Stetsiuk Y.Y.
Tryhub I.P.
National University of Food Technologies
LEADERSHIP IN HUMAN RESOURCES MANAGEMENT SYSTEM
The problems of leadership and its effective use in the
management of special attention. The traditional view of men leaders usually
involves the image of the head - that person is officially endowed with
authority. In real life, leadership needs to stand out above all the readiness
and help others to achieve goals. However, any action in team participation
requires not only a leader, but other people as well, leader will not move
forward if no one will follow him. Ability to lead people makes a great leader,
making it a leader. However, the leader is only part of a team that is moving
purposefully to strategic goal of the company, so the ability to achieve this
goal are not alone, but as a team, making the head - leader special.
Leadership styles are not
something to be tried on like so many suits, to see which fits. Rather, they
should be adapted to the particular demands of the situation, the particular
requirements of the people involved and the particular challenges facing the
organization.
Leadership - a person's
ability to influence the activities of the group, to interact with all of its
members and lead her to achieve the objective.
The characteristics of
leadership include:
Motivation: socially oriented vs personally oriented.
Behaviour: communion vs agency.
Goal: seeking unity and
certainty vs seeking challenge and creation.
Benefit: building respect vs
looking for personal freedom.
Principle: truthfulness vs
genuineness.
Inclination: towards choice vs
towards contrast.
Truth: objective vs rules.
Responsibility: security vs
freedom.
We can describe six different
styles of leadership. The most effective leaders can move among these styles,
adopting the one that meets the needs of the moment.
Democratic. This style draws on people’s knowledge and skills, and creates a group
commitment to the resulting goals. It works best when the direction the
organization should take is unclear, and the leader needs to tap the collective
wisdom of the group. This consensus-building approach can be disastrous in
times of crisis, when urgent events demand quick decisions.
Commanding. This is classic model of “military” style leadership – probably the most
often used, but the least often effective. Because it rarely involves praise
and frequently employs criticism, it undercuts morale and job satisfaction. It
is only effective in a crisis, when an urgent turnaround is needed. Even the
modern military has come to recognize its limited usefulness.
Visionary. This style is most appropriate when an organization needs a new direction.
Its goal is to move people towards a new set of shared dreams. This one-on-one
style focuses on developing individuals, showing them how to improve their
performance, and helping to connect their goals to the goals of the organization.
Affiliative. This style emphasizes the importance of team work, and creates harmony in
a group by connecting people to each other. This approach is particularly
valuable “when trying to heighten team harmony, increase morale, improve
communication or repair broken trust in an organization.”
Pacesetting. In this style, the leader sets high standards for performance. He or she
is “obsessive about doing things better and faster, and asks the same of
everyone.”
The most
far-reaching and diverse is the definition of leadership as the ability to
influence others. For such effects typical four features:
1. It is essential that the
impact was permanent.
2. Governing action leaders
must apply to the entire group or organization.
3. Leader distinguishes
explicit priority in impact.
4. Effect of leader, especially
institutional, not based on the direct use of force and the authority or at
least acknowledging the leadership, that is, it must have legitimacy.
Thus,
leadership can be defined as based on the authority and rank priority ongoing
impact of one person or a few individuals to the whole group or organization
So, leadership - it is hard
work, so the leader must possess endurance significantly above average, the
leader must have goals and inspire others on their achievement, good leaders
often are "obsessed with power." We can say that a major emphasis in
management is to create effective leaders. Their personal life and career are
closely related. Their talent, skills, perceptions are new to them, and do not
rule over them. Using their leaders realize their true calling, they act in
accordance with its vision of excellence, demonstrating a unity of purpose and
irrepressible energy. Usually necessary that leaders sympathized with subordinates
if they want to influence them, and they must be credible. Employees of the
company want the leader was a man of strong, they must be sure that the company
and they are in good hands. Leaders must respond quickly to changes in both
external and in the internal environment.
References:
1.
Fitzgerald, S. and Schutte, N.S. ‘Increasing transformational leadership
through enhancing self-efficacy’, Journal of Management Development, Vol. 29,
No. 5, p.498. (2010)
2.
Gong, Y., Huang, J.C. and Farh, J.L. ‘Employee learning orientation,
transformational leadership, and employee creativity: the mediating role of
employee creative self-efficacy’,Academy of Management Journal, Vol. 52, No. 4,
p.771. (2012)
3. Kozak K, ‘Business food’ No.3 (19). (2013)
4. Lyubko O., Stolyarchuk L., Bondarchuk
L. Features Leadership in HR management. (2011)
5. Shtanko N., ‘Legal psychology
and pedagogy’, No. 2, p.51 (2013)