Relationship-Oriented Leadership

When one achieves goals and wishes with the help of diligent and hard work of others, it can be called as leadership. This essay was written by our talented and skillful writers who reflects on how the great leaders influence their working environments and what strategies they mostly use.

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How to Achieve Success

Various people perceive leadership differently, which depends much on the scope by which people desire to gain certain level of success gaining support of other individuals. If a company strives to be successful in its industry, it has to implement successful leadership practices. Thus, at least one leader is required to monitor the working process apart from the board of administrators. Certain companies reflect different leadership styles. However, in general, one can describe two most commonly seen leadership styles such as relationship-oriented leadership and task-oriented leadership. Obviously, each category of leaderships has its advantages and drawbacks, due to which one can gain and lose much.

However, one can reach success in life with the help of either leadership model. Usually task-oriented leaders strictly follow their tactics and are usually distant from the daily problems of their workers by being rather cold and close. Task-oriented leaders reach success by introducing new and severe rules, as well as sanctions, which help to gain high level of performance and reach effective results. In addition, they create a certain structure in their organization and define the roles of all employees for the better functioning of the company. When large companies or corporations work in a structuralized aspect, it is usually associated with task-oriented leadership.

Relationship-oriented leadership is completely different in its nature, where leader tends to have friendly relations with all subordinates and supports each team member. Those leaders who are deeply preoccupied with the team members and their work refer to relationship-oriented leaders. Such kind of leaders gives tasks to employees by developing the whole working structure in a friendly manner. Relationship-oriented leaders strive to have proper communication with all employees of the company and maintain friendly relationships by offering support and a caring ear to everyone who needs it, which, in turn, helps to reach successful results in all aspects of work. When leader has to assign certain tasks, he/she would rather do it in a friendly communicative way rather than explaining directives.

Relationship-Oriented vs Task Leadership

When speaking about task-oriented leadership, the leader has to implement strategic thinking in every action he/she makes, so that all steps will be followed in accordance to the introduced rules. There are several working patterns that subordinates have to follow, without which task-oriented leader will not fulfill duties. Therefore, there are numerous cases when relationship-oriented leadership simply cannot be followed and task-oriented leadership is a more appropriate strategy as in order to perform certain duties and assignments, there must be plan and structure, according to which all employees have to work.

There are some concerns that relate to both leadership models, irrespective of the fact that both models entail numerous benefits. Speaking about task-oriented leadership, receptivity remains the most commonly encountered obstacle. Although a company can reach obvious success and far-fetched results, employees may think that their leader treat them in a mean and stubborn manner. Therefore, both sides do not even try to build friendly relationship since boss is usually not approachable with common requests and subordinates do not feel they have to even try it. Nevertheless, every worker tries do show the highest productivity rates and influence the way their leader perceive them.

Relationship-oriented leadership also faces with a great deal of issues while implementing its core principles, among which one may find it challenging to motivate employees. Due to the fact that leader maintains friendly relationship with all subordinates, they may ask for flexible working hours or any other changes in their schedule, so that it might be a real obstacle to reach certain results. Usually subordinates ask for more working space, their personal offices since their leader is like a friendly, whom they can ask a favor. Therefore, many task requirements are neglected and job remains to be #2 in the daily working schedule, which makes it hard to make people work in the effective manner they used to work previously.

Nevertheless, every leadership model can be considered to be effective and successful regardless of the abovementioned drawbacks. The most vivid example of task-oriented leadership can be a police station. Agencies usually have to follow certain work standards and have special structure of the workforce. Therefore, all cases are resolved in a way that leader expects. However, speaking about privately own companies and enterprises, one may encounter more leadership-oriented model. Nevertheless, there is no commonly accepted rule that police agencies follow only task-oriented leadership models or that companies tend to reflect leadership-oriented model.

When referring to companies and corporations, administration usually follows relationship-oriented model. In this case, supervision is very important since it can positively influence on the subordinates and their work, especially if supervisors perform their duties diligently and trace the peculiarities of the working process. Nevertheless, some companies cannot manage to make ends meet since they initially chose the wrong leadership strategy that does not correspond to the type and diversity of subordinates.

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Peculiarities of Leadership and Management

When supervisors want to reach measurable outcomes, they employ task-oriented leadership style in their work. They are mostly concerned about the behavior of employees during working hours and do not have any intention to build friendly relationships with them. Democratic rules do not refer to such specific cases. Therefore, both subordinates and supervisors tend not to expose their personal feelings and simply perform their duties.

When referring to management, managers usually motivate their subordinates to work in a completely different direction and implement new methods in their work, whereas every employee is a part of the team. Managers usually follow relationship-oriented leadership principles since it is the most widely used strategy in corporate management. Overall, employees participate more in the decision making process, which makes them feel a part of the team. Therefore, it can be characterized as shared responsibility, when leader is not the only one who is in charge of issues that may arise during work. When managers try to motivate their subordinates to work harder, they introduce special systems of bonuses and appreciation days, where every worker can feel himself/herself to be a big part of work success.

One cannot claim that one way of leadership is right or false. There are numerous drawbacks of each model, due to which performance rates can decrease. Moreover, many employees perceive leaders’ mode of behavior personally, which impacts the way they perform duties and the overall working process. However, it is obvious that both models of leadership have positive influence on the subordinates and the way they work. Different police stations reflect both leadership models by learning the organizations’ needs. Leadership is one of the concepts that are sometimes hard to define since every leader has special traits that help them to reach their goals regardless of the tactic they use. A successful and open-minded leader helps companies to stay afloat and proceed working in a successful manner with increased profits. However, both leadership styles have common features as they work towards achieving the key goal – make subordinates work in a pre-planned direction.

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