Text 12. Effective Leadership

An organization that is established as an instrument or means for achieving defined objectives has been referred to as a formal organization. Its design specifies how goals are subdivided and reflected in subdivisions of the organization. Divisions, departments, sections, positions, jobs, and tasks make up this work structure. Thus, the formal organization is expected to behave impersonally in regard to relationships with clients or with its members. According to Weber's definition, entry and subsequent advancement is by merit or seniority. Each employee receives a salary and enjoys a degree of tenure that safeguards him from the arbitrary influence of superiors or of powerful clients. The higher his position in the hierarchy, the greater his presumed expertise in adjudicating problems that may arise in the course of the work carried out at lower levels of the organization. It is this bureaucratic structure that forms the basis for the appointment of heads or chiefs of administrative subdivisions in the organization and endows them with the authority.

In contrast to the appointed head or chief of an administrative unit, a leader emerges within the context of the informal organization that underlies the formal structure. The informal organization expresses the personal objectives and goals of the individual membership. Their objectives and goals may or may not coincide with those of the formal organization. The informal organization represents an extension of the social structures that generally characterize human life — the spontaneous emergence of groups and organizations as ends in themselves.

As an element in social interaction, leadership is a complex activity involving a process of influence, actors who are both leaders and followers, a range of possible outcomes - the achievement of goals, but also the commitment of individuals to such goals, the enhancement of group cohesion and the reinforcement of change of organizational culture.

Leadership is imperative for molding a group of people into a team, shaping them into a force that serves as a competitive business advantage. Leaders know how to make people function in a collaborative fashion, and how to motivate them to excel their performance. Leaders also know how to balance the individual team member's quest with the goal of producing synergy - an outcome that exceeds the sum of individual inputs. The role of a leader is to create followers. The task of a leader is to bring about constructive and necessary change. The responsibility of a leader is to bring about the change in a way that is responsive to the true and long-term needs of all stakeholders. The greatest source of power available to a leader is the trust that derives from faithfully serving followers.

Effective leaders recognize that what they know is very little in comparison to what they still need to learn. To be more proficient in pursuing and achieving objectives, you should be open to new ideas, insights, and revelations that can lead to better ways to accomplishing goals. This continuous learning process can be exercised, in particular, through engaging yourself in a constant dialogue with your peers, advisers, consultants, team members, suppliers, customers, and competitors.

Leading others is not simply a matter of style, or following some how-to guides or recipes. Ineffectiveness of leaders seldom results from a lack of know-how or how-to, nor it is typically due to inadequate managerial skills. Leadership is even not about creating a great vision. It is about creating conditions under which all your followers can perform independently and effectively toward a common objective.

Leadership attributes are the inner or personal qualities that constitute effective leadership. These attributes include a large array of characteristics such as values, character, motives, habits, traits, motives, style, behaviours, and skills.

Super-leaders help each of their follower to develop into an effective self-leader by providing them with the behavioural and cognitive skills necessary to exercise self-leadership. Super-leaders establish values, model, encourage, reward, and in many other ways foster self-leadership in individuals, teams, and wider organizational cultures.

An important measure of a leader's own success is the success of his or her followers. The strength of a leader is measured by the ability to facilitate the self-leadership of others. The first critical step towards this goal is to master self-leadership. If leaders want to lead somebody, they must first lead themselves.

Exercise 85. Give Ukrainian equivalents:

defined objectives, work structure, subsequent advancement, by merit, arbitrary influence, presumed expertise, administrative unit, spontaneous emergence, competitive business advantage, long-term needs, pursuing objectives, constant dialogue, a lack of know-how.

Exercise 86. Find English equivalents:

проблема відмови від посади, хід роботи, призначення голів, адміністративний підрозділ, співпадати, соціальна взаємодія, можливі результати, досягнення цілей, джерело влади, постійний навчальний процес, невідповідні управлінські навички, спільні цілі, здатність полегшувати.

Exercise 87. Match the verbs in the first column with the most likely noun in the second column.

to achieve	a salary
to receive	the performance
to enjoy	with the authority
to express	objectives
to endow	personal objectives
to excel	a degree of tenure

Exercise 88. Answer the questions.

1. What is a formal organization referred as to? 2. What does an informal organization express? 3. What is leadership? 4. What are the roles of leaders? 5. What do effective leaders recognize? 6. What does ineffectiveness of leaders result from? 7. What do leadership attributes include? 8. What do super-leaders do? 9. How to measure a leader’s success?

Exercise 89. Translate into English.

1. Керівництво – це вміння зобов‘язати працівників зробити їх найкращий внесок для досягнення цілі організації. 2. Лідер команди визначає завдання, які необхідно досягти. 3. Керівництво, засноване на цінностях, є не лише справедливим, але й дуже ефективним у сьогоденних складних організаціях. 4. Не можливо бути лідером без послідовника. 5. Завдання лідера збільшувати ефективність праці і покращувати навчальні навички колег. 6. Ознаками керівництва є внутрішні або особисті якості, які становлять ефективне керівництво. 7. Супер-лідери допомагають кожному своєму послідовнику розвинутися в ефективного лідера, забезпечуючи їх поведінковими та пізнавальними навичками, необхідними для здійснення керівництва.

Exercise 100. Learn the following words and word combinations.

coherent	- узгоджений, логічно послідовний
contribute to	- робити внесок
evolve	- розвиватися
sustain	- підтримувати, забезпечувати
personnel administration	- підбір і розміщення кадрів, кадрове управління
personnel management	- управління трудовими резервами
manpower	- робоча сила
payroll	- платіжна відомість
premise	- припущення, передумова
change agent	- агент змін (ініціатор іновацій)
filing cabinet	- шафа для збереження документів
obstacle	- перешкода
endeavor	- спроба, зусилля, прагнення
practitioner	- спеціаліст-практик

Exercise 101. Read, translate and give the gist of the text.