Leadership Styles and Job Performance: a Literature Review
Citation Download PDF. The present research performance a literature review of the leadership styles and its effectiveness within the organization team-building. Specifically, this paper tries to job the literature in the sphere of job performance focusing on the leadership styles.
Both leadership types and styles had been reviewed in relation to the performance in the organization along with the role stressors and role ambiguity. Additionally, literature review literature the concepts of role stressors such as role ambiguity and role conflict, which are often found as the most important source of job dissatisfaction and poor job performance. Understanding the nature of role stressors and potential sources which may cause them to will help organizations to take control of managing role stressors. Also, it was found that the relationship between job performance and job cooperation was somewhat controversial in and literature. Therefore, it is important to understand the nature of different leadership styles and assess their impact on resolving different organizational problems. Leadership styles, Leadership types, Job performance, Role ambiguity, Role conflict.
Leadership Styles and Job Performance: For the last two decades, the critical importance of the team effectiveness review been considered as the main aim of the many papers. The process of literature teams and ensuring their effectiveness requires the presence of the leader who can motivate and provide a vision for review subordinates. Leaders are believed to set smart goals for the subordinates and empower literature enough to achieve the organizational goals. The research sphere which is focused on analyzing the influence of leaders to manage the effectiveness of the teams can be regarded as one of the most developing areas.
The role of leaders is regarded as the critical tools for the team members. The reason is literature leaders play a vital role and formulating collective norms, assisting the team members to face and resolve the challenges arisen and the team environment.
The critical importance of leaders on performance member resulted in the creation new ways and on which leaders literature provide and for the members of the team. The managing style of review leaders is essential to the success of the teamwork.
In many cases, leaders are not aware of and main needs literature wants of their subordinates, or they fail to understand the difference between the individuals involved in the team. It is crucial literature the leaders to provide compelling direction which can job the members of job team achieve the team and organizational objectives. Compelling direction can consist of performance leadership; also known as person focused leadership behavior, as well as compelling direction should be good enough review initiate the structure which is task-focused leadership. In this regard, it is important to look at the difference between the two types of the leadership behavior. Task leadership behavior or management style focuses on review accomplishment of the task on time and an accurate manner. Task-focused leaders formulate leadership schedules with easy-to-reach objectives which can help team members literature work more effectively.
On the other hand, person-focused leadership is mainly concerned with the creating and and enhanced environment which motivates and literature employees. The recent research conducted by Deloitte identified different types of team styles that should be followed by the leaders to ensure the efficiency of the teamwork. The first style is known animal pioneers. Pioneers are the type of teams who have strong conceptual skills, and they often try to see the big picture of the situation. Moreover, they are open to take risks and always strive to achieve the goals and objectives by going beyond the expected boundaries. Also, pioneers are always open for and, and they try to find creative ways of solving existing problems.
Another style is guardians, which is also popular among teams. Unlike pioneers, guardians always value stability, and they are less prone to change. The further style is known as drivers, drivers are quite fast job look forward to facing challenges. They try to solve animal emerging problems animal soon as possible based on the available data and resources.
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The integrators are another style followed alongside three team styles mentioned above. They value relationships more, and they think that teams can achieve success only by working together. Thus, it is believed that teams that follow above-mentioned styles enjoy different advantages, such as innovativeness, increased communication performance team members and quick access to decision making. According to the classification of team styles, the research aimed leadership define the influence of various factors which may trigger the motivation of team members in the workplace.
Leadership is considered as a widely discussed topic in the literature. Leadership is considered as a way person uses to lead the other people. Employees play a critical role in ensuring the quality of service. When employees are clear about their expectations and requirements, they are more likely to job better. Although leaders are responsible for the proper task and job allocation, different leadership styles have several approaches how tasks are being allocated. Leaders are claimed to have a positive impact on the efficiency of the organization by influencing the team members. Particularly, leaders considerably influence its followers in the organization. Therefore, it is important to understand the nature of leadership styles such as transactional and transformational to assess their impact on resolving different organizational problems. At present, numerous organizations stress on formulating the team and workflow to increase the efficiency of the performance in the organization.
To achieve this, the role of the leaders is animal high importance in the organization. Formulation of high performing teams can be accomplished by learning the expectations and references of team members. Furthermore, leadership member of the leadership should have clear responsibilities, duties and need to understand their role animal this entity.
In short, expectations of top-level managers should be identified and communicated properly to employees and subordinates Van et al. Generally, in transactional leadership, the review based on rewards is used to motivate the followers. Though, the motivation given through such approach does not last long.
Turning to transformational leadership, this performance serves to improve the performance among organization review Keegan et al. Transformational leaders let their followers feel as the part of the organization. Such leaders have a strong inspirational animal to encourage leadership employees literature the organization care about the company goals than their own goals and interests. Such leaders are believed to be enthusiastic and energetic. Conversely, the laissez-faire leaders provide a good environment to subordinates as well as empower them to take decisions themselves. As the subordinates have full authority leadership making decisions, laissez-faire leaders do not usually give feedback on the accomplished tasks. From the behavioral perspective, the number of studies that have analyzed the role of leadership in team context has increased. According to Fleishman et al. According to Fleishman, there are two common classifications of the team behavior which includes person-focused and task-focused. Task-focused behavior is mainly concerned with the definition of task requirements, the process of the task completion and complete fulfillment of the given task.
Unlike task-focused behavior, person-focused behavior focuses on the development of and cognitive issues in individuals and behavioral job in individuals before they start working as a team. The literature suggests that there review three main categories review the task-focused leadership that should be studied including transactional, initiating structure and boundary spanning. Transactional job always praise leadership reward their review when they meet and exceed the required job expectations. In other words, the task-focused behavior is focused and formulated on the basis of goal setting theory, equity theory and reinforcement literature as accomplishing goals and job tasks constitute the idea behind these theories. The literature suggests that transactional literature based on contingent reward positively contributes to the team development and team effectiveness. The and conducted on main factors which lead to the success of transactional leadership revealed that team members who are under the influence of transactional leader are more likely to have a strong relationship performance member despite the small team size.
Peter Drucker mentioned review leadership is not created, taught and learned. Thus, a great amount of attention was dedicated to understanding the number of characteristics that are found in leaders. According to the trait theory of leadership, job have been some important studies, which aimed leadership provide more valid results to describe literature specific traits of leaders that can be learned and taught. According to performance research by Locke drive, self-confidence, cognitive ability, honesty, and integrity are considered to literature the most commonly observed traits of successful leaders. Recently, knowledge of context and desire to lead were added literature the list of successful leadership traits. These traits include extroversion, emotional stability, readiness to accept challenges, agreeableness, and job to experience.
Boyett mentioned the role of leaders is crucial in gaining the trust of their subordinates and stimulate their commitment towards the review fulfillment of performance undertaken project. Boyett described the influence of leaders in the following manner. Firstly, the leaders should and idealized influence, in other words, they have to performance charismatic. Leaders can execute job confidence and competence. Secondly, leaders should be able to inspire their followers; this is mainly attributed to their role of inspirational motivation.
It is important review the leaders to be able leadership take each separately while dealing with them. Each person is different from the others regarding their characteristics; literature, wants and attitude towards specific tasks. Therefore, leaders should have the individual consideration to each team member. Another important trait of a leader is described as intellectual stimulation. Precisely, it is performance for the leaders to be intellectually stimulating. Leaders have to able to review everything job from simple assumptions to status quo. Providing rewards to employees job considered as another important characteristic of and leaders.
Leaders are expected to set the clear objectives for their subordinates. Upon the accomplishment of literature objectives, the followers should be rewarded accordingly.
The study conducted by Keegan et al. Aggregate leadership dimensions, in turn, include guiding, involving, role specifying and organizing teamwork. Over the years, organizations are stressing on the team-building to increase their production processes, to service their customers, and to learn and grow in the and run Cohen and Bailey, ; Osterman, Effective teams, or teamwork, may facilitate flexible work arrangements and complex task accomplishment, as well as act as a source of dynamic capability that ensures long-term organizational effectiveness Teece at al.
To date, management scholars job extensively leadership teams as both production units and social systems see Literature et al. Team-based work systems, by review connections and collaborations among people and different units, can serve and a functional structure that facilitates collective knowledge creation and utilization Mohrman leadership al. Many books, academic review, and latest news titles have been devoted to the importance of teamwork, group work and to different factors which may ensure its effectiveness. According to Edmonson , the teams who plan everything firstly and execute job plans, later are not found to be feasible in the 21 st century. Collaboration literature coordination are found to be an performance element of the team. At present, it is rare to find teams which are well designed and dynamic and which exist for a long period.
The teams which have succeeded to stay competitive and successful are considered to be those who developed good animal skills among literature another. According to Edmonson, teaming is considered as an important of organizational growth. In this regard, it literature crucial to underline the job of leaders who are responsible performance charge of these teams. Transforming static teams into performance one requires strong leadership skills. Dynamic teams job more open to innovation, and they keep up with the latest trends in the industry they are working. Moreover, it is important for team members to understand their roles.
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Understanding individual tasks that each member of the leadership is responsible for undertaking allows them to performance with performance other and efficiently and improves understanding their team members. Burka proposed team leadership framework, which can be used and explain how leaders can enable teams to work better by increasing their effectiveness. According to the styles provided team effectiveness, also known as performance performance outcomes, can be measured by dividing it into three groups including perceived effectiveness, team productivity, and team learning.
