Leadership Behavior and Conflict Management in Small Groups Essay Example for Free

Leadership Behavior and Conflict Management in Small Groups seeSmall assemblys of stack with common interests often come in concert to exchange in contour lineation, collaborate and depart in the pursuit of a shargond goal. These members get hold of the time and space to meet and sh atomic number 18 ideas through fundamental interaction and participation. When such mathematical groups face tough and insurmountable problems it fosters to have a visionary drawing card to help them cooperate and work together as a team (Forsyth, 2006). The study of small groups helps us to to a lower placestand radical human behavior and how attracters transform groups and resolve conflicts (Hargon, 1965). According to Forsyth, Donelson Leadership is the process by which an item-by-item guides others in their pursuits, often by organizing, directing, coordinating, supporting and motivating their efforts. The process of lead has evolved basically from the need to be organized. We observe similar qualities in the flock of birds that fly across the sky and among the herd of elephants deep in the jungles. But with humans, lead processes have become as varied and complex as the many interrogation studies that have been conducted.The leadership process is reciprocal, when it is vulgarly fixs the leader and the follower, transactional when both the leaders and following work together for common goals, transformational when leaders are able to inspire their chase into doing their best, cooperative when members select their leader voluntarily, accommodative when members are motivated to achieving group goals, line oriented when the leader focuses all the activities of the followers towards the achievement of group goals and relationship oriented when the focus is on the interpersonal relationship between group members. (Forsyth, 2006).While leadership processes are varied, the qualities found in leaders are also equally diverse. Though inborn temperament traits ar e helpful in small group background knowledges like being sociable, outgoing and expressive near leadership traits are acquired (Barrick Mount 1991). Normally leaders t oddity to be more intelligent than their followers in small groups. But most groups find it difficult to handle leaders with very superior intellectual abilities (C. A. Gibb, 1969). On the other hand it is very helpful if a leader is endowed with worked up intelligence and the ability to be flexible to suit the demands of a particular situation (Kenny Zaccaro, 1983).Research studies have also shown that followers place undue importance to leaders who speak a lot more than necessary, as compared to leaders who are men of few words (Sorrentino Boutillier, 1975). The intriguing phenomenon of hard-hitting leadership has devoted rise to varying theories. Each of them has their related leadership training program as well. According to Fiedlers Contingency theory, a leaders trenchantness work outs on the way he r elates to hi followers and in his ability to reign situations.Here he specified three factors that influenced the leaders realize the glutinousness of the group, the concentration of power in the hands of the leader and whether group goals were structured or not. utilise the Least Preferred Worker Scale (LPC), he rated people who were relationship oriented high and those who were labor oriented low on the LPC score. The Octants based on this show that the task oriented leaders are sound when situations are highly favorable and unfavorable and relationship oriented leaders are trenchant in moderate situations (Forsyth, 2006).Fiedler has taken into consideration the good and the bad leader-member relations, the structured and unstructured goals. But groups goals are sometimes partly structured, leaders have average power and there exists fair leader- member relations. This mediate range seems more possible and plausible while considering small group situations. In Robert Blake and Jane Moutons The Leadership Grid the focus, is again on task and relationship orientation, and they have come up with five different styles of leadership.In the apathetic start the leader has no interest in either achieving goals or improving group relations. The country club approach as the name suggests adopts a friendly works atmosphere. While the middle road approach has a leader who balances the work done and maintains the morale of the people the task master gets the work done and is less concerned near the feelings of the group members. The team work approach, is considered the best as its members are committed to their goal and share a feeling of mutual trust and respect (Forsyth, 2006).The style of the leadership depends on the maturity of the group members according to the Situational Leadership Theory given by Paul Hersey and Kenneth Blanchard. They emphasize that an effective leader should display four styles of leadership. An effective leader should direct the gr oup members when they are inexperienced, coach them as their competence level increases, offer support when they are moderately mature and delegate tasks when they are committed (Forsyth, 2006). Though this approach doesnt talk about task and relationship orientation it is feasible in small groups.The Leader Member Exchange (LMX) approach is based on how members respond to their leaders. If they value their leader there is a heightened level of efficiency, commitment and the true and they become a part of the privileged inner group. The others who do not respond positively form the outer group and continue to do their work. The key to the leaders effectiveness depends on his ability to bring all his followers within the inner group (Forsyth, 2006). The Lewin-Lippitt-White study focused on the control the leader had over his group and their level of participation.Under laboratory conditions they studied the effect of shared and unshared power in the context of small groups. Groups with an authoritarian leader reflected greater dependence and showed signs of more conflict, whereas under a democratic leader group members learnt to be more self reliant. The laissez-faire group was added subsequently with a leader who rarely interfered and followers who learnt to imbibe their own decisions. This group wasnt as cohesive as the democratic style that emerged the best. The group with a democratic leader had the highest group oriented suggestions, more friendly behavior and less critical discontent (Forsyth, 2006).Since power was shared participants felt empowered to make meaningful decisions towards the achievement of a shared goal. This study in fact supports the concept of collective leadership as well. Craig L Pearce Jay Conger (2003) studied the effectiveness of shared leadership when the group was removed from a traditional organizational approach. They found that groups with collective leadership outperformed the leader oriented groups. They were also the mo st effective in small group situations.Bernard Bass (1997) presented the Theory of Transformational Leadership based on the charisma of the leader to transform his followers. Under the influence of an inspirational leader, group members unite to show increased efficiency in pursuing collective goals. A transformational leader tends to questions old beliefs and leads his followers along paths that are not chartered, setting new trends (Forsyth, 2006). With more emphasis placed on interpersonal relations these leaders are effective in both small and large groups. Being eloquent, a charismatic leader initiates dialogues on issues where differences of judgment arise.Such open minded brain storming sessions would bring about several solutions and the group might end up accepting a hybrid goal where the best ideas have been incorporated. This builds cohesiveness and improves cooperation within the group (Potter, 1996). The charismatic leaders have a reputation of integrity and their foll owers show a temperament to emulate them. (Eagly, Johannesen- Schmidt Van Engen, 2003). But charismatic leaders are rare and even these exceptional leaders can get things wrong. Something that seems morally and ethically right for one person may not be so for another. Keeley, 1998).Another question that has fascinated researchers is whether men and women show different leadership behavior and do gender differences influence the process of leadership. Though historical evidence supports the fact that women have been underrepresented in leadership roles, research studies show that gender does not influence the effectiveness of a leader with both sexes displaying a balanced task and relationship orientation (Forsyth, 2006). Both men and women who hold similar positional and choice power show similarities in leadership behavior (Kanter, 1997).Women leaders show a tendency to be more agreeable, open, fair, responsible and increasingly involved in conflict management, whereas men are i nclined towards power, influence and skill orientation (Forsyth, Schenker, Leary McCown, 1985). Thus the sexes differ in the styles of leadership with women adopting transformational and participative approaches, while men are promising to exhibit authoritarian, laissez-faire and transactional styles (Eagly, Johannesen-Schmidt Van Engen, 2003). Conflict management is a major challenge faced by leaders across the world. Conflict is a natural occurrence in competitive group situations.A disagreement over beliefs and actions can lead to a conflict if it is resisted. Through an interaction process analytic thinking Robert Blake and his colleagues observed that group members spent one fifth of their time in making hostile comments. When task achievement became difficult, hostility increased and escalated into a conflict (Forsyth, 2006). The best method to manage conflict would be to have an open debate on the issue (Montana Charnov, 2000), instead of ignoring or brushing aside confl icts, an effective leader should confront it head on (Davies, Burke, Calbom Kindler, 1991).The current trend shows that leaders and followers are anticipate to be in contact 24/7 (Murphy Riggio). It has in turn given rise to practical(prenominal) offices, having virtual teams working out of their homes in different parts of the globe. . This increased dependence in development technology has given way to e-leadership (Avolio, Kahai Dodge, 2000). In the future new leadership trends will be reinvented as business environments keep changing. Traditional power oriented organizations will give way to power share-out ones.Organizations will get decentralized, along with a cooperative use of resources (Forsyth, 2006). Competency then will depend on the leaders vision of the future, intellectual capacity, strategic thinking, emotional strength and the ability to ordinate and develop human capital (Rivard, 2004). Together with team building and leadership, conflict resolution as a skil l will have to be acquired by people interacting in small groups (Gregory Parry, 2006). It will help them to lead the world thats growing flatter.