Assessment 5: Leadership

Reading Assignment: Leadership

Unit Lesson

In the world of public management, there is a need to maintain a high level of performance. Performance in the public eye can be described as the display of competence, the demonstration of leadership, display of flexibility, and the ability to work in a team atmosphere. The actual performance, concerning management within an organization, begins with leadership. What is a leader? How does one define a leader? The abridged definition of a leader is considered to be someone within an organization who is able to get people/employees to do things they have never done before, perform outside of their daily routines, and be able to take some risks for the common good of the organization or the community.

Good leadership begins with the exercising of authority, whether it is formal or informal, in directing and coordinating the work of others, or by using a combination of formal and informal authority together for positive social change and progression. There is a distinct difference between leadership and management. Management involves power and formal authority given to a person in a high-ranking position within the organization for the responsibility and accountability using the organizational resources. On the other hand, leadership is based on the type of charisma that is exercised by the person. Leadership involves the relationship between people and communities in which influence and power are evenly distributed.

There are a few essential functions of leaders stemming from a system of communication, promoting and securing essential support functions, and being able to define the true purpose and the goals of an organization. The true definition of a leader will arise when traits are identified such as intelligence, dependability, energy, excitement, and socioeconomic status. Although these are not tangible items that leaders possess, they serve as a foundation for those willing to follow the leader. There are different kinds of leadership styles that are employed in organizations: authoritarian, transformational, transactional, and Laissez-faire. Depending on the type of person, the characteristics the person possesses, and how the organization functions, there will be a different style or approach to managing personnel and employees. The authoritarian leadership is one that dictates all the rules, regulations, and happenings inside of the organization, while also indicating to the subordinates all orders are to be carried out and moved forward for processing. In this type of leadership there is no room for discussion or rebellion against the leader.

A transactional leader is one who has a vision and mission upon taking over the reins within the organization. The transactional leadership approach assumes that leaders could be trained to act in an appropriate manner as indicated by their organization. On the other hand, leaders that are trained a specific way for their specific departments are not benefitting the organization as a whole. The entire organization has to benefit from the leadership style or subordinates will not support the leader. Leadership styles will also emerge based on the situation that is given. There may be times of high stress where a leader will emerge and be able to thrive on the events taking place and have answers to the questions. On the other hand, the leaders may have a different approach to handling a situation if the threat is not so imminent. Contingent leaders will emerge due to the type structure, and size of the organization, what the external environment may impose upon the organization, and what types of organizational goals, values, and orientations are being used in the processes for adaptation.

Remember, with this type of leadership style, it is the situation that determines the type of leader that will emerge, not the given traits the leader may possess. Transformational leadership is different with respect to having the ability to make changes that have been embedded within an organization, and then replacing some of the old processes with new visions. This type of leader will be able to marshal support for the new vision and be able to make the vision become a reality with the amount of support that will eventually stem from the leader’s positive attitude. A transformational leader can be someone who is able to lead employees through tough situations, have them overcome their fears and insecurities, and then be able to turn the fear and uncertainty into a true vision of reality for the given situation.

In essence, the transformational leader can be considered a person who is a “cheerleader” in thoughts, beliefs, and ideas for the organization. The good leader has a positive attitude and a sense of optimism that may be giving a boost of confidence and morale to employees. Effective leaders will be able to convey a message of hope, rather than despair. A positive communication to employees will enable this type of leader to move forward with goals and objects for a mission, rather than forcing, critiquing, or dictating what will be done with the situation. People within organizations tend to have a learned sense of “helplessness,” if this type of message is being conveyed to the masses. A positive communication is necessary to ensure all employees are receiving the same message, to minimize the failures, and to minimize the amount of depression and pessimism that might ensue with the given message.

On the contrary, micromanagement issues arise with supervision being too closely scrutinized, not allowing employees to offer suggestions, and not wanting the employees to have an overall strategy based on those suggestions. Micromanagement wastes time, destroys interpersonal relationships within the organization, and makes the employee feel incompetent when performing daily tasks. Leadership is something that cannot be bestowed upon a person by anyone, but it has to be earned through experience and situations.