The Topics of Leadership and Performance Have Endless Ideas SpRead Over Theorists

The topics of leadership and performance have endless ideas spread over theorists.

This essay is related to identifying the importance of leadership in the performance of the organization. It analyses the different ‘qualities' [Stewart 1963] and ‘styles of leadership' [Likert 1961] in development and creativity of the organization. It also showcases, my personal experience and general ideas with the references. The main aim is to provide links between ‘leadership styles', organizational culture and organizational performance [Likert 1961]. Leadership and organizational theories are also used. According to Blackwell Dictionary of Sociology, ‘Leadership' is the potential to control what goes on in a community. Sander A Flaum, 2002 characterized into ‘ The six Ps of leadership‘, they are ‘Purpose, People, Passion, Performance, Paranoia and persistence‘

Ralf M. Stodgill (1950) defines ‘leadership' as ‘influencing‘ process aimed at ‘ goal achievement‘. It means that, leadership is a position, which has been entitled to a person for giving guidance to his fellow mates and subordinates for achieving a particular task. A leader should possess certain important qualities like ‘judgement, foresight, emotional stability, initiative, fairness, integrity, dependability, ambition, and cooperation' [Stewart 1963]. He has to set his colleagues on the right path, which should result in better performance of the organization.

During my internship in a well-recognized firm in India, I analyzed that the manager was getting a lot of negative response from his subordinates. He had an ‘autocratic style of leadership' [Likert 1961]. ‘Autocratic leader has no confidence and trust in his subordinates. He imposes decisions and never delegates. Leaders of this sort, are known to have poor communication and teamwork' [Likert 1961]. His subordinates were not comfortable with his style. He had a negative impact on the organization. Weak leader can affect the organization. The owners found that the manager was misleading the organization and was forced to replace him. The decision was passed in the board meeting and co-workers appreciated it. This led to the appointment of a new manager. After analyzing him for a time period the management was appreciated by his subordinates. He was more effective in his style of management. The manager had ‘participative style of leadership'[Likert 1961] where he himself was ready to work with his subordinates. He was using ideas and opinions of his subordinates. This had a great influence on the internal relation in the organization, which has greatly influenced me in knowing about the functions of the organization.

‘Literature on organizational culture is rich and diverse' [Ogbonna: Harris 2000]. Leadership and organizational culture plays a vital role in the performance