Introduction
It is well documented that the success of any organization depends on largely to the in place leadership. Leaders of organizations are tasked with the responsibility of ensuring that all the available resources work towards achieving the established goals (Bush, 2010). Leaders can develop strategies that workers use to produce exemplary results. However, not all leaders are successful in running organizations. The reason why some leaders become successful while another fail is best explained by leadership theories. The theories help an individual understand some of the reasons why some leaders fail and others become successful. One of the leadership theories that I have been able to learn more and have a better understanding of at my workplace (I work in a health and wellness company) is the power and influence theories. This paper gives a reflection of how I have seen the power and leadership theory be applied in a work environment.
Unlike the other leadership theories, the power and leadership theory takes a completely different approach when analyzing leadership. The theory assesses the various ways in which leaders use the power bestowed on them in a bid to get things performed to their liking. The theory also analyzes some of the leadership styles that emerge due to the manner in which leaders use their power. Under this theory is the transactional leadership theory, which assumes that the only thing that makes workers carry out instructions is to get a reward (Mendonca & Kanungo. 2007). This theory puts much focus on designing reward and task structures. Even though the transactional leadership has been termed as not being appealing concerning developing a work environment with a highly motivated workforce and building relationships, it is would be mistaken not to see its efficiency. Leaders who use this theory are in a position of getting things to their liking on a daily basis.
The other example of power and leadership theory is the transformational leadership theory. Leaders who use the transformational leadership can inspire and develop a robust vision for the future operations of their organizations. The focus given by the transformational leadership is in the establishment and cultivating a vision that inspires and motivates people and employees (Winkler, 2010). One of the reasons why the transformational leadership is held in high regards is that it helps organizations build more successful and stronger teams.
Similar to the teams that they manage, leaders also make decisions. One of the challenges that leaders possess is that of determining the appropriate level that members of their teams will input in the decision made. To come up with effective decision making, the people in leadership position need to identify accurately the problem that their teams are facing while considering all the alternatives and questions present before making any decision (Williams, 2005).
There are numerous styles that leaders’ can leaders can adopt when making decisions. One of the styles is the autocratic style where there is no or little involvement of the team members in decision making. Unlike the autocratic style, the inquiry style occurs when the leader gathers as much information as he or she can from the team regarding an issue. However, he or she makes the final decision independently. The consensus-building decision-making style occurs when the leaders involve various consensus and consultation building with their teams (Mendonca & Kanungo, 2007). The last decision-making styles are the delegation where the team members are responsible for making a decision with no or little input from the team leader.
Regardless of all the styles present that govern decision making in a team, a participative style is highly encouraged as it ensures that team members make contributions that generate an optimal decision making. To ensure that a participative style in decision making is reached at, leaders should invite participation and incorporate team empowerment through delegating tasks. Through task delegation, leaders can give team members meaningful responsibilities and tasks (Bush, 2010). The other manner in which this can be achieved is through organizational involvement. Organizational involvement entails restructuring the organization in a way that the organization creates a sense of involvement to the numerous teams established.
It is after getting a job opportunity to work at a health and wellness company that I got the chance to grasp the concept of teamwork and the effect that leadership theories have on the numerous teams created in an organization. The health and wellness company that I work for makes direct sales on a large team. It is from this mode of operation that the company has established numerous teams that have different responsibilities and under different leaders. After some time at the company, I have been able to identify some of the gaps that the teams at the company, particularly the one I am in, possess.
Team Problems Identified In The Company
Besides, the disengagement by the leadership has led to the emergence of numerous worker disagreements. Most workers tend not to agree on several things, something created by the power gap present. It is important to note that the power gap in the organizations distorts the communication channel, as the mostly present channel is the vertical communication. With such a communication channel, a worker tends not to heed the instructions issued to him or her by a colleague. It is the reliance of the vertical communication channel to get things done in the company that has made employees disrespect each other due to the numerous conflicts that occur in their teams.
Weak leadership is the other problem affecting the teams, which I have been able to identify during my time at the company. It is like the in place leaders do not have the holistic view of teamwork. For instance, there are incidents where the leaders set unachievable goals. With such leaders, it is evident that the teams are could be performing much better if the leadership was strong.
Resistance to change is one of the things that characterizes the numerous teams present. However, the leadership is responsible for this resistance, as it does not incorporate the ideas and opinions of the team members. It is from the prolonged resistance that the team members have, regarding the manner in which leaders conduct their operations, that delays the completion of the various projects handled.
How Transformational Leadership Can Help Bridge The Gaps In The Company
However, the transformational leadership theory can help remedy all the problems faced by the organization. The adaptation of the leadership motivational theory will help bring energy and enthusiasm back to the teams (Williams, 2005). One way to achieve this will be achieved by the type of leaders put in charge of the teams. The theory states that the person kept in charge should be the one who inspires people and makes them follow him or her. The theory further states that the person kept in charge should have a passion and vision for the things that do or plan. With this, the company's top brass would be able to make correct appointments regarding the people they give team's leadership position. The people given the leadership mantles need to have a clear vision regarding the team's proposed project. Having prior and good knowledge of the team's proposed project is one of the ways through which a leader can inspire his or her subordinates.
Besides, having prior knowledge of the project is helpful in making leaders develop the passion and vision that would enable them to achieve great things such as exceeding the set goals. It is imperative to note that a passionate leader tends to push the employees to put extra efforts in conducting their responsibility (Bush, 2010). It is such energetic and enthusiastic working environment that is bound to make the team perform to their best abilities according to the transformation theory.
The involvement of the leader in the team activity, something brought by the adoption of the transformational theory, helps deal with the problem of leadership disengagement in the teams activities. People in the leadership position are inspired to ensuring that set goals are met. It is this inspiration that makes them more involved in the daily operations of their teams (Mendonca & Kanungo, 2007). All the leaders want to ensure that the team members are having trouble in achieving their objectives and thus the close contact they have.
One of the aspects that determine the success of the leaders is the manner in which they sell the vision that they have to the group members. If the situational theory is adopted, the company will be able to ensure that the leaders have the necessary skills and strategies that would make them sell their vision to the team members. The importance of this is to ensure that members are well aware of what is required of them in fulfillment of their tasks. The importance of leaders successfully selling their vision to the group members is that projects can be successfully handled even in their absence.
Conclusion
In conclusion, my current job has given me the opportunity to learn about the importance of leadership in a team. The company that I work for has teams that help it achieve its objectives. However, there are gaps in the team' leadership that negatively impact its production. However, the application of the transformational theory, one of the theory under the power and influence theories, would make it possible for the company to bridge these gaps. For instance, the theory would help bridge the gap of poor leadership and create vibrancy and energy in the team’s leadership.
References
Bush, T. (2010). Theories of educational leadership and management. London: Sage Publications.
Mendonca, M. & Kanungo, R. (2007). Ethical leadership. Maidenhead: McGraw-Hill/Open University Press.
Williams, M. (2005). Leadership for leaders. London: Thorogood.
Winkler, I. (2010). Contemporary leadership theories. Heidelberg: Physica-Verlag.
