Impacts of leadership styles on organizational performance

Notably, there are inadequate conscious leaders in different fields such as politics, education, sports, organizations, and institutions. Therefore, there is a desperate need for a sensitive, conscious, compassionate, principled and competent leaders across the globe and in the United States. The performance of an organization is such a multidimensional and complex phenomenon that is based on the results of actual organizational outputs based on the objectives, goals, and outputs. This paper, therefore, seeks to analyze various leadership styles and the impacts of different leadership styles on the performance of organizations. Leadership is the ability of an individual to inspire others and make them work willingly towards an objective with much confidence in achieving it. Leadership and Organization As a process of influencing others into achieving particular goals through communication, leadership is based on interpersonal relationships with others.

A leader must belong to a particular group (Rosenbloom, 1998). Therefore, good communication is important for the thriving of leadership in an organization. The organization is made up of three elements: the management, the employees, and the goals of the company. Organizational leadership is judged on the success of the organization. The study of these leadership styles is essential in understanding the impact of leadership styles on the performance of organization (Nazarian et al. All these leadership styles are effective depending on the types of organization and the work environment in the organization. More importantly, a leadership style is a combination of different traits, characteristics, and behaviors of a leader in an organization. It determines the level and productivity of the interactions between the subordinates and their leader.

Transactional leadership style and organizational performance A transactional leader is always willing to give something back for what the leader achieves. Some of the weaknesses of autocratic style of leadership include denial of an opportunity for personal development within the organization, denies the employees the opportunity of developing accomplishment and pride, and it antagonizes the employees and dubs the organization of lasting co-operation and loyalty. Autocratic leadership promotes conservation, which is always one-sided and builds fewer creative followers of an organization. It adversely affects the level of motivation on employees and reduces the satisfaction levels in an organization (Imran et al. However, it is an operative style when applied for the short term. Its restriction of workplace communication and socialization affects the organization negatively based on the cordial functions of communication in an organization.

The level of expertise and position of leadership influences the stake an individual has in a decision-making process. Democratic leadership has a constructive impact on the organizational performance by allowing the subordinates to involve and share their opinions in decision making process. There is objective provision of criticism and praises on both the leader and the followers, providing a sense of responsibility (Hurduzeu, 2015). It provides critical opportunities for the employees of an organization to implement and express their creative ideas in the process of decision making. Besides, the style of leadership is important in preparation of future leaders for the long-term benefit of these organizations. Therefore, it focuses on the happiness of the subordinates but does so little on the future development of the subordinates.

Therefore, this leadership style affects organizational performance negatively. It does not motivate the subordinates enough to realize their expected outcomes. Bureaucratic leadership style and performance of an organization According to Imran et al. (2016), bureaucratic leaders focus on influencing subordinates to understand and follow their procedures and policies. There is a positive relationship between transformative style of leadership and the performance of an organization (ORABI, 2016). Transformational leadership has a direct constructive influence on the activities of an organization. Qualities of a good leader in an organization Although the leadership is determined by the leadership style and the type of power an individual employ in managing the affairs of an organization, effective leadership depends on the personality of a leader. Leadership is essential in the creation of the mission, vision, policies, and objectives of an organization (Sun & Henderson, 2017).

The current society largely faces the challenges of unethical practices initiated by the leadership of an organization. Effective communication between the leader and subordinates improves the ability of the employee to give their best in the organization (Mutahar et al. For instance, communication allows the subordinates to share their inputs in decision making and feel valued for sharing their opinion. A leader with good communication skills motivates the subordinates of an organization to handle the responsibility of the leadership’s decision and the situation demand, while poor communication skills in a leader can lead to ineffective leadership with minimal realization of the set goals and objectives of the leader. Human relations Leaders should inculcate interpersonal relationships with people in an organization.

This leadership habit involves a strong relationship one has with others in society. Trait leadership approach It is a theory that largely attributes good leadership to the traits of a leader. According to the theory, leaders are born and cannot be made in society (Orabi, 2016). Therefore, a leader should be able to display enthusiasm, warmth, and integrity. A leader should be easy to trust due to his or her ability to accommodate and listen to different views from his or hers. A leader should be able to remain calm even in difficult situations to handle the problem. The paper also discussed various leadership styles, leadership theories and their impacts on organizational performance. Some leadership styles affect organizational performances negatively, and some affect organizational performances positively.

Therefore, leadership styles are essential in the creation of opportunities for a sense of belonging to the subordinates in an organization involved in the decision-making process. It is evident in the text that organizations should focus on the transformational and democratic leadership styles to maximize the performance of organizations. References Hurduzeu, R. The role of leadership styles and organizational learning capability on firm performance.  Journal of Global Strategic Management, 9(1), 113-124. Imran, M. K. , Ilyas, M. , & Khan, Z. R. Transformational leadership, corporate social responsibility, organizational innovation, and organizational performance: Symmetrical and asymmetrical analytical approaches.  Corporate Social Responsibility and Environmental Management, 25(6), 1270-1283. Mutahar, A. Inherited organizational performance? The perceptions of generation Y on the influence of leadership styles.  Leadership & Organization Development Journal, 38(8), 1078-1094.