What Is the Situation

Leadership?
The situational theory of leadership suggests that no single leadershi
which type of leadership and strategies are best-suited to the task. Acco
to adapt their style to the situation and look at cues such as the type of
to getting the job done.

Situational leadership theory is often referred to as the Hersey-Blancha

Hersey, author of The Situational Leader, and Ken Blanchard, author o
Hersey and Blanchard's theory identifies four different levels of maturi

M1: Group members lack the knowledge, skills, and willingne

M2: Group members are willing and enthusiastic, but lack the
M3: Group members have the skills and capability to complete
M4: Group members are highly skilled and willing to complete

The Hersey-Blanchard model suggests that the following leadership sty

Low Maturity (M1) - Telling (S1)

Medium Maturity (M2) - Selling (S2)
Medium Maturity (M3) - Participating (S3)
High Maturity (M4) - Delegating (S4)

Gill (2011) notes that a more "telling" style may be necessary at the be
knowledge to work on their own. As subordinates become more experi
a more delegating approach. This model of leadership focuses on flexib
 Capable but Cautious Performer (D3): Competence is growi
Self-Reliant Achiever (D4): High competence and commitme

SLII also suggests that effective leadership is dependent upon two key
giving specific directions and instructions and attempting to control the
such as encouraging subordinates, listening, and offering recognition a

The theory identifies four basic leadership styles.

Directing (S1): High on directing behaviors, low on supporting

Coaching (S2): High on both directing and supporting behavio
Supporting (S3): Low on directing behavior and high on supp
Delegating (S4): Low on both directing and supporting behavi

The main point of SLII theory is that not one of these four leadership s
behavior to the developmental skill of each subordinate for the task at h
Finally, as the Hersey-Blanchard model suggests, leaders need to cons
level is a measure of both an individual's ability to complete a task as w
member who is willing but lacks the ability is a recipe for failure.

"Correctly gauging this level of maturity allows the leader to select the
self-motivated employees who can accomplish goals," explain authors
Community College: Applying Theory to Practice.

Learn more:

8 Theories That Explain How and Why People Become Leader

10 Things You Can Do to Become a Better Leader
Are You a Transformational Leader?
Quiz: What's Your Leadership Style?
16 Traits You Need to Be a Great Leader

References
What is Situational Leadership? How Fle
Posted November 25, 2014 in Leadership is LearnedUpdated October 30, 2015by
Read more about situational leadership:

Situational leadership defined

History of situational leadership
Examples of situational leadership and quotations
Characteristics of situational leaders
Advantages and disadvantages of situational leadership
Benefits of situational leadership

Situational leadership defined

Situational leadership is flexible. It adapts to the existing work environm

based on a specific skill of the leader; instead, he or she modifies the s
 2. Pacesetting leaders, who set very high expectations for their
motivated. The leader leads by example. This style is used spa
3. Democratic leaders, who give followers a vote in almost all de
responsibility within the group. This style is, however, time con
4. Affiliative leaders, who put employees first. This style is used
build up the teams confidence. This style may risk poor perfor
5. Authoritative leaders, who are very good at analyzing problem
that is drifting aimlessly. This leader will allow his or her followe
6. Coercive leaders, who tell their subordinates what to do. They
style is good in disasters or if an organization requires a total o

Situational leadership according to Blanchard and

Stages of employee development in situational leadership

Along with leadership qualities, Blanchard and Hersey defined four typ

1. Low Competence; High Commitment

2. Some Competence: Low Commitment
3. High Competence: Variable Commitment
4. High Competence: High Commitment

Blanchard and Hersey also suggest that each of the four approaches s
members. For example, the lowest maturity level (M1) should work bes
should be most responsive to the delegating approach (S4).

Differences between situational leadership and other leadersh

Blanchard said situational leaders tend to choose between directive b
commitment, initiative, and positive attitudes). The maturity level conce
development levels.

Examples of situational leadership

Blanchard and his situational leadership collaborators have provided d

Prominent examples include Adobe, WD-40, Anthem Blue Cross Blue
Genentech, the San Diego Padres, and the Royal New Zealand Navy.

Any team environment that has frequent turnover provides an opportu

instance, represent clear examples of situational leadership because t

One president and two of the most successful coaches in college bask
John Wooden

John Wooden was named the head coach of UCLAs mens basketbal
championships. During that time he had team members graduate and
the team won seven straight championships.

UCLAs record 88-game winning streak and string of championships e

leadership philosophy: When youre through learning, youre through.

Situational leadership quotations

How do professionals become better situational leaders? It might be h

them to your circumstances:
 Trust: The leader must be able gain his or her followers trust a
Problem solving: The situational leader must be able to solve
style available
Coach: The situational leader must be able to evaluate the ma
strategy to enhance the follower and their personal character

Advantages and disadvantages of situational lead

Situational leadership does not work well in all circumstances. Lets loo

Situational leadership pros:

Easy to use: When a leader has the right style, he or she know
Situational leadership means choosing the right leadership style for th
on the competence and maturity of the followers. This is a time in histo

Situational Leadership
The Situational Leadership Model is arguabl
leadership and influence tool in the history of
 Dr. Herseys original Situational Leadership Model is base
serves as a framework to analyze each situation based on:

The amount of guidance and direction (task behavior) a leader give

The amount of socioemotional support (relationship behavior) a lea
The readiness level that followers exhibit in performing a specific ta

Situational Leaders learn to demonstrate four core, comm

Diagnose: Understand the situation they are trying to influence

Adapt: Adjust their behavior in response to the contingences of th
Communicate: Interact with others in a manner they can understa
Advance: Manage the movement

The Situational Leadership Model provides lead

The Benefits of Situational Lead
The Situational Leadership Model utilizes a r
leverage to effectively influence the behavior
The process is so simple to both understand and apply that its
common sense. At its core, Situational Leadership provid
between an effective style of leadership and the level of readi
much more than that

With application across organizational leaders, first-line mana

Leadership utilizes task specificity to serve as a mechanism
impact. We call these individuals situational leaders and wou
organization.
Drive Behavior Change and Bu
Task Specificity to Drive Behavior Change
Through the tools associated with the Situational Leadership
Curriculum, leaders are able to approach coaching and influe
opposed to making generalizations about a followers overall l

The result is targeted, dynamic coaching that drives

Situational leaders help followers grow and develop by using

of Performance Readiness. This translates to accelerated
results.
Recognizing the importance of sustainment in maximizing you
Studies has made The Four Moments of Truth a cornerstone
Curriculum courses.

Trait vs. Situational Approach for Leadersh

by Cynthia Measom
Part of your responsibility as a small business owner is leadership. Two optio
approach has a different focus. When choosing between the two, think about
employees.
Trait Leadership

Trait leadership focuses on the leader and the traits he exhibits. Certain types
known for his charisma. His ability to passionately articulate his visions made
effective leader include intelligence, self-confidence, integrity and determinat
pinpoint their traits.

Trait-Leadership Advantages

The trait leadership approach embodies the idea that leaders are exceptional i
society's idea that leaders are set apart from the rest of the group -- or leaders
situation and readiness level of the followers for a particular style of leadersh
directing style of leadership -- where the leader tells the followers exactly wh

Situational Leadership Advantages

Situational leadership consists of concepts that are easy to understand and app
have used it as the basis of their leadership program because of its positive an
exactly what to do for success. This direct approach takes the guesswork out o

Situational-Leadership Disadvantages

Education, age, experience and gender influence each subordinate's preferenc

considered in the situational-leadership approach. Limited research exists to s
guidelines exist on applying this type of leadership to groups. The guidelines
The fundamental idea of situational leadership is that there is n
Leadership changes according to the requirements of the group
flexible and adapt their style of leadership to the level of matu

2. Changes according to the situation

The leadership style that the situational leader brings into play
development level of the individuals involved. If the developm
oriented. If the individuals are sufficiently developed, the leade

3. Directing
Situational leadership will be high on the directive aspect wh
constant supervision. Here, the leader gives specific instruction
be achieved. It is similar to a parent supervising the actions of

4. Coaching
If the situation demands it, the leader will also coach their team
and the goals to be achieved. They do so with integrity, and are
weaknesses of the team or organization.

8. Courage
It takes a lot of courage for a leader to try out different leaders
leaders stick to a particular way of doing things whatever has
not afraid to take chances and to adopt a radically different lea

9. Clear vision
The situational leader has a clear vision of where the team is g
most effective behaviors and strategies to get to the goal.

10. Humility
The situational leader does not claim to know it all. With a gro
humility to accept limitations and seek the higher wisdom of th
 The task maturity of the people they are leading That is, how c
The details of the task

In situational leadership theory, leaders place

more or less emphasis on the empowerment
on whats needed to get the job done succes
The Situational leadership model represents four quadrants. Each qu

The diagram can be seen below:

Matching the Leadership Styles
The different leadership styles in situational leadership theory, rang
direction involved.

This level of direction and control and ultimately, the correct leader
Level (D1 to D4) of the team or individuals against one of the quad

In other words, by asking, how competent the team/individual is at c

in maturity. This then allows the leader to pick the correct style to su
appropriate leadership style to their development levels.

Looking at the diagram:

D1 task maturity is mapped to S1 leadership style

approach helps the individual / team to start to develop their skills a
influence and develop the team.

(S3) Participating: At this level of development, the leader adjusts

on relationships and less on task direction. He/ She allows the team(

The main aim here is to develop the team further to take action and
giving them greater scope for self-leadership.

(S4) Delegating: At this point in the cycle, the team are now compe
and the leadership style reflects a hands-off approach. The manager
as such, they competently get on with the task; setting goals, creatin
kept abreast through regular updates.

Using the Situational Leadersh

 Examples and case studies to help you apply the concepts of flexibl
Templates to help you understand the situation and apply the corre
Flash cards to help you remember the key concepts while at work.
A detailed step by step road-map on how to implement this situatio
A Learning Journal to help you accelerate your leadership lea
A Skills Matrix to help you track your teams capabilities and i
The Daily Stand-up Meeting E-Workbook How to engage yo
The Flexible Leader System Reference Card for quick and ea
the Coaching Cheat Sheet learn the 5 step process to coach
clients.

Flexible Leadership is Key

Growth and productivity effectively have a symbiotic relationship w
2. Be bold enough to adjust your style appropriately to match the in

3. Learn from your mistakes and develop as a leader Practice mak

If you can master becoming a flexible leader using the principles fro
improve and so too your team(s) outputs and goals.

Impact of Situational Leade

Apart from this, a leader has to provide a vision to the people; it is the visio
recent times where changes are rapid in the organizations, the leaders ha
they might have to use a combination of styles to address issues effective
approach has to be Selling, where people are educated about the change
as to how the change would be carried out. When the change starts settlin
people get an opportunity to partner in the change and take it ahead. The
be carried on by the others. The ultimate aim of any leader is to smoothly
worrying about its completion or effectiveness.

The leadership style also has a bearing when leaders are to act as mento
subordinates can be interpreted in the terms of Telling, Selling, Participatin
what is to be done, some learn when they know the importance of the task
ultimately some learn when they are actually allowed to perform the task.
best for the coachee and the fact that what works for one might not work f
 Maturity of the employees
Complexity of the task
Leadership style

In the Situational Leadership model, the leadership style has been di

S1: Telling - Telling style is associated with leaders who minutely

and when of the tasks that need to be performed.
S2: Selling - Selling style is when a leader provide controlled dire
between him/herself and the followers thus ensuring that the follow
S3: Participating - This style is characterized when the leaders s
should be performed. The leader in this case tries creating relation
S4: Delegating - In this case, the leader plays a role in decisions
out tasks to his followers. The leader however monitors and review

It is also represented by a diagram most often which is below:

 D4 - High Competence, High Commitment - The followers who
and high commitment towards tasks to be performed. It might hap
tasks. (For e.g. cricketing legend Sachin Tendulkar playing in the
D3 - High Competence, Variable Commitment - This category c
commitment level is inconsistent. They also tend to lack the confid
D2 - Some Competence, Low Commitment - In this case, the fo
do the job but they are low on commitment towards the tasks. Des
when faced with new situations. (A team member made the traine
D1 - Low Competence, High Commitment - This category of fol
level of commitment towards the task they have to perform, with c
(E.g. Mohandas Karamchand Gandhi, a lawyer by profession who

The above information regarding the style of leadership and the type of fo
situational leadership. So, a situational leader would try to accommodate h
commitment of his followers. This information is also an important aspect
the organizations.
 The theory has simple scales that a leader
assessment of what leadership style to use
Maturity and competence of the group are
and it helps to focus on these.

Con's

The theory may not be applicable to mana

power but in structurally in a leadership po
There are situations in which the theory m
time constraints and task complexity.
Testing of the theory doesn't seem to bear

Overview
The Hersey-Blanchard Situational Leadership Th
maturity level of those being led. To Hersey and
four basic behaviors, designated with a letter-nu

S-1 Telling
S-2 Selling
S-3 Participating
S-4 Delegating.

The leadership style, itself, manifests itself as b

relationship with the group. "Telling" behavior s
from the leader to the group. Do this task in thi
location, and get it finished by [whenever]. Tran
In the "selling" behavior, the leader attempts to
Each type of task may involve a different matur
level of M-3 might be only an M-1 with respect t

According to Hersey, ability level and willingnes

by raising the level of expectations. Blanchard o
commitment, again, with a letter designation:

D1 - Low competence and low commitmen

D2 - Low competence and high commitme
D3 - High competence and low/variable co
D4 - High competence and high commitme

Critique
Can one apply the Hersey-Blanchard Situational
There may not be a way of assessing accurately
is there is a time limitation. As an indication of t
absolute standard of readiness or maturity exist
order to clarify which subordinate populations sh
not." [3]. There always, too, is the misjudgmen
urgency or task complexity involved. Another is
do a task may change, and an initial judgment m
subjective, and context free.

Future of theory
Testing of the Hersey-Blanchard Situational Lea
quantifying the scales. In any event, in light of w
results, more work is needed to show the proof
 Related Articles
1Define Situational Leadership
2Negatives of a Situational Leadership Style
3Situational Leadership & Leader Effectiveness
Motivation

Providing support for employees based on their needs can provide a motivatin
perform their duties, which builds morale among workers. The hands-off app
workers can motivate the employees to work at their full potential. Situationa
levels.

Productivity

A motivating and supportive work environment can help increase productivit

the organization. Using the situational leadership approach can build morale a

Employee Retention

Morale and motivation play a role in employee retention as well. Employee tu

training to replace workers who leave the company. The high morale and sup
 Three important parts of this definition are the terms relation
people. Mutual means shared in common. Collaborators cooperate or work togeth

This definition of leadership says that the leader is influenced by the c

however, focused on a specific theory of leadership and its importance for the orga

The Path-Goal Theory of Leadership

The path-goal theory postulates that the most succes

by charting out and clarifying the paths to high performanc
leaders:

Motivate their followers to achieve group and organ

Make sure that they have control over outcomes th

 Characteristics of the Environment

o When a group is working on a task that has

effective.

o When a highly formal authority system is

satisfaction.

o When subordinates are in a team environmen

less necessary.

The path-goal theory developed by Robert House is based on the expec

workers to choose the best paths for reaching their goals. Best is judged by the a

goal setting theory and argues that leaders will have to engage in different types

situation. Its the leaders job to assist followers in attaining goals and to provide
 A leaders behavior is acceptable to subordinates whe
need satisfaction is contingent on performance, and the lea
Path goal theory identifies achievement-oriented, directive, pa

According to Robert Houses path-goal theory of lea

situation:

1. Directive Leadership

In directive leadership, the leader lets followers know w

tasks. This style is appropriate when the follower has an am
decisions for others and expecting followers or subordinates
 Directive leadership is appropriate and would best fit i

Leader Behavior

Directive leader is focused on task to tell its subordina

leader considers the task on how it would fit with others. Mor
in responding to the job. It is also the leader that would
uncertain and indefinite tasks.

Impact on Subordinates

This style of leadership would clarify the path to rewar

Situation:

Supportive leadership is suitable when followers lack s

Leader Behavior

Supportive leadership means building relationship wi

and friendly. The leader is concern for the well-being and n
approachable and have a sense of equal balance in status tre

Impact on Subordinates

Supportive leadership, in its own way, will have a desi

Situation

This style of leadership will be best suited in cases wh

Leader Behavior

The leader enables group participation or encourag

leader shares the work problems to subordinates for a prop
from the followers. After gathering suggestions, the leader th
the subordinates.

Impact on Subordinates
 When the organization lacks job challenge, achiev
condition. It is the time when the organization demands impro

Leader Behavior

This style of leadership calls for an aggressive leader

will set some challenging goals that is believed to be attain
would drive the leader for further achievements and seeks co
leader has the perfectionist desire for expecting the highest
the organizations effort in achieving the challenging goal. Th

Impact on Followers
 Through more effort, there would be an improvemen
enhanced satisfaction and fulfillment in reaching goals.

Houses 1971 article on Path-Goal Theory argued

performance are dependent on the leadership style chosen b
were examined in the theory including: leader initiating struc
and degree of closeness of the supervision.

Each of the dimensions was analyzed in terms of

Initiating structure was defined as the extent to which the le
as clarifying their expectations, specifying or assigning certain
 Interpreting the meaning of the theory can be confusing for the reason tha

result, it is difficult to implement.

Experimental research studies have demonstrated only partial support

between leadership behavior and worker motivation. The path-goal theory ap

subordinate.

Conclusion

In effectively leading, leaders must show the way and help followers along

right way in achieving a desired goal and it can only be seen by the leader. Thus,

its dependent. Furthermore, the theory also assumes that the follower is comple
selection depending on the situation.

The path-goal theory of leadership has a very useful theoretical framew

Leadership has been studied from a wide
different things to different people. Some
group processes, some others view it from
some others leadership is an act or behav
leadership in terms of power relationship
transformational process (Northouse, 201
leadership, there are various terms that ar
leadership is a process that involves influe
goal, and usually occurs in the context of
goal theory is one of the theories of leade
relationship between the style of the leade
while working through obstacles that may hinder achieving that goal (Whit
following motivates subordinates: the capability to perform the work, their
(Whitener, 2007). The path-goal theory is a pragmatic approach that the le

The path-goal theory is derived from the expectancy theory and contains f
and achievement-oriented (Whitener, 2007). Directive leaders provide clea
expectancy and how to accomplish the task (Northouse, 2010). Supportive
attempt to make the work pleasurable for the follower (Whitener, 2007). A
their suggestions and feedback into the task goals (Northouse, 2010). Fin
excellence by encouraging them to work at the highest level of achieveme

1. Explain what is meant by participative le

when participative leadership should be us
Effective Leadership & Manageme
organization. A great leader can discover what is universal and capitalize
cut through the differences of race, age, sex, nationalities, and personalitie
great managers know the unique ability and eccentricity of his/her employ
2005). Buckingham (2005) further explains that identifying & capitalizing o
more accountable. Also by capitalizing, great managers build a stronger s
for the success of any organization. Buckingham (2005) gives an example
store in San Jose, California consistently outperformed her peers. Manjit w
board. Mr. Jim turned out to be a great manager by quickly picking out on
performances. Manjit had a love for public recognition and Jim recognized
photos documenting her success. The other employees at the store came
and evaluated them based on their personal strengths. As a result, the oth
number one store of Walgreens as a result of his great managerial skills (B

The style of leadership used by managers should depend upon the type o
and skills. It is wrong to say that there is one best style of leadership which
edition text book defines leadership as a relationship through which one p
Through the centuries, different leadership theories have emerged. These
staff/employees, and others looked at factors like situation and skill lever.
Fred Fiedler developed the first comprehensive contingency model; it date
provided a systematic and quantifiable measurement to the construct of le
actions. Fiedler contingency model shows the relationship between the lea
situational conditions. It proposed that for effective group performance the
which the situation gives the leader control (Robbins); there is no best wa

Path-Goal theory
This theory is about how leaders motivate subordinates to accomplis

It focuses on enhancing employees performance by focusing on emp

It first appeared in the 1970s heavily drawing from research on moti

Dessler, 1974).
 When leaders select the proper style, they increase the subordinates

Path-Goal theory is complex.

Leader Behavior
There are four behaviors, but the theory is left open for inclusion of

The following 4 behaviors were examined

o Directive

Similar to "Initiating Structure" or "Telling" style in situational leader

A leader who gives instructions about a task, how is it done, expecta

o Supportive

Resembles "Consideration Behavior".

 There maybe instances where a leader may use a blend of different b

Leader should adapt their behavior to the situation and the motivati

The leader behavior itself is contingent on the other two component

characteristics of the task)

Subordinates Characteristics
Determines how the leader behavior will be interpreted by subordin

Research has focused on subordinate needs for affiliation, preferenc

ability.

Affiliation

o The theory predicts that subordinates who have a strong "Affiliation"

Task Characteristics
Task characteristics have a major impact on the way a leader's behav

The characteristics include

o Design of the subordinate task

o Formal authority system of the organization

o primary work group of subordinates

These characteristics can collectively provide motivating for the subo

An example is when a situation provides a structured task, strong gro

as if they can accomplish the task on their own. Leadership in these conte
controlling.
o Group oriented decision process

o Work Group representation and networking

o Valuer based leader behavior

The revised theory asserts that effective leadership need to help sub
helping them compensate for deficiencies in their abilities.

Leader Behavior Group Members T

Directive Leadership Dogmatic A

Provides guidance and psychological structure Authoritarian U
C

Supportive Leadership Unsatisfied R

Provides nurturance Need affiliation U
Need human touch M
 For tasks that are structured, unsatisfying, and frustrating, the theor

The theory suggests that the directive style is best for the tasks that
authoritarian employees.

Participative leadership is also suggested for ambiguous tasks becau

Achievement oriented leadership is most effective in settings where

Although the path-goal theory is not applied in many managem

leadership thinking. It was one of the first theories to specify four concep
relationship oriented leadership. It was also one of the first theories
of leadership on subordinate performance.

It can be applied at all levels within an organization.

 It fails to explain adequately the relationship between leadership be

The approach treats leadership as a one-way event w1here the leade

leader and less on the subordinates which can make them too dependen

Leadership instrument
The path-goal questionnaire is the preferred instrument. The scores repr
use more dominantly.

Path-Goal Theory

Technical Details
 The revised theory adds more with respect
amenable to use in groups who are knowle
The Path-Goal Theory has a common sense
The analogy to a path needing to be cleare
visualization.

Con's

This theory assumes that the group memb

inherently undemocratic.
If the leader has flaws the whole method s
Leaders are not always rational, and a cou
jeopardizing group members.
The leader-led-task system could collapse,
Discussion
One could refer to the Path-Goal Theory as a lea
leader does what she or he can to clear a path f
delineating clearly what is to be done, removing
well. The levels in intensity a leader may do the
circumstances. The follower may be more motiv
be easy or difficult. Leadership styles in this me
leader being a participant. House and Mitchel sa
participative, and achievement-orientation [2].
group member's self-esteem and making the ta
simply may direct the group to do the task, as T
Contingency Theory approach, at some points, a
leadership style, where she or he takes suggest
the group members can be empowered through
(developing task autonomy). There is an enhanc
among members. House talks of value-based le
their goals and is justified if it enhances their pe

Critique
Even with House's 1996 modifications, the Path
something happens to her or him, and organiza
dependence on the leader for an organization's
concept of path-goal needs to be tested. A prob
quantification of the terms and they are context

The Path-Goal Theory still is undemocratic, and

modifications would work in environments wher
Read more: http://www.leadership-central.com

Leadership

For decades, leadership theories have been the

as in practice, many have tried to define what a
mass! Hence, there as many theories on leaders
professors that have studied and ultimately pub
to read before diving into the theories is the The
Great Man Theory (1840s)

The Great Man theory evolved around the mid 1

identify with any scientific certainty, which hum
responsible for identifying great leaders. Everyo
only a man could have the characteristic (s) of a

The Great Man theory assumes that the traits o

his book "On Heroes, Hero-Worship, and the He
heroes.

In 1860, Herbert Spencer, an English philosophe

that these heroes are simply the product of thei
conditions.

Trait Theory (1930's - 1940's)

The trait leadership theory believes that people

qualities that will make them excel in leadership
intelligence, sense of responsibility, creativity an
good leader. In fact, Gordon Allport, an America
 In the 1930s the field of Psychometrics wa
Personality traits measurement weren't rel
Study samples were of low level managers
Explanations weren't offered as to the rela
on leadership.
The context of the leader wasn't considere
could have access to the once before elite club o
leaders are made not born.

The behavioural theories first divided leaders in

with the tasks and those concerned with the peo
referred to as different names, but the essence

Associated Theories

The Managerial Grid Model / Leadership Gr

Role Theory

Contingency Theories (1960's)

 Path-goal theory
Vroom-Yetton-Jago decision-making mode
Cognitive Resource Theory
Strategic Contingencies Theory

Transactional leadership Theories (1970's)

Transactional theories, also known as exchange

transaction made between the leader and the fo
and mutually beneficial relationship.
Transformational Leadership Theories (1970s)

The Transformational Leadership theory states t

with others and is able to create a solid relation
that will later result in an increase of motivation
and followers.

The essence of transformational theories is that

inspirational nature and charismatic personalitie
 Where leaders expand and

Have you always known you were destined to le

those opportunities have not opened up yet? Be
you through the process of transforming your lif
admired and respected to assist you in rising to

Delving deeper into your leadership skills can ta

to help you explore how to reach the next level
excellence. Leadership-Central.com provides yo

Increase your L

Improve your
 What is a
What is a leader?

A Leader is a credible perso

thought, feelings or actions
others to pursue the accom
goal.

What is a leader? If we take the definition from

influence in which one person can enlist the aid
Mr. Herbert C. Kelman provides an excellent pap
Internalization Three Processes Of Attitude Chan
how deep this influence has been ingrained into

We as a leader should really strive to ach

Internalization is the process that the recipient i
actually believing that the change will be benefi
system accordingly. This will result in a long las
internalization process can take place is if the le
followers.

Read more: http://www.leadership-central.com

According to Wikipedia management is the "act
desired goals and objectives using available reso
derive that a manager is the person doing those

To gain a better understanding let's take the de

Getting people together: This might sound lik

my perspective it's the most complicated, the m
neglected part of the definition within far too ma
together is pretty easy, but we need to ensure t
together. People with the right knowledge, the r
can fulfill the rest of the definition which is to ac
available resources efficiently and effectively.

So, one of the responsibilities of the manager is

into more manageable and meaningful objective
the objectives we need to accomplish them! So,
develop a plan of action to provide some insight
brought to completion.

Lastly, you need to know when they are accomp

need to have measures in place that will enable
want to know when the objective is accomplishe

With regard to using available resource sectio

tendency to be limited to what and who we know
that we don't know about that are available. If y
that there are many more resources available th
material and financial resources.
organization. Everyone within the organization s
refinement and reduction on behalf of the organ

Finally, effectively: This is no doubt the most i

you need to make certain that your staff as well
contribute to the objective. It's a totally normal
do, as opposed to what we should be doing. But
needs to be done!

In conclusion, I would like to offer the fo

An accountable person with the skills and abilitie
for a group of individuals to use available huma
that eliminates misuse, while remaining focused
 Being a leader is one of most difficult AND rewarding pos

Whether youre just starting out or youre an industry vete

is a integral part of your success.

Thats why in thisn 6,500+ word article, I am going to list

characteristics along with some of my favorite leadership

Browse By Category:
(Click any of the links below to jump to each category)
Section 01: Personality Traits
Section 02: Self-Awareness
Section 03: Communicate
.

SECTIO

Personal

Back To
2. Standards:
Leaders hold them selves and the people around them to
professional level.

Leaders understand that in order to achieve higher stand

accountable for their words/actions and never make excu

Remember youre the average of the five people you spe

3. Confidence:
Unfortunately, confidence can be one of those things you
You gain strength, courage and confidence by
look fear in the face. Eleanor Roosevelt
4. Optimism & Positivity:
Where others might think a project or task is too difficult,
positivity.

Positivity is contagious, so be sure to focus on your attitu

and the people around you.

Related: 7 Things Remarkable Happy People Do Often

5. Accountable:
If you want to be more courageous you need to try new t
as be able to raise difficult issues that others would leave

Keep your fears to yourself, but share your cou

Stevenson
Related: 10 Traits of Courageous Leaders

7. Engaged:
Great leaders are able to focus their attention on the prob

Even when your extremely busy, you need to make sure

members and not giving orders from the sideline.
9. Humor:
Many leaders are perfectionists, which tends to make the

But lets face it, what can go wrong, usually will go wrong

You should have a healthy sense of humor about life and

when you want others to take you seriously).

However, leaders who take them selves too seriously risk

Effective leaders have the ability to laugh at them selves

make mistakes like everyone else.
You have to be burning with an idea, or a prob
youre not passionate enough from the start, y
11. Integrity:
Having strong moral values is an important leadership tra
you.

Having sincerity and honesty in all your dealings assures

12. Respectable:
Enticing a deep sense of admiration and loyalty in your fo
Personal Story: The first job I ever had was t
California attractions like Disneyland and th
manager was a huge jerk, which made an o
miserable. Even though I was only 16, it wa
turnover rate was so high. I bet you can gu
Related: 5 Habits Of Exceptionally Likeable Leaders

14. Ethical:
When dealing with tough (sometime moral) decisions, gre
values and ensure their actions are positive, not damagin

Also, when you govern the moral principles of the people

code that helps better guide their decisions and behavior
This charisma can be difficult to learn, it usually requires
by speaking with more strangers as well as learning how
size.

17. Appreciation/love for your

It might be clich, but you really should be doing what yo

If you arent doing something you love, youll never find th

SECTIO
People with a high degree of emotional intelligence know
how these emotions can affect other people.

For leaders, this is essential for success.

Related: Are You Emotionally Intelligent? Heres How to

19. Emotional control:

Similar to emotional intelligence, once you can understan

The ability to stay calm, assess your self, then make adju

If you can control your emotions and reactions to the wor

21. Humility:
Leaders should be humble by seeking out feedback and

You need to be open to peoples feedback and criticisms

when youve made a mistake.

There is no respect for others without humility

Related: 6 Ways Humility Can Make You A Better Leader

22. Discipline:
Discipline in leadership is less about punishing and rewa
and outer resolve.
Unless you know the road youve come from, y
African proverb
24. Risk management:
You need to identify, evaluate and address risks so you c
the best-suited way.

They often say, there is now reward, without risk.

But smart leaders know which risks to take and which to

25. Time management:

27. Maturity:
Contrary to popular belief, age is not a measure of matur

Ive worked with young leaders who act like men and old

Maturity comes from being courteous, knowing how to co

difficult situations.

Also, your confidence in your self and your ability to follow

maturity.
28. Lead by example:
Actions speak louder than words. The people around you
grow your business.

But if youre lazy and dont care, your team will note and

Great leaders always lead by example.

Example is not the main thing in influencing ot

Related: 11 Surprisingly Effective Ways to Lead by Exam

29. Relationship building:

Both employees and customers want to work for and pur
those people if you want to succeed.

Related: 6 Toxic Behaviors That Push People Away: How

31. Public speaking / Speakin

Leaders should not have any issues with speaking in fron

Situations where public speaking is required can range fr

idea in a room full of people.

Not only is this important for you to be able to get your m

a leader.
33. Reasonable:
One of the quickest ways to get people to dislike you is to

Thats why practical leaders are fair, sensible, never mak

when making decisions.

34. Boldness:
Leaders do not hesitate or appear fearful (even if they ar

They are willing to take the lead and show the way despi
36. Presence:
True presence is just not about being the center of attent
meaningful feedback.

You need to be there for your people during important sit

organization find solutions to roadblocks.

37. Authenticity:
Leaders stay true to the things that make them unique an
pressures to change or conform.
Stopping a problem earlier on will save a huge amount o
unresolved.

40. Empowerment:
As a leader, you need to set others up for success by en

Empowerment is not just about giving your followers the

them the tools and processes to make those choices effe

41. Negotiation skills:

Leaders know how to get what they want and can be ver
When social media is used as a tool to engage, educate
and attract countless new people to your cause.

SECTION

Dele
44. Ability to teach:
Leaders need to be able to share the methodologies and
they work with and hire.

If your managers are poorly trained, your staff will be poo

operations.

Remember the best way to learn something your self is t

45. Interested in feedback:

In the same way great leaders are able to teach, they als
47. Ability to inspire:
Lets face it, its difficult to love every part of your work no

But great leaders have the ability to inspire their team an

bigger impact than they realize.

Nike is about celebrating athletics not sneakers, Apple is

you about?

Leadership is the art of getting someone else t

wants to do it. Dwight D. Eisenhower
Related: Everything Counts: The 6 Ways To Inspire And
Leaders have the ability to share their vision and get peo

50. Turning vision into reality:

Not only can leaders share their vision, they have the abi
that can be understood by others and executed over time

51. Get the best from others:

By understanding what people really want, you can help
with money) their work and progress towards larger goals

To get the best from others a leader needs to understand

53. Takes responsibly:
In the same way leaders are quick to give their team cred
outcomes.

Great leaders know that when they accept responsibility

A good leader is a person who takes a little mo

less than his share of the credit. John Maxw
54. Rewarding:
People often seek recognition from people they follow, th
their input, especially when they go above and beyond.
56. Conduct effective meeting
Sadly, most meeting are never as productive as they cou

After all, if your an entrepreneur, you usually get to work

Effective leadership is about using meeting time as effec

Start by having an agenda, eliminate distractions, have a

contribute, encourage note taking and follow up after the

Related: Seven Steps to Running the Most Effective Mee

Leaders must be close enough to relate to oth
them. John C. Maxwell
Related: The Key To Effective Coaching

59. Enable others to act:

Unless their are strict guidelines/regulations or safety con
own decisions they likely will find reasons to disagree wit

You can enable others to act by giving them the tools and
the rest.

60. Set Expectations:

Theres many examples in history of leaders who took ad
ever worked out in their favor.

The leaders who are fair to people, are the ones who are

Related: Four Ways to Foster Fairness in the Workplace

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Agility & A
Related: Can Leadership Urgency Be Taught?

63. Decisiveness:
Being decisive is not just about making decisions quickly
thinking, deciding, and acting.

In order to make the best decisions possible, understand

the right people and resources to help you make your de

Dont let indecision paralyze you.

64. Commitment to vision:

Related: 3 Areas Where Consistency From A Leader Is C

66. Does not fear mistakes/ris

Failure often provides us with some of lifes biggest learn

Leaders embrace this as well as the uncertainty and risk

business.

Ive missed more than 9000 shots in my caree

times Ive been trusted to take the game winni
and over again in my life. And that is why I suc
Related: Conquering The Common Fears of Leadership
68. Open minded:
Its fascinating how many business owners and manager
business because they have the if it aint broke, dont fix

While that might work for a time, as years pass the busin
grow will be left behind.

To be an effective leader you need to be open to learning

To get something you never had, you have to

69. Tough-minded:
Related: 11 Characteristics of Resourceful Business Lea

71. Faces obstacles with grac

Life will always be full of obstacles, how you choose to de

Effective leaders approach roadblocks with a high level o

them to overcome situations that others might give up on

The ultimate measure of a man is not where h

he stands at times of challenge and controvers
72. Street smart:
Its hard to find a substitute for old-fashioned street smar
Related: 4 Ways For Leaders to Make a Decision

74. Strategic thinking:

In order to think two steps ahead, you need to develop a
and take time to reflect on your decisions.

When you plan for the long-term, you can layout, then tak

The only person you are destined to become i

Waldo Emerson
75. Proactive:
The opposite of proactive is reactive, which means you re
Leaders need to use this flexibility the become more ava
other peoples lives.

77. Manage setbacks/uncerta

After any failure, big or small, you usually have two optio

Leaders know when its time to double down and when it

thoughtful decisions on next steps.

Related: Three Ways to Turn Setbacks into Progress

78. Organized:
Personal Story: I believe that creativity in bu
For example, I enjoy cooking/grilling, interi
that I have interior design and BBQ retail cl
these creative activities which are not only
professional creativity. What are your creat
Related: Creativity and the Role of the Leader

80. Intuition:
Intuition is to art as logic is to math.

Leadership is often about following your gut instinct.

It can be difficult to let go of logic in some situations, but

 SECTIO

Cultivate

Back To

81. Seeks out advice:

83. Read, read, read:
Read everything related to business and your field that y

Leaders understand that education does not stop after sc

informed with both timeless and timely resources.

Personal Story: Growing up I did NOT like re

became very clear. Growing up in the inform
wanted, I quickly realized this allowed me t
Related: Why Leaders Must Be Readers

84. Curiosity:
86. Focused:
Life is full of distractions, great leaders know how to rema

Remaining focused involves keeping your eye on the big

your brain like a muscle to eliminate non-essential work.

A man who wants to lead the orchestra must t

Related: Daniel Goleman: Why Professionals Need Focu

87. Intentional Learner:

Leaders go out of their way to stay educated and up-to d
 SECTION

Effect C

Back To

89. Improve lives around you:

Help other people grow by encouraging and fostering the
help them learn from your experiences.

Dont judge each day by the harvest you reap

Louis Stevenson
91. Belief that success if shar
Great leaders believe that success is something to be sh

When you share your success with others, you build loya
success even further.

Related: Why Good Leaders Make You Feel Safe

They convey their mission clearly to followers and posse
goals.

94. Challenge the process:

When leaders ignore the status quo, there can be incredi

This is an essential part of achieving organizational grow

Smart leaders know how to productively challenge the pr

If you really want the key to success, start by d

doing. Brad Szollose
As a leader, you have more resources at your disposal th
resources with people in your organization.

Related: Why Isnt Servant Leadership More Prevalent?

97. Assertive:
Its important to make sure your voice is heard as a leade

You need to get your point across clearly, and involve yo

members.

Look out for opportunities to collaborate and trust your te

100. Patience:
Smart leaders know not to expect results over night, whe
business.

Leaders know that patience is not about waiting around f

plan, not giving up when you face hurdles, working hard
destination.

Related: 5 Powerful Ways Leaders Practice Patience

101. High-energy:
It takes a lot to effect the status quo, leaders not only hav
Top 10 Qualities That Make A

Tanya Prive , SUBSCRIBER

I cover the venture space and my learnings from life as a founder Opinions expre
ShareFullscreen

Having a great idea, and assembling a team to bring that con

venture. While finding a new and unique idea is rare enough;
the dreamers from the entrepreneurs. However you see yours
exciting first hire, you have taken the first steps in becoming a
fundraising is required, stress levels are high, and the visions o
let those emotions get to you, and thereby your team. Take a
leader you are and would like to become. Here are some key q
emphasize.

Honesty

Whatever ethical plane you hold yourself to, when you are res
Delegate

Finessing your brand vision is essential to creating an organiz

team with that vision, you might never progress to the next st
with your idea is a sign of strength, not weakness. Delegating
important skills you can develop as your business grows. The
stretch yourself thin, the lower the quality of your work will b

The key to delegation is identifying the strengths of your team

member enjoys doing most. Chances are if they find that task
effort behind it. This will not only prove to your team that you
focus on the higher level tasks, that should not be delegated.
the productivity of your business.

Communication
If your website crashes, you lose that major client, or your fun
without panicking is as challenging as it is important. Morale
to instill a positive energy. Thats where your sense of humor
mistakes instead of crying. If you are constantly learning to fin
become a happy and healthy space, where your employees lo
point to crack jokes with your team and encourage personal d
breaks from the task at hand that help keep productivity leve
At Onevest, we place a huge emphasis on humor and a light a
it is the small, light hearted moments in the day that help kee
do and brings the team closer is we plan a fun prank on all new
immediately creates that sense of familiarity.

Confidence

There may be days where the future of your brand is worrisom

with any business, large or small, and the most important thin
fires and maintain the team morale. Keep up your confidence
the important thing is to focus on the larger goal. As the leade
team feeling the same. Remember, your team will take cues f
your team will pick up on that feeling. The key objective is to

Commitment
You want to keep your team motivated towards the continue
Whether that means providing snacks, coffee, relationship ad
that everyone on your team is a person. Keep the office mood
If your team is feeling happy and upbeat, chances are they wo
devoting their best work to the brand.

Creativity

Some decisions will not always be so clear-cut. You may be fo

on the fly decision. This is where your creativity will prove to b
will look to you for guidance and you may be forced to make a
outside the box and to choose which of two bad choices is the
possibility; sometimes its best to give these issues some thou
possible options before making a rash decision, you can typic

Intuition

When leading a team through uncharted waters, there is no r

recognize that everyone needs a break now and then. Acknow
the team on each of their efforts. It is your job to keep spirits

Approach

Not all human beings are the same. A basic concept, but som
perspectives, language barriers, different educational backgr
which individuals come pre-conditioned that greatly affects h
work well under pressure, others don't. Some respond best to
order to optimize your effectiveness as a leader, you must ha
person basis, based on the situation at hand. Your capacity to
get the best work out of your team and other partners along h
Citation: Ejimabo NO (2015) The Influen
Management Activities. J Entrepren Orga
Copyright: 2015 Ejimabo NO. This is a
Commons Attribution License, which perm
provided the original author and source a
Visit for more related articles at Journa

View PDF Download PDF

Abstract
This study explores the influence of decis
that impact creativity, growth and effectiv
The purpose of this qualitative critical eth
success in decision making among organ
qualitative paradigm was used in order to
challenges influencing effectiveness, and
operations. The purpose of this study wa
making among organizational executives
Organization is undoubtedly a systemic n
tough quality and sound decision making
this work is to discover a scientific break-
of the selected participants of this study w
overall accomplishment of organizational
effectiveness, a leader must have self co
problems. For them a person riddled with
command the respect of others. Leaders
stakeholders involved. Followers will be l
must show followers that they are able to
solution. In discussing the statement of th
among the major challenges in organizat
leaders and their employees in our curren
developing good policy standards, knowle
support and optimal decision design for th
business in the country due to either law
this work is the lack of knowledge on how
There is a plethora of studies on different
there is a gap in literature particularly on
manner, perceptions, skills, and processe
This qualitative ethnography study was c
making among organizational executives
effectiveness. This method allowed the re
environment and cultural individual settin
contextual description but rather looked f
to contextualization, categorization and e
explained this variation. He also examine
framework for helping organizational lead
distinct decisions in various critical and ch
effective, efficient, unambiguous, and use
processes that the situation deems fitting
researcher to find a distinct, precise, and
the needs of the individual employees an
and vision; strategic objectives, and goal
current business executives, leaders, and
definitions, and applications in which cas
definitions of leadership (and decision ma
concept [6]. Because of their importance,
differently to suit their situation, individua
creating a pattern of meaning as well as m
practices. While the term leadership is a
support, and help others by an individual
theory is focused exclusively choice and
options [7]. How to integrate the two proc
organizational literature [8].
Below are some the ways different schola
Leadership is a process whereby an ind
[9].
Leadership is the process of making sen
and be committed [10].
Leadership is the process of influencing
how to do it, and the process of facilitatin
define what the future should look like, al
challenges and obstacles involved. Leade
leading as well as managing effectively, t
leaders and workers in every organization
together to attain strategic goals and obje
there is a great need for the developmen
Basically, some recent studies have show
influencing organizational activities. Thes
in developing effective communication an
management; between superiors and sub
workers in the workplace [15].

The Theoretical Framework of K

The author used the theoretical framewor
and decision making processes in the co
factors rather than specific variables and
s theories of leadership styles and their
research relating to the effects of three di
While these decisions are made in our pe
managers decisions in their individual wo
making. The above Lewin s three major
for both leaders and manager of any orga
leadership and adopt appropriate manag
remembered as the originator of the 3-St
outdated [19-24] yet many researchers a
individual and group behavior and the rol
relevant in leadership and management p
Over the years, the study of organization
in many businesses. As with decision ma
any kind of small deficiency can help lead
in their organizations as well as the socie
the relevant needs and concerns of their
their businesses. For example: a busines
making decisions, including the option of
should be established in order to maintain
decision making that is useful to the diffe
Leaders and managers in any organizatio
decisions while being aware that each of
shareholders or any member of the organ
should understand that all rational decisio
or knowledge of information. They should
described in Figure 1 to determine the sy
or group to be involved in the decision ma
organizations involve change, inspiration
both leaders and managers must then str
businesses through the functions of mana
controlling, and goal accomplishments.
Despite the factors mentioned above as w
differences may also influence decision m
socioeconomic status, and cognitive abili
divorce, death, and other individual challe
decision making in the workplace and oth
their businesses as well as the establishm
companies.
Although some studies have provided sig
decision making among organizational le
more studies regarding effective leadersh
managerial communication, and accounta
business leaders and managers. For inst
improving biased decision making has be
turns them to our advantage [31]. Accord
separate decision making highlights the f
Shiv and Fedorkihn indicated that some a
willpower is weakened when people are p
inexperienced in a choice domain [32].
In like manner, some recent research hav
quality, and leadership styles associated
neglect or ignore decision making proces
mission, vision, and goal attainment of th
managers to make good decisions for the
decision making in organizations has em
leadership and management future resea
reason for (organizational) failure lies in t
[38].
The literature review consists of six main
making, (2) understanding the importance
decision making, (4) ethics and decision
The literature review enabled the author t
investigated with regard to the topic. Und
decisions is important to understanding th
managers often provide an encouraging a
followers Leiter and Maslach. As already
managers do every day in their respectiv
process may be seen as being simple an
challenging, time consuming and often re
leaders. Although many researchers had
their leaders make. For example: Fredric
comprehensiveness in organizational stra
experiences rather than by denying their
organization. It of vital importance to know
behaviors but instead by generic respons
challenges, circumstances, and different
emphasis switches from what leaders s
77). Every organization is a systemic who
established for the purpose of serving the
and operates outside the organization, al
According to [14], leaders must know how
managing effectively, todays organizatio
In the view of Glanz [41], the crux of good
order to be the best judge, a leader shou
situations. They must also reflect and be
context of educational leadership require
combined with a keen sense of awarenes
to Northouse [9] leadership is defined as:
to achieve a common goal (p. 3). For him
goals, self-confident, exercises initiative i
organizations, leaders and managers sho
and development of their businesses by b
development of employees, updating of p
the mission and vision of the organization
Every business and institutional leader sh
are clear, firm, fair, and consistent while t
respect irrespective of their differences. I
in the organizations, it is necessary that l
However, leaders must have self-confide
where necessary get their subordinates in
hurry. There must be a set of steps to inc
These elements allow business leaders a
organization behind an attractive goal. As
interest of the whole organization. In affir
stated:
Executive leaders add value to their org
purpose to the overall activities of the org
that the boss knows what he is doing, th
The more skilled leaders are, the more lik
good decisions. For it is only the leader th
able cope with complex and challenging s
of the ideas. For example: the leader who
characteristics of organizational diversity
compared with a leader who have not. De
permeates through all managerial functio
description, organizing, planning, training
the act of carrying out managerial tasks a
problem-solving skills refer to a leaders c
problems. Nahavandi [40] claims that a le
organization, helps them in the establishm
thereby enabling them to be effective.
Factors influencing leadership decisio
Organizational leadership is the plan the
place to establish success and accomplis
These decisions, no matter how big or sm
evaluate the situation before making a de
the decisionmaking process of the organi
the leader to delegate the decisionmaking
leader is surrounded by motivated, skilled
The understanding of the culture of the p
Morgan [52] describes culture as an activ
recreate the world in which they live. The
may affect your decision making in your b
ought to be done in their society [53]. Pre
Karlsson, and Garling [26] also indicated
future.
More recently, some researchers have st
influences on decisionmaking [54-56]. Fis
have on decision-making, and Loewenste
hunger, can greatly affect decision-makin
never before. Globalization and technolog
revenue. Leadership is human communic
meet shared goals and needs.
Step 4: Know relevant laws and regulatio
Step 5: Obtain Consultation.
Step 6: Consider possible and probable c
Step 7: List the consequences of the pro
Step 8: Decide on what appears to be th
The author strongly believed that the abo
some other ethical values that leaders ca
that is most important to them in any give
compassion, justice, prudence, temperan
decision in leadership, a thorough explan
value. This value simply defined is a sing
human beings. Values are those goods th
They (values) are acted on and applied o
high-minded code based on personal or c
that drives accomplishment. Values offer
ideas, and more independence to make a
decision making process must be a found
that virtue is an acquired human quality, t
goods which are internal to practices, and
Leadership decision making is about othe
about creating results by generating cultu
they freely take off their fronts, express th
modeling how we think through our own p
reconfirms what we are teaching in the cl
Communication in decision making
A good understanding and the establishm
significance to leaders and managers in t
businesses. While leadership is a functio
effectiveness [47-49] communication in th
organizational management tool. Commu
organization. In any business operations,
the leaders and manager of every organi
complex in both purpose and structure an
systemic styles to address this challenge
 Listen effectively
Be clear with words used as intended m
Be aware of the culture and diverse nat
Leadership is all about getting people to w
or prevent that which ordinarily would tak
businesses that requires clear, honest, an
others and one way to accomplish this is
making. It is believed that in organization
and help them develop their personal car
must decide on their values and set goals
making a final decision or taking any cou
courses of action and gather information
decision, they must apply information for
alternative and make a decision for imple
Communication is both complex, irrevers
involves more than just one person sendi
the primary defining characteristic of ever
The researcher believed that the answers
emerged in the course of this study may
managers in their decision making proces
at times there are critical moments when
bravest decisions are the safest.

Methodology
The author used the qualitative critical eth
influence leadership decision making in o
understanding through observation, caref
and records Creswell [69]. This methodol
selected participants with the aim of iden
organizations. Although the design of a p
background and experiences of the inves
design and some of the organizational ac
effectively examine the role of leaders be
making in these sittings.
The principal concern in all aspects of thi
that is located in the practice of both soci
product of a cocktail of methodologies tha
the key to understanding a particular cult
component of this cocktail, but interviews
and photography, life histories all have th
core of ethnography, and however that de
the everyday perspective of groups mem
Based on the researchers judgment and
and in looking for those who have had e
[76], the key participants were limited to t
current business executives, leaders, and
participants were randomly selected from
hundred full time organizational leaders a
decision making and other leadership act
average age of 55. They also had bachel
have masters degree in their professions
research study were explained to the par
To achieve these objectives, this study w
qualitative and survey (quantitative) items
analyzed and given a basic descriptive st
by implementing focused interviews of bo
organizations to corroborate the data from
allowed the selected participants to serve
accuracy and credibility of the narratives
and the selected participants added to th

Findings
The findings are based upon the purpose
examined in multiple levels Creswell that
through interviews, (b) demographics and
questions, the interview questions were d
structure for data gathering and also serv
Demographics
The key participants were limited to the p
business executives, leaders, and manag
level: Overall, the survey completers see
Only one of the result items mean scores
patience when the group cannot reach m
1.02). The four lowest scored items acco
thematically. They include the following it
organization (M = 4.31, SD = 1.10); Sho
effect career planning and counseling (M
relations with team decision making decis
that there are several of the outcomes tha
may influence leadership decisions in one
structure.

Gender
Male
Female
610
1115
1620
2126

Position/Title
President General
Executive President
CEO
Director
Founder

Table 1: The demographics of the partici

Leadership Effectiveness level

Able to understand people and treat them w

Maintain an appropriate knowledge base

Help the group understand the need to work

Able to appropriately assign tasks and work-l

Show tolerance for diverse opinion

Demonstrate patience when the group canno

Able to explain things to all in a clear way

appropriate knowledge base (M = 4.54, S
factors the participants in the survey said
to be effective as well as to achieve good
1. Demonstrate appropriate interpersona
2. Communicate with the group and indiv
3. Maintain an appropriate knowledge ba
4. Help the group understand the need to
The findings indicate support for the facto
results above (Table 4) really showed ho
making sure that they make sound decisi
establishment of good organization. Grea
goals. Individuals are able to contemplate
individuals in leadership positions [79]. Fo
options), process (electing to make the d
the desired outcome). Thus, the choice a
maximize the positive outcomes in his/he
Behavioral Skill

Keep people interested in finishing their assi

Being a change agent in the organization

Present new and unique ways of solving prob

Appreciates the groups confidence in me and

seriously

*Note: The researcher used the Likert-sc

The priorities for leaders to achieve thei
Leaders make decisions based on data, e
sincerely think that creative leaders must
decision . For me, valid communication
enhance the teams effectiveness in posi
February, 2014).
In the present challenging world, the lead
overwhelming in almost all businesses. A
technology, cultural diversity, ethical stan
applied to everyday decisions, as well as
needs to be looked at as an exercise rath
Lewin leadership approaches namely: au
making processes in the context of this s
For others, in sharing their knowledge, st
businesses expressed great concerns ab
behavioral styles. They all agree that lead
inspiration, motivation, influence, manage
leaders and managers must strive to focu
businesses through the functions of mana
While decision making is at the root of all
decision making skills and strategies in th
the ability to allow creative shared inform
Problem solving strategies include, but ar
remediation plans, and an examination o

Conclusion
The purpose of this qualitative critical eth
success in decision making among organ
study examined the influence of decision
impact creativity, growth and effectivenes
author being committed and determined t
factors that influence success in decision
and experience of the selected participan
towards the understanding of how leader
In the views of the participants, they all a
challenging, and ongoing concept in ever
should consider the general interest of th
4. Leaders must know what decisions to
5. They must show followers that they are
better solution.
6. There is a great need for future resear

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The Impact of Power and Politics in Organi
by Stacy Zeiger
Negative Types of Power

When leaders in an organization do not have the respect of the employees und
employees to perform by threatening them with job loss and other punishmen
work of multiple employees. Not only does the quality of work produced dec
organization.

Positive Workplace Politics

Employees who learn to navigate the politics of an organization are more pro
organizations must develop a political culture easy for employees to understa
employees to find the answers they need and spend more time on producing q
prevents conflict that can reduce productivity.

Negative Workplace Politics

 Related Articles
1"Power, Influence & Politics in the Workplace"
25 Sources of Power in Organizations
3The Negative Consequences of Politics in the Workplace
Negative Types of Power

When leaders in an organization do not have the respect of the employees und
employees to perform by threatening them with job loss and other punishmen
work of multiple employees. Not only does the quality of work produced dec
organization.

Positive Workplace Politics

Employees who learn to navigate the politics of an organization are more pro
organizations must develop a political culture easy for employees to understa
employees to find the answers they need and spend more time on producing q
prevents conflict that can reduce productivity.

Negative Workplace Politics