Supervision and Management style

Spread the love
[Total: 0    Average: 0/5]

Task-oriented leadership is a behavioral approach in which leaders focus on the tasks that needs to be performed to meet specific goals or to achieve a particular performance standard. In this type of leadership style, the leaders focus on getting the necessary tasks on hand to reach a goal. The leaders are less concerned with the thought of catering to employees and are more concerned with finding sequential solutions required to meet specific targets. Such leaders often define the work and the roles needed and put measures in place, plan, organize and monitor progress within the teams (Spahr, 2015).

A task-oriented leader places heavy emphasis on structure, plans and schedules for getting things done. The leadership style involves continuously defining structure and goals, prioritizing achievement of specific outcomes, rigid programs and requiring employees to set process-oriented goals. Clarity of purpose and precise task definitions are significant strengths of this type of leadership style (Basu, n.d). The leaders organize their staff into groups for specific tasks and ensure that the group members have a clear understanding of their roles. Task-oriented leaders have a strong orientation for completion and deadlines. Such leaders set out work schedules with requirements and deadlines. The leadership style allows following up on tasks to measure progress. This type of leadership style works best where work responsibilities are easily defined and predictable. The technique enables leaders to maintain a high standard of performance. Leaders expect employees to deliver desired results in a limited time and by driving a high task emphasis, the leaders leave employees with little room for an idle chat. The style improves efficiency in production in individual work tasks, for example, employees that struggle with time management tend to function better within guidelines set for them ahead of time.

However, the leadership style decreases motivation of employees since the leader focuses on work instead of providing support and mentoring the employees which are considered as a distraction. Workers tend to feel de-motivated if they think they have no control of any aspect of their jobs which results in lowered job satisfaction. Goal oriented employees tend to feel oppressed in a task-oriented situation. Leaders employ a decisive and direct management style which ignores alternate ideas (Benjamin, n.d). The leaders do not consider the input from employees which means organizations miss opportunities for improvements. Task orientation suppresses employee creativity since they get used to having tasks and responsibilities that are defined for them which results in decreased creative thinking and flexibility. Suppression of the employees’ creativity can restrict them from showing customized care in customer service situations (Kokemuller, n.d).

 Goal oriented employees or academics are likely to favor participation and want their ideas to be taken into consideration. Employee participation in tasks and input in decision making will improve the opportunities for improvements while boosting the creativity and job satisfaction. The leaders should put more emphasis on supporting and mentoring their employees rather than considering it as a distraction. Effective leaders should know when to incorporate task-oriented style with other styles of leadership. In the relationship-oriented style, leaders look out for the welfare of their employees and also provide nurturing environments to maximize their productivity. Leaders can use task-oriented style to define tasks and expectations and the relation oriented style to motivate employees (Basu, n.d).  Strict adherence to schedules ensures that employees adhere to their assigned scheduled and also ensure that they meet established deadlines for projects and services.

References

Basu C. (n.d) The Strengths & Weaknesses of a Task-Oriented Leadership Style

Benjamin T. (n.d) Task-Oriented Leadership Disadvantages.

Kokemuller N. (n.d) The Strengths & Weaknesses of a Task-Oriented Leadership Style. Retrieved from: yourbusiness.azcentral.com/strengths-weaknesses-taskoriented-leadership-style-2519.html

Spahr P. (2015) what is Task-Oriented Leadership? Keeping Detailed Projects on Schedule.

Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in legitimate custom writing services Texas. If you need a similar paper you can place your order from research paper writing service Florida services.

© 2019: BusinessCustomWriting.Com, All Rights Reserved | Innovation Theme by: D5 Creation | Powered by: WordPress
error: Content is protected !!
BusinessCustomWriting.Com