Organizational leadership - Assignment

ORGANIZATIONAL LEADERSHIP 1
ORGANIZATIONAL LEADERSHIP
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ORGANIZATIONAL LEADERSHIP 2
Introduction
Organizations are requisite to human civilization process; especially in meeting the
collective needs of the society. In our modern society, organizations are vital for setting
structural norms and roles in civilization, shaping values, change and determine people's
destinies, and undertake an array of functions such as integration and individual fulfilment as
well as the disintegration and human alienation. In the early stages of their set up, organizations
are structurally simple and easily manageable, but they become complex and sophisticated as
they grow bigger; thus the need of special managerial skills and techniques possessed by a few.
Organizations of today take great consideration into the welfare of the people, e.g., health
(Henderson et al. 2018, p.31). Moreover, contextual factors like technological advancement are
quite a priority as they determine the efficiency of the organization's productivity.
It follows that modern leaders are required to have a healthy relationship with their
subordinates since this is needed for the productivity of the organization. The maturity level of
the employees is a determinant factor on what leadership style he is supposed to adopt. A low
maturity implies that a task-oriented leadership style should be followed while a high maturity
calls for minimum supervision.
Case Study
I adopted a case study of a Swedish company which is found in Stockholm. Its main
operation entails construction and production of cable machines for use in industrial work. This
company holds a good record of its market competitiveness. In order to maintain this
competitiveness, it has to continually upgrade its technology. The organization boasts a well-
structured self-management system and a culture that majorly advocate for the development of

ORGANIZATIONAL LEADERSHIP 3
employee's skills for the betterment of the operations. Market surveys suggest that the company
has had a better economic performance in comparison to other related companies (Rousseau and
Aubé 2010, p.757).
The leader of this company has adopted a decentralized structure with no formal
hierarchy, foremen and time clocks. The teams are self-managed where employees are obliged to
take initiatives, handle responsibilities, try new things, adapt to changes and be co-operative with
the organization's requirement. There exists a great ambition to avoid division in the organization
(Hollander 2013, p.69). For instance, all employees take turns in cleaning the workplace and
managing the reception.
Self-management of these teams makes them goal-oriented. The company sets annual and
quarterly goals with the aid of a structured schedule that all employees have to follow. The
employees in this organization are setting their goals weekly as required of the schedule. A 9 am
to 12 pm coffee break is held on a daily basis where all employees are required to attend. This
break is used for information meetings in the event that there are some developments within the
organization.
Critique
Self-management of organizations is not always a good approach as it also meets
numerous challenges. There is occasional wastage of time in the event that one team is behind
schedule. This particular team may require additional time to complete its obligation thus
causing a lag in complementation of plans and policies. High investment comes hand in hand
with the development of employees' skills thus decreased level of profits. Numerous job
rotations cause early inefficiencies as change takes place (Van De Voorde, Paauwe and Van