Leadership Style Employees Attitude

Question: Discuss about theLeadership Stylefor Employees Attitude. Answer: Introduction The discussion has been about the case where there has been a description of the leadership in the 21st century. The focus has been on the leadership styles and the behaviour of the CEO (Richard Branson- Virgin Group) along with the owner of the other company (Terry Gou- Foxconn Factories). Both the people have the different way to handle the business and work in the broad and adventurous manner to explore new technologies as well as handle the management style in an efficient manner. Hence, for this, they have been targeted about how they can manage the daily activities and the employees in the organization. Discussion To characterize the style of supportive leadership of Richard, the CEO of Virgin Group, I could point to the fact that he is the best communicator. The preference of the leader is based on handling the small and the direct conversations between the people to handle the huge complicated meetings effectively. For this, there have been different beliefs of the communication which are essential to understanding and create the decisions which are based on the value of the people opinion along with the employees. No matter whether the employee, friend or the stranger, there is a need to focus on the good and appropriate ideas which focus on how to concentrate on whether the people can take the advantage and make effective decisions. Branson focused on the employees who were humble and responsible for the work in the company. (Luna, 2015). An excellent example has been about the time when he was able to win the lawsuit against the British Airlines who have been able to achieve the reward of $500,000 which mainly included the compensation division in the staff. Hence, from such acts, it can easily be categorized that he is a very friendly person who is ready to share his beliefs and desires with the employees who are humble to their work. Branson has always been able to take the top decision where he also considers about the risks and is ready to take them if they are beneficial for the company. the focus has been on the feel of being relevant with the responsibility for the company. It will help in the admiration and motivation to go farther than the criticism. (Asrar-ul-Haq et al., 2016). Being a successful, rich man, Richard Branson has been able to hold the leadership power along with handling the primary discussion from the top management which allows him not only to ignore the people, their inputs and the comments are equally valued. Hence, with the leadership goals, there have been employees who can work on the different advice and suggestions where people can w ork hard to reach a particular objective. As per the study, the research has been based on the pattern where the workers are also found to perform low due to less motivation. The leadership of Terry Gou has been completely authoritative where there in there the leader can undertake all the responsibility for the making of the company policy. With this, there have been roles of the employee which focus on the implementation of the different sets of the leadership patterns. (McCamish et al., 2015). The employees do not have a major chance for properly expressing the ideas or to make the decisions that are done on behalf of the company. In this, Terry Gou has been focusing on the different decisions where the work is based on the indolent of the employees. With such an authoritative leadership, the focus has always been on the delivery of the goods to the customers in an appropriate manner rather than holding the well-being of the workers. Hence, with this, it could be seen, that these can bring a change in the employees without any feedback. For example, Terry focus on dealing with the employees by giving them orders and then they have to follow the same wi thout questioning him. (Efferin et al., 2015). This will continue with the odd hours of the operations where the safety concerns are related to the higher rate of the company where there have been a moderate amount of the salaries and the threatening without raising issues which are related to dismissal. The employees can undergo the stress which is based on the fulfillment of the goals that have been set by the leaders. Path Goal Leadership Theory This theory is based on focusing on the behavior of the leader which includes the inserting of the behavior which includes the instrumental functionality of the company. There is a need that the leaders as per the theory, can handle the different conditions of the employees along with the performance related to the employees. The theory has been focusing on the actions as well as the behaviors of the leaders. This will only motivate the employees to produce the output which have been important for the attaining of the company goals. The theory has been based on the actions such that the managers have been able to handle the influence related to the enterprise production. The major path is the directive path-goal which is for the clarifying behavior of the leader. (Richard et al., 2016). Hence, in this, there have been other leadership qualities where the communication is based on the expectations of the employee leadership. This has been effective for the Richard Branson where he has been effectively handling the communication level with his employees. The second behavior is based on the achievement oriented leadership where this can put towards the goal fulfillment of the company against the employee discretion. This includes the set of the important goals which are important for the execution process. It is mainly set for the coordination that can provide the quarterback with the playbook and the set of the expectation for performance. (Reid, 2016). This includes the higher level of the confidence where there has been a proper setup with the execution of the right plays at the right time along with winning the games. This leadership strategic behavior is mainly for Richard for focusing on the achievements and enjoying the same with the employees. The directive leadership is involving the specific advice and the directives which are based on clarified expectations with the assigning of the tasks. The focus has been on directing towards the positions where the players can carry the tasks based on the expectations. This has been for Terry Gou who has been able to direct the different employees, help them to redirect towards the development along with the appropriate communication as well as work. The participative leadership style is involving the sharing of the information between the owner and the other group members. This will include the input of the goal achievement where the team is properly able to set a proper overall game strategy along with individual plays for the day. This will be able to provide the feedback for the team members. The play is based on determining the best possible strategies which include the sharing of the information as per the required approach. (Maak et al., 2016). This has been for the Terry Gou where there have been discussions about how to handle the different occasion, work on a proper development and implementation of the strategy. Richard Branson is mainly for the motivation of the employees which will be encouraging them to venture into a newer area with the working and the engagement in the decision-making process. A major focus has been on the encouragement of the employees to venture which will set into the working area that will be important for the motivation of the workers in the different organizational settings. (Anderson et al., 2015). The workers have been completely encouraging with the venturing into the newer areas of the work which will help in development to prove the capabilities depending upon the employees and the even gain. This will help in building the trust of the other employees which will help in making the environment functioning better. Through this, there have been an investment of the time, resources to make sure about the performance with the capability to maintain the confidence of the firm employers. The approach is not effective in the organizational effectiveness and setting w here there has been no major difference or the newer areas of the work. For this, the workers need to handle the smaller scale business which cannot be motivated through this method. Hence, with this, the engaging of the workers in the process of the decision making is based on the significance for the motivation of the workers which include the organizational setting in an appropriate manner. The workers are involved in the process of decision making with the appreciation and accomplishments. This will help in simply handling the employees who have set for the system part along with associating themselves for the organization success. (Arnold et al., 2015). The workers have been performing the best levels to achieve the success depending upon the requirements which go above and beyond. There has been a major disturbing part where the workers might be feeling ignored by the organizational management to perform the poor tasks with the lower motivation or the incentives to do more and give more, without much appreciation. (Saiki et al., 2016). Branson's leadership has been based on enabling the use of the influence along with creating a proper culture which fosters the innovation along with the grouping decisions. This helps in the embracing along with the granting of the adequate attention where there has been no major matter related to the big or the small results. It helps in the proper management to accomplish towards a proper matching with the proper attributed which have been set with the firms like Virgin. The workers need to work on performing their best level of the success so that they can go above and beyond. Through this, there has been a complete possibility that includes the performance. The major focus should be on the management of the organization with the proper performance which is mainly found due to the lower motivation or the incentives. The approach has been where there has been no major effective organizational setting where there has been no major difference in the working areas. The workers hold t he small scale business who cannot be motivated through this method. Hence, there is a need to work on the decision-making the process where there is a possibility to handle the association to the organizational success. The bizarre aspects which have been involved in the Branson leadership style are based on matching with the different attributes along with handling the multifaceted organization like Virgin. The leadership style can make sure that Branson can establish the open environment system through trust. (Monzani et al., 2015). Through this, there has been a possibility where Branson has been in a position to handle the trust of the new entrants where there has been demonstration is based on the accomplishing of the goals by properly sharing the views with the employees. Terry Gou can focus on encouraging breaks for the employees where they can discuss and spend some time to relax after work. There is a need to bring a responsible change with the cultural establishment of the workplace. This is based on the handling of the stress in check with the commitment to the modeling of a better work life and balance for the workable, reasonable hours. (Kesting et al., 2016). The focus needs to be on handling the maintenance of the healthy working environment with the proper protection of the mental health and keeping stress in check. Being the owner of the company, Terry, need to listen to his employees and need to share the concerns as well as the complaints. In this way, he and the employees will be able to keep a healthy environment that will be effective for the leadership and to handle the discussion effectively. The team bonding will always support the employees to discuss the work and the communication level which mainly cause stress. The leaders need to focus on encouraging their team to bod and trust the relationships. There is a great accountability pattern where there is team building setup along with the involvement where they are bound to be holding the problems which cause the stress frequently among the people. (Smith, 2015). A proper creation of the pleasant working environment with the flexible working schedules is based on helping the employees to manage with the responsibilities and work remotely towards the maintenance along with balancing the stress. The employers will not be able to remove the stress, and so there is a need to focus on adapting the culture of the mechanism which will be holding the knowledge and the technology. The culture is cumulative and non-instinctive is based on not possessing instinctive patterns of the behavior which are mainly to satisfy the cultural knowledge along with handling the cumulative effects. The reducing of the stress is also possible when there is a proper workplace wellness s cheme with the creation of the social actions where the employees can spend a lot of time to go along with the workers. There have been members who can communicate with the employees with the dates about the changes, performance. This not only keeps them on track but also reduce the feeling of the stress and the anxiety where there has been a major focus on the latest development. Through the development of a chill out space in the office, there is a possibility to relax, regroup, then disengage from the technology and work on the related interactions. This will surely be able to help in the reduction of the workplace stress and the burnouts. (Rossberger et al., 2015). Conclusion The leadership styles are based on providing a proper direction, implementation of the plans. This is through the proper development along with holding the emphasis on Branson and Terry can handle the leadership in an effective style. In the paper, we have been able to analyze the dynamics of the leadership styles which are applied to the organizations. These are mainly to handle the maximum output from the employees. (Cooper, 2015). Hence, the organizational structuring as well as the leadership style is important to build up the effective tools and techniques depending upon the liability patterns. References Luna, D., 2015.The Relationship between Leadership Behavior and Leadership Styles in Health and Human Services Emergency Management(Doctoral dissertation, Our Lady of the lake University). Asrar-ul-Haq, M. and Kuchinke, K.P., 2016. Impact of leadership styles on employees attitude towards their leader and performance: Empirical evidence from Pakistani banks.Future Business Journal,2(1), pp.54-64. McCamish, C., Reynolds, H., Algozzine, B. and Cusumano, D., 2015. An Investigation of Characteristics, Practices, and Leadership Styles of PBIS Coaches.Journal of Applied Educational and Policy Research,1(1). Efferin, S., Efferin, S., Hartono, M.S. and Hartono, M.S., 2015. Management control and leadership styles in family business: An Indonesian case study.Journal of Accounting Organizational Change,11(1), pp.130-159. Ricard, L.M., Klijn, E.H., Lewis, J.M. and Ysa, T., 2016. Assessing public leadership styles for innovation: A comparison of Copenhagen, Rotterdam and Barcelona.Public Management Review, pp.1-23. Reid, J., 2016. The effects of leadership styles and budget participation on job satisfaction and job performance.Asia-Pacific Management Accounting Journal,3(1). Maak, T., Pless, N.M. and Voegtlin, C., 2016. Business Statesman or Shareholder Advocate? CEO Responsible Leadership Styles and the Microà ¢Ã¢â€š ¬Ã‚ Foundations of Political CSR.Journal of Management Studies,53(3), pp.463-493. Anderson, M.H. and Sun, P.Y., 2015. Reviewing leadership styles: Overlaps and the need for a new fullà ¢Ã¢â€š ¬Ã‚ rangetheory.International Journal of Management Reviews. Arnold, K.A., Connelly, C.E., Walsh, M.M. and Martin Ginis, K.A., 2015. Leadership styles, emotion regulation, and burnout.Journal of occupational health psychology,20(4), p.481. Saiki, D., Kandiah, J., Beard, K. and Jones, J.J., 2016. Leadership Styles and Collaboration Among Members of the American Association of Family and Consumer Sciences.Family and Consumer Sciences Research Journal,45(1), pp.17-33. Monzani, L., Ripoll, P. and Peir, J.M., 2015. The moderator role of followers personality traits in the relations between leadership styles, two types of task performance and work result satisfaction.European Journal of Work and Organizational Psychology,24(3), pp.444-461. Kesting, P., Ulhi, J.P., Song, L.J. and Niu, H., 2016. The impact of leadership styles on innovation-a review.Journal of Innovation Management,3(4), pp.22-41. Smith, E.N., 2015. Leadership Styles Do Matter: A Look at Patrol Officers in Baltimore City.Journal of Leadership and Management,3(5-6). Rossberger, R.J. and Krause, D.E., 2015. Participative and Team-Oriented Leadership Styles, Countries Education Level, and National Innovation The Mediating Role of Economic Factors and National Cultural Practices.Cross-Cultural Research,49(1), pp.20-56. Cooper, D., 2015. Effective Safety Leadership: Understanding Types Styles That Improve Safety Performance.Professional Safety,60(2), p.49.