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Every Team leaders must not lay down rules for guiding their subordinates rather delegate”

INTRODUCTION

Leadership is the quality of behaviour an individual poses in order to guide people or their activities in organising efforts (Selznick, 2011).  It could be said that leadership is an ability of a superior to boost up their subordinates to undertake their operation with greater confidence and zeal (Schein, 2010). Even, it is seen to be a process by which an executive imaginatively guides, influences and directs the work of their subordinates for achieving specified goals of the enterprise. Leaders has got a combination of several qualities that includes flexibility, skilled, confidence, sincerity, proficient and always have been an example for their subordinates to be followed in coming years (Carroll.et.al., 2008). This essay has been undertaken in order to study leadership style and it influences within the organisation. The complete essay will be laying out discussion in relation to the characteristic of a leader. Within the business there are various kinds of leadership style followed such as shared leadership, Team leadership, distributed leadership etc. and it is adopted as per the working style of a leader. This essay is going to shed lights on the statement that “Every Team leaders must not lay down rules for guiding their subordinates rather delegate”. Under this essay appropriate support has been laid down to this statement by laying down focus on team leadership and shared leadership by laying down focus towards theories with real time examples in  present business scenario. Further, it is also going to indicate the pros and cons of leadership and its effect on team and their members.  

DISCUSSION

The statement “Every Team leaders must not lay down rules for guiding their subordinates rather delegate” has been analyzed on the basis of academic theories and literature and on the personal leadership skill and experience. It has been seen that every statement has got two sides and for that it is important to support and challenge the statement within the essay (Bhatti.et.al., 2012). First, the statement will be supported and moreover it will be focusing upon tem leadership. Leadership is an art of carrying out several activities in accurate manners and getting it done from other as well. The leaders are liable to guide and monitor the subordinates as per the activity that they are required to be performed. In order to support the statement it could be said that whether every leader must not guide their subordinates (Adeyemi, 2010). Here, there is a need for focusing upon shared and distributed leadership style. In this regard Shared leadership could be defined as “A dynamic process of influencing individuals or a team in order to achieve goals and objectives of the business”. The main advantage that can be drawn out of this style is that leaders are able to attain a distinction in the activities by leading the people as per the needs. The major role of a leader is to undertake an appropriate decision that is based upon having adequate involvement of the employees as well (John.et.al., 2014). This approach supports the organisation by making the employees engaged in the plans and the strategies and thus would enhance subordinates work with more efficiency and effectiveness. It also assists the leaders in motivating the employees and bringing creativity and trusts in their minds by providing them opportunities of keeping their views in the organisational strategies and plans. The team members have been provided with adequate knowledge in overcoming with the issues and to make them learn to cope with the situation that is being faced by the organisation. Even there are various factors that lay down an impact on the effectiveness of shared leadership style like culture, gender, organisational structure and even the environment (McCarthy.et.al., 2010). There are large number of employee from diverse culture and environment and thus needs to be handled accordingly. It is very important for the leader to understand the culture and the adaptability of an individual and then have to lead them as per their capabilities.

An appropriate example that can be taken in this regard would be Carlos Ghosn Chairman and CEO of Nissan. Carlos came in the business when Nissan was a big failure for past few years. The main aim of Ghosn was to convert the losses of business in profits; otherwise the business will not remain stable for a longer period of time in the market (McCALL, 2010). For overcoming this aspect there were various strategies that have been adopted by Ghosn to save the company from bad phase. In this regard it has been observed that leadership style of Carlos has helped Nissan to come out of the worse situation. Ghosn found that Nissan business has been undergoing the method of consent decision making in their operations (Groysberg and Connolly, 2013). The Carlos brought change in this respect by relying on different team members of Nissan and obtaining recommendation for improving the operations of business and its profitability. Such an initiative undertaken by Carlos Ghosn has encouraged subordinates to participate in the business activities and that has turnaround the operational activities of Nissan (Gill, 2012). Here, the nature of relationship that has been followed between Carlos and his subordinate were democratic style of leadership (Stahl and Brannen, 2013). It has helped out Carlos in achieving the objectives of organisation in an appropriate manner. Even it has been seen that Ghosn has laid down freedom to their subordinates for carrying out measure that could help business in achieving their goals. Additionally, Carlos was always seen to be discussing with the ideas and taking suggestions from their subordinates.

Further, there is a need for laying down light on the challenging part of the statement. In this regard it could be said that “Every team leaders must lay down rules for guiding their subordinates”. Contradicting this statement, in the contemporary world every leader or individuals within a team has got different perception regarding this statement (Schoel.et.al., 2011). This sort of leadership is seen to be a traditional approach where all the decisions are taken by a team leader and subordinates need to follow them. In the present era it has been observed that in majority of the operations based enterprise this type of concept is followed as it increases discipline, skills and talented staff (Bhatti.et.al., 2012). The advantages that can be drawn out of this leadership style is that there are set strategies that is required to adopted by an leader and subordinates need to follow them for achieving the objectives of the business. The predefined goals of the business helps leader in allocating the work without any conflict among the subordinates. However, the disadvantage that can be drawn that can be drawn in this regard is that subordinates are not allowed to participate in the decision making and it lowers down their growth within the business.

The example that is seen to be successful in this respect is of Late Steve Jobs CEO of Apple was an exceptional example of this style of leadership. The company was not doing well when Job took over the as an Apple Interim CEO (Isaacson, 2012). At that time in a conference it has been asked by Michael Dell that “What he would have done had he been in Job’s shoes”. In this regard Dell answered that he would have sold Apple and gave back the money to shareholders. However, after that it could be seen that market capitalization of Dell remain stagnant $28.9 billion from $28.1 billion but for the apple it has reached up to $568.8 billion from $3.1 billion and it is seen to be the most valuable company in the present time (Sharma and Grant, 2011). This has been possible all because of tyrannical leadership style that was fire and force at will. It was all because of the special leadership of Steve Jobs as a leader who dominated the organisation subordinates and guided them with his authoritarian leadership style and unmatchable vision (Rigby.et.al., 2009). It has been believed by Steve Jobs that “One man with one vision will make Apple to be an iconic brand and business”. Further, even it could be seen that this belief has been proved materialised.

CONCLUSION

After undergoing this essay it could be said that both shared leadership and team leadership has their individual advantages and disadvantages. ‘Every team leaders must not lay down rules for guiding their subordinates rather delegate’ is a horizontal technique and a modern approach of leadership. In the present era it has been seen that subordinates enjoy their working if they are provided with opportunities for deciding the way they want to undertake their activities for enhancing their overall performance. For a leader it will not be possible to reach at every place in simultaneous manner. Thus, in order to reduce the work load it is important for a leader to delegate the task among the subordinates. Even it has been seen that shared leadership is a more of distributive kind of leadership where member of a team work together for achieving the objectives of the enterprise. Further, it could be said that in future there is requirement of laying down both team leadership and shared leadership for combing and transforming the knowledgeable work.

REFERENCES

Books and Journals

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Bhatti, N., Maitlo, G.M., Shaikh, N., Hashmi, M.A. and Shaikh, F.M., 2012. The impact of autocratic and democratic leadership style on job satisfaction.International Business Research, 5(2), p.192.

Carroll, B., Levy, L. and Richmond, D., 2008. Leadership as practice: Challenging the competency paradigm. Leadership, 4(4), pp.363-379.

Gill, C., 2012. The role of leadership in successful international mergers and acquisitions: Why Renault‐Nissan succeeded and DaimlerChrysler‐Mitsubishi failed. Human Resource Management, 51(3), pp.433-456.

Groysberg, B. and Connolly, K., 2013. Great leaders who make the mix work. Harvard Business Review, 91(9), pp.68-76.

Isaacson, W., 2012. The real leadership lessons of Steve Jobs. Harvard business review, 90(4), pp.92-102.

John, M.C. and Taylor, J.W., 2014, August. Leadership style, school climate, and the institutional commitment of teachers. In International Forum Journal (Vol. 1, No. 2).

McCALL, M.W., 2010. Recasting leadership development. Industrial and Organizational Psychology, 3(1), pp.3-19.

McCarthy, D.J., Puffer, S.M. and Darda, S.V., 2010. Convergence in entrepreneurial leadership style: Evidence from Russia. California Management Review, 52(4), pp.48-72.

Rigby, D.K., Gruver, K. and Allen, J., 2009. Innovation in turbulent times.Harvard business review, 87(6), pp.79-86.

Schein, E.H., 2010. Organizational culture and leadership (Vol. 2). John Wiley & Sons.

Schoel, C., Bluemke, M., Mueller, P. and Stahlberg, D., 2011. When autocratic leaders become an option—Uncertainty and self-esteem predict implicit leadership preferences. Journal of personality and social psychology,101(3), p.521.

Selznick, P., 2011. Leadership in administration: A sociological interpretation. Quid Pro Books.

Sharma, A. and Grant, D., 2011. Narrative, drama and charismatic leadership: The case of Apple’s Steve Jobs. Leadership, 7(1), pp.3-26.

Stahl, G.K. and Brannen, M.Y., 2013. Building cross-cultural leadership competence: An interview with Carlos Ghosn. Academy of Management Learning & Education, 12(3), pp.494-502.