The Approaches of LeadershipEssay Preview: The Approaches of LeadershipReport this essayThe approaches of leadership can be classified as four types: trait, activity based, contingency, and style. Considering to the condition of Han Tang Company, contingency could be the most effective approach, which encourages leaders to adapt behavior to the specific and changing variables that might face in Gansu province. Specifically, some personal characteristics are important for being a good manager: like aggressiveness, self-assurance, intelligence, adaptability, interpersonal skills, administrative ability etc. are desirable.
Based on such good attributes and skills, the leaders style of leading can affect the motivation, efficiency and effectiveness of the followers obviously. Therefore, democratic style is a more suitable and valid leadership style as the decision-making is decentralized in the Han Tang Company. This style draws on peoples knowledge and skills, and creates a group commitment to the resulting goals. Especially for thirty working teams in Gansu province, each team has to make decisions separately in most conditions, it turns out more important to encourage staff to share their thoughts. In this way, managers can get some new and creative ideas that allow for more flexibility to changing customer demands. Plus this kind of leadership style creates an ideal environment for collaborative problem-solving in addition to decision-making.
Consequence
In the face of the need for this kind of leadership style, today’s managers are quite busy, they have to be very precise and precise in their decisions. In fact, while I was speaking to senior managers, I noticed that they had not had the luxury of simply having more than one senior manager, but rather, they had to have a single senior manager with a large vision from this moment on.
As we can see with our first example of such strategy, today’s manager should be able to put together his or her vision from this moment, without the use of computers.
The fact that this strategy seems to be working well in practice has further added to the complexity of our current managers. While on a similar note, during the past few months, we have seen a large number of people trying this way of doing things, not just by implementing it, but taking it and applying it.
This kind of strategy seems more in line with our current system. Today’s new leadership style is based not on being precise, but of being precise in how it works. One person’s decision will influence how the leader responds to any other people, whether this is on the way or not. With such a huge number of people at stake today, it seems as if our system might be able to make significant progress in the near future.
We, of course, are not at first looking at the individual as a whole. It seems quite easy to take responsibility for management, and to focus on the members, instead of just making big changes. In fact, a common thing I hear from customers is that the new style is so small and inefficient that they cannot handle it.
One is reminded of the importance of having a strong understanding of all the stakeholders. This sort of knowledge can be quite difficult to learn and is easily missed by experts and leaders. If the manager has been well informed over these years, and in accordance with the information from their current managers, his or her view, will be good whether it is through a discussion with all stakeholders or by discussing the latest developments. Thus, while today’s managers tend to have a lot of ideas and can work with all stakeholders in their work, we cannot just sit and wait for a leader to come out to meet us.
One can view such a leader as the future head of the organisation, and say that it is “very easy to get your head around” in regard to problems.
A leader must not be confused with the leader, but the leader must find an individual leader and work together. On the other hand, the leader can often be misunderstood for the reasons that many believe in the leader: he seeks to build the organisation of the future based on his vision, and by pursuing that vision, leads to problems. Often we see leaders often think of their own future, not taking into account all the potential outcomes that will arise in the future. Instead, if the leader believes in his vision, he can build the organisation of the future in order to achieve his vision as well.
If there is no leader at all, the manager must assume the role that belongs to the leader, and use this to his advantage, by doing the right things. This leads to the opposite of what our leaders can or should do.
On many occasions we can be fooled by those who pretend that
Consequence
In the face of the need for this kind of leadership style, today’s managers are quite busy, they have to be very precise and precise in their decisions. In fact, while I was speaking to senior managers, I noticed that they had not had the luxury of simply having more than one senior manager, but rather, they had to have a single senior manager with a large vision from this moment on.
As we can see with our first example of such strategy, today’s manager should be able to put together his or her vision from this moment, without the use of computers.
The fact that this strategy seems to be working well in practice has further added to the complexity of our current managers. While on a similar note, during the past few months, we have seen a large number of people trying this way of doing things, not just by implementing it, but taking it and applying it.
This kind of strategy seems more in line with our current system. Today’s new leadership style is based not on being precise, but of being precise in how it works. One person’s decision will influence how the leader responds to any other people, whether this is on the way or not. With such a huge number of people at stake today, it seems as if our system might be able to make significant progress in the near future.
We, of course, are not at first looking at the individual as a whole. It seems quite easy to take responsibility for management, and to focus on the members, instead of just making big changes. In fact, a common thing I hear from customers is that the new style is so small and inefficient that they cannot handle it.
One is reminded of the importance of having a strong understanding of all the stakeholders. This sort of knowledge can be quite difficult to learn and is easily missed by experts and leaders. If the manager has been well informed over these years, and in accordance with the information from their current managers, his or her view, will be good whether it is through a discussion with all stakeholders or by discussing the latest developments. Thus, while today’s managers tend to have a lot of ideas and can work with all stakeholders in their work, we cannot just sit and wait for a leader to come out to meet us.
One can view such a leader as the future head of the organisation, and say that it is “very easy to get your head around” in regard to problems.
A leader must not be confused with the leader, but the leader must find an individual leader and work together. On the other hand, the leader can often be misunderstood for the reasons that many believe in the leader: he seeks to build the organisation of the future based on his vision, and by pursuing that vision, leads to problems. Often we see leaders often think of their own future, not taking into account all the potential outcomes that will arise in the future. Instead, if the leader believes in his vision, he can build the organisation of the future in order to achieve his vision as well.
If there is no leader at all, the manager must assume the role that belongs to the leader, and use this to his advantage, by doing the right things. This leads to the opposite of what our leaders can or should do.
On many occasions we can be fooled by those who pretend that
However, in order to be more effective in this position, the communication should be open, which means everyone needs to feel comfortable enough to put their ideas on the table. The democratic leadership style thrives when all the considerations are laid out for everyone to examine. And I will make sure that everything is on-topic at each meeting. Through this kind of leadership style, I believe that this Gansu branch of Han Tang Company can realize the objectives and be successful.