Leadership Styles and Theories Essay

2398 Words Oct 26th, 2012 10 Pages
Abstract

Leadership styles and theories are essential to an organization’s structure, culture, and development. Understanding leadership style can help a company build a foundation that can lead to improved productivity, employee retention, and improved employee relations. This paper will show the leadership style of my former manager and how his leadership influenced job performance, organizational commitment, trust, and decision-making. The goal is to better understand how his transformational leadership style helped improve my leadership and build on the policies and procedures within the organization. In addition, I will include information pertaining to my own leadership assessment as it pertains to do you have what it takes to be
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Kurt has a good reputation throughout the Target Corporation. If employees or subordinates described the type of person he is they would say that he is intelligent, articulate, respectful, dedicated, and supportive. The organizational power in which he possesses is referent power. The definition of referent power is “a desire to identify and be associated with a person”(Colquitt, Lepine, and Wesson, 2011, p. 454). An individual who possesses this type of power influences behavior because individuals desire to emulate him or her. This power explains how Kurt influenced employee’s behavior. If one compares the story behind his leadership style he or she would see how his power influenced behavior. For example, the guidelines for using this type of power include showing acceptance and positive regard, supportive and helpful, and use sincere forms of ingratiation. In addition, leaders who possess this type of power back up his or her staff when the situation arises. Furthermore, he or she makes sacrifices to show concern as well as keep their promises. Organizational power can help build a relationship between employer and employee. “If employees believe their organization care about them and their happiness, treat them with consideration, and distribute awards accordingly those employers are more likely to develop a positive of affective attachments to the employer”(Miller & Lee, 1999, p.581).

Contingency factors

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