Professor R. Morris
Nov 3, 2012
In any business, community, organization, religious group, or family there are many different ways people communicate based on their leadership styles and how they view themselves in this hierarchy. A person’s leadership style can motivate people to change a nation or send a business into turmoil and bankruptcy if their leadership does not produce advancement. Leaders of any organization are expected to set the tone and maintain stability (Ibarra & Hansen, 2011). When a new employee works for a company, they are usually given a 90 to 180 day probation period and the manager monitors the employee. During this time, the employee should also monitor their supervisor’s leadership style and ensure their working relationship is healthy because if a manager’s leadership style does not interconnect with the employee’s work ethic, the relationship will be strained and the company can not progress.
Human-Oriented Leadership vs. Task-Oriented Leadership A strong leader makes clear and concise decisions and promotes healthy debate among their team and encourages the team to have both performance goals and learning goals. Exhibiting these two goals allows employees the opportunity to not only showcase what they can do but ensure they understand why they are doing it and the importance of the tasks (Ibarra & Hansen, 2011). With these type of goals implemented in an organization the leader guiding the company or team may have a more human-oriented leadership style or task-oriented leadership style. Human-oriented leadership or communication is based relational aspects of the parties involved and the individual is concerned with how the employees or team members communicate and collaborate with each other (Bakker-Pieper, Ostenveld, & de Vries, 2010). Human-oriented leaders thrive on providing a positive and productive atmosphere for their employees work area. This kind of leader offers bonuses, extra time off for their employees to regroup and gain their focus, have teamwork activities that address conflict in the workplace, and openly discuss the team’s strength and weakness dynamics (McCrimmon, 2010).
When a task-oriented leader gives their employees a directive, the leader is now focused on putting together a process that all employees can understand so the task excels in presentation because it is developed successfully. Task-oriented leadership or communication is focused on the content of the information being provided and divide the workload into smaller tasks (McCrimmon, 2010). Human-oriented leaders are characterized by an assured, supportive, argumentative but precise, and verbally non-aggressive communication style. Task-oriented leaders are characterized by verbal aggressiveness in setting rules, planning trust, and goal setting and do not focus on friendliness, trust or inspiration (Bakker-Pieper, Ostenveld, & de Vries, 2010). Transformational, Charismatic and Transactional Leadership Style Human-oriented leadership is similar to transformational leadership because this leadership styles illuminates an employee’s personal needs in optimizing growth and motivates the team in succeeding for the good of the company. Transformational leadership includes the charismatic leadership style. Charismatic leaders are admired and trusted by their team and employees because they strive in putting the needs of the team ahead of their own and believe in sharing the workload and risks with the team. A charismatic leader has four unique characteristics that motivate their employees to follow their directions, sincere passion for life, and value in people, exude hope in everything they do and the people they work with, and share themselves by sharing wisdom and resources to add value to their working relationships (Maxwell, 2008).
Additional forms of transformational leadership include idealized influence and individualized