Behaviour of Democratic Leaders in organisation Research Paper

Behaviour of pop Leaders in organisation - Research Paper ExampleOrganizational behavior addresses the study of how individuals, kind of than organizations, behave inwardly the organizational situation. The field of study devotes itself to understand, explain and consequently improve the behaviors and attitudes of people and groups within organizations. A leader who is parliamentary sh atomic number 18s the vision and decision-making processes with others in an organization and promotes higher morale. Studies have shown that representative leadership has the potential to lead to higher levels of commitment, involvement, satisfaction and productivity among followers (Lee & Rosenbloom 69). This project will research the democratic aspect of organizational behavior of leaders, using a company case study to put more(prenominal) emphasis on the findings. It will further address the problems and ch altogetherenges facing democratic leaders and propose solutions. A democratic leader is the force behind the motivation and success of an organization. Underlying their behavior is a difficult trait of self-efficacy, which is also referred to as the social cognitive theory. The democratic leaders apply these concepts to define opposite areas within the organizational framework. The single aspect that sets leaders with democratic behavior apart from other leaders is the sharing of the processing of making decisions (Choi 249). Democratic leaders focus on arriving at decisions through engaging consensus. This is because whenever there is consensus, there is always a greater commitment to tactics, strategies and targets because trust is a key cavort of this style of leadership, which correlates well with the conduciveness of the working climate. Even for leaders who are open enough to admit that they are not sure about what needs to be done, a pool of talented employees can abide excellent input that will move the organization towards it goals (Montana & Bruce 14 9). The democratic leader understands that employees who have been supported and effrontery time to grow in their careers can make efficient team members that understand the organizational culture. On the other hand, being autocratic only suppresses their potential, hindering their growth which is detrimental to themselves, the leader and the organization (Montana & Bruce 112). In the decision-making role of leaders, the democratic ones will acknowledge that as a process, perception is a concept all employees pass through in their everyday activities, in or out of the work setting. They recognize that when employees run into colleagues and other leaders and evaluate performances, pass judgments and ultimately make business decisions, it is their perception of those events that will testify the next action they take. Therefore, whether flawed or accurate, their perception is their reality. The distorting or causal factors to employees perception considerably postulate the impact of organizational behavior and productivity. Unlike the autocratic or coercive leaders, a democratic leadership will influence its followers to shift from tendencies of developing perceptive shortcuts capable of inflecting both negative and substantiating effects in their making of judgments (George & Jones 31). Therefore, they model and integrate guidelines that direct team members in their processes of making decisions. such(prenominal) models have an emphasis on shaping corporate perceptions. For instance, although not to mean that they lack authority, a democratic leader does not impose directives on followers. Rather, this style of lea