face challenges with clear purpose and excitement (Onorato 2013). They are also good communicators. In democratic leadership the leadership, share the decision making with his followers. The leaders here not only promote the needs and desire of the group members but also believe that everyone should belong to the process of decision-making. The leadership styles that I will be having are considered being the democratic leadership style as well as transformational leadership style. As a democratic leader, I would be encouraging as well as have the genuineness to seek the input of other individuals within a group. I will do the active promotion of sharing ideas, so that all individuals with varied proficiency levels as well as abilities are having the capability for putting forward their opinions. The key function of having the democratic leadership style will be revolving around the aspect of creating the structural aspect that is supporting as well as encouraging forethought. In respect of following the democratic leadership style, it would be necessary for me towards having engagement with the entire team in respect of making determinations of the activities as well as other methods (Choudhary 2013). The democratic structure does the most effective functioning when the roles as well as responsibilities are explained in a clear way. Moreover, I would provide a clear definition of the various methods that are there. For doing this, I would build a clear structure in respect of the democratic method as well as in what ways various decisions are being undertaken within the group. I would be interested in knowing the process to do the initiation of a discussion process as well as setting a timeline regarding when the decisions should be undertaken. I would also be inviting the viewpoints of others, In this regard, I would be establishing a structure to provide as well as assist feedback (Giltinane 2013). As a democratic leader within an organisation, I would be doing the distribution of responsibility among the team for facilitating participation in making decisions. I would also be empowering the team members so that they are able to do the accomplishment of their accountabilities. The aspect of empowerment will comprise of offering training as well as education essential regarding the completion of task that has been delegated. Another significant role of mine, as a democratic leader would be ensuring democratic forethought to make team decisions (Boykins 2013). This aspect will be explaining that as a democratic leader, I should be acting as a mediator as well as facilitator among the members of the team as well as ensuring that there occurs the maintenance of an organisational environment that is considered being healthy as well as respectful. As a transformational leader within an organisation, I would be having a vision of what I would be interested in achieving and also, the capability for communicating in a clear manner this vision within the establishment so that everyone will be having the capability for understanding what is required for actualizing this vision. As a transformational leader, I would require having the courage such as having the eagerness for taking on new challenging aspects, undertaking calculated risks, making decisions that are considered being tough as well as having the willingness to do the creation of a vision as well as making the tough decision essential for achieving my vision. A a transformational leader, I would be having the motivational traits that are considered being necessary. As a transformational leader, I would be having the capability for inspiring other individuals and convincing them to follow my vision and executing it on all the organisational levels. In this regard, another important trait that I would like to follow is having individual interaction (Hendriks 2014). As a transformational leader, I would be having the ability for influencing everyone in my team individually. Moreover, being a transformational leader, I would be setting a standard that I would like everyone in the organisation to be following. I would be communicating my vision in a clear manner, my expectations as well as, in what ways this standard will be getting carried out all through the establishment. I would also be required focusing my attention on the organisational team members as well as working hard for helping them in achieving their objectives. For managing the delivery of my vision, as a transformational leader, I would be required combining the efficient project management with the change management. This will assist me in delivering the changing scenarios that is required with the full assistance of my team members (Onorato 2013). 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