Leadership, without doubt, is one key element to a group's long-term success of achieving objectives in today's business, this paper aims to outline the literatures of leadership goals and engaging leadership style and discussing their relevance of organization context as well, followed by an in-depth analysis of both leadership styles and their advantages and disadvantages in today's business setting. Next, a critical analysis and comparison between the two will be provided regarding the impact of leader competence areas, personal characteristics, and performance versus employees' job commitment. Lastly, findings and research prospects will be summarized in the conclusion.
Goal-oriented leadership style has the advantages of realizing critical analyses and judgments, boosting visions and imaginations, optimizing managerial resources, enhancing managers' personal competencies such as achieving something and strong emotional resilience, and increasing working conscientious. Unlike other leadership styles, goal leadership involves the weakness of empowering due to the fact that leaders don't delegate power to their subordinates.
Engaging leadership style encourages empowering and keeping faith. Other advantages of engaging leadership include facilitating communication, encouraging personal development, and achieving, enhancing self-awareness, promoting interpersonal sensitivity and boosting intuitiveness. However, unlike other leadership styles, engaging leadership bears the weakness of managing resources due to the fact that the transformational organizational context is not conducive to efficient resource allocation.
Based on existing research of the two-sidedness of goal leadership and engaging leadership styles, it is fair to say that each style plays an indispensable role in today's business environment, especially coupled with the evolving types of organizations where a leadership style is exercised.
[...] When it comes to critical analysis and judgment, it should be noted that both types of leadership do a good job in probing the facts, identifying advantages and disadvantages and discerning shortcomings of proposals and ideas. Both types of leaders are capable of making sound judgment and decisions based on reasonable assumptions (Dulewicz and Higgs, 2004). The same is true of leaders' vision and imagination. Pertaining to some emotional and social dimensions, engaging leaders are in most cases, better at motivating people. [...]
[...] It follows that both types of leadership styles facilitate and balance the long- and short-term goals in the organization as long as an appropriate personal trait sets in at the right time Summary and justification To sum up, in addition to the fact that both two leadership styles are independent of the four important biographical variables, the FFM personality factors do not account for variances of goal-oriented leadership style on a significant level. However, it is a lot more different regarding the impact of FFM personality factors on engaging leadership style, which is an interesting new finding. [...]
[...] In short, it is hard to say which leadership style is better than the other in terms of leaders' performance assessment; good personal characteristic is always important to both leadership styles and the situation or context is highly relevant to leadership style. References Anonymous Engaging leadership, creating organizations that maximize the potentials of the people, retrieved on Sept from http://www.cipd.co.uk/NR/rdonlyres/F72D3236-E832-4663-ABEC- BCC7890DC431/0/4585EngageleaderRIWEB.pdf Bacon, T . (2009, November). Character Power. Leadership Excellence, 26(11) Retrieved September from ProQuest Central. (Document ID: 1906542801). Beverely Building leadership capacity through engaging leadership, [...]
[...] In today's competitive business circle, goal oriented leadership style has the advantages of realizing critical analysis and judgment, boosting vision and imagination, optimizing managerial resources, enhancing managers' personal competencies such as achieving and strong emotional resilience, and increasing working conscientious. In a nutshell, it is a style that exercises multiple leadership behaviors that match the personal traits of the individual leader. However, unlike other leadership styles, goal leadership bears the weakness of empowering due to the fact that leaders don't delegate power to their subordinates, thus ensuring that the key goals can be achieved without extraneous factors Engaging leadership analysis and two-sidedness 3.1 Outline of engaging leader and their organization According to Dulewicz and Higgs (2004), engaging leadership is style based on a high level of empowerment and involvement appropriate in a highly transformational context. [...]
[...] Consequently, the evaluation of the performance of engaging leaders stands out among all the three leadership styles Summary and justification To sum up, it is hard to say which leadership style is better than the other in terms of leaders' performance assessment. On the one hand, self- assessment seems to function well for goal-oriented leaders as the measurement and tracking system go hand in hand with the nature of goal leadership style. On the other hand, current research framework and findings bolster more strongly the engaging leadership performance assessment than that of goal leadership, largely based on more advanced literature in this regard Conclusion Based on the research paper- Assessing leadership styles and organizational context, this report discussed the outlines of goal leadership and engaging leadership in their respective different organizations and analyzed the advantages and disadvantages of each management style in today's business environment. [...]
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