Table of Contents
Introduction
Behind every great organization, lies great leadership. Leadership is a force that drives an organization through education, training, experience, and commitment (Fugate & Kinicki, 2018). There are several factors that come into play to ensure an organization and its culture thrive, however ensuring leadership is a priority will help position the company not only to survive, but also to succeed (Fugate & Kinicki, 2018). Leadership is placed strategically to help employees find their purpose and help convey a company’s business objectives, ultimately created to help the company achieve their goals. It is the process of influencing and motivating others to willingly and proficiently handle their job responsibilities.
The internal structure within a company is crucial to running an organization as it lays the foundation for the ethical climate and proposed leadership strategies. A business that appears to run with all necessary components of an exceptional organization yet is lacking leadership, will likely fail (Madanchian, Hussein, Noordin, & Taherdoost, 2017, p. 1043). Leadership serves as a foundation and without it, the organization would not survive in the ever-changing business market. Good leaders help a company use opportunity in order to attain specific goals (Amanchukwu, Stanley, & Ololube, 2015). These goals are expressed and strategies to achieve these goals are implemented; everyone working toward a common purpose (Amanchukwu, Stanley, & Ololube, 2015).
Purpose Statement
The objective of this paper is to explore how leadership is a fundamental part of an organizations success. Additionally, the contingency theory of leadership will be discussed in detail, showing that adaptive behavior is the most effective way to lead.
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Analysis
Leadership is defined as “the process where an individual influences a group of people to achieve a common goal” (Fugate & Kinicki, 2018). A good leader is at the forefront of your company, providing guidance and structure in order to maximize productivity and meet company goals (Fugate & Kinicki, 2018). The intention behind leadership is to assign responsibility to people who have an innate ability to connect with people. They are there lead and guide them to not only achieve the company’s mission, but also their personal career goals as well. This organizational direction fostered by leadership gives employees a clear representation of their dutiful responsibilities within their organization to hopefully succeed both personally and professionally (Amanchukwu, Stanley, & Ololube, 2015, p. 11).
The purpose of effective leadership is to develop employees and lead your team in an effort to achieve company goals. Employees look up to leadership for guidance and growth. It is crucial to understand that in order for an individual to lead; they cannot simply tell people what to do. Leaders take on the responsibility of earning the trust and loyalty of their employees, so they can seamlessly work toward a common business objective (Amanchukwu, Stanley, & Ololube, 2015, p. 12). If you have your employee’s respect and trust, you can reach higher productivity goals. With that said, gaining an employees respect is not where this ends. As an employee, it is imperative to feel appreciated for the role you play within the overall business. Being valued gives employees meaning and drives them to continue to work hard and give their best every day. When a leader offers inspiration and encouragement for their teams, employees begin to feel more apt to contribute and participate in creating a positive environment within the workplace (Amanchukwu, Stanley, & Ololube, 2015). A positive work environment brings forth more opportunity for growth both personally and in business.
The relationship between a good leader and their employee is evident when an employee is respected and appreciated for the job they do. Teamwork is an essential part of any organization as it is fundamental in obtaining company goals. Team leaders have the ability to influence and inspire their employees in an effort to accomplish business goals (Fugate & Kinicki, 2018). The motivation these leaders offer, aids employees in reaching a greater level of performance. A valued employee is a loyal employee. The more valued and supported they feel, the higher the possibility they will offer new ideas and strategies in order to help improve the organization (Madanchian, Hussein, Noordin, & Taherdoost, 2017, p. 1044).
While there are several different styles of leadership, most include constraints, both internal and external (Fugate & Kinicki, 2018). For example, different personalities, different work ethics, the technology the organization uses, the organizations resources, how big the organization is, etc. Most leadership styles are effective in only specific situations with specific criteria. No one style is effective in all scenarios (Fugate & Kinicki, 2018). However, one leadership style does make the most sense as it fits the always-changing business market. The Contingency Theory style of leadership is based on the idea that there is no one best way to manage an organization (Fugate & Kinicki, 2018). It is really that simple: adapt to your surroundings, change with the market, update your technology and modify your managerial strategies.
These are only a few of the many aspects this theory encompasses. This is the most appealing leadership style for any organization (Fugate & Kinicki, 2018). Being able to change something to make it work more efficiently is one of the main things we have the ability to do. If at first you don’t succeed, keep trying until you do. There are a few components of this theory that are very important in the overall execution of this style of leadership, such as there is no universal best way to manage a business, the environmental or business plan must “fit” with the leadership style and the needs of an organization are best satisfied when the style of leadership is appropriately implemented (Fugate & Kinicki, 2018).
The contingency theory is based on the idea that a leaders style of leading should adjust to each situation or circumstance, that there is no one best way or style of leading (Fugate & Kinicki, 2018). I agree with this theory more than any others because just like businesses need to adapt in order to stay relevant, a leader must adapt to keep their organizations moving in the direction. We live in a world where nothing stays the same for long. This needs to be in the forefront of all leaders plans. The fundamental idea behind the Contingency Theory is that there is no one best way to manage an organization (Fugate & Kinicki, 2018). There are many factors within business that can alter how a company should lead their employees to success (Amanchukwu, Stanley, & Ololube, 2015, p. 8). In other words, it all depends upon the situation at hand as to what will be the best course of action (Amanchukwu, Stanley, & Ololube, 2015, p. 8). A different style of leadership is needed with different circumstances. The contingency theory allows for the modification of leadership style, and is suited for all different scenarios and situations (Fugate & Kinicki, 2018).
Imagine starting your first day on the job at a new company. You have never done this type of work before. Your new leader is very laid back and does not give you much guidance as far as what you should be doing or what you will be doing day to day. Do you find this an effective type of leadership? It may work for those on the team who know what they should be doing and have a handle on the day to day, but not for you. In this situation, the leader should be able to adapt in order to help everyone be successful. The Contingency theory proposes that dependent on a situation, the leader will change their style of leadership (Fugate & Kinicki, 2018). Personally, I have always believed that in any situation, the ability to adapt in order to make something work or to ensure something does not fail, is an asset. Adaptation is necessary in all areas of life. What organization or leader wants to hold their employees back from succeeding? Personally, I do not think that many would want to; it would only hold the business back from being successful.
Today’s business has to keep up with the evolving markets and technology updates. The business market is always changing based on customer’s wants, needs and preferences. The organization must adapt to these changes or be left behind. In order for an organization to adapt to these changes, their leadership team must be able to adapt their leadership style as well (Fugate & Kinicki, 2018). A company can acclimate by focusing on all the variables in a given situation. This will make sure they are intently using their power to enhance the business. This will also help leadership focus on the best strategies needed to succeed, as they must make positive and effective decisions (Madanchian, Hussein, Noordin, & Taherdoost, 2017, p. 1044). When the leadership style is adjusted to the situation at hand the organizations goals are going to be achieved quicker.
Situational demands should dictate the type of leadership style one uses and it should be based on the modification of the leadership style in order to better fit a situation. With the Contingency style of leadership, the organizational culture would flourish, the company’s communication would remain open, employees would feel valued and an ethical climate would be present (Fugate & Kinicki, 2018). Employees in healthy work cultures are more likely to envision the company’s goals and help drive them. As mentioned previously, leadership within my organization is lacking. As a newer employee, I am having a hard time reaching out to my team leader when I need assistance. In order to be the best I can, I need to know my leadership team is there to support me and help me. I feel as though this type of leadership I have been subject to is more of a mixture of bureaucratic and micro managing leadership styles. I believe that my team’s leadership, or any organization for that matter, could benefit from the ability to adapt to different situations and different people, by adopting the contingency theory.
Conclusion
In conclusion, the adaptation of leadership style dependent on the situation is the most appropriate and effective style of leadership. It is most advantageous for an organization to encourage their leaders to modify their leadership style based on the situation and all variables involved. There is no one best way to manage or lead as all situations are different and require different demands of leadership (Fugate & Kinicki, 2018). In order to motivate employees and add value to an organization, leadership must be able to address the various environmental and situational factors and adjust their business strategies where applicable (Fugate & Kinicki, 2018).
I think that the theory of leaders using a range of different leadership styles or techniques that depend on the culture, environment and tasks at hand, would greatly improve not only workflow but also morale within the office. Great leaders create great employees and by following the contingency theory of leadership style, an organization will be on the path to success. An organization with rich leadership, that appreciates and supports their employees, means better efficiency, productivity and employee contribution to the business.
References
- Amanchukwu, R, Stanley, G., & Ololube, N. (2015). A Review of Leadership Theories, Principles and Styles and Their Relevance to Educational Management, Management, Vol. 5(No. 1), 6-14.
- Fugate, M., & Kinicki, A. (2018) Organizational behavior and ethical leadership. New York, NY: McGraw-Hill
- Madanchian, M., Hussein, N., Noordin, F. & Taherdoost, H. (2017). Leadership Effectiveness Measurement and Its Effects on Organization Outcomes, Procedia Engineering, 181. 1043-1048.
