Relationship between Leadership and organizational behavior

This research paper explores the relationship between leadership and organizational behavior. The paper starts with a review of the literature on leadership and organizational behavior. Next, the paper discusses how leadership is related to organizational behavior. Finally, the paper concludes with a discussion of the implications of this research for organizations.

Leadership is a process by which an individual influences a group of individuals to achieve a common goal (Northouse, 2010). Leadership is often used interchangeably with management; however, there are some important differences between the two concepts. Management is primarily concerned with the efficient use of resources to achieve organizational goals, while leadership is primarily concerned with inspiring people to work together to achieve common goals (Yukl, 2010).

Organizational behavior (OB) is the study of how people behave in organizations (Robbins & Judge, 2011). OB research has shown that there is a relationship between leadership and organizational behavior. For example, researchers have found that leaders who are transformational-they who inspire employees to achieve more than they thought possible-tend to have more effective organizations (Bass, 1985).

The relationship between leadership and organizational behavior is complex. Leaders play a role in shaping organizational culture, which in turn affects employee behavior. In addition, the way that leaders interact with employees can affect employee motivation and job satisfaction. Finally, the leader’s own personality can influence how he or she leads and what kind of organization results.

Despite the complexity of the relationship between leadership and organizational behavior, there is some evidence that certain leadership styles are more effective than others. For example, transformational leaders tend to be more effective than transactional leaders, who simply exchange rewards for good performance (Bass, 1985). In addition, autocratic leaders, who make all the decisions and tell employees what to do, are less effective than participative leaders, who involve employees in decision-making (Yukl, 2010).

The implications of this research for organizations are important. First, organizations need to select their leaders carefully. Second, organizations need to provide training for their leaders so that they can effectively lead their employees. Finally, organizations need to create a culture that supports effective leadership. By understanding the relationship between leadership and organizational behavior, organizations can create a more effective workplace.

References:

Bass, B. M. (1985). Leadership and performance beyond expectations. New York, NY: Free Press.

Northouse, P. G. (2010). Leadership: Theory and practice (6th ed.). Thousand Oaks, CA: Sage Publications.

Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14th ed.). Upper Saddle River, NJ: Pearson Education.

Yukl, G. (2010). Leadership in organizations (8th ed.). Upper Saddle River, NJ: Pearson Education.