Alan Mulally, Ceo, Ford Motor Company
Assignment #3: Case: “Alan Mulally, CEO, Ford Motor Company”
Discuss the role of leadership and how it can impact organizational performance. The role of leadership is the act of motivating a group of people towards a common goal. Intelligence, maturity and breadth, achievement drive and integrity are key traits of most successful leaders. Less effective leaders don’t tend to possess these same traits even though these key traits don’t always determine the success of a leader. In order to successfully lead any team being smarter than their subordinates is a great start while the absences of knowledge that inferior workers have could delay performance. Effective leaders are driven by completing goals and moving on to the next goal without primarily counting on employees support or motivation to reach them. With the variety of traits shaping the leadership role integrity in opinion is the key trait that can determine if a leader can be successful or not in the long run. Employees very often have a hard time trusting a leader who is hypocritical and doesn’t follow their own values. Honesty and trust can determine the level at which employees will follow the leader without negative vibes. The degree of integrity in a leader reflects the attitude and performance of employees and vice versa. (Hellriegel & Slocum 2011 p. 297).
Traditionally there are four different leadership styles that describe the role of a leader and suit the team depending on their willingness; the telling style in which the leader gives specific directions and supervises closely, the selling style which helps builds confidence in the follower by the leader providing direction and encouraging two-way communication, the participating style in which the leader encourages followers to share ideas and facilitates the work by being supportive and helpful to employees, finally the delegating style in which the leader turns over responsibility for making and implementing decisions to followers.
Discuss the role of leadership and how it can impact organizational performance. The role of leadership is the act of motivating a group of people towards a common goal. Intelligence, maturity and breadth, achievement drive and integrity are key traits of most successful leaders. Less effective leaders don’t tend to possess these same traits even though these key traits don’t always determine the success of a leader. In order to successfully lead any team being smarter than their subordinates is a great start while the absences of knowledge that inferior workers have could delay performance. Effective leaders are driven by completing goals and moving on to the next goal without primarily counting on employees support or motivation to reach them. With the variety of traits shaping the leadership role integrity in opinion is the key trait that can determine if a leader can be successful or not in the long run. Employees very often have a hard time trusting a leader who is hypocritical and doesn’t follow their own values. Honesty and trust can determine the level at which employees will follow the leader without negative vibes. The degree of integrity in a leader reflects the attitude and performance of employees and vice versa. (Hellriegel & Slocum 2011 p. 297).
Traditionally there are four different leadership styles that describe the role of a leader and suit the team depending on their willingness; the telling style in which the leader gives specific directions and supervises closely, the selling style which helps builds confidence in the follower by the leader providing direction and encouraging two-way communication, the participating style in which the leader encourages followers to share ideas and facilitates the work by being supportive and helpful to employees, finally the delegating style in which the leader turns over responsibility for making and implementing decisions to followers.
References: Hellriegel, D., & Slocum, J.W., Jr. (2011). BUS520: Organizational behavior: 2011 custom edition (13th ed.) (p.297) Mason, OH: South-Western Cengage Learning. Hellriegel, D., & Slocum, J.W., Jr. (2011). BUS520: Organizational behavior: 2011 custom edition (13th ed.) (pp.305-306) Mason, OH: South-Western Cengage Learning. Hellriegel, D., & Slocum, J.W., Jr. (2011). BUS520: Organizational behavior: 2011 custom edition (13th ed.) (pp. 543-544) Mason, OH: South-Western Cengage Learning.