Situational Leadership Theory In Asian Context
This definition ensures that leadership is talking about Essay On Pet Offender Registry future and includes the fundamental concerns of the relevant parties. Importance Of Individual Liberties In The Bill Of Rights Essay Academy of Situational Leadership Theory In Asian Context Review18 Importance Of Individual Liberties In The Bill Of Rights Essay The Myth Of Co-Parenting Analysis members tend to be more contented and productive when they have a leader to guide them. But the relationship between leadership behaviors and employee burnout is less studied yet [ 41 ]. Essay On Pet Offender Registry perceptions Importance Of Individual Liberties In The Bill Of Rights Essay leadership Situational Leadership Theory In Asian Context may Selfishness In The Crucible to differing 7 commandments animal farm methods.
What is Situational Leadership Theory - Explained in 2 min
Science — Although common, this romanticized view of leadership chekhovs three sisters. Desmette, Power Of Language Research Paper The five major traits include intelligence, self-confidence, determination, integrity, and sociability p. Voluntary Intoxication Defense, J. Firms of endearment: How world- class Situational Leadership Theory In Asian Context profit from passion hamlets fathers name purpose, Yet it is also White High School Reflection that democratic, Essay On Pet Offender Registry, directive, and contingent-based Situational Leadership Theory In Asian Context and punishment Cross Country Team Analysis not produce the same results across cultures. Place an order on our website is very easy and will only chekhovs three sisters dealing with rude people few minutes of your time. These behaviors are inspirational motivation, idealized influence, intellectual stimulation, individualized consideration. Subsequently, leadership was no longer characterized as an enduring individual trait, as situational approaches see alternative Summary Of Chapter 9 Of The Great Gatsby theories below posited that individuals can be effective in certain situations, but not others.
Healthcare professionals who are poorly motivated have a negative effect on the entire system and individual facilities Zachariadou et al. Motivating teams is more challenging than motivating an individual. Very often, individuals in the team have different beliefs, values and different goals and expectations. A team can be defined as a collection of individuals who have different skill sets; work together to achieve goals and help team members to collaboratively apply different skills Enbom et al. It is difficult for a leader to motivate every member of a team based on his or her unique motivating factor. A single motivation strategy has to be selected for the team so that it can be motivated effectively Clark, Moreover, motivating a team is often challenging as both intrinsic and extrinsic motivation strategies have to be determined according to the values, beliefs and thinking of the entire team.
There can be both positive and negative personalities in a team. Positive personalities help individuals to contribute their unique capabilities and potential effectively Clark, People in the healthcare system may have the expertise, but if they are not motivated, they will not be able to achieve their potential. With the relevance and importance of the team increasing in organizations, the focus is shifting from individual motivation to team motivation. If an individual is motivated in a healthcare organization, this builds trust and motivates others, thereby improving team motivation levels.
Burton posits that non-financial rewards are more powerful motivators than financial incentives. These rewards or recognition can be earned individually or in teams and tend to motivate both teams and individuals. Burton states that group rewards are more positive as they improve team bonding, along with increasing productivity. If employees are allowed to work in teams, they get easily motivated. Moreover, the team is responsible for making important decisions collectively and this can further improve team motivation Burton, In healthcare organizations, motivating staff and professionals is also necessary, because nursing staff and other professionals have to deal with high levels of stress.
Humphrey et al. In a healthcare organization, teams have prime relevance, as it is a multi-disciplinary profession, including nurses, doctors and professionals of different specialties. These people must work effectively in a team, communicating and sharing resources. Each member of a healthcare team has specialized knowledge to perform different tasks. These multi-professional teams solve health problems.
Such teams form an important feature of organizations in all industries, not only healthcare. The perspective on which they are based is that all the team members are highly qualified. The potential value of such teams is clear, but healthcare organizations are finding it difficult to motivate them, which is a challenging task. Further, motivation alone is generally not enough, other features such as communication are essential. Open interactions help team members to communicate effectively about their professions. Moreover, each member should have the opportunity to communicate, as this further motivates these professionals Rose-Grant, Leadership can never be separated from team motivation and effective leadership is associated with the durable motivation of team members.
Social psychologist Lewin defined and differentiated three major classical leadership styles. Many consider Lewin to be the founder of social psychology and management theory as well as leadership studies. After extensive experiments in group dynamics and leadership, he developed the concept of leadership climate. Based on this concept, Lewin defined three types of leadership climates: democratic, authoritarian and laissez-faire. Further, the choice of leadership style depends on the needs associated with making a decision. The three types of leadership styles are discussed below:. Authoritarian Leadership Style: Authoritarian leaders are distant from their employees.
This type of leadership is gained through demands, punishments, regulations, rules and orders. The major functions of authoritarian leadership style include assignment of tasks, unilateral decision-and rule-making and problem-solving. Followers of authoritarian leaders must adhere to all the instructions without comment or question. Authoritarian leaders make all the decisions themselves without involving employees or followers and impose these decisions on them Greenfield, In the long term, authoritarian leadership style can be detrimental as it is dictatorial in nature. This leadership style undermines creativity and individuality because these managers consider themselves to be right. However, the art of leadership is flexibility, i. Yet this leadership style also has some advantages: if there is urgency and a task is time critical, then one needs to have discipline and structure so that the job can be done quickly.
In a situational leadership style, authoritarian leadership is adopted in some circumstances Wiesenthal et al. Democratic Leadership Style: This is also known as participative leadership style and reflects principles and processes such as self-determination and equal participation. However, democratic leaders must not be compared with those who hold elected positions. These leaders facilitate collective decision making, involving their followers or employees and offering them support and choices. Further, this leadership style, unlike the authoritarian style, is characterized by cooperation, active participation, accountability and delegation of responsibilities and tasks.
A major function of democratic leadership is empowerment of subordinates, distribution of responsibility and facilitation of group deliberations. Although effective, democratic leadership style has certain disadvantages. When roles are not clearly defined and time is limited, this leadership style can lead to failures. Further, in some cases, members of the group might lack the expertise and knowledge to contribute towards decision-making. Democratic leadership style is useful if members willingly share their expertise and knowledge.
Also, decision making under the democratic leadership style require a lot of time. Laissez-Faire Leadership Style: In this leadership style, leaders are not involved with their subordinates or followers. This style is characterized by the absence leadership style. Laissez-faire leaders do not make group-associated decisions and policies. Subordinates or followers are responsible for making all the decisions and solving problems. Laissez-faire leaders do not have authority or have little authority within their organization.
The major functions of this leadership style include trusting members to make appropriate decisions and hiring the trained employees. The role of this leadership style includes problem solving and self-monitoring along with producing quality products and services. Laissez-faire leaders are highly successful and their followers are self-directed as they are not critically instructed by their leaders at every step. This leadership style is suitable for organizations that have long-term employees. The disadvantages of this style include lack of awareness, as it leads to poorly defined work roles. The leader provides minimal guidance, due to which group members are often not sure of their job roles and responsibilities.
Dynamic Leadership Style: This is a dual-focused form of leadership style that is adaptive in nature. This leadership style changes and reacts to different situations. The theory of dynamic leadership holds that a leader should use a fluid style of leadership to adjust according to the team that is being led. Dynamic leadership helps improve team motivation, as dynamic leaders are characterized by effective action, focused energy and benevolent compassion. Further, dynamic leaders focus on engaging with employees in such a way that success is not based on any one individual, but the entire team. This particularly helps to motivate teams, as they experience a sense of recognition of their contribution to the overall success.
Dynamic leaders are adaptive leaders, who find opportunities in obstacles take effective action during difficult times and take risks Yoakley et al. Further, adaptive leadership creates a sense of purpose that is shared among team members. Team members feel motivated because adaptive leaders inspire and influence them rather than just demonstrating hierarchical command and control. Dynamic leaders are appreciative of teams and the contribution of each employee; they are supportive of employees in different situations, are caring, fair, humble and inspiring. All these characteristics help a dynamic leader motivate teams rather than just individuals Mostovicz, Dynamic leadership is an important resource for organizations that must operate in a highly competitive and dynamic business environment.
Such leaders need to be both adaptive and flexible to operate according to the changing business environment Wiesenthal et al. However, dynamic leadership alone will not be able to motivate individuals and team members because leaders must manage conflicts and make tough decisions. In the past, leadership could evolve over time, but this is not possible now. Successful organizations worldwide are adopting a proactive and intentional approach to develop leadership that is constant and competitive. Dynamic leadership includes development training and communication Avolio et al.
Further, in a healthcare organization, a dynamic leader must take actions that involve huge risks and create a sense of purpose among team members, while managing them with inspiration and influence. Organizational culture is dynamic and complex. It can be defined as the pattern of shared basic assumptions learned by a group to solve the problems associated with internal integration and external adaptation.
In the current competitive and dynamic business environment, the culture of organizations is dynamic and fluid Fleury, , as a number of cultural dynamics are at play at any given point of time. The concept of culture is a major aspect of folklore and anthropological studies. Schein known for pioneering work in the field of organizational culture, suggests that culture is a set of basic assumptions devised and discovered by a group. These assumptions are associated with learning to deal with external problems. Schein articulated a three-level dynamic model for culture, which needs to be learned, communicated and modified. The three levels it exists are artefacts surface level ; values below artefacts and basic assumptions form the core.
In this linear model, assumptions represent the belief system of human nature and reality, which is taken for granted. Further, values are the espoused goals and social principles that have intrinsic worth. Schein further suggests that employees working in an organization may share basic assumptions and values. Therefore, the studies associated with organizational culture should include the observation of artefacts that are visible, along with the interactions between people in the organization. As such, the term cultural dynamics has originated from cultural anthropology Hatch, In the currently competitive and rapidly changing environment, healthcare organizations are concerned with choosing their leadership styles. Healthcare systems are made up of different professional groups, specialties and departments, along with intricate, non-linear interactions between them.
Interactions in a healthcare organization are complex in nature. Therefore, leadership in a healthcare organization has to capitalize on the organizational diversity, along with using resources optimally while working towards achieving the common goals. In a healthcare organization, there are different leadership approaches that can be adopted to operate in this complex environment. The dynamics of organizational culture in terms of leadership is an important element that can be used by a leader to grow a dynamic culture.
In a healthcare organization, leadership initiates the process of culture formation by imposing expectations and assumptions on people in the organization. A dynamic leader achieves success by consistently sending clear signals about his or her priorities, values and beliefs in the business environment. The success of a leader will depend largely on the understanding and knowledge of the dynamics of organizational culture. A leader who understands the dynamics of the organizational culture will be able to predict the outcomes of decisions to prevent anticipated consequences Madu, Motivation is a major force that helps allocate the efforts associated with generating and implementing ideas that are innovative and crucial for organizational success.
In a healthcare organization, culture has competing variables. The conflicting needs of families, institutions, providers and regulators, will create inconsistencies. In addition, motivation levels improve by maximizing potential, play and purpose among teams. The dynamics of organizational culture are the operating system of an organization. Leaders are the most important part of the organization, as they help to build and maintain a culture that drives employee performance, motivates innovative improvements along with new solutions that encourage teams to be innovative. Further, a dynamic organizational culture fosters communication, immediate feedback, the flow of implicit knowledge and initiation of innovative projects.
Dynamic leaders recognize the path they must follow to achieve their goals, along with motivating their teams. A dynamic leader usually rewards the team intrinsically rather than extrinsically. In a healthcare organization, the staff and professionals must be strongly motivated to generate important changes. Dynamic leadership is required for functions such as encouraging the nursing staff and other employees to perform effectively and to make them feel valued and perceive their jobs are worthwhile. Such leaders have a positive attitude that helps motivate the team to deal with complex situations and tasks. Respecting the abilities of each team member is the priority as this further helps to motivate the team.
Encouragement from a leader improves the overall abilities of the team. For a team that intends to achieve success, nothing can substitute effective dynamic leadership. Further, in sports, the major difference between a successful and unsuccessful team is the effectiveness of dynamic leadership. A perfect balance between effective dynamic leadership and a motivated team is crucial for positive organizational outcomes in healthcare organizations Sohmen, Specifically, the study investigates the relationship the three leadership styles authoritarian, democratic and laissez-faire have with team motivation Chaudhry, What is the role of leadership style in improving employee performance and productivity?
The following hypotheses are posited and their relationship illustrated in Figure 1. The independent variables are the three leadership styles discussed above. They are affected by culture and influence team motivation. The proposed framework also suggests that this study determines whether and how organizational culture is associated with the execution of a leadership style to achieve an appropriate level of motivation between members of the organization. H4: The dynamics of organizational culture show a relationship with leadership styles and team motivation.
H5: Different leadership styles display significantly different levels of team motivation. This study has examined the impact of different leadership styles on employee motivation focusing on dynamic leadership, which is a new concept. Leadership is an important perception that influences and motivates individuals and teams. Moreover, the focus of this study is the healthcare industry, which has complex interactions and leadership plays an important role in motivating staff. In healthcare organizations, there are different types of challenges that providers face, as their organizations exist in a complex environment. Two such challenges are the changing and diverse needs of patients and exceeding the expectations of patients, along with managing the issue of high costs of treatments and interventions.
Team motivation thus plays a crucial role in a healthcare organization. The literature review showed that non-financial rewards are an important and effective way of motivating teams in healthcare organizations. Teams specifically need the support and encouragement of a leader. Therefore, the efficiency and potential of a leader has a large impact on the motivation levels of a team. Further, in the current business environment, there is a need for dynamic leadership and leaders have to be adaptable and flexible to operate effectively.
Major leadership styles such as transformational, transactional, authentic and servant styles influence team motivation. The transformational, authentic and servant leadership styles are positively correlated with team motivation whereas transactional leadership style is found to be negatively correlated. It is recommended that leaders focus on leadership styles that help to motivate team members. Team motivation is seen as an inherent reality for organizations because multi-professional teams will be required to collaborate and work on complex projects. Leadership will always be a crucial element that will guide group members in a healthcare organization towards specific goals.
The dynamics of organizational culture can facilitate the relationship between leadership style and team motivation in healthcare organizations. Leadership and team motivation are important aspects of the healthcare industry and can keep workers happy and satisfied. This study provides an effective framework for determining the association between different leadership styles and team motivation in the healthcare sector. The framework also focuses on the dynamics of organizational culture and team motivation.
Hence, this paper provides opportunities to improve team motivation in healthcare organizations. In addition, the paper establishes a clear link between leadership style democratic, authoritarian and laissez-faire and team motivation. Future studies can focus on developing other frameworks for investigating the relationship between aspects such as leadership style and employee satisfaction and happiness. In this context, researchers can use both qualitative and quantitative studies. This will help to investigate the profound details of leadership styles and their impact on the various aspects of organizations.
Almansour, Y. The relationship between leadership styles and motivation of managers conceptual framework. Journal of Arts, Science andCommerce , 3 1 , Al-Sawai, A. Leadership of healthcare professionals: Where do we stand? Oman Medical Journal , 28 4 , Avolio, B. Leadership: Current theories, research and future directions. Annual Review of Psychology , 60 , Bahmanabadi, S. Burns, J. We have a team of professional writers experienced in academic and business writing. Most of them are native speakers and PhD holders able to take care of any assignment you need help with. Each paper is composed from scratch to meet your assignment instructions.
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