Organizational Leadership Effects

Introduction

Poor organizational leadership affects the performance of a firm. Improper management occurs when leaders fail to support their workers. Improper management is “associated with various problems such as lack of motivation and poor communication” (Yones, 2012, p. 2). Different authors have examined how improper leadership results in loss of morale. Such authors have examined the major managerial problems affecting many firms. This paper gives a detailed review of different peer-reviewed journal articles.

Insights from Different Articles

Article One

Dubrovski, D. (2012). Management Mistakes as Causes of Corporate Crises: Countries in Transition. Managing Global Transitions, 5(4), 333-354.

According to this article, improper management can cause a crisis. This crisis can affect the performance and growth of many organizations. Managerial mistakes usually result in organizational problems. Such mistakes will also affect the performance of the targeted firm. The economic and political developments experienced in different countries determine the nature of such problems. Businesses should, therefore, appoint competent managers who can deal with every problem (Dubrovski, 2012). This approach will encourage more employees to deal with different organizational problems.

Article Two

Ngambi, H. (2011). The Relationship Between Leadership and Employee Morale in Higher Education. African Journal of Business Management, 5(3), 762-776.

This article examines the relationship between effective leadership and organizational performance. According to the article, improper management produces numerous gaps that can affect the performance of an organization. Some of these problems include poor communication and lack of trust. The author encourages organizational leaders to conduct numerous surveys. Such studies will make it easier for them to understand the challenges affecting their companies. This knowledge will ensure the targeted workers support their organizational goals. Managers should be ready to empower their workers. They should “develop new strategies to improve the level of performance” (Ngambi, 2011, p. 769).

Article Three

Rajhans, K. (2012). Effective Organizational Communication: A Key to Employee Motivation and Performance. Inter-science Management Review, 2(2), 81-85.

Good managers always communicate effectively with their workers. Effective communication empowers, mentors, and supports the needs of many employees. Rajhans (2012) believes that “ineffective management results in job dissatisfaction, loss of morale, and poor performance” (p. 83). Unsatisfied workers will quit their jobs within the shortest time possible. The author supports the benefits of positive organizational communication. The workers will also focus on the targeted organizational goals. The level of trust will increase thus resulting in better organizational performance.

Article Four

Lee, C., Scheunemann, J., Hall, R., & Payne, L. (2013). Low Staff Morale and Burnout: Causes and Solutions. ORPR, 1(1), 1-19.

Staff burnout is a major problem affecting many organizations. The article examines how “staff burnout and lack of morale affects the performance of many companies” (Lee, Scheunemann, Hall, & Payne, 2013, p. 5). These problems will eventually result in poor performance. The managerial practices embraced in a firm will determine the commitment of every worker (Lee et al., 2013). Emotional exhaustion also occurs due to poor management. Managers should, therefore, use different strategies in order to deal with staff burnout.

Article Five

Yones, M. (2012). Dysfunctional Leadership and Dysfunctional Organizations. Executive Journal, 1(1), 1-4.

The presence of negative internal politics in an organization results in poor leadership. This malpractice affects the performance of many companies. Dysfunctional leadership makes it impossible for many workers to focus on the targeted goals. The article highlights the major functions of effective management. These functions include “planning, motivating, controlling, and organizing” (Yones, 2012, p. 2). Managers “should use these four principles in order to align their teams strategically” (Yones, 2012, p. 2). The practice will deal with dissatisfaction and burnout.

Implementing the Review of Literature Component

The above literature review describes how improper management affects the performance of many workers. The above knowledge will support the targeted research study. The information highlights the major causes of poor organizational management. This knowledge can be used to analyze the major challenges affecting different firms. Managers can use this information to identify new measures that can support their employees (Yones, 2012). The important goal is to reduce the level of staff burnout. The study will identify new strategies that can improve the morale of different workers.

These deliverables can offer new insights towards advancing the research process. For instance, the information can be used to test different managerial theories. The study will produce a powerful model that can result in proper organizational leadership (Lee et al., 2013). The study will identify the major issues associated with improper organizational management. The findings will present new concepts towards better organizational leadership.

Conclusion

This review presents evidence-based ideas and discussions. Such ideas advance the investigation of the targeted organizational problem. The review highlights the major challenges affecting many employees. Such findings also identify the problems arising from improper managerial practices (Dubrovski, 2012). This iterative approach will identify the problems associated with ineffective management. An iterative approach “presents new ideas, concepts, and findings that can result in a quality project” (Lee et al., 2013, p. 12). The final project will highlight the major issues associated with improper management. The above literature review offers new deliverables that can advance the research process.

Reference List

Dubrovski, D. (2012). Management Mistakes as Causes of Corporate Crises: Countries in Transition. Managing Global Transitions, 5(4), 333-354.

Lee, C., Scheunemann, J., Hall, R., & Payne, L. (2013). Low Staff Morale and Burnout: Causes and Solutions. ORPR, 1(1), 1-19.

Ngambi, H. (2011). The Relationship between Leadership and Employee Morale in Higher Education. African Journal of Business Management, 5(3), 762-776.

Rajhans, K. (2012). Effective Organizational Communication: A Key to Employee Motivation and Performance. Inter-science Management Review, 2(2), 81-85.

Yones, M. (2012). Dysfunctional Leadership and Dysfunctional Organizations. Executive Journal, 1(1), 1-4.