Becoming an Effective Leader - Paper Example

Introduction

Becoming an active leader is something determined by many factors. Basing this discussion on a leadership - follower scenario, from an individual experience it is evident that the yielding strategy of any given organization will be determined by the understanding between the leader and the follower. Thus, it is crucial for the leader to understand the perspectives of the followers to facilitate the process of making a decision. Because decision making for competing firms is the backbone of effective competition. Therefore, any leader should take into consideration the reaction of the followers when making a determination (Grint, 2005). Through my experience, a leader is supposed to have high self-efficacy and should show communication values and a high degree of concentration in whatever roles made for a leader. In fact, factors such as team training, simulation, teamwork and communication within an organization are under the control of the leader.

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Motivation is a factor that plays a vital role in determining the performance of an individual, and as a result, it leads to an improvement in productivity. In the recent decades, the application of motivational theories in different workplaces has been put in to use in most companies. Therefore, in most working environments the Equity Theory developed by John Stacy Adam and Victor Vroom's Expectancy theory is among the most effective and influential arguments being put in to use (Maciariello and Drucker, 2014). The Equity Theory has got inputs, outcomes, and referent as its major elements. Where inputs are the contributions made by the employees such as the time, training, intelligence, and ability. Outcomes are the achievements received are the organization as a result of the type of input made such as the pay, job ranks, and status. Referents are the competitors in this theory (Hatfield, Walster and Berscheid, 1978). On the other hand, the Expectancy Theory is a motivational theory where individual get motivated in a manner that gives a direct suggestion on what is expected from personal motivation. Thus, they are made to believe that performance is directly proportional to rewards. Valence which is the attractiveness of an award, expectancy that is the relationship between input and performance, as well as an instrumentality that is the relationship between performance and rewards, are the main elements of this theory.

In my standpoint, the leader responsibly had efficiently worked to bring in to consideration the theories that have been described above. Having taken in to account different needs and performance evaluations of different individuals in various departments within an organization, I believe that the effectiveness displayed reached the threshold of someone to be called a leader. The leader showed all the leadership qualities in holding a managerial position within a firm. In the organization, the embracing of the theory of Equity has influenced the norm of equity within the organization. It is because all members have discovered that there is equity and this makes them not to be reluctant in service delivery because there are no subjective perceptions that may affect performance. Similarly, it is evident that most of the followers in the firm are seeking to maximize production to embrace a positive outcome as well as rewards an effect brought about by the theory of Expectancy. Also, the approach of Equity aims to balance the input and the result to ensure that the firm is beneficial (Ashtikar, 2005). However, the leaders should improve the value of skill selectivity primarily by focusing on the relevant tasks within the firm to enhance performance.

Similarly, different techniques have been put in place to increase motivation within the organization. An increase in motivation improves the performance and as a result an increase in productivity. Some of the techniques include the following, creating a positive working environment as well as setting the required organizational objectives or goals. In providing a conducive environment, the leader encourages teamwork as well as idea-sharing. At the same time, a leader is to give the followers with the required tools and the knowledge to function effectively (Ashtikar, 2005). Most importantly, a leader is always available and easily accessible to give the guidelines necessary for the followers when needed. Developing goals will also help the followers know what the organization is striving to achieve. It is appropriate when the set goals are reasonable and achievable to encourage employees.

Providing incentives and sharing the profits made is another technique that can be used to promote the spirit of motivation. In cases where incentives are set, and followers work toward achieving, it increases motivation. The organization has created a structure that it provides incentives that it uses to motivate individual at departmental levels. Incentives can be categorized into financial and nonfinancial incentives. Financial incentives include cash prizes and certificates while nonfinancial incentives include vacations (Grint, 2005). Additionally, the incentive-sharing program can be created to act as a motivating factor. In this case, while followers are increasing their incomes, they are helping the organization to make huge profits. In fact, it is an approach that can efficiently facilitate not only goal achievement but also teamwork within a given organization.

Another technique that can be embraced to cater for individual motivational needs includes; providing professional enrichment by ensuring or allowing the followers to pursue in serving training or have an additional education. In most cases, the organization has been in the forefront in catering for this aspect by allowing workers to attend workshops as well as seminars at national and international levels (Ashtikar, 2005). Some individual who through such events have shown the expected competence have been motivated by getting a different path in their career and act as mentors to many. Despite the fact that it is a process that is set to benefit the company, it is also beneficial to individual professional developments. It is through such events that recognition of personal achievements is encouraged. Certificates of participation can be used to motivate individuals or teams that took part in the circumstances. However, it is recommendable that the organization also looks into the motivation aspect of sponsoring innovative ideas that are set to develop an organization.

Power and influence significantly contribute to the productivity of any given organization. Especially, in the accomplishment of the set or the laid out objective by a firm. In the leader-follower scenario, the leaders are supposed to express with confidence the managerial power. Power can be described as a formal power that is proportional to the position power held by one within the hierarchy of any organization. Position power is based on ranks such as manager and supervisor where one has a significant role of ensuring that the followers show commitment in service delivery, act responsibly and is in the capacity to punish any misbehavior witnessed. For this reasons, the power should not be misused for leader's benefit but should be used wisely to facilitate achievements set. Moreover, there is a personal power that boosts the development of expert power where individual knowledge and skills are considered to influence the position power. The value of power can determine the destination of the firm economically if efficiently used. Thus, a decision made should at all times be reasonable and influential to the set objective by facilitating communication and organizational understanding (Maciariello and Drucker, 2014).

On the other hand, influence can also determine the decision-making process. It can be direct, upward or downward influence. Direct impact is target based where the leader and the follower know the tactics they use to obtain the required result. In upward influence, the follower given a chance can influence the leader on certain aspects that need to be looked in to for productivity while downward influence the leader influences the follower on what ideas to put in place for achievement (Grint, 2005). Persuading individuals within such an organization is as a result of influence. Some strategies are taken in to account for sufficient impact to occur. The power of persistence in that one should not be giving up quickly, the power of voice where one needs to come out and speak confidently. The power of partnering that mainly aims at teaming up and the power of presence that is the showing up when the need arises is the strategies if well catered for an idea can be developed and become beneficial for the larger organization. The procedures are very appropriate because every business is in competitive environments that require outstanding performance. In fact, all the influencing strategies can be used to determine the self-efficacy of a leader.

Conclusion

It is evident from the scenario that it takes many qualities to make someone an active leader. Various approaches to handling followers, being in communication with followers and making decisions are among those elements that determine the productivity of an organization. Therefore, a leader should create communication channels, be aware of the different perceptions of the followers based on culture and language used, provide a relative working climate, and embrace respect and trust as well as feedback. Putting to use different motivational theories as well as motivational techniques by the leader will enable the followers to develop a sense of what is needed in running an organization efficiently. Taking into account of different recommendations laid on several factors it is clear that performance of the organization is not only the nature of the firm structure but also the type of leadership experienced within that organization. Because all the determinant factors that have been put in place to determine the outcome. Lies in the resources of the company as well as the leaders who have the mandate of controlling and coordinating different activities within an organization.

References

Ashtikar, R. G. (2005). Developing employee performance through motivational techniques. Jaipur, India: Book Enclave.

Grint, K. (2005). Leadership. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan.

Hatfield, E., Walster, G. W., & Berscheid, E. (1978). Equity: Theory and research. Boston: Allyn and Bacon.

Maciariello, J. A., & Drucker, P. F. (2014). A year with Peter Drucker: 52 weeks of coaching for leadership effectiveness. New York, NY: HarperBusiness, An Imprint of HarperCollinsPublishers.