Transformational and Charismatic Leadership Method †Free Samples

Question: Disucss about the Transformational and Charismatic Leadership Method. Answer: Introduction The aim of the assignment is to present the narrative review of the scenario in the workplace to reflect on the leadership behaviour or acts observed around. The leadership issues and behaviour can be analysed using various theories of leadership. The rationale for this study is the importance of the leadership function in any organisation. I have joined as an intern in the ABC Company in the spring of 2015. The company deals with the manufacturing and development of the custom hardware solutions. My goal as an intern is to learn the custom service management and learn some leadership skills. Harry who was the senior manager in the company since four years directly supervised me. His role was to lead the team of custom service. Recently, a 360-degree survey was conducted and he scored 70th percentile in terms of competency in motivating other employees. In his feedback, some of the employees mentioned that these competencies need to be demonstrated frequently for successful career advancement. Therefore, he was working hard to develop personal leadership skills. John directly reports to Harry and was working since 8 years in the company. His was an efficient worker. He sincerely works to achieve the team goals. After I have joined, I had leant that John was initially in different team and since the last two years, he had been working with Harry. In the four months of time, I had observed that John had several performances set back. He was frequently show caused for missing deadlines and for missed assignments that were critical in nature. Harry assigned him two projects. These projects include stretch goals and were not easy to hit by John. As I heard from senior manger, he had assigned these projects to John for personal development that he requested earlier. Harry worked together with John regularly to assure that things are on track. Every time John gave negative assurance about meeting, the deadlines. I could observe the entire team efforts were going waste. The team efforts were affected by Johns visible failures. Other setbacks in his case were related to his confrontations with teammates at different point of time in regards to missed deadlines. Upon regular coaching sessions, feedbacks and meeting sessions with John and team, Harry deduced that John was undergoing personal life challenges that hampered his professional work. Other causes were role changes in team and day-to work responsibilities that he could not cope up. Although, John positively accepted the teams feedback, Harry was mainly concerned on how to bring back the former excellent performer back on track. Harry was in dilemma on further assigning him an projects due to repeated discouragement. In a level 5 leadership model, there are five levels of leaders. These are Highly capable individual - at this stage the manager has skills to productively contribute towards team through talent, skills, knowledge and good work habits (Reid et al., 2014). Harry was too high capable individual as he obtained 70th percentile in 360-degree survey. His managers and co-workers also appreciated him for his competency in boosting others by his positive personal style. He was able to display confidence in others by being modest and compelling. He can set up successors for success. However, he was not counter intuitive. Contributing team member - A leader at this level can effectively work with others in group setting (Rhode, 2015). Harry was supportive about taking regular update on Johns assignments through the deadlines. Harry was contributing to personal development of John by assigning him projects of his calibre. This decision was a good one as it gives developmental opportunities to staff that will help make more contributions to the team (Antonakis, 2017). Competent manager - organises resources to assist people in achieving their objectives (Rhode, 2015). Harry failed to come up with creative solutions or alternate resources such as change in day-to-responsibilities to make John comfortable on stretch projects. John was uncomfortable in adjusting with the change in new team environment. Effective leader - can stimulates the group to high performance standards by catalysing commitment and having a compelling vision (Reid et al., 2014). At this stage, Harry was not able to skilfully persuade others in the team to be committed to ideas and actions. In case of John, the manager did not make efforts to make him commit towards the stretch assignments. Harry could have been more effective as a manager in persuading John to avoid missing deadlines or discuss any workplace issues. Executive leader- At this stage a manger possesses both personal humility plus professional will (Reid et al., 2014). Harry failed to act as role model for John. He did not demonstrate any will to work with John personally to obtain success in stretch projects. Even after his failures in assignments, Harry did not take out time to coach him. Consequently, it affected the team target and performance. This issue could have been resolved if Harry had undertaken stretch goals for himself. It would have been visible to John on how to handle these projects. Thus, it is can be suggested that Harry should be a role model for accountability and performance (Hooijberg Lane, 2014). This recommendation is justified as the protagonist is not able make decision about John. According to situational leadership theory McCleskey (2014), a manager must adopt to appropriate leadership style considering the need of hour such as transformational or transactional leadership style. In this case, the problem concerning the organisation is Johns underperformance. Since the underperformance is affecting the overall teams performance and eventually business productivity, there is a negative impact on the stakeholders such as decrease in staff morale, excess burden on other workers to compensate the loss and stress on the managers. Other than these internal factors the external factors that are, affecting the stakeholders are the disturbances in relationship with the client and decreasing reputation of the company due to decrease in projects assigned for hardware solutions. Thus, this problem requires immediate decision from the senior manager. Transformational leadership may be a good style for this situation as it is more person centered approach . It is justified as John requires assistance at both personal and professional level. Transformational leaders can make the emotional connection, develop others by acting as role model and foster safe environment for employees. They take full responsibilities when things go wrong (Avolio Yammarino, 2013). This function helps maximise the efficiency in achieving the organisational goals. Having good leadership skills help to have a good business sense and deal with the work place issues. Conclusion By being the participant-observer and through the practice of observation and reflection, it is possible to raise the consciousness about leadership. References Antonakis, J. (2017).The nature of leadership. Sage publications. Avolio, B. J., Yammarino, F. J. (Eds.). (2013). Introduction to, and overview of, transformational and charismatic leadership. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. xxvii-xxxiii). Emerald Group Publishing Limited. Hooijberg, R., Lane, N. (2014). Strategic leadership.Wiley Encyclopedia of Management. McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. Reid, W. A., Bud West, G. R., Winston, B. E., Wood, J. (2014). An instrument to measure level 5 leadership.Journal of Leadership Studies,8(1), 17-32. Rhode, D. L. (2015). Leadership Lessons.Tenn. L. Rev.,83, 713.