Development-oriented leadership style is relatively effective compared to others. This leadership style focuses on both the people and related operations. This leadership style is based on the fact that the business world is rapidly changing and requires new management methods. In this regard, a development-oriented leadership style ensures that employees’ satisfaction is crucial before the execution of responsibilities (Anonymous, n.d). Therefore, employee satisfaction is harnessed through career training and development. Also, this leadership style understands the significance of promoting interpersonal relationships in the workplace. This is integral in facilitating cohesive teamwork. This leadership style advocates for personality and cultural diversity at the workplace to achieve different skills and competencies.
On the other hand, development-oriented leadership style focuses on ensuring that work-related goals are achieved through a competent team of employees. This is made possible through skills and diversified competencies that follow work schedules and optimize on time and cost. Development-oriented leadership style disregards personality traits and emphasizes on individual actions and activities. This demystifies the notion that leaders are born and instead emphasizes employee training and development.
As a leader, results are the most crucial part of evaluating job performance. This means that leadership does not involve pleasing every employee to ensure that the job is done. This extraordinary leadership trait was once exemplified by Steve Jobs, who was Apple’s CEO. Ensuring that operations are not stalled by employees who have personal issues is not part of an organization’s policy. However, it is important to cultivate a good working relationship to ensure employee satisfaction is derived from ongoing operations. In this regard, an effective leader should not be well-liked.
Steve Jobs cannot be considered an ethical leader. Violating social interaction, especially contracts, raises ethical issues regarding business practices. Steve did not regard legality issues of a contract, which implies bad precedence in a company that might be sued in a court of law (Austen, 2012). Also, Steve intolerance to the diversity of personalities is unethical and shows a lack of leadership integrity. This can be evidenced by an elated ego of a leader who thinks lowly of others.
Moreover, insulting employees verbally is legally forbidden in a workplace and constitutes to office harassment. Steve jobs influence as a global leader is misplaced from the fact that workplaces are turned into disorganized social venues. This is best exemplified by Steve’s actions in firing employees based on their failures. It is also unethical for a leader to take credit of employee’s work and effort without acknowledging their contribution. How Steve overworked his employees to achieve desired goals shows a lack of care and apathy.
I consider myself a rejector. This is because I consider treating other people fairly as part of becoming an effective leader. I believe that the diversity of personalities and skills can be harnessed to make effective teamwork. From previous work experiences, I have learned that employee motivation through rewards is necessary. Also, observing legal provisions that guide business practices is critical.
In most cases, making sober decisions based on risk assessment requires an individual who understands the art of balancing ideas, work, and family. In this regard, I highly regard my family before work. Family is essential to any entrepreneur as it provides the right moral support.
References
Anonymous. (n.d). Chapter Eight: Leadership. Web.
Austen, B. (2012). The story of Steve Jobs: An inspiration or a cautionary tale? Web.