LEADERSHIP ANALYSIS 11
Leadershipis present in both the formal and informal environment. Leaders inboth environments are expected to show accountability and competenceto those who have formally selected them. Formal organizations existwith the aim of achieving a common goal through group efforts.Studies show that successful organizations have good leaders who haveset high goals and performance standards across the entire spectrumin the organization. Thus, leadership in an organization should beable to influence people in a positive way so as to accomplish thegoals and objectives of an organization.
Holdinga formal position of power does not mean that successful leadershipwill follow. For instance, senior manager may possess an immenseamount of authority but lack leadership skills, making him/her anineffective leader. This research paper will provide a profile of abest and worst leader, analyze their leadership styles, as well as,demonstrate the challenges face by these two leaders. The paper willalso distinguish their leadership style by focusing on theirstrengths and weaknesses.
Myprevious work experience in hotel and a fast-food restaurant has beenenlightening, as well as, insightful especially the area ofleadership styles. The experience I have gained from these twodifferent working environments has enabled me to distinguish betweengood and bad styles of leadership. L. Pete and R. Andy are bothsenior managers in Pete’s Hotel Group and Rico fast-food restaurantrespectively. However, their style of leadership is completelyopposite and so is their outcome.
Myfirst encounter with Pete, the owner and senior manager of Pete’sHotel Group, was when i first got a job in his Hotel during a summerholiday. Working at the Pete’s Hotel provided an opportunity towork with people from diverse background, serves customers, andinteract with other employee. As the hotel manager, Pete portrayedexperience in leadership, which I observed through his ability toselect suppliers, training staff, managing cost controls, conductinginventories, scheduling, interact with customers, as well as, workwith vendors among others. Furthermore, Pete interacted freely withhis employs, which made it easier for them to present an observationor developments directly. According to DelPo (2011), a one-on-oneenvironment helps to build listening skill, which is an importantaspect of good communication. Pete’s fostered a one-on-oneenvironment, which allowed him to improve his ability to listen andunderstand his subordinates, as well as, the ability incorporate thatinformation in the decision making process.
Imet Andy, the senior manager on Rico fast-food restaurant, when Ivolunteered to work in the restaurant for a period of three month. Asthe senior manager, is in charge of hiring stuff, firing, payingsalaries, and maintaining discipline among others. However, thenature of operation in Rico is in the form of a hierarchicalstructure. Andy is devoted to his work and spends much time in hisoffice. Some of his personal attributes include being moody,unsociable, and at times practices coercive power on thesubordinates. This instills fear among the employees resulting tolack of cooperation between the leadership and subordinate staff.From my previous experience in Pete’s restaurant, I understood thata leadership has great impacts on relationships, as it is the heartof management. Evidently, Andy’s use of coercive power and moodypersonality leads to negative attitude within the organization, aswell as, increases conflict between the leaders and employees. Inaddition, I observed that Andy’s model of leadership ischaracterized by control, compulsion, and punishment.
Oneoutstanding challenge the Pete faced when he started to run the hotelwas low productivity. Pete analyzed this situation and concluded thata large number of employee lacked motivation and had low morale. Thisis evident as many employees reported to work late, while performedpoorly in service provision. The low morale among employees has haddamaging effect on customer satisfaction, property upkeep, andresident retention. Other challenges faced by the Hotel managerincluded lack of employee satisfaction due to low payment and delaysalaries.
Pete’sdesire to accomplish the organization goals, counter unproductivenessand employee dissatisfaction was addressed through employeemotivation and empowerment. Ranganayakulu (2005) points out that aleader can use employee morale to enhance productivity. High moraleresults to higher productivity and vice versa. In response to thechallenge, Pete established employee intrinsic and extrinsicmotivation through rewards, pep talk, inspiring employees, goodwages, and encouraging feedback in order to satisfying the need ofemployees. Motivation helped to encourage employee to accomplishhigher standards of performance reinforcing high productivity. Today,motivation continues to play a major role in the hotel as employeesare energized to perform beyond expectation by creating a sense ofownership in reaching the organization goal.
Communicationhas always posed a great threat to Pete due language barriers betweencustomers and employees in the organization. Pete’s Hotel islocated in a strategic position, and serves customers from variousnationality including Hispanics, Latinos, and Italians among others.However, language barrier has always been a barrier when servingcustomers from various ethnic backgrounds, leading to customerdissatisfaction. One of the language barrier incidences I noted iswhen an elderly Italian woman walked in hotel in need of a colddrink. However, she could not purchase because none of the employeeunderstood Italian, and so she walked out dissatisfied.
Withthe current increasing pace in globalization, effective leadersshould be able to implement measures that address language barriersin the workplace. Language plays an important role in the successfuloperation of a business, especially in a hotel like Pete’s, whichserves diverse customers. The senior manager of Pete’s Hotelrealized that language barrier has been a deterrent to the expansionof the business, because the effectiveness of communication is lostin translation. In addressing this challenge, Pete started hireddiverse workforce to ensure that language is not an absolutedeterrent. According to Daft (2010) high-performing organizationshave recognized that greater diversity in workforce is necessary tosustain a competitive advantage in the marketplace. This has not onlyhelped to understand customer needs and improve communication, buthas also demonstrated the need for a leader’s interpersonalinfluence, as well as, employment equality among diverse individuals.Pete initiative in employing a diverse workforce has continued tominimize challenges of language barriers, and attract customers fromdiverse ethnic groups. Moreover, the support of diversity by Petesupports a community that does not discriminate against race orethnic groups.
Anotherimportant initiative implemented by the senior manager of Pete’shotel was the development of effective mentoring programs, whichsupport recruitment, and training, advancement of capable employee.Daft (2010) adds that leaders should focus on induction programs thatattract, train, recruit and retain diverse workforce. Training andrecruiting employee has become a common feature as it is aimed atdeveloping workforce motivation and increase retention. Manyorganizations that have implemented training and recruitment programsare credited for the success of this strategy as employee acquirecompetence in their work. In initiating these programs, the managerof Pete’s Hotel has established a well structured decision-makingprocess in organization to support personal empowerment, customer andemployee satisfaction, as well as, productivity.
Challenge and initiative
Andy,the senior manager of Rico fast-food restaurant fails to recognizethe need for effective communication between the management,employees, customers and the public. To begin with, communicationbetween the management and employee is not open as employees have tocommunicate through Andy’s assistant. More so, Andy does notencourage any opposing viewpoints raised by employees. He hasdeveloped a defensive character and most often lets his emotion getin the way. This does not give employees an opportunity to makeobservation, state their view and speak their mind. For instance, anemployee was fired instantly for reporting to work late after herchild got ill. Andy fired this employee instantly as he claimed thatit was against the organization’s policy and rules for employees toreport to work late.
Leaderswho want to achieve great success should understand thatcommunication and feedback is a powerful tool in building trust, andestablishing clear and honest communication. Andy’s personality hashad negative impact in employee performance, as it kills employeemorale and discourages constructive feedback, which is an essentialdevelopmental tool for good leadership. The restaurant uses a commandand control model that discourages communication, but focuses ongiving order and instruction to employees. In order to overcome thischallenge, Andy should allow constructive feedback, and involvingsubordinate staff in decision making and accomplishing common goals.
Anotherchallenges observed in Rico restaurant facing the leadershipmanagement is the failure to develop skills required in channels ofcommunication. Since Rico is a fast-food that started almost a yearage, the management should establish effective ways of communicatingwith employee and the public such as use of the internet. Andy andother senior staff dismiss the use of social media and the internetto reach a wide range of people, in providing information to thepublic. The organization still utilizes traditional forms ofcommunication, which are less effective compared to the currentelectronic communication.
Theuse of traditional channels of communication has impacted Ricofast-food, because of the lack of immediate feedback compares tosocial sites such as Facebook and Twitter. It is evident thatcurrently, customers are demanding closer personal relationships withservice providers. This trend has been fostered by the instantinteraction and feedback customers get in social networks. More so,the current channels of communication have allowed transparency andopenness, allowing customers to build relationships with serviceprovider around the world.
BestLeader’s Leadership Style
Peteapplies transformational style of leadership, which involvesdeveloping communication that motivates and nurtures the values ofhis employees. As a transformational leader, Pete emphasizing on theimportance of group effort in attaining the organization vision, andencouraged employees to work as a team in making the organizationgoal a reality. He does this by communicating organization beliefsand values to his followers, which then inspires them to achieve acommon meaning in work and realize the vision towards which all arestriving. As a result, his followers have developed trust, honestyand continue to act responsibly. According to Hellriegel and Slocum(2006) followers who are motivated by this form of leadership arewilling to use their talent, creativity, and expertise as a way ofexpressing their desire and commitment to the organization goals andvision.
Oneof the major strength of Pete’s model of leadership is that itresults to high productivity. This is because of his stronginterpersonal skills and the ability to advocate for change, create avision, inspire employ, encourage team work, and advocate for newdirection.
Althoughtransformational leaders like Pete are concerned about developingtheir followers, I also observed that they can as well fake it inorder to control and manipulate their follower. They can develop thepseudo-transformational leadership style, which is concerned withmaintaining dependence on follower because they have earned a leaderstrust.
Thereis also a moral fault that I observed with this form of leadership.It is possible that manager enjoys success at the expense of hisfollower. Followers of the transformational leader tend to sacrificetheir own life plans for the sake of the goal of the organization.They are seduced unknowingly into adopting values of the leader.
Petecan become a more effective leader by joining his follower inparticipation. Since this model of leadership encourages teamwork, heshould talk part as a team member and not prey on his followers’effort and handwork.
Worstleader’s leadership style
Andy,the Rico restaurant manager uses theauthoritarian/command-and-control model of leadership. Thisleadership model, as its name suggests, focuses on central authority(Hellriegel and Slocum, 2006). Like Andy, the command and controlmodel of leaders are less concerned on relationship factors and areusually in charge of the decision making process. Although efficiencyis varied, these leaders centralize power.
Someelements of command and control are relevant because they help toachieve result and ensure efficiency. Followers may operateefficiently and increase performance because strict disciplinebecause they operate under strict rules and regulation.
Amajor weakness in Andy leadership style is that communication isintentional, structured and constrained. The leaders usingauthoritarian model control the manner in which his followerparticipates in decisions.
Andycan become a more effective leader by recognizing and adapting to theexternal changes taking place in a business environment.Organizations such as fast-food restaurant can only strive and thrivebuy adopting styles of leadership that are designed to be open,flexible and responsive to the employees and the externalenvironment. If Andy does not give up on this traditional model ofleadership fast enough, the organization may stop growing andeventually die out, only to be replaced by flexible and adaptivesystems.
Everywork environment poses a unique concern and challenge that requires agreater understanding of leadership attributes. These attributes arerelevant to the management and subordinate staff as they haveprofound impact in the learning process, teamwork and success of theorganization. From the experience I got in both work places, I haveobserved that the most important attributes are of leadership anorganization include trust, ethical decision, clear communication,integrity and interpersonal skills. Leaders who portray these skillshave the ability to steer the organization towards its mission, goalsand objectives.
Daft,R. L. (2014). TheLeadership Experience(6th ed.). NY: Cengage.
DelPo,A. (2012). TheManager`s Legal Handbook(6th ed.). Berkeley, Calif.: Nolo.
Hellriegel,D., & Slocum, J. W. (2006). OrganizationalBehavior.St. Paul: Cengage.
Ranganayakulu,K. C. (2005). Organisationalbehaviour.New Delhi: Atlantic Publishers.