At the work environment leader and follower relationship is very important because from that partnership organizational goals are achieved. For that to happen, the leader must be able to adapt to the situation presented in every task and use flexibility to understand followers’ development stages. If the leader can have those skills, it is very probable that his/her leadership will achieve more goals and will not fail (PSU, WC, Psych 485, lesson 5, 2016). The leader also will need to have directive abilities to be able to instigate followers in engaging in tasks. Some source of guidance will definitely be welcome to the scenario and maybe some coaching techniques will also contribute to goal achievement (Northouse, 2016, pg. 94). The leader style will also have an important influence on how followers react to each task. If the leader uses employee orientation and production orientation, he/she will consider both the organization technical goals and employees’ individuality and personal needs (Northouse, 2016, p. 73).
At my job, my supervisor style of leadership sometimes let me very frustrated. I try my best and I have a genuine intention of accomplishing my tasks such as generating weekly reports and keeping the CEO agenda daily updated for the whole support team. I do believe if the weekly report is done and the agenda is updated the whole team can have an idea of how the unwinding project is going; thus everyone can pace their work and follow the rest of the team. However, the scenario changes in daily basis as my supervisor pass on me her weekly individual tasks, which are supposed to be done by her, not me. At this point of my relationship with her, I realized that she believes she is a good leader and she thinks that delegating her tasks for me is efficient. On the other hand, what I see is that her leadership grid is an authority-compliance style, as she is heavily focused on task and job requirements and she does not take in consideration follower needs (neither mine nor the rest of the team); she always use me or others as tools to have her tasks done and it implies that she is controlling, demanding, and overpowering (Northouse, 2016, p. 75).
On our weekly meetings, where we get updates about the tasks and plan how to accomplish it, she always demonstrates self-defeating behavior that includes an inability to build relationship with the rest of the team (PSU, WC, Psych 485, lesson 5, 2016), most people just call it a selfish behavior. I would love to have a better experience at work with a leader who understands each different task situation and is able to focus on both the organization goals and followers’ socio-emotional needs. Those leaders are known as directive- high supportive and their relationship with followers is an exchange because the leader acts as a coach, giving substantial guidance and the follower grow into higher levels of development (Northouse, 2016, p. 94). Sometimes I feel that I get stuck on the D1 level of development because I am willing to succeed in several tasks, I want to learn and get engaged on them but my supervisor does not give me enough directions and does not coach me when it is needed (PSU, WC, Psych 485, lesson 5, 2016).
Without a leader who can adapt to the situation and recognize my stage of development I am unable to develop my functions properly at the office. Instead I have an insensitive leader, who does not care for followers needs, and who also is overly competitive and demanding. Unfortunately, this leadership style can drive her to self-destruction and she might eventually fail because she is not aware of the negative impact she has over others in the office (PSU, WC, Psych 485, lesson 5, 2016). What me and the whole support team needs at the office is a directive and supportive supervisor. This way we will be able to follow everyone steps throughout the projects and deliver successful accomplished tasks to our CEO.
The style of the leader is of greater importance in the work environment, however if the leader is unable to be flexible and adapt to the situation they might have an unusual leadership style. Thus, the situational approach emphasizes that for each follower development stage is one leadership style that complement each other like a puzzle, and that may be the key for an effective leadership. Remembering that the follower development fluctuates between different levels, the leader needs to be prepared to embrace the situation giving support, guidance or coaching whenever those skills are necessary (Northouse, 2016). It an just imagine that would be a very pleasant work environment if we had that where I work.
References:
Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: SAGE Publications.
Penn State World Campus (2016). PSYCH 485: Leadership in Work Settings. Lesson 5: Style and Situational Approaches. Retrieved from: https://psu.instructure.com/courses/1803831/discussion_topics/11369518?module_item_id=21139851