Organizational Communication Essay

1864 words - 8 pages

Organizational Commitment and Communication

Com 503

University of Phoenix

Sep 13, 2001

Brian Williams

Different Leadership Styles

As today’s world becomes more diverse with different cultures and up brings, so will this diversity within the business office. Then work force becomes younger and younger, the enthusiasm to be the “next be thing” leadership styles become more divers in the work place to achieve that goal whether its for an individual or a group. The next paragraphs will discuss how different leadership styles would affect group communication at Cisco.
The Visionary Leader style is best when a new direction and a very strong impact on the climate is ...view middle of the document...

Theses leadership styles contribute to the Cisco culture pay attention to the needs and motivation of the employees, and maintaining group effort.
The Pace-setting Leader results from a motivated and competent team. They identify poor performers and demand more of them. Building challenging and exciting goals for people, expecting excellence and often exemplifying it themselves. If necessary, they will roll up their sleeves and rescue the situation themselves. Over the long term this style can lead to exhaustion and decline.
The Commanding Leader approach is best in times of crisis when you need unquestioned rapid action and with problem employees who do not respond to other methods. This leadership style gives clear directions by his or her powerful stance, commanding and expecting full compliance (agreement is not needed). They need emotional self-control for success and can seem cold and distant.

Analyze the sources of power

Power is a force of influence and authority. Most leaders wield power, but how power is used often differs between leaders. Where does a leader get power? Or do a leader’s followers give it to them? Well it’s both. In this paragraph, we’ll be looking at the different sources of power a leader can use, with some advice on when these powers should be used, and perhaps when not.
Expert Power is when a leader has significant domain knowledge/skills. Positional Power comes when a leader has a legitimately held position of authority. Reward Power is evident when a leader can give, or take away, a reward. Coercive Power is felt when a leader creates the perception of a threat. Personal Power is gained through persuasion.
The esoteric nature of the expert power leader means most superiors or colleagues don’t possess the same applicable knowledge or judgment as you, even if you have no formal authority on the subject. Therefore your word on your subject carries weight and has the means to influence the outcome of decisions where it applies. For example a programmer can influence the design of a niche application because of their knowledge of a codebase, and a support engineer can influence how a support process operates because they are known to be the best at supporting that function that followers can have more expert power than their leaders.
New leaders particularly can possess far less knowledge than their followers. This can put you in a vulnerable position. To gain the same level of knowledge can be time-consuming and possibly not practical, if skills are hard to acquire. By possessing expert power you have something that most others cannot easily acquire. It is a powerful asset. Withholding knowledge as a means of gaining or maintaining power is all too common.
Positional power is gained by a person’s role in their organization. In Cisco a grading system is used to position an employee, or it maybe evident in Cisco’s organization chart. However Cisco elevates its...

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