Leader as a Problem Solver

Leaderas a Problem Solver

Leaderas a Problem Solver

Supportiveleadership behaviors are very important in motivating employees andincreasing productivity. The most outstanding supportive leaderbehaviors that influenced my behavior in my workplace are thetreatment of employees as individuals and helping with personalproblems. The manager in my organization treats me as an individualand not as an employee. He understands and appreciates my strengthswhile supporting me in my weak areas. When allocating duties, themanager puts into considerations individual abilities and givesrealistic deadlines (Meierhans, Rietmann &amp Jonas, 2008). Withthat, I have been able to work without pressure and to complete mywork effectively and efficiently.

Secondly,the leader is always ready to help with personal problems. In myorganization, one can share his or her personal problems with themanager. He listens to personal issues and is always ready to offersupport of any kind to ensure that one recovers as soon as possibleto be able to work effectively. The realization that personal matterscan affect the stability of an employee, hence performance is key inmotivating employees and stepping in for their personal problems(Howell, 2006). I remember a time I had a sick relative who neededlove and support. The manager allowed me off for two weeks. He alsocalled regularly to know how we were doing which really influenced myattitude to work.

Leadersshould use supportive behavior not primarily to safeguard theorganization’s interest, but to positively influence theirfollowers. If supportive behavior is done for the sake of it, it maynot have positive influence. It should always be genuine for it to besustainable.

Leadersshould be supportive all employees. In particular, they shouldsupport poor performers by understanding why they are not performing,what they expect from the management, and what can be done to improvetheir performance. Most of the time, poor performers are notnecessarily poor they may be demoralized by management style orleadership in the organization. As such, leaders should first rethinkthe way they handle such individuals, by setting realistic goals anddeadlines for them.

References

Howell,J. (2006). Understanding Behaviors for Effective Leadership: Pearson.

Meierhans,D., Rietmann, B., &amp Jonas, K. (2008). Influence of fair andsupportive leadership behavior on commitment and organizationalcitizenship behavior. SwissJournal of Psychology,67(3),131.

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