Leadership Styles And Team Work In The UAE Extended Essay Help Biology

Introduction

Leadership and teamwork are significant contributors to an organization's success. The problems presented by the 21st century necessitate new approaches to managing enterprises. There have been significant changes to the operating environment of businesses. The alterations in the business environment necessitate that firms restructure themselves to be more competitive in the current business climate. The responsibility of dealing with change is assigned to an organization's leadership. They must devise ways that make their organization more competitive in their respective fields. However, the competitiveness of the corporate environment is increasing. Technological progress and globalization have accelerated the transformation of the business environment. Globalization has necessitated that organizations manage diversity.

Working as a team is a regular occurrence among the majority of individuals. Teamwork has become one of the most popular strategies for gaining a competitive advantage over other firms. Nevertheless, the primary difficulty faced by the vast majority of firms is how to build working teams and prevent negative behavior in working teams. A multicultural workplace has increased the difficulty of team management. Despite cultural variety, team management must promote successful cooperation amongst team members. Leadership is essential for team management. Leaders of working teams are responsible for fostering cooperation and achieving the team's objectives.

The United Arab Emirates (UAE) has developed a robust economy. Prior to twenty years ago, the nation was highly dependent on oil. To become one of the strongest economies in the Middle East, the country has been able to expand other sectors of its economy. The country has attracted numerous other types of enterprises, including an increase in investors, telecommunications corporations, and service-based organizations. In order to achieve economic success, UAE has investigated novel organizational management techniques. Companies in the UAE whose management is concerned with enhancing cooperation inside their enterprises.

The function of cooperation in organization and performance has attracted considerable attention. Numerous organizations stress teamwork and teamwork. Employees are required to collaborate in their positions and work as a team to achieve the organization's objectives. Teamwork is essential in UAE business management. In the United States, working teams are becoming an increasingly significant instrument for corporate management. Leadership is crucial for teamwork. A team cannot function without leadership. To provide leadership in teamwork, many leadership styles are utilized by team leaders. Leadership and Teamwork have been the subject of extensive research; there are numerous types of literature that examine leadership and teamwork. This literature study examines the varying perspectives of numerous experts on leadership style. Specifically, the literature study seeks to establish a connection between leadership styles and teamwork.

Leadership definition

Leadership is essential in both society and business. Many definitions of leadership exist. Different researchers and individuals have attempted to define leadership in accordance with their understanding of the roles of leaders. According to Stogsdill, there are as many definitions of leadership as there are people who have attempted to define the concept of leadership. This demonstrates that various persons interpret the job of leaders differently and attempt to infer the concept of leadership from this interpretation. [1] According to Chemers, leadership is the process and individual effect of supporting other people in achieving a common objective. The influence of followers on the definition of leadership is also present. Alan defines leadership as the practice of creating opportunities for others to contribute to the solution of a problem. Leadership, according to the author, should be distinguished from other characteristics such as posturing. According to him, leadership means contributing significantly to the accomplishment of a given objective. Over time, historical personalities have attempted to comprehend the benefits of leadership in an effort to comprehend leadership. Napoleon Bonaparte viewed a leader as someone who inspires optimism toward a certain objective. According to him, a leader should assist his or her followers in overcoming obstacles to their shared objectives. A leader would construct and communicate his or her vision for the future.

According to Rost, there are numerous debates on the definitions of leadership. According to him, however, the many definitions of leadership are essential to comprehending the difficulties encountered while thinking and performing leadership. The usage of the term leadership, according to Stogdill, was intended to distinguish it from headship. According to him, leadership contrasted with headship based on usurpation, inheritance, or appointment [2]. The new understanding of leadership broadened its application to various aspects of life. According to the Emirates Center for Strategic Studies and Research, leadership in diverse fields such as health, education, and business management has similarities that influence its definition in a given field. According to the author, contemporary leadership differs greatly from leadership in the past. Leadership in the modern day, according to the author, encompasses not only the direct effect of a leader, but also the indirect influence that a leader might have on the achievement of a particular objective.

Teamwork

In recent years, there has been an increase in interest in collaboration. According to Larson, Frank, and LaFasto, the success of organizations that promote cooperation has increased organizational interest in teamwork. According to West, the most important aspect of teamwork is how individuals can cooperate and combine their efforts to achieve a specific objective. According to him, modern society's numerous issues necessitate cooperation between individuals. According to Larson, Frank, and LaFasto, teams are capable of practically anything when working together. However, according to them, collaboration faces numerous obstacles. According to reports, the people lack the ability to collaborate without confrontation. According to West, the difficulties encountered in teamwork can be addressed by employing enormous and potent human qualities. It is not possible, according to him, to provide a straightforward solution to teamwork challenges because there is variance between organizations.

According to West, there are two primary aspects of team functioning: the work to be completed and the social variables within the team[3]. Work teams are formed in organizations with the belief that they would result in more productivity than individuals. It was thought that teamwork would facilitate the achievement of an organization's goals. [4] According to Larson, Frank, and LaFasto, the duties allocated to a team determine the team's composition.

Teams are key organizational management instruments in the current day. According to Nurmi, human resource management has become increasingly dependent on teamwork[5]. He contends that working teams can aid in performance enhancement. According to him, teamwork in organizations enables individuals to cooperate, thereby minimizing their weaknesses and increasing their strengths. Teams are defined differently based on their context of use. According to Nurmi, a team is more than just a collection of individuals working towards a common purpose. [6] According to Salas et al., the frequently recognized definition of teamwork is a collection of persons working together to achieve a common goal. According to Salas et al., the structure of a team varies from team to team. The teams may have a tight structure with well delineated roles and a command chain. On the other side, a team can have a flexible structure in which team members have comparable skills and work are assigned to the best available member[7]. In flexible teams, no single person is accountable for all choices; rather, decisions are reached through consensus. According to Salas et al., some teams are formed temporarily, but others operate together for a long time.

According to Salas et al., a shared objective is essential to teamwork. They contend that the concept of a shared objective is what binds the team together and compels them to collaborate rather than act in their own self-interest. Conti and Kleiner assert that team members do not pursue their individual objectives at the expense of other team members. Instead, members strive to achieve synergy in which team goals take precedence over individual goals[8]. Salas el al thinks that team members should strive to make contributions that will benefit other team members and lead to the efficient attainment of the team's objectives. Moreover, according to Conti and Kleiner, team members are motivated to cooperate with one another and avoid interfering with other team members[9]. The members of the team feel a sense of shared responsibility for their teams. Salas et al. suggest that team members are willing to step in for another team member and are also willing to assume responsibility on their teammates' behalf. Conti and Kleiner suggest that a team's fault tolerance is a result of its members' readiness to fill in for others.

Leadership is crucial for teamwork. A team is considered as an organizational unit. As leadership affects organizational success, it also affects team performance. The many leadership styles are applicable to team management. However, Klein and Pierce assert that the type of leadership style influences the success of a team and the organization as a whole. The concept of a shared objective is crucial to teamwork. According to Klein and Pierce, the common aims bind team members and allow them to attain their common objectives[10]. Leadership is important for the collaborative cohesion that is required. Rouse et al. state that cooperation depends greatly on the concept of mutual awareness. He contends that mutual awareness does not depend solely on a team's shared objectives, but also on other team traits. He argues that static information, such as a team's structure, might influence its cohesion and performance[11]. A team's performance is also influenced by the mission objectives, plan, and dynamic information, such as current tasks, intermediate goals, and achievement status. According to Rouse et al., leadership in teamwork contributes to a team's shared mental model.

Leadership varieties

There are a variety of leadership styles employed in the field of leadership. According to Goldman, leaders employ methods of leadership that they believe to be more effective with them. Some leadership styles come naturally to some individuals, while others must be learned. The greatest error made by managers, according to Goldman, is to presume that leadership style is influenced by personality rather than strategic choice[12]. He asserts that leaders can choose a style of leadership that is optimal for their situation. Research confirms, according to him, that effective leaders have strengths in self-awareness, motivation, self-regulation, motivation, and social competence. He asserts that the fundamental leadership styles utilize emotional intelligence in various combinations. He says that effective leaders are skilled in multiple leadership styles, which they switch between depending on the circumstances.

Leadership and styles of leadership are extensively discussed in the literature. Most literature acknowledges transformational and transactional leadership styles as the most prevalent. According to Beck and Yeager, transformational and translational leadership are the most comprehensive approaches to classify leadership styles. However, they claim that there are other leadership styles between the two categories. A variety of leadership styles that lie between the two major groups are utilized by team leaders. In some instances, a leader may employ many leadership styles based on the circumstances.

Burns was the first to define transformational and transactional leadership styles. Burns recognizes these two as the predominant leadership types. He established hypotheses to differentiate and explain the differences between the two leadership styles. Burn explained, using translational theory of leadership, that leaders and followers utilize an invisible contract to govern their connection [13]. In this technique, the leader seeks to exchange something of value for the subordinates' performance. The subordinates are motivated by the leader's assurances. According to Burns, the subordinates are motivated by rewards, compliments, and other promises. However, subordinates are disciplined through reprimand, disciplinary measures, or punishment. The characteristics of transformational leadership differ from those of translational leadership. According to Burns et al., transformational leadership consists of four components: charm, individual consideration, intellectual stimulation, and inspirational motivation[14]. According to Burns et al., transformational leadership styles are those that permit both the leader and the subordinate to motivate one another. In this manner, followers believe they share the same values as their leader.

The assessment focuses on leadership styles that fall outside of the two basic groups. In their four-factor leadership paradigm, Sims and Manz distinguished four leadership style groups. The leadership styles are classified as Strong man, transformational, translational, and empowering [15]. Strongman or Directive leadership style is defined by a highly directive or even dictatorial leadership style. According to Manz and Sims, these individuals utilize their position to exert authority over their subordinates. They also note that those who employ this style of leadership make decisions without consulting other members of the company. Even when the leader makes choices without considering other stakeholders, he expects his subordinates to obey without asking questions. Pearce and Sims define directive leaders as those who take charge of circumstances and issue directions without consulting others[16]. These leaders believe they are the most qualified or knowledgeable to make choices and, as a result, do not consult with others. According to Pearce, the Directive leader would employ some type of retribution against subordinates who disobey their directions. According to Manz and Sims, directive leadership is characterized by intimidation, assigned goals, fear-based obedience, and contingent censure.

Transactional leadership is seen as a standard form of leadership in which subordinates are rewarded for completing tasks or complying. According to Hartog and Van Muujen, the relationship between translation leaders and their followers is governed by a contract in which each party accepts responsibility[17]. They contend that in translational leadership, followers are aware of their leaders' expectations. As a result, in order to get their benefits, followers strive to accomplish what is required of them. The leadership style is based on an attitude of reasonable exchange. Hartog and Muujen claim that the goals are the primary focus of the approach [18]. The followers are evaluated and rewarded based on their capacity to accomplish the desired objectives. In transactional leadership, the leaders' authority derives from their ability to deliver or withhold rewards. According to Manz and Sims, the behavior of a transactional leader includes personal recognition[19], individual reward, material reward, and participatory goal setting. Bass and Avolio identify rewards and incentives, close monitoring, and corrective action as the most crucial aspects of transactional leadership.

In contrast to transactional leadership, transformational leadership motivates followers to achieve the organization's objectives. According to Thorn, followers are so inspired that they work for the organization's benefit.

× How can I help you?