what are the implications for their leadership style in reference to kabacoff 1998 r 3752392
what are the implications for their leadership style in reference to Kabacoff (1998) research findings
Write at least a 100-word reply about their Primary Task Response regarding items you found to be compelling and enlightening. I posted some questions down below if you need a guide for response
What did you learn from your classmate’s posting?
What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your posting and other classmates’ postings?
Student paper down below:
Being a leader through a merger can be challenging. There will be many changes during the process. During this time, not only is a leader needed but a great leader is required. Given the culture of the acquired organization, a leadership style should be tailored to fit within the environment; albeit the style should definitely change with certain situations. There are many advantages and disadvantages to each style.
Include at least 3 approaches that would be effective in leading the merger. Explain the circumstances the approaches should be used and why.
During the merger, it will be best if the CEOs, Theresa Tramlin and Mike Miller adopt the leadership style of an Affiliate, Pacesetting and Democratic leader. An Affiliate leader views the employees as their biggest asset. This time calls for making the employees feel like they matter and without them, the merger cannot be successful. This style will lead to teamwork, loyalty and high morale and long term results. “Affiliate leaders see the employees as the most important assets while they shape teams during the process” (Editorial Board, 2015).A Pacesetting style can be used for a short period of time. With this type of leadership, emphasis will be place on highly skilled workers in which a short term goal is to be met and time is of the essence.
Usually during a merger there will be a lot of short, specific, and complex parts that need to function first in order for the whole to work. But this type of style should only be used for a short period of time. Running the risk of burnout and low morale will result if present for long periods of time. A Democratic leadership style involves the employee’s opinions, decisions, and input. This style invites open communication between leaders and workers. “As a result, employees feel more dedicated to accomplishing the goals and the objectives of an organization when they feel like their opinions and contributions are important” (Editorial Board, 2015).
Explain the difference between managing and leading to help Tramlin and Miller focus on leading.
With both CEOs being promoted from managerial positions to executive potions, it’s important to know the difference between managing and leading. When you are leading, you define the organization’s mission and vision. Leaders articulate the big picture and accentuate the vision. “Leaders should never hesitate to ask their employees about what is wrong as ameans to gain additional input on a situation” (Editorial Board, 2015). Leaders align the organization with the vison and Managers put the plan into action.
Managing involves manage the day to day operations, supervising, administration, solving problems, giving instruction, guidance and direction. They are responsible for meeting and setting goals. Integrating both managing and leadership skills will make Tramlin and Miller more effective. “The true leaders really know their responsibility to give order and engage with subordinates in order to adapt to situations. This means leaders are using the most appropriate style to suit the people and circumstances at a particular time” (Hale, 2017). They will need to know when to use each approach. This can be determined during certain situations and/or issues.
In the case of Mike and Theresa, what are the implications for their in reference to Kabacoff (1998) research findings?
The Kabacoff research examines the gender dichotomy of between males and females. The survey conducted by Kabacoff (1998) found women to score higher on people-oriented leadership skills and also on scales measuring orientation towards production and the attainment of results. Men scored higher on scales assessing an orientation towards strategic planning and organizational vison. They were perceived to have more effective business-oriented leadership skills. In consideration to the findings, it suggests that Theresa leads better through social interaction and Mike will tend to focus more on the business aspects.
Reflect on your own experience as a leader. Which leadership style are you most comfortable?
The management style that I currently display in supervising a team of 16 is that of a democratic leader. I find that getting everyone involved in decision making results in better performance. “Greater participation from employees during the decision-making process could result in more creative solutions and greater innovation to address problems and serve the organization better” (Teamwork Definition, 2017). Everyone understands the goals and they all want to contribute to accomplishing the goals. The Democratic style creates an environment of high morale and a feeling of euphoria amongst the team. The Democratic style is needed especially during a merger because it brings out everyone strengths and skills. You can then strategical match goal achievement with each individual or teams capabilities.
We all can agree that leadership it the key in determining the success or failure of an organization. Leaders have the challenge of facing many obstacles to maintain and achieve the strategic vision, technology advancement, competition and local and/or global expansion. Leaderships involve training and developing more individuals into leaders and equipping them with the necessary skills to function within the dynamic and complex nature of managing and leading an organization. During a merger, it is imperative that leaders assure employees that success comes from within. Without them and their attributes, the company would not be able to grow, thrive, and achieve any and all goals.
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