Leadership
Leadership Reply to MAHA BU HUSSAIN Exploring Followership Typologies and Their Implications for Leadership Effectiveness COLLAPSE In organizational dynamics, followership is key alongside leadership. Northouse (2022) outlines follower behaviors. This discussion explores their impact on leadership effectiveness, enhancing our understanding of success. Zaleznik’s Typology: Zaleznik describes followers as individuals who seek direction and guidance from their leaders, often displaying a preference for structure and clear directives. One behavior that defines followers according to Zaleznik is compliance. Followers who exhibit compliance tend to adhere strictly to the instructions and expectations set by their leaders, without questioning or challenging authority (Northouse, 2022). Kelley’s Typology: Kelley identifies followership behaviors based on two dimensions: active engagement and critical thinking. One behavior that defines followers according to Kelley is active engagement. Followers who actively engage demonstrate a proactive approach to their roles, willingly contributing ideas, efforts, and feedback to support the attainment of organizational goals (Northouse, 2022). Chaleff’s Typology: Chaleff focuses on the dynamics of followership within the context of leadership development and organizational effectiveness. One behavior that defines followers according to Chaleff is self-management. Followers who practice self-management take responsibility for their actions, decisions, and professional development, demonstrating autonomy and accountability in their roles (Riggio, 2022). Kellerman’s Typology: Kellerman explores followership behaviors in relation to power dynamics and the impact of followers on leaders. One behavior that defines followers according to Kellerman is alienated followership. Alienated followers may feel disillusioned or disconnected from their leaders and organizational goals, often displaying passive resistance or disengagement in response to perceived leadership deficiencies (Williams, 2021). Considering the leadership style studied this term, transformational leadership appears to be best suited for followers who actively engage, as identified in Kelley’s typology. Transformational leaders inspire and motivate followers to go beyond their self-interests and strive for collective goals through shared vision, empowerment, and charisma. Followers who actively engage align well with the transformational leadership style, as they demonstrate enthusiasm, initiative, and a commitment to organizational success (Riggio, 2022). The impact of followers’ active engagement on the organization is profound. Actively engaged followers contribute to a positive organizational culture characterized by innovation, collaboration, and high performance. Their proactive approach fosters synergy and productivity, driving organizational effectiveness and competitive advantage (Williams, 2021) Leaders foster followership through trust, empowerment, and collaboration. This involves promoting open communication, offering growth opportunities, and acknowledging contributions. Leading by example with integrity, authenticity, and commitment to shared goals is also crucial. Reply to EMAN ALOTAIBI Module 13 COLLAPSE Introduction Followership is a crucial aspect of organizational dynamics, as most employees willingly embrace the role of followers to support their leaders in achieving shared goals. In understanding followership, it is valuable to explore various typologies proposed by scholars such as Zaleznik, Kelley, Chaleff, and Kellerman. Each typology offers insights into different follower behaviors and characteristics. Among these typologies, Zaleznik’s classification identifies two distinct types of followers: dependent and independent. Dependent followers are characterized by their passivity and reliance on leaders for guidance and decision-making. They exhibit a level of reliance on their leaders, seeking direction and reassurance in their work. On the other hand, independent followers display a greater degree of self-reliance and proactivity. These followers take the initiative to contribute ideas, solve problems, and drive progress without constant supervision from their leaders (Northouse, 2022). Their behavior is marked by a high level of selfmotivation, as they actively seek opportunities to make meaningful contributions. When considering the leadership style best suited for followers exhibiting proactive behavior, the transformational leadership style stands out. Transformational leaders inspire and motivate their followers by setting a compelling vision and challenging goals. They encourage independent thinking, providing support and resources necessary for success (Carsten, 2017). This leadership style aligns well with the proactive behavior of independent followers, as it empowers them to take ownership and make significant contributions to the organization. By fostering a climate of innovation and personal growth, transformational leaders enable independent followers to thrive and reach their full potential. The impact of proactive follower behavior on the organization is highly positive. Independent followers who take the initiative contribute to increased innovation, problem-solving, and overall productivity. Their selfmotivation and proactive approach drive organizational growth and help the organization adapt more effectively to change (Carsten, 2017). Furthermore, the behavior of these followers inspires others to take ownership of their work and contribute meaningfully, fostering a culture of autonomy and empowerment. To develop followership within an organization, leaders can implement several strategies. First and foremost, effective communication and trustbuilding are essential. Leaders must establish open lines of communication, actively listen to their followers’ concerns and ideas, and cultivate trust through transparency and authenticity. Empowerment and autonomy are also crucial. Leaders should delegate meaningful tasks, grant autonomy, and allow followers to make decisions within their areas of responsibility (Walia et al., 2014). Recognizing and supporting followers’ contributions, providing resources and growth opportunities, and articulating a compelling vision and purpose that resonates with their values and aspirations are equally important. Additionally, leaders should foster a collaborative and inclusive culture that promotes teamwork and encourages the exchange of ideas and perspectives among followers. By implementing these strategies, leaders create an environment that encourages active followership, motivates individuals to go beyond their assigned roles, and fosters a sense of ownership and commitment among followers. Ultimately, developing followership within an organization enhances overall performance, cultivates a culture of continuous improvement, and positions the organization for long-term success.
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