Organizational Behavior in Human Relations Essay

Organizational Behavior in Human Relations - adjudicate ExampleLeadership is a process where sight are motivated in fact, workers look up to their leading and feel immensely satisfied if attracters take them into confidence and share their wisdom and association (Organizational Behavior, n.d., p. 161). However, it is very unfortunate that despite its importance, there is no best way to stool leaders in advance, and there is no consensus on what are the attributes that could help in developing leaders. Leaders are playing a great role in the employee engagement and motivation thus, this problem has been subject to ample studies for the purpose of coming up a universal and consistent leadership approach that an individual should urgency to fabricate an effective leader (Packard, 2009). All organizational behavior/human relation subjects need the cooperation of people, and save leader knows how to keep people focused (Maccoby, 2000, p. 58). Culture is learned over many year s thus, transforming peoples actual behavior and values called for an intensive and tenacious reinforcement that can be performed by strategic leaders (Osborne & Brown, p. 82). Leaders can make employees more committed, but they can also create a climate of fear, distrust, discouragement, and de-motivation if the leadership style is not inhibit with the context. In fact, there are instances that a change initiative failed because leaders did not thoroughly handled the stance by aligning management practices and organizational behavior. Thus, leadership is vital to the organization, and without leadership, nothing will be accomplished and The organization will fall aside (Homan, 2011, p. 211). 2.0 Solution to the Problem from the Organizational Behavior/Human Relations Based on early leadership theories, leaders are characterized by superior qualities or traits that are endowed to them since birth thus, the experts concluded that leaders are born and not made (Adair, 2006, p. 9). H owever, when experts cannot present a detailed description of the trait to become an effective leader, a behavioral theory emerged. This theory stated that leadership can be learned, trained, and developed. by and by on, a contingency theory is developed because of insufficient evidences, and it is centered on situational context wherein an effective leader knew how to adapt and match his or her behaviors to a particular applied context. On the other hand, there is no universal way to become a good leader because the environment is rapidly changing, and organizations need to treat up with this change to be successful. Thus, the best ancestor is to work as a team and chip in the contingency approach through the use of different leadership styles in different contingencies because there is no one best way to manage all instances (Burnes, 2009). For organizations to have an effective leadership, they need to identify the situation at hand, recognize the antecedents and consequences , develop an appropriate leadership style to discourage negative behaviors, and evaluate the appropriate leadership approaches. 3.0 Evaluate Solutions in Terms of Managerial & Employee Perceptions The contingency approach as a solution to the leadership behavior problem is an advantage on the part of the employee because factors such as the type of task, the age available, and the skill of the members determine what type of leadership is most appropriate for a