Leadership

There are different leadership styles which are embraced by different leaders in the organizations. There are those leadership styles which does not give an opportunity to the employees to contribute towards improvement in the performance of the organization. In this type of leadership, the leader is the only one who makes decisions in the organization. There are other leadership styles which encourage the employee to give their opinions on how the performance of the organization can be improved.

I am both a charismatic and transformational leader because, in my leadership style, I combine both qualities of a charismatic leader and those of a transformational leader. The charismatic leadership style entails having the leader supporting employees as they are handling the tasks assigned to them. Also, they motivate followers to improve the way things are done and also they encourage them to get things done. This applies when the tasks being handled are difficult hence the leader will encourage them to continue with the tasks as he or she gives them the support which they need ("Charismatic Leadership: Measurement and Empirical Validity,").

As for the transformational leadership style, the leader allows the employees to give their opinions regarding the changes which are needed in the organization. After the members have proposed the changes which should be carried out in an organization, they also propose ways in which the changes will be implemented. This means that the employees contribute to the decisions which are made by the leader by giving their opinions. To make it possible having the employees contributing to the decision making regarding the operations of the organization, the leader encourages freedom of expression whereby the employees are free to express their ideas (Antonas, 2017).

The importance of these leadership styles is that it empowers employees and makes them feel comfortable at the workplace. When the employees are comfortable, they are able to deliver the services effectively because when they face challenges, they are free to discuss the problem with the leaders and decide the way in which the problem will be solved. Also, when the employees realize that their decisions are put into consideration when the decisions are being made in the organization, they feel appreciated and hence they will be willing to carry out their duties effectively (Ewest, 2017).

This is an indication that leadership style determines the performance of the organization. This is because when the leader is the only one making decisions in the organization, then the employees will feel that they are being forced and also when they have a problem, they will not discuss it with their leader and in turn, this will affect their performance. Employees should be given an opportunity to express themselves regarding what they want so that they can deliver the services effectively. Also, they should feel free with their leaders so that when they are facing challenges, they will be free to discuss them with their leader.

Having employees who are free with their leaders depends on how the leaders interact with them. This means that when the leaders do not give them an opportunity to give their opinions then it will be difficult for the employees to be free with their leaders. Leaders should always interact freely with the employees hence ensuring that the employees will be free to discuss with him or her any issues or difficulties which are faced in the organization. After identifying the problems which are being faced in the organization, the employees will give possible ways of handling them and the leader will give the final decision (Uslu & Oklay, 2015).

The ideal leadership styles for any organization are transformational leadership style and charismatic leadership styles. This is because the two types encourage the contribution of the employees to the improvement n the way the services are rendered. Also, the type of leadership will make the employees feel valued and thus they are comfortable at the workplace. The leaders should, therefore, choose one of the leadership styles to apply between the two and when possible they can be combined because they will lead to the improved performance of the employees. When the performance of the employees improves, the organization will achieve its goals (Mhatre & Riggio, 2014).

In conclusion, my leadership styles are charismatic and transformational styles because I combine the two. By combining the two, it will ensure that the employees are comfortable in the workplace and also they are free to give their opinions regarding the changes which need to be carried out in the organization. Also, I like encouraging the employees to get things done by guiding them when they have difficulties and encouraging them that they will succeed. Motivating employees will ensure that they succeed in handling the tasks which have been assigned to them. By helping the employees when handling the tasks assigned to them and also by giving them an opportunity to give their opinions regarding the changes which should be done in the organization result in the combination of charismatic leadership style and transformational style. When these two leadership styles are combined, it is possible to achieve the desired outcomes in the organization because the employees are encouraged to work towards achieving their goals and also they contribute towards the way in which the organization operates by giving their opinions and the leader will implement only the suitable ones.

References

Antonas, V. (2017). Transformational leadership. Coaching for Impact, 80-96. doi:10.4324/9781315110400-6

Charismatic Leadership: Measurement and Empirical Validity. (n.d.). Charismatic Leadership in Organizations, 71-118. doi:10.4135/9781452204932.n3

Ewest, T. (2017). Prosocial Leadership Development in Organizational Life. Prosocial Leadership, 161-183. doi:10.1057/978-1-137-57808-2_10

Mhatre, K. H., & Riggio, R. E. (2014). Charismatic and Transformational Leadership. Oxford Handbooks Online. doi:10.1093/oxfordhb/9780199755615.013.012

Uslu, F., & Oklay, E. (2015). The Effect of Leadership Leadership on Organizational Trust Trust. Leadership and Organizational Outcomes, 81-95. doi:10.1007/978-3-319-14908-0_5