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In every workplace, there has to be a leader. It is universal that a business leader functions as a motivator. Workers in any organization would expect encouragement and motivation from these leaders (Broadie 2007). They provide direction on the future of the organization. This is determined by changing technologies and market tastes and preferences. In line with this, they come up with the best strategies of achieving these goals. Even after consultations, it is their duty to determine the final path to be followed. They then follow it up to ensure that it happens even if it is not them executing the strategies. Despite the size of the organization, they have to come up with structures that would simplify execution and avoid complexity. Finally, it is the role of these leaders to make sure that people they lead are developing. The talented and the hard working in any organization should be rewarded either in kind or by improving their job grades. According to Duncan (2007), business leadership has proved to be very demanding and complex.

Leaders would vary from one organization to another. Some leaders exhibit very good leadership style while others are just but a complete failure. I have worked in an organization where Mr. John was the manager. Mr. John was humorous and would welcome new workers warmly. He would allow them adequate time to learn the codes of conduct in the organization he headed. To the older members of the organization, he would not allow any laziness and especially coming late for work. He assigned the gate keeper the duty of monitoring and reporting the latecomers while he would stroll into his office well after all the workers had reported. He would then rush all the departmental heads to his office and have full reports of the activities going on. He never at any point of his helm visit any of these departments personally. The manager did not understand what working conditions the workers were exposed to.

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He would leave very early for lunch break and would always find excuses for not being around most of the afternoons. Mr. John would occasionally call for an all-staff meeting and give messages of encouragement and directions for growth. Annually, he would host them for a party of thanksgiving. Unfortunately, promotions to higher ranks were almost impossible. He would use his powers to bring in his friends and relatives into the big vacant posts at the expense of those who had been serving in that organization. He could not come up with new ideas but expected inventions from his juniors. He would then own these ideas and try to execute them himself but often failed. He would also drag their implementation citing so many excuses and fears. For him, there was always some sense of satisfaction with whatever he had achieved. There was no exploration in his world. In my opinion, Mr. John was not an accomplished leader.

An inefficient leader would practise bullying on his employees (Bullying, confrontation are tools of ineffective leaders). They would use angry confrontations to deal with the behaviors of workers and productivity. They would not respond effectively to the complaints raised by customers. They are not accountable for the organization’s results but rather shift all duties and blames to others. Leaders who are ineffective would always compromise with new technologies. They would hesitate on taking up new technological challenges and insist on use of the old methods they think they understand. They would give up learning these new ideas or pushing for the organization’s interests. They don’t have anything to look up to but are contended with whatever they have achieved.

On the other hand, effective leaders would be the type that are inventive, confident and persistent ( Humanmetrics, Small Business Entrepreneur Profiler). They would not transfer their duties to their juniors. However, they would delegate every member of staff duties and responsibilities. He would not carry the whole burden solely. Change should be accepted as an obvious phenomenon in life (Dewey 2008). It takes an effective leader to embrace this and take the necessary measures to keep at par with the changes. Lisa Deway (2008) view effective leaders as those with self knowledge. In case of ethical challenges or choices, they should be willing to seek ideas and support from others. They should not consider themselves all-knowing. With this, they should desire to progress and achieve greater goals. They should never be satisfied with their current positions but desire to grow. In anticipation for growth, they should not be all in all but delegate duties and responsibilities amongst the concerned staff. They should incorporate ways of appreciating their workers and create them learning opportunities for growth. How one leads defines his personality. Leaders ought to go an extra mile if that is what it will take to achieve the set goals (Dewey 2008).

Despite the fact that leadership is complex as earlier indicated, there is no excuse for ineffective leadership. The qualities of effective leadership should be learnt and shared. Desire for knowledge will cause one to seek this knowledge and implementation henceforth.

REFERENCES

Article on Humanmetrics, Small Business Entrepreneur Profiler: Business Leader (Retrieved September 8, 2008 from ;http://www.humanmetrics.com/SBP/BusinessLeader.asp;

Brodie, D., The 6 Essential Functions of a Business Leader, (Retrieved  September 8, 2008 from ;http://ezinearticles.com/?The-6-Essential-Functions-of-a-Business-Leader;id=669884;

Bullying, confrontation are tools of ineffective leaders, 2008, (Retrieved September 8, 2008 from ;http://www.bizjournals.com/albuquerque/stories/2003/09/01/smallb3.html;)

Dewey Lisa, 2008, Five Qualities Good Leaders Express, Leader: Girl Scouts of the United States of America.

Ten Qualities Shared by Visionary Business Leaders, 2008, AllBusiness.com Inc.(Retrieved September 8, 2008 from ;http://www.allbusiness.com/human-resources/employee-development/4113289-1.html;)

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