According to the task-relationship paradigm, most leadership actions may be divided into performance and relationship maintenance. Task-oriented leadership refers to a leadership style that emphasizes completing specific tasks to accomplish predetermined objectives or satisfy a certain performance level. Influential leaders concentrate on the contentment, motivation, and overall wellbeing of their team members to lead with relationships in mind.
I will meet the drivers individually. As a task-oriented leader, my emphasis will be on completing the required task or sequence of functions to meet the company’s objectives and being a leader who is more concerned with discovering the step-by-step solution needed to achieve particular goals than with appealing to workers (Sudha et al., 2020). I will clearly define the duties and responsibilities of the drivers, and mechanisms will be put in place so that I can plan, manage, and track the progress of deliveries, meet deadlines and finish deliveries on time and guarantee that deliveries are provided promptly productively.
I will meet the drivers as a team, which I’ll do in my role as a relationship-oriented Leader. I will help and motivate the company’s drivers in their work and connections with each other. With this leadership style, I will promote cooperation and collaboration by cultivating favorable relationships and open lines of communication during delivery. The wellbeing of every driver in his field is a top priority for me as a relationship-oriented leader, and I’ll put in the effort to fulfill the unique requirements of every driver engaged (Alazmi, M. S, P. 19). By giving bonuses, giving arbitration to deal with delinquency, having more informal contacts to learn about the other’s skills and shortcomings, and leading in a friendly or supportive way.
I would want to work with Ben Samuels to assist him by encouraging him and his superiors to see the connection between giving workers greater autonomy and showing successful leadership. This involves taking a hands-off attitude. We’ll do this by giving workers more control over how and when they complete assignments. Workers believe their company does not care about their wellbeing or the assistance required to thrive due to passive leaders. That’s why work isn’t done appropriately and without much effort (Holtz, B.C., & Hu, B., 2017). Working with Ben will help employees change their boss’s perception, for it is no secret that having a good boss is suitable for a business. A lot of studies have been done on the subject. I will help Ben and his team understand that developing better productivity necessitates a positive work environment where people are motivated and that conflicts and discontent with work are taken care of, so we will put employees first to ensure that certain problems are kept bare minimum in our organization.
As a task-oriented leader and a relationship-oriented leader, it will also be appropriate to work with Phil Jones as he is a go-getter and concerned about the company’s results. He is a passionate person who’s resourceful, observant, and reliable (Bhalla et al., 2021). Because he is so curious, able to observe things from many different angles and perspectives, additionally, I will assist Phil Jones in his role as a leader by demonstrating a thorough knowledge of how to complete a task correctly done, concentrating on essential workplace processes, and distributing work in a timely and efficient way and as expected.
Conclusively, as a leader, one should encourage and support employees when faced with difficult situations in their areas of specialization. Listen to their suggestions or ideas on how duties are done, resulting in increased production and good relationship between employees. Giving them interesting assignments also allows employees to choose assignments in groups.
References
Sudha, K. S., & Shahnawaz, M. G. (2020). Narcissism personality trait and performance: task-oriented leadership and authoritarian styles as mediators. Leadership & Organization Development Journal.
Alazmi, M. S. Relationship-Oriented Leadership Behavior and Its Impact on Communication and Participative Decision-Making. AN INTERDISCIPLINARY JOURNAL, 19.
Holtz, B. C., & Hu, B. (2017). Passive leadership: relationships with trust and justice perceptions. Journal of Managerial Psychology.
Bhalla, R., Tiwari, P., & Chowdhary, N. (2021). Digital Natives Leading the World: Paragons and Values of Generation Z. In Generation Z Marketing and Management in Tourism and Hospitality (pp. 3-23). Palgrave Macmillan, Cham.
