Organisational behaviour Essay Example | Topics and Well Written Essays - 3000 words - 1

Organisational behaviour - Essay ExampleFor instance, a attraction is a person with charismatic qualities, vision, critical thinking skills, encourager, team member, and ability to look into future. Indeed, the aforementioned attributes modify a person to lead his / her organisation and ensure a harmonised and shared value-based internal culture. lead refers to the capability of strategical planners, policy- and decision makers to direct employees / organisation to accomplish business plans and mission. In addition, leadership is every(prenominal) about identifying potential in employees, to polish individual abilities and to train them in a way they could demonstrate optimal performance and achieve defined targets. Idris & Ali (2008) had thrown light over the fact that leadership answers a business organisation in gaining competitive advantage by out performing rivals in the resembling business sector. For this purpose, the leaders keep themselves updated about general and task environment, which is then analysed and evaluated for new policy formulation, modifications and amendments in existing policies. The internal managerial structure could be adjusted to ensure greater flexibility, mutual answerableness and adaptability, which later enhances internal efficiency and performance. Chan (2010) has argued that business success and sustainability of an enterprise is dependent on the strengths and leadership qualities of strategic planners and top management. He highlighted that there are various leadership styles such as autocratic (which focuses on internal control and stability), bureaucratic (it is more egalitarian in nature but in like manner pays peculiar(prenominal) attention to task accomplishment and overall performances), laissez-faire (which focuses on extreme level of flexibility, tolerance and adaptability to changes), democratic (which focuses on employee empowerment, continuous learning and experimentation), participative (focuses on enhancing employee contribution and participation in business affairs through mutual collaboration, interaction and communication), situational, transactional, and more recently transformational styles. This paper will throw light in dilate over Transformational Leadership and Path Goal Leadership approaches. The researcher will critically evaluate and discriminate the strengths and limitations of two different approaches to theorising leadership as sources of prescription for good managerial practice in organisations. In other words, the researcher will assess how the concepts and understandings of two aforementioned leadership theoretical approaches will help strategic planners to formulate and implement good managerial practices that would benefit in conflict resolution, internal peace, socio stirred and instrumental cohesion and harmony, low absenteeism and employee turnover rates, high motivational level, job commitment and timely accomplishment of goals. The researcher has chosen the Path Goal Leadership approach because it focuses on task / performance and human relationship orientation as both are quite necessary for overall organisational success. For instance, the approach was developed afterward contributions of many renowned theorists during 1970s and 1980s such as Robert House, Ralph Kartz, Yukl, Shamir, R. Mitchell and other authors (House, 1996). In addition, the researcher has also chosen Transformational Leadership theory, a relatively new approach, which focuses on to