Effects of leadership on organizational performance

EFFECTS OF LEADERSHIP

Effects of Leadership

The effects of good or bad leadership are often felt throughout the entire organization. Essentially, a good leader would influence an organization positively while a bad leader would influence the organization negatively. This is more so the case given that a leader happens to be the one who determines the employees’ level of motivation, change tolerance, culture, and their values within an organization (Metwally, Ruiz-Polomino, Metwally, and Gartzia, 2019). This happens owing to the fact that leaders tend to have more power than the said employees. Therefore, a leader may retard or enhance the success of an organization. For instance, an effective leader recognizes occupational stressors and finds ways of enabling employees to cope with the said stressors and strain. On the other hand, leaders who do not find ways of mitigating strain and managing stressors may impede the success or efficiency of the organization. This is more so the case given that burned out and strained employees disrupt operations, suffer diminished performance, lack commitment to work, are frequently absent, or they leave work entirely.

Second, an effective leader contributes to the success of an organization by enhancing resilience and reliability. Black, Bright and Gardner (2019) argue that a leader can enhance resilience by planning for contingencies, thus enabling an organization to manage and tackle crises that may arise effectively. Further, an effective leader trains employees regularly - enabling them to handle problems in an organization. However, it would be prudent to note that when a leader lacks good planning, the organization may be ill prepared to handle problems that may arise in the course of operations, effectively leading to organizational inefficiency (Black, Bright and Gardner, 2019). Further, an effective leader motivates employees to achieve the goals of the organization and also encourages them to report failures (Metwally, Ruiz-Polomino, Metwally, and Gartzia, 2019). In so doing, factors that impede organizational efficiency can be identified and the relevant interventions deployed (Black, Bright and Gardner, 2019).