Problem Solving and Leadership - Coursework Example

R.Preeti 16/4/2008 LEADERSHIP Life is not a bed of roses and one needs to acknowledge the fact that there exist problems, lurking liek thorns, at every path. This is evident in every part of life, both personal and professional. On the professional front, it is more of a goal-oriented approach that exists and any deviation or threat to this, transforms into a problem. In an organisation or team, problems are not an alien concept. However, the only feature of consolation here, is the fact that problems are not faced individually, but as a group. Organisations and team work on the basis of cooperation and coordination between individuals and they seek to attack any problem or accept any challenge with the support of each other and more importantly, the guidance of the team leader! The history of leadership can be traced back to two phases of theories, the classic theories (before 1938) and the contemporary theories (after 1938). A leader plays a very important role in binding a team together and guiding them through the phases of problems and solving them, as well. A good leader is one, who can maintain his poise and dignity, level-headedness and expertise; and yet, be a part of the team and lead them. He possesses a clear vision and very often, discusses things out with his team mates. The article discusses these various theories that have emerged through the years, which all emphasize different leadership styles. LEADERSHIP "Superior leaders get things done with very little motion. They impart instruction not through many words, but through a few deeds. They keep informed about everything but interfere hardly at all. They are catalysts, and though things would not get done as well if they were not there, when they succeed they take no credit. And, because they take no credit, credit never leaves them," said Lao Tzu There exist numerous types of leaders---Autocratic, Bureaucratic, Participative, Laissez Faire and Paternalistic. Each of these kinds is distinctive and clear-cut in terms of its approach and the general perception. Autocratic leadership is characterised by close supervision, wherein the leader dons the most important role. The authoritarian gives clear and precise directions; and therefore assumes the top stop with authority. He or she offers no room for employee initiative or independent thoughts. There exists no room for discussions and sharing of ideas, since it is all one-sided. Employees do not participate in decision making and are more like obedient executioners of the plan of action imposed by the leader. In other words, the leader is the most important person, without whom the team crumbles into shambles. He or she becomes the be-all of the team and often is perceived as the face of the entire team. This is very often perceived as the least effective method of motivation, due to the non-participatory element in this form of leadership. The next form of leadership is the Bureaucratic form of leadership. This form of leadership focuses on the institution's rules and policies. It is more or less a statutory form of leadership, that follows theoretical principles with adherence. There exists an apprehension to take chances and management is done "by the book". There are no departures from the rules that are generally accepted. Attempts at creativity of thinking out of the box is something that is not synonymous with this kinds of leadership, more so because of the sheer dedication to rules and book material. There is very little or no employee freedom in this form of leadership, since only rules are followed and there is no room for creativity. The next form of leadership is the Laissez-Faire Leadership. It is also known as "Free Rein". This form of leadership assumes individuals to be self-motivated and responsible. Here, employees receive little or no supervision. Employees allowed to lead themselves and therefore, this leads to adaptability problems or ego clashes. The leader acts as a consultant when needed. The lack of leadership leads to disorganization and chaos. The individuals work as per their capacities. Due to this scenario, there is no common vision. This makes the team weak and every individual goes haywire. Therefore, this is more or less like a leaderless group, with every individual employee assuming leadership. Another type of leadership is the Paternalistic leadership, wherein employees treated like children. The leader believes that employees are unable to make decisions and try and do every single job for their employees. The leader acts as a benign dictator and the employees become dependent on the Leader. Due to this form of leadership, employees lack the individual initiative and are not given the opportunity to express themselves. With the passage of time, they become more of puppets in the hands of the paternalistic dictators. This type of leadership does not allow any space for growth and the employee is left subdued and feels like a subordinate. The final and the best form of leadership, is the Participative form. This form of leadership, not only exerts control, but also eggs team members to take active part in the processes and problems faced by the team. This brings about all-round development, team-building and bonding and also creates an amiable environment to work in. A leader who believes in Participative Leadership, believes in the fact that the entire group needs to work as a team, in the process of problem-solving. Encountering a problem or achieving a reward is not done individually, in a team. It comprises team effort and therefore, this form of leadership makes the most of the talents available within the team. The leader discusses facts and problems with his team mates, while also allowing them to come up with opinions and inputs. This helps in expanding ideas and coming up with faster and better solutions. This way, the leader not only encourages participation and utilisation of talent, but also gives every team member, the chance to express himself and be heard. This form of leadership implies the fact that the leader respects his team-mates and their opinions. Therefore, the demigod-type of leadership is rooted away here. A free debate, the contribution of ideas, discussion of pros and cons and various approached to solving the problem are discussed within the team. All these procedures take place without any partiality or partisan interests. Therefore, it is best suited for a team. The best part about this form of leadership is that, the leader retains the final say. He is not a mere nominal head, who has no control over his team-mates, allowing them to override him. After all the discussion and contribution, he analyses the path best suited and gives out the final verdict on the mode of problem-solving. Thus, Participative Leadership is an excellent choice of leadership, for problem solving, as it not only makes the most fo talent available within the team, but also retains the dignity and authority of the leader---all in one go! Today's workplaces have incorporated the process of working in teams. Conflicts are a part and participle of every workplace functioning. These conflicts can arise in the form of ego clashes, or inappropriate performances at work, competition or any other such issue. However, it is important for workplaces to recognise these tension areas that cause these conflicts and proceed towards conflict resolution mechanisms, in order to emerge successful. This is where the role of leaders becomes prominent. Leaders help minimise conflicts and help in coordinating the functioning of various teams, and bring about an amalgamated result. They also help in bringing out the most out of employees under them and thus, help in connecting the workers and employees, with the employers. In an organisation, the work culture is brought in and established by the Leader. The Leader's assumptions are "taught" to the group. Leaders get their ideas implemented in a number of ways. For instance, socialization is one activity that can help a great deal in establishing strong workplace bonds, while also attuning the group to the leader's ideas. The charisma of the leader is yet another factor in getting people to listen to him. History is full of examples of leaders who have managed to sway public opinion, by virtue of their sheer charisma. Leaders can also get their team-mates to act right, by first enacting the activities desired themselves, and in the process, exuding confidence. Mahatma Gandhi, Lenin, Abraham Lincoln and numerous other leaders had their own styles of working. Leadership styles vary from one leader to another. However, the leader who adapts his style according to the situation and executes tasks and manages his team with utmost tactfulness is the one who emerges successful. Thus, leaders are an indispensible part of workplaces today. REFERENCES Website: www.leadershiphelp.com Website: www.hinduonnet.com Principle Centred Leadership, Stephen R Covey Organizational Culture & Leadership, Edgar H Schein HR Strategy, Paul Kearns, Butterworth-Heinemann 'Mass Communication, Keval J Kumar, Jaico Publishers The Leadership Challenge: How to get extraordinary things done in organizations, James M. Kouzes and Barry Z. Posner Read More