As identified by Gary Yukl, there are many different viewpoints and research surveys that focus on leadership behavior that influence employee’s performance and overall organizational efficiency. However to this day, I cannot recall a study that fits all situations. What I have discovered is too often these studies concentrate these studies on the person in charge and not on the human factor and the ever changing environment (external and internal). For the environment in which I currently work, I am of the belief that the Change-Oriented Behavior style of leadership is what I think is most appropriate. Change, both internal and external, plays a huge role in the federal government and it has an effect on employees on all levels. As quoted by the philosopher Niccolo Machiavelli in 1532, "There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things." Author Gary Yukl emphasizes how this style of leadership is incorporated in both charismatic and transformational leadership styles thus enhancing the ability of leaders to understand the environment while finding innovative ways to adapt and implement changes to an organization.
Those who serve in a leadership position for any federal government must understand that change are inevitable when it comes to organizational goals and they must be resourceful when coming up with innovative ways to reach those goals. This is very important because the federal government is in constant change. There are many variables that influence the federal objective, to include politics, foreign affairs, budget constraints and so on. For the federal government, a person not only must be able to accept constant change, they also need to adapt to get buy in for to subordinates and to adapt to the organization 's way of operating at any given time. As far as if these leaders are effective in producing results, it is hard to determine how success should be defined. The federal government does not operate on a profit based principle as the corporate environment does. From a personal perspective, I worry that a more hard line style of leadership is needed; one that holds everyone more accountable. Yukl stated that these leaders encourage people to view problems or opportunities in a different way. Leaders that fi this category also needs to be a spin doctor; having the ability to find the positive perspective, no matter what the issue is.
With all of this information being presented, I must be very clear in stating that this style of leadership is not perfect in any way. The problem with this style of leadership is it can confuse subordinates; in which employees become frustrated and disillusioned by inconsistencies. This style of leadership also stresses that a leader be entrenched in the objectives of the organization; thus they need to understand the implications of changes before implementing. To address the question of whether or not the various leadership style presented by Yukl are used by me. I would have to say yes. I think leaders who strive for success must be flexible in their leadership approach. I believe I have already added them to my personal repertoire of leadership behaviors. Then question is when to use them. However, understanding that change oriented style may be best for the environment in which I work, I do have a style I will always consider my safe mode for success. From a personal perspective, I think the one leadership style that has the most potential for success is transformational leadership. With this style a lot of focus is based on the leader that sets a good example and clearly communicates organizational goals to subordinates. This style of leadership inspires subordinates to focus on what is best for the organization. So far, it has not failed me.
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