Nowadays, leadership plays a very significant part in the life of the modern society. The role of leaders in modern organizations can hardly be underestimated, especially in the formation of the organization as a solid structure which is currently getting to be increasingly more significant. In fact, it should be said that nowadays organization’s unity is one of the key issues of the general success of organizational functioning that affects practically all spheres of the organizational structure. In this respect, it is necessary to underline that the effective leadership is one of the major conditions of the effective functioning of an organization at large. At the same time, the development of a high organizational effectiveness is hardly possible without hard work on this issue of leaders of organizations. It is the leaders who actually establish the basic ‘rules of the game’. They are also supposed to demonstrate the highest level of culture that should be followed as an example by the rest of the organization’s staff.
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On analyzing the current situation, it is possible to estimate that many organizations suffer from the lack of healthy organizational atmosphere though the understanding of its importance makes this problem one of the main targets in the development of an organization. Also, it should be said that the problem of the normal development of an organization is often associated with the problem of effective leadership and the reasons for such views are quite understandable. Obviously, nowadays, despite certain trends to democratization and liberalization of relations within organizations, the role of leaders and their position is still extremely important, especially in relation to the development of an effective organization (Yukl, 75).
Furthermore, it is practically impossible to imagine an effectively functioning organization if its leaders do not maintain the basic principles that correspond to the notion of democracy and lack charisma (Schmitt and Simonson, 1997). In other words, if leaders are characterized by arguable or even immoral ways of actions, or decisions than it is impossible to speak even about the possibility of the effective functioning of the organization they head. For instance, the example of Enron, one of the largest American companies, perfectly illustrates the extent to which the wrong actions and decisions, which are actually totally unacceptable and absolutely immoral, could be ruinous for an organization. Notably, it is impossible to develop effective leadership by elimination of the existing double standards. Also it is necessary to deprive the executives of their privileged position. Otherwise, it would be quite natural if the relations and interactions between the personnel of such an organization would be characterized by high level of conflicts and total lack of healthy organizational structure due to ineffective leadership suffering from double standards and privileges.
Unfortunately, nowadays, there are still a lot of examples of organizations, which suffer from the problem of ineffective leadership, but such a situation cannot last forever. In order to understand the ruinous character of the weak leadership or attempts of leaders to avoid responsibility for the development of their organization, it is necessary to point out that normal functioning of an organization needs proper and responsible leadership. Obviously, a variety of people working within organization cannot organize themselves and establish some basic principles and norms of functioning of the organization (Yukl, 201). At the same time, an organization’s leaders should encourage employees to accept basic principles and norms accepted within the organization from the moment they first enter this organization. This is the function of a leader to inform the employee about organization’s history, its traditions and culture before he/she agrees to employ a new person.
Naturally, the question concerning recommendations to leaders as for increasing effectiveness of the leadership arises. In fact, on answering this question, partially it is possible to refer to the role of leaders in the formation of effective organization mentioned just above. To put it more precisely, it is really possible to recommend to an organization’s leaders to become keepers of organizational culture and traditions. It means that they should be possibly as close to the organization’s ideal of a perfect employee as possible.
In actuality, it means that there actions, behavior, and attitude to other people, including employees should fully correspond to basic norms and standards accepted within the company. At the same time, in order to make the existing norms and rules acceptable, leaders should carefully select the personnel (Wilkins 406). In such a way, it would be possible to create a team of people who share the same moral values, views, ideas that would naturally minimize possible conflicts and create healthy ambiance within the organization. In this respect, leaders should be good psychologists to understand what kind of person they employ. On the other hand, they should also amply inform potential employees about their demands and norms that exist within the organization.
Obviously, such a careful selection of personnel that would share the basic values of an organization may be a very efficient means to improve the effectiveness of the organization’s functioning. Nonetheless, this measure is obviously insufficient since there remains room for frivolous interpretation of organizational norms by leaders themselves that would naturally undermine the normal development of the organization.
In such a situation, it is possible to recommend establishing clear rules and norms that would be understandable and acceptable for all the staff working within organization. For instance, it may be some ethical code developed by the organization in order to standardize behavior and work of the personnel, including leaders. At the same time, it is very important that this code, consisting of the set of basic rules and norms obligatory for all people working in the organization, was developed not only by leaders but by all employees that can be done by means of consultations or, else it is possible to stimulate employees propositions as for the future ethical code of the organization (Karakowsky, 268). Naturally, nobody can force people to act according to the demands of the code developed by leaders uniquely, while the contribution of every employee in the creation of such a code would make it more acceptable to every employee who would readily follow the rules he/she in person has suggested or agreed.
At first glance, it seems as if the role of leaders in this respect seems to be not very important but this is an erroneous view because it is the leaders who should initiate the improvement of the effectiveness of functioning of an organization and stimulate employees to contribute to the formation of a more effective organization. Moreover, it is leaders who should follow directly to the basic norms and rules developed in the ethical code or any other set of basic rules and principles of the organization. Anyway, it is very important that they remained democratic and were not in a privileged position compared to employees. Otherwise, no measures to make functioning of an organization would be efficient.
Thus, taking into account all above mentioned, it is possible to conclude that nowadays the role of leaders in the effective development of organizations can hardly be underestimated. This is why they should carefully work on the permanent improvement of functioning of organizations, their structure and principles of work, as the main conditions of the successful and effective leadership. At the same time, they should be democratic enough to hear the opinion of ordinary employees in order to avoid possible conflicts in the results of different views on the organization.
In other words, effective functioning of an organization may be achieved only by means of permanent communication between leaders and employees and only due to their close cooperation the organizational culture may acquire essential forms that would be acceptable for all people working within an organization that actually means effective leadership.
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Furthermore, it is practically impossible to imagine an effectively functioning organization if its leaders do not maintain the basic principles that correspond to the notion of democracy and lack charisma (Schmitt and Simonson, 1997). In other words, if leaders are characterized by arguable or even immoral ways of actions, or decisions than it is impossible to speak even about the possibility of the effective functioning of the organization they head. For instance, the example of Enron, one of the largest American companies, perfectly illustrates the extent to which the wrong actions and decisions, which are actually totally unacceptable and absolutely immoral, could be ruinous for an organization. Notably, it is impossible to develop effective leadership by elimination of the existing double standards. Also it is necessary to deprive the executives of their privileged position. Otherwise, it would be quite natural if the relations and interactions between the personnel of such an organization would be characterized by high level of conflicts and total lack of healthy organizational structure due to ineffective leadership suffering from double standards and privileges.
Unfortunately, nowadays, there are still a lot of examples of organizations, which suffer from the problem of ineffective leadership, but such a situation cannot last forever. In order to understand the ruinous character of the weak leadership or attempts of leaders to avoid responsibility for the development of their organization, it is necessary to point out that normal functioning of an organization needs proper and responsible leadership. Obviously, a variety of people working within organization cannot organize themselves and establish some basic principles and norms of functioning of the organization (Yukl, 201). At the same time, an organization’s leaders should encourage employees to accept basic principles and norms accepted within the organization from the moment they first enter this organization. This is the function of a leader to inform the employee about organization’s history, its traditions and culture before he/she agrees to employ a new person.
Naturally, the question concerning recommendations to leaders as for increasing effectiveness of the leadership arises. In fact, on answering this question, partially it is possible to refer to the role of leaders in the formation of effective organization mentioned just above. To put it more precisely, it is really possible to recommend to an organization’s leaders to become keepers of organizational culture and traditions. It means that they should be possibly as close to the organization’s ideal of a perfect employee as possible.
In actuality, it means that there actions, behavior, and attitude to other people, including employees should fully correspond to basic norms and standards accepted within the company. At the same time, in order to make the existing norms and rules acceptable, leaders should carefully select the personnel (Wilkins 406). In such a way, it would be possible to create a team of people who share the same moral values, views, ideas that would naturally minimize possible conflicts and create healthy ambiance within the organization. In this respect, leaders should be good psychologists to understand what kind of person they employ. On the other hand, they should also amply inform potential employees about their demands and norms that exist within the organization.
Obviously, such a careful selection of personnel that would share the basic values of an organization may be a very efficient means to improve the effectiveness of the organization’s functioning. Nonetheless, this measure is obviously insufficient since there remains room for frivolous interpretation of organizational norms by leaders themselves that would naturally undermine the normal development of the organization.
In such a situation, it is possible to recommend establishing clear rules and norms that would be understandable and acceptable for all the staff working within organization. For instance, it may be some ethical code developed by the organization in order to standardize behavior and work of the personnel, including leaders. At the same time, it is very important that this code, consisting of the set of basic rules and norms obligatory for all people working in the organization, was developed not only by leaders but by all employees that can be done by means of consultations or, else it is possible to stimulate employees propositions as for the future ethical code of the organization (Karakowsky, 268). Naturally, nobody can force people to act according to the demands of the code developed by leaders uniquely, while the contribution of every employee in the creation of such a code would make it more acceptable to every employee who would readily follow the rules he/she in person has suggested or agreed.
At first glance, it seems as if the role of leaders in this respect seems to be not very important but this is an erroneous view because it is the leaders who should initiate the improvement of the effectiveness of functioning of an organization and stimulate employees to contribute to the formation of a more effective organization. Moreover, it is leaders who should follow directly to the basic norms and rules developed in the ethical code or any other set of basic rules and principles of the organization. Anyway, it is very important that they remained democratic and were not in a privileged position compared to employees. Otherwise, no measures to make functioning of an organization would be efficient.
Thus, taking into account all above mentioned, it is possible to conclude that nowadays the role of leaders in the effective development of organizations can hardly be underestimated. This is why they should carefully work on the permanent improvement of functioning of organizations, their structure and principles of work, as the main conditions of the successful and effective leadership. At the same time, they should be democratic enough to hear the opinion of ordinary employees in order to avoid possible conflicts in the results of different views on the organization.
In other words, effective functioning of an organization may be achieved only by means of permanent communication between leaders and employees and only due to their close cooperation the organizational culture may acquire essential forms that would be acceptable for all people working within an organization that actually means effective leadership.
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