Introduction
It is worth noting that the leadership structure of an organization can be very diverse, and it significantly affects the organization’s behavior in the market. The branching of the organization affects the speed of decision-making, shows who is authorized to make decisions, and determines the areas of responsibility of each employee. Regardless of the type of organization, its leadership structure should be understandable to each team member (Reisch, 2018).
Awareness of the general picture makes it possible to comprehend how the division of labor in the organization is organized, and therefore, to understand the level of responsibility of each team member for a certain area. Moreover, navigating in the leadership structure of a company or organization is crucial for understanding what each employee can do independently, without additional permission, and where they will have to get confirmation to solve a specific work-related task. The purpose of this paper is to discuss the leadership structure of the Arc Mid-South located in Memphis, Tennessee.
Main Body
This organization has a linear-functional structure, which is justified not only by the number of employees but also by how their areas of responsibility are distributed. The organizational chart shows that in this organization, linear units (board members) make decisions, and functional units (management staff) inform leadership and help them in making specific decisions (The Arc Mid-South, 2020). That is, team members report to both linear and functional leadership. With this structure, the problem of priorities is removed, because line managers participate in prioritizing the work of individual contributors. The heads of units mustn’t be included in the organizational chart, and it is impossible to determine how long it takes to make decisions since decisions need to be confirmed by the functional managers.
The leaders of the organization are mainly represented by the executive director, Carlene Leaper, and the board members (in particular, they are the president, vice president, treasurer, secretary, and so on) (The Arc Mid-South, 2020). The main style employed by them is democratic leadership, according to which leaders and followers raise each other to high levels of moral principles and motivation (Reisch, 2018).
The main characteristics that all leaders in the organization share in common are the fact that they take care of the development of subordinates and their personal interests. Staff members respond to this style positively because leaders in this organization listen to the needs of followers, provide opportunities for performing important tasks, and delegate authority to individual contributors to develop their skills and build self-confidence.
The main management style employed in Arc Mid-South is a transactional approach to managing the workforce (Reisch, 2018). Managers clarify the roles of subordinates, show respect for them, initiate a flat decision-making structure, and also try to satisfy the social needs of subordinates.
Despite the fact that both leaders and management seek to maximize the potential of each employee, unlike leadership, transformational management is more associated with ensuring mutual obligations between managers and team members. They try to awaken the enthusiasm among contributors through the efficient organization of labor and the absence of micromanagement. They try to help their subordinates with an understanding of the key problems of the organization and seek to interest contributors in achievement, growth, and development.
Concluding Points
Thus, it can be concluded that Arc Mid-South is run by democratic leadership and transformational management. Each of these approaches brings specific benefits to the organization due to the fact that they ensure the absence of micromanagement and a flat organizational architecture. The leadership consists of the executive director who works closely with board members who, in their turn, ensure the individual contributors understand the vision of the leadership and can implement it.
References
The Arc Mid-South. (2020). Management. Web.
Reisch, M. (2018). Macro social work practice: Working for change in a multicultural society. Cognella Academic Publishing.