The paper "The Extent to Which Leaders Influence Organizational Effectiveness" is a good example of management coursework. Currently the organizations are grappling with changes blowing in this postindustrial era (Clifford & Thorpe 2007). These changes are happening so fast that if organization management does not take heed of them, the organization may be phased out of competition or may be forced to shut down. As such organizational effectiveness is crucial to achievement in any business. So as to achieve growth and sustainable organizational results, organizations require implementing strategy and engage employees (Dalglish & Miller 2010).
Since it is the top leadership that develops strategy and makes decisions, they are responsible for the performance of the organization. Majority of organizational theorists contends with effective leadership as one of the most significant factors to general organizational success (George & Jones 2006). To get a link between leadership and organizational performance, this essay analyses the extent to which leaders influence organizational effectiveness. This essay will also use different leadership theories and concepts to contextualize the discussion. Day, Gronn & Salas (2006, p. 212) defines leadership as the practice of social influence where one individual can join the aid and support of people in the achievement of a common undertaking.
It also defined as organizing individuals to realize a common. On the other hand, Samson & Daft (2005) define organization as a social entity which bear a common goal and is connected to the external environment. Organization encompasses people, resources and activities. From the definition of leadership, it is true that a leader influences the organization effectiveness. A leader influences through interpersonal skills, communication, traits and style of leadership (Kreitner & Kinicki 2007).
The influence a leader bears on the team performance and eventually, the organizations lead cannot be ignored. Organization as a system has its people, culture and objectives that leadership must take it account to ensure the smooth running of the organization (Kreitner & Kinicki 2007). In an organizational context, managers shape the manner in which individuals think and conduct themselves— managers are perceived as role models and staff looks to observe if their conduct is in line with the espoused values and beliefs of the organization (Daft 2004).
Manager set the organizational agenda. Managers influence the culture of the organization and in sequence the continuing organization’ s effectiveness (Samson & Daft 2005). Managers as leaders set the platform under which members of the organization aspire for excellence and collaborate to realize organizational objectives. Leaders use various skills to ensure organization effectiveness. Such skills include social skills, communication skills and technical skills among others (Samson & Daft 2005). Socially skilled leaders normally have a wide circle of relationship with employees and have ability for establishing collective ground and building rapport with employees (Lussier & Achua 2004).
Building a good relation with a manager ensure that employees are happy in the place of work (Day, Gronn & Salas 2006, p. 212). Additionally, a good relationship with managers and staff translates into a high degree of customer satisfaction, further strengthening client relationships as contented, energized staff make positive client experiences. That does not imply they socialize continuously; it implies the manager and employees work based on supposition that nothing crucial is done alone but in consultation (Lussier & Achua 2004). The social skill also helps managers deal with emotional intelligence.
Managers have the tendency to be effective in managing affairs when they understand and manage their individual emotions and can understand the feelings of employees (Lussier & Achua 2004). These help managers to understand the competency of employees, therefore, assigning them duties that they can deliver.
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