Leadership and organizational behavior

Document Type:Research Paper

Subject Area:Business

Document 1

Leaders are typically endowed with power thus control resources and influence organizational behavior positively or negatively, disillusionment or level of productivity (Yukl, 2013). Therefore, leadership, power, and politics orients and shape organizational culture with respect to norm, objectives, and vision of the organization impacting on the level of productivity outcome. The issue of the implication of politics, power and leadership behavior in establishing organizational culture will be analyzed and explored in this research. Influence of Politics and Power Politics and power play a key role in the corporate organization with implication from decision making to the collaborative work environment. Therefore, in an organization, the effect of power and politics relies on whether it is applied positively or negatively to affect others in the organization.

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Negative power subsequently leads to low organizational productivity. Positive organizational politics increase organizational productivity. Employees who comprehend the organization politics are more productive than those who remain in the loop. Productivity is progressed by the political culture that is easy for employees to integrate. Establishing chain of command and precise policies reinforces the ability of employees to productivity and achieving organizational goals. For instance, the company CEO holds the legitimate power and has the ability to influence organizational processes aiming to attain common goals through influencing others to perform their roles. Secondly, expertise gives one expert power. Expert power encompass personal knowledge and expertise in a particular area possessed by an individual. The people with expert power are greatly valued in the organization for their critical problem-solving skills.

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Furthermore, people with expertize execute critical tasks and reckoned indispensable. Lastly, reward power is generated from a person’s ability to influence incentive provision. The incentives encompass promotions, positive appraisal, recognition and increment in salary. Individuals with reward power have a relative tendency to inspire other employees’ actions in the organization. Proper application of reward power encourages and motivates employees to attain organizational goals. However, if it is influenced by favoritism and inequality it diminishes productivity and demoralizes employees. Leadership power influences subordinates to cooperate and coordinate to meet goals of the organization. Consequently, unified leadership behavior in exercising power and authority and developed beliefs and values lead to the emergence of strong organizational culture. Leadership through power endowed has to appreciate their critical function in maintaining a positive organizational culture that ensures consistency and healthy working environment.

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Organization leaders should shape the thinking and behavior of employees by the influence of their power and politics. Leaders are deemed as role models and employees observe them to establish consistency in their behavior with organization embraced philosophy and values. Leadership Influence An effective organizational leader is a top executive in the organizational management hierarchy. The leadership role is in directing and controlling all processes of operation in an organization. As such leadership influence is a significant factor in organization level of success through influencing individuals to perform duties efficiently, competently and willingly transforming potential into actual reality. Organization culture develops through effective leadership that ensures appropriate communication, precise definition of roles comprehension of vision and goal; and valuing employees input (Schein, 2017).

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Therefore, leadership influence is a vital factor in productivity and success of the organization. Autocrat leadership gives managers ultimate authority to make a decision without the input from employees. This avails supervision for employees in the realization of organizational goals. Laissez-faire leadership lacks supervision and employees do not provide feedback and it applicable to organization structure of highly experienced accountable employees. Transformational leadership behavior motivates employees and enhances efficiency and productivity through high visibility and communication (Yukl, 2013). As such, leadership establishes the tone and corporate culture influencing the organization and its level of performance. Therefore, the success is influenced by ethics that aid leaders in making an informed decision and clear communication. Organization performance and culture depend on informal and formal forces of leadership, politics, and exercise of power.

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