Relationship oriented attitudes and behaviors in the workplace

Task-oriented and relationship-oriented leadership - Wikipedia

relationship oriented attitudes and behaviors in the workplace

A task-oriented leader is one who focuses on the task or series of tasks at hand task can involve numerous smaller tasks and can delegate work accordingly in. played by perceived leadership – task- or relationship-oriented – was analyzed in relation to the development of and the attitudes and behavior of its members. the individual's experience in their own work, which in turn is based on their. Leadership Task Behavior, Leadership Relational Behavior, Work Alienation, Job attitudes and behavior), then influence the job performance. ble, which is similar to employee orientation studied by University of Michigan.

Relationship-oriented leaders are primarily focused on supporting, motivating and developing individuals and teams. They seek to establish meaningful relationships with their staff and aim to utilise this emotional connection to maximise staff performance. Advanced levels of emotional intelligence are required for effective relationship-oriented leadership enabling them to easily empathise with their staff and understand their point of view when making decisions.

This style of leadership encourages effective teamwork and collaboration through enhanced relationships that exist between team members. Understanding the needs and requirements of each individual person is vital for relationship-oriented leadership to be effective. Relationship-oriented leaders are very personable, their door is always open and they have a genuine interest in the wellbeing of their staff.

People are supported and looked after in way that enables them to perform to the best of their ability, free from distractions and emotional burdens.

Harmony within the workforce is often good as social cohesion is promoted.

Differences Between Task-Oriented Leaders & Relational-Oriented Leaders

Key Strengths By focusing on the emotional needs of the staff, relationship-oriented leaders ensure they have a positive and motivated workforce. Staff will be enthused and inspired to work and will feel valued and appreciated. In a well supported team of staff, personal conflicts, dissatisfaction and boredom will be minimised resulting in a happy and productive team. Free from personal issues the staff will be able to work more productively and at a higher standard.

relationship oriented attitudes and behaviors in the workplace

Staff may also be more inclined to work creatively and innovatively, taking risks and challenging key operations. Risks can be taken because staff are aware that the leader will provide support if they are unsuccessful. This is essential for development and improvements in organisational performance. Generally, a leader who can balance elements of both can have more long-term influence on his workers.

  • Relationship-Oriented Leadership
  • Differences Between Task-Oriented Leaders & Relation-Oriented Leaders

Motives A task-oriented leader typically focuses on completing work tasks efficiently and effectively. He tends to stress deadlines, is often organized and is able to convey details of work tasks to employees. He often has a bottom-line approach.

What is Relationship-Oriented Leadership?

A relationship-oriented leader, on the other hand, tends to stress building relationships with his workers. His objective is to build rapport with employees so that they are motivated to work well together and to complete tasks.

He tends to place more emphasis on group harmony and culture. Influence Leaders generally need the ability to influence others to succeed.

relationship oriented attitudes and behaviors in the workplace

Task-oriented leaders tend to use a more autocratic approach to leadership. They often rely on position power, goal setting, results tracking, clear directives and pushing of employees. Self-motivated workers tend to make a better fit with a task-oriented leader.

Task-oriented and relationship-oriented leadership

A relationship-oriented leader uses empathy and relationships to influence. He believes that if employees see he genuinely cares about them as people, they are more likely to take direction and be inspired by his guidance. Time A key distinction between these two leadership styles relates to their view of time. Task-oriented leaders tend to be very time-centered.