Leadership Styles and Organizational Citizenship Behavior

Question: Discuss about the Leadership Styles and Organizational Citizenship Behavior. Answer: Introduction: A particular team can never reach the peak of success without having a contribution of an efficient leader. A leader with proper guidance tends to direct the team properly so that the team members can meet the goal. Giltinane (2013) opined that an appropriate leadership style plays an important role to motivate the employees for performing well towards their own team. Leadership style is classified into different categories that include participative form of leadership style, autocratic form of leadership style and transformational form of leadership form of leadership. This particular study has provided three scenarios based on three different situations. The scenarios have been presented in such a way that leaders had to choose different form of leadership style based on the work situation. As emphasized by Du et al. (2013), every leader should maintain a basic principle while providing a proper guidance to the team members. Frequent change of leadership style may demolish the perf ormance of the team members. Frankel Pgcms (2017) has firmly denied the point of view of previous scholar. This particular author has opined that with the advancement of technology the needs and demands of the people are changing gradually. Therefore, leaders have to change their form of leadership style as per situation. This particular study has provided an in-depth overview on how appropriate form of leadership style has a major impact on the performance of a specific team. Lian Tui (2012) opined that many eminent scholars have expressed their own point of view regarding this specific topic. With the help of an effective critical analysis the study has focused to highlight the advantages and disadvantages of having an appropriate leader within a team. The leaders have to face innumerable challenges while directing the team members as the members belong to diverse cultures and backgrounds. The existence of an efficient leader within the team has both the positive and negative impact. This particular study is based on three different scenarios. In every scenario it has been observed lea ders have changed their leadership style in different situations. In the first scenario, the leadership style of a CEO in a specific company has been highlighted. The case scenario implies that CEO while taking any kind of business decision regarding the further business progress tends to follow autocratic form of leadership. Autocratic form of leadership implies that the decision of the managerial head is considered as supreme. Merchant (2012) stated that employees do not get enough scope to express their point of views regarding the business goal. The CEO tends to impose their decision on team members. On many cases it has been observed that team members have lost their enthusiasm for performing well for the team members. This kind of form of leadership style is very much important for the CEO before implementing business strategy (Mller, Geraldi Turner, 2012). On the other hand, it has been observed that every business organization faces sudden crisis while running the entire business process. At this specific time, the CEO prefers to change th eir leadership style from autocratic to participative. Suanj and Jakopec (2012) stated that participative form of leadership style involves both the employers and the employees equally towards the business process. This particular leadership style implies that employees can share their point of view regarding the success of business. While facing any kind of business crisis CEO needs to take collective decision by involving the managers as well as organizational employees. As a result, employees as well show their enthusiastic attitude for providing superior quality of services to the customers (Clarke, 2013). At the same time, the transformational form of leadership style enables that the CEO to work with the subordinate. By following transformational form of leadership style the CEO can focus on three major factors primarily. Zhu et al. (2013) opined that the facts include inspiring intent, conversation for fulfillment, authentic demeanor, accountable environment and structural integrity. The second scenario has provided detailed overview on how an efficient sport coach has followed several kinds of leadership style in various situations. Whenever a coach remains within the field and guides the players towards proper direction, the employees like to follow autocratic form of leadership style at the workplace. The players have to maintain all the instructions of coach at the play ground. Ng and Sears (2012) opined that in the play ground the players have to be very much focused towards reaching the goal. In this kind of situation the leader should not allow the players to express their own opinion due to avoid any kind of communication barrier, psychological barrier and cultural barrier. Coach should be very much strict in own decision with the help of which the individual can maintain a discipline at the ground (Lam and O'Higgins, 2012). On the other hand, the coach can implement trait leadership theory as well. Trait leadership theory enables the leader to make an ef fective interpersonal communication. Interpersonal communication is the systematic method with the help of which both the sender and the receiver can receive immediate feedback with each other. On the other hand, by maintaining face to face communication the players can express their internal problem that they are facing while surviving within the team. This kind of interpersonal communication helps both the players and the coach to maintain healthy team environment. On the other hand, when a coach is out of the field this particular individual tend to follow democratic form of leadership style. Moriano et al. (2014) the coach by involving all the responsible team mates tends to conduct an effective group session. This particular group session helps the individuals to share their collective opinion. Players are free to express own point of view. On the other hand, based on the opinion the coach gives the players necessary feedback. A specific team is endowed with players from different geographical boundaries and cultural attributes. Therefore, while working on the play ground the players have faced innumerable challenges in communication with each other. In this kind of situation, the overall unity and strength of a specific team is highly destroyed. Therefore, the primary responsibility of an ideal sport coach is to arrange group discussion session by following democratic form of leadership style so that every individual player can communicate with each other. The third scenario has depicted a clear vista on how an efficient leader should behave while the individual will be will stay in a battle field. In order to direct fighters in a battle field the role of an efficient leader is most prominent. A leader should have a proper skill of decision making while the person will be within battle field. Otherwise, any kind of delay in taking the proper decision can demolish the entire consequence. In this kind of situation, the leaders tend to choose autocratic form of leadership style. With the help of autocratic form of leadership style the leader does not have to wait for taking collective decision. As a result, the leader has to take the entire responsibility. On the other hand, when the leader would be out of the battle field the entire scenario is completely different. The leaders can wait for the decision of their team members. Participative form of leadership style can be followed at that particular time. By following the participative leadership styles both the team members and the leader can be involved within business process. Therefore, the leaders get the scope to receive necessary suggestions from the team members on how to win the battle field. As a result, internal communication among the team becomes stronger. This specific scenario has depicted a vast vista on how the leaders of a particular battle field have to face different kinds of unexpected situation at the battle ground. Based on the situation, the leaders have to change their form of leadership style as well. Whenever, an efficient leader prefers to change the leadership style instantly at the spot due to the sudden change of situation, it is called transformational leadership style. Only experienced leaders can use transformational leadership style at the workplace. Conclusion: This particular study has provided in-depth analysis on how leadership style implies a major significance for leading a team towards the business target. The entire study has made critical analysis on three different scenarios. One specific scenario is based on the leadership style of an existing CEO associated with a particular business organization. The second scenario depicts the portraiture of the role of sport coach in inspiring the team members as an efficient leader. The third scenario depicts the detailed overview on how the leader should deal with the situation in the battle field as an efficient leader and decision maker. After evaluating the three scenarios it has been observed that leaders play an important role in everywhere in their own way. While taking a business decision the CEO can take effective communication with the employees to take a collective decision. On the other hand, the situation of a battle field is completely different. The leaders do not have that much time to involve the team for taking participative decision at the battle ground. Therefore, the success of battle is highly dependent on the leader. Similarly, while playing on the ground, the sport coach does not have sufficient time to make collective decision. Therefore, the leaders when staying out of the field tend to implement participative leadership style at the workplace. Reference List: Clarke, S. (2013). Safety leadership: A meta?analytic review of transformational and transactional leadership styles as antecedents of safety behaviours.Journal of Occupational and Organizational Psychology,86(1), 22-49. Du, S., Swaen, V., Lindgreen, A., Sen, S. (2013). The roles of leadership styles in corporate social responsibility.Journal of business ethics,114(1), 155-169. Frankel, A., PGCMS, R. (2017). What leadership styles should senior nurses develop?.benefits,10, 32. Giltinane, C. L. (2013). Leadership styles and theories.Nursing Standard,27(41), 35-39. Lam, C. S., O'Higgins, E. R. (2012). Enhancing employee outcomes: The interrelated influences of managers' emotional intelligence and leadership style.Leadership and Organization Development Journal,33(2), 149-174. Lian, L. K., Tui, L. G. (2012). Leadership styles and organizational citizenship behavior: The mediating effect of subordinates' competence and downward influence tactics.The Journal of Applied Business and Economics,13(2), 59. Merchant, K. (2012). How men and women differ: Gender differences in communication styles, influence tactics, and leadership styles. Moriano, J. A., Molero, F., Topa, G., Mangin, J. P. L. (2014). The influence of transformational leadership and organizational identification on intrapreneurship.International Entrepreneurship and Management Journal,10(1), 103-119. Mller, R., Geraldi, J., Turner, J. R. (2012). Relationships between leadership and success in different types of project complexities.IEEE Transactions on Engineering Management,59(1), 77-90. Ng, E. S., Sears, G. J. (2012). CEO leadership styles and the implementation of organizational diversity practices: Moderating effects of social values and age.Journal of Business Ethics,105(1), 41-52. Suanj, Z., Jakopec, A. (2012). Fairness perceptions and job satisfaction as mediators of the relationship between leadership style and organizational commitment.Psihologijske teme,21(3), 509-526. Zhu, W., Newman, A., Miao, Q., Hooke, A. (2013). Revisiting the mediating role of trust in transformational leadership effects: Do different types of trust make a difference?.The Leadership Quarterly,24(1), 94-105.