In his publication Igbaekemen decries the lack of proper leadership in various sectors of the economy including, government, religion, businesses, local and international organizations. He underscores the magnitude of proper leadership towards the realization of organizational goals and objectives (Igbaekemen & Odivwri, 2015). Management involves positively influencing employee behavior, and could often entail intentional and or inadvertent manipulations. The scope and character of leadership goes beyond motivating employees, it entails inspiring confidence in the investors and staff, and proper decision-making practices within the organization. The author also captures the willingness of the employees to work. Workers under duress or coercion tend to have lower productivity compared to workers who willfully desire to work.
Organizations have hierarchical structures to distinguish roles of each employee within the system. The model of management settled upon determines employee success at completing various tasks assigned to them. It also determines the relationship between the subordinates and the management. SHRM notes that the human resource department is charged with the duty of recruitment of staff in tandem with organizational structures. The human resource department also characterizes the nature of the job, nature of employment- permanent, contractual and or temporary (SHRM, 2015). They determine in consultation with the management, which employees to appraise in terms of promotions and those to demote with reference to the law.
SHRM additionally notes that traditional job organization orders are rigid to changes in the business environment compared to informal job organizations. In the informal setting, the limited specialization confers employees with better adaptability to change. Organizations including those employing specialized employees encompassing those in the medical fraternity will embrace more fluid setups. These setups would possibly be a hybrid of a number of organizational structures including functional, matrix and product structures (SHRM, 2015). Such shift would reflect the fast changing technological, social and policies formulated.
Igbaekemen , O. G., & Odivwri, J. E. (2015). Impact of Leadership Style on Organization Performance: A Critical Literature Review. Arabian Journal of Business and Management Review , 5 (142).
SHRM. (2015, November 30). Understanding Organizational Structures. (SHRM) Retrieved 2019, from SHRM: https://www.shrm.org/resourcesandtools/tools-and- samples/toolkits/pages/understandingorganizationalstructures.aspx