Identify and Analyze a Leadership Style for Organization Success

Identify and analyze a leadership style, practice, or decision and discuss its impact on organizational success

Leadership has a direct cause and effect relationship upon organizations and their success. Leaders determine values, culture, change tolerance and employee motivation. They shape institutional strategies including their execution and effectiveness. Leaders can appear at any level of an institution and are not exclusive to management. Successful leaders do, however, have one thing in common. They influence those around them in order to reap maximum benefit from the organization’s resources, including its most vital and expensive: its people. In this report, we will be analyzing Leadership Grid Theory together with Leadership Style and Behavioral concept to get the best results.

In any organization, every management would want their leaders to possess (9, 9) grid point (Appendix 1), which it is described that the leader should have high concern for both people and production, where the leader strives for maximum employee satisfaction and performance. In this model, the weaknesses will be on the quality, morale of its members. To overcome the weaknesses, we need to look at Leader who possesses Theory Y leadership attitudes where they believe that employees like to work and do not need to be closely supervised in order to do their work (Achua and Lussier 2010). Successful organizations will also need leaders to build a strong foundation for leader-follower relationship. Initially, leaders will be using the vertical dyadic linkage (VDL) Theory (Appendix 2). Leaders will be going from one on one relationship to create in-groups and out-groups within the work unit. Employees who are supportive and have strong social ties with the leader are considered as in-group while out-group is characterized that there is no social ties with the leaders and it is form on the basis of task centered relationship. Under Leader-Member Exchange (LMX) Theory,...