Leadership styles
In any organization, the objectives and mandates vary from one to the other depending on the managerial skills that have been deployed. Big companies when hiring the service of an individual they thoroughly check his/her capabilities and their ambitions so as to get the best from the market who is able to propel the company to achieve its’ goals and objectives. The chosen person should be of excellent integrity and a professional in his/her field. Companies are usually established with the main aim of making profits at the lowest cost of operation (Newstrom & Keith, 1993). In this company, we realize that leader A is a focused leader with an enduring heart. He took the corporation at a time when it was characterized by failures and with his self-driven attitude, and his ambitions as a manager, he worked tirelessly, and fiercely round the clock to put things on the right track. This is visible as in when he was hired for to deliver his services, the corporation was losing more than two million dollars annually, and its stock had nose dive to $23 per share. Immediately leader A took office there are so many changes that have occurred and the corporation’s shares have risen by 128% and the profit margins have seen an increase during the second quarter of leader A’s tenure.
The success of the corporation is also attributed to leader A’s acts of professionalism. When the media praise him for the company’s success he claims that it’s the other leaders contribution that result to that, but in reality without his strictness, guidance, and focused mind the company could not have realized its potentials. Leader A also takes up responsibility of mistakes and poor records that occur along the way, and as a good leader does not blame anyone, instead he learns from them and immediately makes correction such that in future such cases do not occur. In life, to succeed we must learn from our failures, get experience, and skills then we move forward with renewed energy. In addition leader A appreciated the effort of each individual, this motivates them since they feel part of the team and must work together to achieve their goals and objectives.
Leader B on the other hand has his way of handling things. He knows that for one to excel, he must invent a method of doing things better than you found it. He believes in strong leadership and therefore he puts down clear goals to be achieved by each subordinate and provides guidelines in each course so that the juniors do not fall off track so we can say he is focused and objective. He separates tasks and makes a chain of command so that whenever anything goes wrong, he will handle only specific personnel responsible for that mistake. Leader B therefore can be said to be strict and no nonsense individual who when you make any wrong doing, you are answerable to it and will have to account for it, punishment is inevitable but also believes in motivation and always will give rewards as encouragement to good work. With the delegation of responsibilities, leader B likes specialization, perfection, and hates failures hence one should be dedicated to his/her work lest it be found with mistakes.
Leader C on the other hand has different managerial skills. He likes continuity, and emphasizes that the long term set goals and objectives should be followed to the latter. He is open minded and encourages self motives as long as it is to the best of the organization so as one struggles, he should put the interest of the company ahead. With motivation and inspiration, he believes that individuals can work towards the success of the group hence everyone should act as per his/her senses. For higher achievements, he sets up high expectations and each worker should accomplish them within a certain specified time limit after which they are rewarded to make them proud of the organization, and build togetherness (Newstrom & Keith, 1993).
Moreover, leader C is social and by keeping track of employees’ special events, he helps them fulfill their plans and celebrate with them this build a sense of togetherness and feel needed. Leader C therefore has a heart to help one another for the betterment of all employees. He prefers an executive who is a role model and a mentor instead of a manager who is feared by the employees.
Reference:
Newstrom, J. and Keith, D. (1993). Organizational behavior: Human behavior at work. New
York: McGraw-hill
