Buy term paper: The leader of the company

The leader of the company does not simply plays an important part in the organizational culture of the company but also takes an active part in the formation and development of the positive and healthy organizational culture. In this regard, it is worth mentioning the fact that the development of the positive and healthy organizational culture implies the formation of positive interpersonal relations between managers and employees, between top managers and their subordinates. In fact, the leader influences consistently the relationships within the organization and the organizational culture through policies and personal example because the leader serves as the model of behavior for subordinates.
The leader attempts to be close to subordinates to unite them and to feel the respect from the part of the leader. At the same time, the leader provides subordinates with extensive autonomy, which is very important in terms of the development of confidence of subordinates in their own forces and in the confidence of their leader in their ability and expertise to cope with challenges they may face in the course of their work.
At the same time, the leader attempts to shape beliefs, attitudes and positive models of behavior through the personal example and assistance to subordinates. In fact, the leader often performs the role of a guide, who helps subordinates to find the right way to solve problems they have or they have to solve in the company. On the other hand, subordinates have the wide autonomy and they can either take into consideration recommendations of the leader or choose their own way to solve problems they are working on. In addition, the leader stimulates the team work organizing subordinates into teams to work on solutions of specific problems. Each group has its own problem to solve, whereas the leader supervises the work of all groups and guides subordinates, if necessary. In addition, the leader pays a particular attention to the motivation of subordinates and employees. As a rule, the leader uses non-material motivators, which make the leader particularly popular among subordinates and employees. They feel respect from the part of the leader and they are eager to work better to gain the approval of the leader. Employees and subordinates like the democratic leadership style of the leader and they take into consideration recommendations the leader gives them. At the same time, they feel responsible for outcomes of their work because they have autonomy and confidence of their leader that motivates them to work effectively and responsibly.
In such a situation, the replacement of the leader may raise certain difficulties because subordinates and employees respect the current leader, whereas the appointment of the new one will need time for adaptation. In this regard, the internal succession can be effective because it facilitate the succession and decrease the time spent on adaptation. At this point, it is worth mentioning the fact that the company focuses on the internal succession raising up its own professionals and promoting them to top positions within the company. The company has the plan of the internal succession according to which the top positions are taken by professionals, who work in the company for a long time and who have passed through the organizational hierarchical ladder successfully. This succession plan is effective and motivates employees work better and effectively.

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