In this review, two interviews were conducted to ascertain the various leadership styles and frameworks used by the respective leaders in their organization. A comparison is then made to establish how similar or otherwise the two leaders were in terms of their ideologies and approach towards management. From the interview conducted, it was found that the two interviewees had different leadership approaches: bureaucratic and transformational leadership styles. The two had however similar themes such as employee motivation and improving workplace environment in order to realize improved performance.
Explanation of Leadership Methods
The method used by the interviewee to ensure that their team delivers high performance is through employee motivation. Both interviewees demonstrated that the use of employee motivation strategy as a key factor towards realizing increased productivity. When employees feel appreciated for their hard work and commitment, they are bound to work harder and attain much bigger organization goals. Both interviewees appeared to be reading from the same script in that they consider intrinsic and extrinsic motivation as well as reward systems to be instrumental towards realizing high performance. The difference between the two interviewees is that one considers job specialization as a better way of increasing performance while the other believes in job rotation and having holistic, well-rounded employees.
Identify leadership models and frameworks for each interview:
One of the interviewees said that he advocates for a bureaucratic style of leadership where leaders focus on upholding the rules governing the institution and ensuring that his workforce follow the outlined work procedures precisely. Given the nature of his business; which deals with machineries, it requires accuracy at every processing stage to guarantee their functionality. As a bureaucratic leader, he is in a better position to make follow ups and ensure all procedures are adhered to perfectly.
The other business leader on his side considered transformational leadership as his style and model of leadership. He considers it as a model that emphasizes on integrity and high emotional intelligence incorporated into the system of leadership. Being a good communicator, authentic and empathetic, the business leader considered himself to be well positioned to motivate his workforce with a shared vision towards attaining a specific goal. Additionally, transformational leaders are considered to inspire their team members as they expect nothing but the best from everyone something which primarily holds them accountable for their actions (Mittal 10). The interviewee considered himself to be such a kind of leader and the success that his organization has attained has been founded on this leadership framework.[Need an essay writing service? Find help here
Max Weber, a German sociologist developed the meaning to bureaucratic leadership to have six outlined tenets that define this leadership approach and these include:
- A strict hierarchy that has been fostered by the leadership and keenly adhered to
- The firm is governed by indisputable rules and regulations
- It is established along the lines of specialties where individuals with similar talents and expertise are grouped together
- The organization is focused on the board of directors and stakeholders
- The leadership is focused on performance rather than on employees
- Employment is centralized on the most technically proficient personnel (Lutzker 119).
According to James MacGregor Burns, transformational leadership, on the other hand, entails a strategy where leaders and their subjects help each other to advance to a higher standard of morale and motivation. There are five elements that define this leadership framework and these include:
- Innovation and creativity
- Strategies enforced at the workplace
- Implementation and plan execution
- Sustainability (Leban & Carol 554).
Other than the leadership frameworks endorsed, the other leadership framework that may have worked better than those mentioned is servant leadership approach. This style of leadership is characterized by individuals who lead by example and uphold high level of integrity and self-consciousness. This approach serves to create a positive corporate culture and very high morale among employees as they work to emulate their leaders.[“Write my essay for me?” Get help here.]
From the interviews, the bureaucratic leader happens to head a manufacturing plant that requires a lot of job specialization with stringent rules and regulations aimed at delivering to the required expectation. In this light, the leader is mandated to keenly adhere to the set rules so that machineries are manufactured without defaults. The other interviewee demonstrated practical use of his bureaucratic leadership on a practical scenario by employing workers who demonstrate proficiency and who share in the values and principles of the organization. He has also been steadfast in building a good working relationship with the taskforce that has seen the company record progressive increase in productivity since he stepped in as the Chief Executive officer of the company.
Discuss how leaders enable their teams to be successful
These leaders have been successful in their endeavors because they identified what their respective organizations needed and worked towards accomplishing this end. It is apparent that despite employing different leadership styles, they both record remarkable success in their business because they knew their strengths and capitalized on them to transform their workplace and spearhead the agendas of the company. Given that there is no one-fit-all approach to leadership, it is important that leaders be authentic and real to their personality and not copy other leader’s approach for what works for one organization may not possibly work for the other. This is a lesson that can be learnt from the leaders interviewed who managed to marshal their staffs towards accomplishing set goals in their respective leadership framework. Important to note is that once one takes a defined course and sticks to it, they are bound to record remarkable success. The interviewed leaders demonstrated commitment to their styles of leadership and believed in it to the extent of cultivating a culture in their organization. This culture trickled down to the employees who then executed the command appropriately.[Click Essay Writer to order your essay]
The methods used to implement the leadership framework include employee participation in which case they are actively involved in the policy formulation and implementation processes. This works to make them feel as important people in the organization and consequently increase their commitment and dedication at the workplace. Proper job description also helps to avoid job overlap and ensure every employee knows his or her duties and obligations to the company and works collaboratively towards meeting a common goal. Rewards have been used to motivate employees who demonstrate exceptional performance while complying with the rules and culture of the organization. This will work to inspire employees to strive towards attaining the set project goals as well as embrace the culture of the organization (Leban & Carol 554).
From the interview, it came out strongly that employees were committed to working within the governing principles as formulated by their leaders. Consequently, it became apparent that employees’ behaviors are influenced by their leaders. Organizations with exceptional, practical leaders have a vibrant workplace environment contrary to those with lenient, incompetent leaders that experience low productivity. Managers who command authority and have a sense of leadership automatically transfer the charisma and personality down to their team of employees in the course of attaining the set goals as was amicably demonstrated throughout the course of the interviews. The employees were responsive to the leadership framework fostered for by the interviewees and the results could be seen from their exceptional market performance in both bureaucratic and transformational leaders respectively.
The motivational tactics used included employee promotion, recognition, gifts hampers and vouchers, paid trips and vacations among other motivational approaches. The business leaders interviewed asserted to the fact that different groups of employees were motivated differently in accordance to their preferences, work experience, job groups and age bracket of the employee. These are some of the parameters that were considered in order for the motivational tactic to add significant value to the individual person. An intern at the company, for instance, is well motivated by monetary gifts, while an executive position holder may be rewarded by a paid vocational trip or extended leave. Without such considerations, the motivation tactic may not have a significant impact as it may so desire. Thus, this method of appreciation is only effective when properly assessed and examined to meet the prioritized needs of the employees. From the interviewees, they both demonstrated similar approaches to the motivational plan.
Analyze the leadership of change efforts for each interview
In the bureaucratic leadership, processes are largely rigid and defined. From the interview, it remained evident that the leader was more concerned about following the outlined procedure to get the expected results demonstrating their unresponsive nature to organizational changes. The transformational leader on his part demonstrated more dynamism and the need to be adaptable to various changing needs of today’s business market. For instance, the transformational leader changed the system to an advanced IT platform to monitor all the operations of the organization from one central serve. The changes meant that all the data and recordings were filed on the digitized online platform to increase accountability and seal loopholes in the system. As a leader, he was first to introduce the idea to the team, seeking for their consent and ideas to improve on the change project before initiating training sessions. The process was successful in initiating change as was endorsed by everyone. He also managed to set a team of experts to these through the transitioning process from the old analogue systems to a more technically advanced technology. This strategy was successful because it was implemented systematically and with the full support and participation of all its stakeholders and employees. It is hence imperative to follow- up leadership roles and to ensure they are implemented to the latter.
Leban, William and Carol Zulauf. “Linking Emotional Intelligence Abilities and Transformational Leadership Styles”. Leadership & Organization Development Journal, vol. 25, no.7, 2004, pp.554-564.
Lutzker, Michael. “Max Weber and The Analysis of Modern Bureaucratic Organization: Notes Toward A Theory Of Appraisal”. The American Archivist, vol. 45, no. 2, 1982, pp. 119-130.
Mittal, Rakesh. “Charismatic And Transformational Leadership Styles: A Cross-Cultural Perspective”. International Journal of Business and Management, vol. 10, no. 3, 2015, pp. 1-15.