In this gigantic world where thousands of companies are working day and night to make their brand and organisational cultural values strong, effective, efficient and key player in the achievements of the objectives.
A good leader is the one who provide direction, positive and practical but should be mature and on which employees and organization able to reach their goals. Under the assumption of role theory leaders often define their own roles within organization based on how the employees see the leaders role.
There two types of primary roles are exits in the organisation formal and informal. The formal one is a bit related to organisational framework. Formal role theory reveals itself through the positions and policies set up by the top level management. Formal system can be a good reason to develop different organizational culture. In a company where manager ask employees for the better suggestions and opinions, that shows how the term decentralization creates its impact on the work environment of a company. Where as, in an another company where manager didn’t give chance to the employee to create their idea for the development of company will lead the sense of centralization in the organizational culture.
According to the role theory, role conflits are very common think in the organization. When employees have a set of expectations from the leader role and the same time when leader have some different opinions for the same role. It may occur when leader feels they should be performing a certain role but employees expect the leader to fill a different role.
The primary benefit of role theory is an organization is that it sets the standards for what is expected of the leaders in the organization. Leaders need to develop the feeling to not react on most of the irrelevant thinks which are not related to their matters.
“Some times small are better, as they move long and find ways faster than the big ones”.