The type of the leadership style applied in any working organization can contribute both positively, as well as negatively to an organization’s performance. Most of the common leadership styles practiced in the majority of the current organizations is visionary, affiliation, commanding, as well as democratic.
Majority of these styles of leadership have proved to be effective thus there is the need to practice some of them. Therefore, this script will provide a stance on some of the leadership styles and theories applied in this case.
In the previous classes, we have covered several leadership styles some of which relate directly to those depicted by Commander Abrashoff’s. For instance, one of the styles discussed in the previous lessons in class is the visionary leadership style. This category of a style is necessary, incase the organization demands a new course in its leadership.
According to a number of researchers with an enhanced interest on this topic, it is palpable that a visionary leader is able to predict an organization’s destiny (Hybels 2009, p. 20). However, such a leader does not specify the strategy to apply in order to accomplish the organization’s goals.
Such a leadership style allows the team members to conduct experiments, participate in some innovative activities that aid their process of identifying the most appropriate decisions to undertake. Therefore, in the Commander Abrashoff’s case, it is evident that his style of leadership is driven by his vision (Ihlenfeldt 2011, P. 1). He envisages the outcome of an effective leadership thus strengthens others to remain visionary.
He, therefore, instituted a new leadership initiative after assuming the commanding role at Ben fold. Consequently, its retention rate increased considerably from 25 to 100 percent and injuries also reduced tremendously. The current initiative also enabled the ship to run on a small ratio of its budget, but made higher returns.
In addition to remaining visionary, Commander Abrashoff’s practices affiliation, a leadership style that encourages team work. This has emerged significant as the workers harmony heightens. This is evident in the Abrashoff’s case. In an effort to enhance the crew’s affiliation, he incorporates any of the ideas presented by the crew’s member.
Through this, he can permit a vigorous involvement since members are aware that their contributions are vital for an effective functioning of the crew (Ihlenfeldt 2011, p. 3). Via this type of leadership, he creates harmony and a strong communication among the crew. This as a result boosts their morale thus bestows their entire efforts to enhancing the crew’s positive results.
The Abrashoff’s situation applies the following leadership theories. They are “Hersey and Blanchard’s Situational theory” and “House’s Path-Goal theory” (Williams 2006, p. 469). For instance, in Hersey and Blanchard’s theory, Abrashoff adapted this approach to devotee development style. This approach depends on the devotee’s proficiency and motivation.
He conducted interviews in the analysis of his crew. He advocates different styles that match the development level of the devotees. Initially, there exist those devotees possessing limited proficiency, a reduced commitment, with little capability, and disinclined. In this case, he reacts by sky-scraping chore focus and little link focus.
He establishes the cause of the devotees’ motivation, and whether there exists some restrictions in their capability (Raney 2009, p. 10). The next level comprises of devotees that show partial proficiency, inconsistent commitment, and aggravation.
The leader reacts by soaring chore focus and elevated link focus. He is an excellent listener, advisor, and aids the devotee in acquiring the necessary expertise through training. In the third level the majorities of the devotees are extremely competent and depict variable commitment.
In this case, the leader reacts by squat task focus and towering relationship spotlight. The devotees need much motivation. The leader thus emphasizes on listening them, praising them, and letting them feel acknowledged whenever they portray some commitment.
In the last level, there are those devotees who with soaring competence, towering commitment, able and inclined to work (Raney 2009, p. 12). Devotees at this level need no prop up, or recurrent commend although acknowledgement is always necessary.
This leadership style is the best for this situation because it helps the leader to utilize the workers to their full capacity. It also permits the leader to portray a good image therefore; he does not compromise his absolutes. He thus makes use of good judgment and strengthens others.
In the situation of USS Ben fold Abrashoff depicted outstanding leadership traits. For instance, he implemented a number of initiatives in the zeal to avert the situation. Therefore, his leadership brought numerous positive changes through the improved leadership styles. For instance, before acting on any problem, he had to establish the basis of the problem.
He reviewed the crew’s mission, as well as the vision for themselves and the navy. This helped him to identify the level of the crews’ motivation and the challenges that they were facing thus enabling him seek for new resolutions (Raney 2009, p. 15). In addition, he accentuated on the individual participation and incorporated their suggestions in performing some of the administrative roles.
The vital rewards of situational headship include its ability to facilitate easy understanding, as well as its usage use. A current research has revealed that an effectively functional situational leadership results in strengthened relationships. In addition, the followers’ progress enhances, and this results into an improved proficiency and assurance.
Although Abrashoff has the same authority as other leaders, he has to be concerned with his headship. This is due to his anxiety about the future of the organization, particularly through expansion and administration of the crew. Therefore, he engages himself in multifunctional and incorporative errands, he knows less than his efficient area experts exploits non-linear judgment, and he believes in tactical choice.
Consequently, he cannot just demand conformation for his commands. He is therefore, ought to be practical, figure ideas, and modifies the thoughts of the crew regarding what is enviable, achievable, and essential (Northouse 2009, p. 5). He is, therefore, certain towards risk taking.
He brings new approaches and resolutions to venerable problems, concerns himself with ideas, and hence relates to the crew in a discerning and compassionate ways. He feels detached from his working atmosphere though not belonging to his organization.
A valuable leadership style is essential for a successful management of an organization. Visionary leadership style is necessary in any organization since it allows a room for the establishment of new initiatives. It is only after Abrashoff, the crew leader utilizes this style that the crew’s performance enhances. In addition to the above styles, he also utilized a number of leadership theories.
The two most commonly used theories are the Hersey and Blanchard’s Situational theory, and House’s Path-Goal theory. The two leadership theories applied by Commander Abrashoff works on the grounds of motivation and proficiency. Moreover, majority of the leadership theories demands a leader to establish the root cause of the problem before tackling it.
References
Hybels, B 2009, Courageous leadership, Zondervan, Grand Rapids.
Ihlenfeldt, W 2011, Visionary leadership: a proven path way to visionary change, Author House, Bloomington.
Northouse, P 2009, Leadership: theory and practice, Sage, Thousand oaks.
Raney, H 2009, Understanding and managing public organization, John Wiley and Sons, Hoboken.
Williams, C 2006, Management, Cengage learning, Mason.