In every organization, the role a leader plays determines the success of the firm. People usually have all kinds of pressure, either personal or work related. it is appropriate to ensure that the employees find the best way to sought out their personal problems and do not combine them with work. However, the need for effective leadership at all times is vital for the company’s sake to achieve its objective.
When addressing issues on effective leadership, one should consider the leader’s trait. For example, Charles Tang decided to confront, his accounts manager regarding a project given to Li with his initial supervisor. This issue seemed to matter a lot to Li, who was convinced that his current boss had made a huge mistake and it would affect the company’s reputation. Theoretically, bosses tend to believe that they are always smart in whatever they do, and they believe that their decisions are always the best. In addition, when Tag summoned a meeting he discovered that Li was disappointed with his boss but he was afraid to confront him. To be an effective leader, a leader should be in control of his emotions or have the skill to help their employees work out their emotional problems. Emotional intelligence is vital in creating a proper employer employee relation and a conducive environment for decision-making (Cherniss, 2000, para. 20). When Tang suggested a meeting he wanted to know of Li’s problem regarding that project so that they could come to an understanding.
While considering Fiedler’s Contingency Theory, it suggests that group performance is determined by the relation of two factors, that is leadership style and favorableness of a situation (Antoine n.d., para.1). This suggests that a leader should be task oriented and make it a point to do everything necessary to achieve organizational success. There certain decisions, that requires managers to work against their counterparts. Therefore, they should not allow emotions to make their judgment.
Situational leadership model is also important in leadership strategies. This means that, a leader should be in a position to create a development style that will engage him and his follower (Hersey and blanchard’s approach n.d., para. 1). For example, there are situations when some employees are reluctant to do a task. This may be due to many reasons. However, the leader should be task oriented and not be emotionally controlled. Therefore, the leader should strategize on how to help the follower so that organizational goals may be achieved.
Bibliography
Antoine, P n.d., Fiedler’s contingency theory of leadership, viewed 24 February 2013,
<http://www.stfrancis.edu/content/ba/ghkickul/stuwebs/btopics/works/fied.htm>
Cherniss, C 2000, Emotional Intelligence: What it is and why it matters, viewed 24 February 2013,
<http://www.eiconsortium.org/reports/what_is_emotional_intelligence.html>
Hersey and blanchard’s approach n.d., viewed 24 February 2013,
<http://changingminds.org/disciplines/leadership/styles/situational_leadership_hersey_blanchard.htm>
