What is leadership. Many studies have researched leadership and its attributes that influence workforce participation, involvement, job satisfaction, productivity, and goal achievement. Within an organization, leadership is the ability to provide direction, enact plans, and influence and motivate people towards outcomes. A central idea of leadership is to satisfy the psychological needs of a follower, because a leader’s ability to act as role model, support, empower, and inspire are effective traits to fulfilling an follower’s needs (Shu, 2015). Within organizational behavior, leadership requires the ability to create a culture and processes to accomplish goals. With tacit knowledge, intuition, and experience, leadership is a continuous
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With variations in every organization, leadership in each organization may require the use of different styles and behaviors to influence employee involvement and participation to reach organizational goals. Within the various leadership styles, leaders can inspire followers through their values and beliefs, leaders can delegate full or limit decision-making authority, and leaders can motivate, guide, and support workers to generate greater job satisfaction and employee motivation, all while striving to improve organizational performance and attain …show more content…
With a positive association, through incentives, authoritarian leaders provide motivation for manager to achieve goals, enable quicker decision-making, and focus team members on performing specific tasks (Shu, 2015). Neubert, Hunter, and Tolentino (2016) reported intrinsically motivated followers are more willing to be creative, adaptable, take risks, and persevere. Employees often work well under authoritarian leaders as they can be effective in building structure and prioritize tasks (Giltinane, 2013). Conversely, the drive for compliance and goal attainment may cause employees to dislike authoritarian leaders. While disliked, these leaders may be perceived as ineffective; however, this may evolve into appreciation and fondness once the positive results become apparent (Giltinane, 2013). Relating to intrinsic motivation, research indicates authoritarian leadership may create dissatisfaction with the leader and discourage organizational citizenship behaviors (OCB). Shu (2015) noted a nominal increase in intrinsic motivation with highly motivated employees and authoritarian leaders, whereas workers with lower intrinsic motivation displayed reduced levels of work engagement with authoritarian leaders. This suggests that authoritarian leaders are ineffective in increasing work engagement when employees lack the internal motivation
With variations in every organization, leadership in each organization may require the use of different styles and behaviors to influence employee involvement and participation to reach organizational goals. Within the various leadership styles, leaders can inspire followers through their values and beliefs, leaders can delegate full or limit decision-making authority, and leaders can motivate, guide, and support workers to generate greater job satisfaction and employee motivation, all while striving to improve organizational performance and attain …show more content…
With a positive association, through incentives, authoritarian leaders provide motivation for manager to achieve goals, enable quicker decision-making, and focus team members on performing specific tasks (Shu, 2015). Neubert, Hunter, and Tolentino (2016) reported intrinsically motivated followers are more willing to be creative, adaptable, take risks, and persevere. Employees often work well under authoritarian leaders as they can be effective in building structure and prioritize tasks (Giltinane, 2013). Conversely, the drive for compliance and goal attainment may cause employees to dislike authoritarian leaders. While disliked, these leaders may be perceived as ineffective; however, this may evolve into appreciation and fondness once the positive results become apparent (Giltinane, 2013). Relating to intrinsic motivation, research indicates authoritarian leadership may create dissatisfaction with the leader and discourage organizational citizenship behaviors (OCB). Shu (2015) noted a nominal increase in intrinsic motivation with highly motivated employees and authoritarian leaders, whereas workers with lower intrinsic motivation displayed reduced levels of work engagement with authoritarian leaders. This suggests that authoritarian leaders are ineffective in increasing work engagement when employees lack the internal motivation