Recognizing the philosophy and style of leadership is significant working environment. Personal philosophy of leadership is a crucial aspect that each leader and organization should recognize. This paper is to discuss leadership concepts as portrayed in Northhouse’s book “Introduction to Leadership: Concepts and Practice”. In addition, it will relate the author’s ideas on leadership to the working environment.
The basis of philosophy in leadership is set on the unique beliefs and attitudes towards the nature of people including their attitude to work. For instance, other people consider work as something good and will effectively perform their duties if given the opportunity. Human behavior at work is a diverse aspect if to consider the relationships among employees. Managers need to realize their central assumptions regarding human nature. Moreover, they need to evaluate how these assumptions relate to their leadership practices (Northouse, 2012, pg. 48). Motivation of workers and attitude towards work play a vital role in leadership. Understanding motivation exposes the effectiveness of leadership. Theory X and Theory Y explain ways in which managers approach workers. McGregor came up with the two theories.
According McGregor, Theory X is made up of three basic assumptions based on human nature and behavior. These assumptions represent leadership philosophy that is identified in the majority of leaders. The first assumption denotes that the average person does not like working and will try to avoid it if it is possible. It is common in the working environment that some people dislike their work. However, some external pressures like paying bills necessitate them to work (Northouse, 2012, Pg. 48). The second assumption suggests that since people dislike work, they need to be directed. They also require control, threats, punishment, and reminders on rewards in order to ensure effective working. This is common in organizations like schools. Most teachers require to be pushed in order to work. Finally, the average person usually has to be directed, has little ambition, want security more than choice, and wishes to avoid responsibility. For instance, at the work place, management sets goals and objectives for the workers. This is because the majority of workers will not set goals.
Theory X is similar to authoritarian leadership. In authoritarian leadership, the leader views subordinate as needing direction (Northouse, 2012, pg. 53). Therefore, he needs to control the workers in order to meet the goals and objectives. Democratic leadership is similar to Theory Y. Democratic leaders view their subordinates as capable of handling their work on their own. Therefore, forms of punishment and threats are minimized (Northouse, 2012, pg. 56).Laissez-Faire type of leadership allows workers to function on their own without giving either direction or encouragement (Northouse, 2012, pg.59).
Attending to tasks and relationships concerns is the relation between workers and their work. For instance, good teachers are well-informed about the subject matter and are sensitive to private lives of their students. Therefore, the degree to which managers are successful is determined by two principal behaviors. These are leaders’ attendance to tasks and their relationship with people in the working environment (Northouse, 2012, pg. 69). Personal styles exploration is paramount in the task and relationship aspects on leadership. Moreover, task-oriented style involves individuals who are goal-oriented. In addition, the workers here are ready to achieve better results. They prefer things like calendars and doing lists. This kind of personal style of leadership vastly increases productivity in the working environment. Relationship-oriented behaviors are leader-oriented. Task leadership takes place any time that the leader does something that helps the group reach its goals. In conclusion, leadership practices are both worker and managerial governed. The relationship between the works and their employers is extremely crucial.