Introduction
Leaders are presented with several challenges such as follower performance and follower satisfaction. This may include; creating a vision, methods of achieving goals, and evaluating follower performance. These present many interesting questions such as; the psychological impact of the follower and how to ensure a positive psychological experience. Leaders have a tough role in understanding followers and the follower’s psychological wellbeing, while leading followers to achieve the goals at hand.
Vision
The first act of a leader is often to create a vision. A vision sets the direction and expectations of where the leader and group of followers will be focusing and directing energy towards (Chhotray, Sivertsson, & Tell, 2018). There are many considerations a leader may need to take into account when establishing a vision and setting it into motion. For example, the leader will need to understand what type of followers are being led and to what degree of competence the followers exhibit (Northouse, 2016). If the follower is highly competent it is unlikely the follower will want a detailed step by step guide making it beneficial for the leader to set a clear but general vision and let the competent followers get from point A to point B. However, if followers have low competence the leader will likely need to set a vision where no detail is left to assumption (Northouse, 2016).
As for the leadership style a leader chooses when setting a vision, it would depend on those who are being led. If leading a brigade of soldiers, the leader might choose authoritarian leadership (Cenkci, & Özçelik, 2015). However, if leading a group of businessmen or retail workers the leader might choose transformational leadership or results-based leadership (Grint, Jones, & Holt, 2016). These two groups have different types of followers and therefore require different leadership styles. When it is time for performance reviews the type of followers and the type of leadership style will factor into the psychological effects of the review process.
Psychology provides understanding and direction for leaders and followers to understand the leadership style and the follower’s behaviors in response to the leader’s behaviors. Through research psychology has added understanding and created general leadership style frameworks. Within those frameworks one can understand what leadership style may fit a certain leader and or what leadership style may fit a certain follower. With this added understanding psychology can be used to increase leader follower interactions leading to improved performance and higher rates of follower satisfaction (Lord, Day, Zaccaro, Avolio, & Eagly, 2017).
Methods
There are many methods available to a leader. Some of which are more or less effective at leading while some are more or less psychologically benefit the follower. For example, taking an authoritarian leadership approach utilizing coercion may lead to quick results it will likely not benefit the follower and in the long-term be more detrimental than productive (Pennock, 2017; Deci, & Flaste, 1995). Self-Determination Theory by Ryan and Deci (2017) provides a clear framework of what followers need to be satisfied and motivated. Self-Determination Theory states followers need autonomy, competence and relatedness (Deci, & Flaste, 1995). Specifically, followers do not need to be constantly asking for the leader’s for approval. Followers need to feel capable of preforming the tasks and need to have some sort of exchange or relationship with other followers.
As such, leadership approaches which respect a follower’s autonomy, competence and relatedness will be more effective in the long-term and more psychologically beneficial as followers remain motivated and satisfied (Deci, & Flaste, 1995; Ryan & Deci, 2017; Deci, Olafsen, & Ryan, 2017). Leadership styles which may fall into this category include but are not necessarily limited to; situational approach, behavioral approach, leader-member exchange theory, transformational leadership, authentic leaders and, servant leadership (Northouse, 2016).
Evaluating Performance
When evaluating a follower’s performance, a leader may cause a positive or negative psychological effect. It is important for a leader to understand a performance review may cause a negative psychological or emotional effect which could possibly lead the follower towards a lower level of performance or a desire to leave (Hom, Lee, Shaw, & Hausknecht, 2017). According to Self-Determination Theory a leader should support the follower’s autonomy and competence (Deci, & Flaste, 1995). While preforming a review it is a leader who can make statements supporting the follower’s autonomy and competence while pointing out opportunities for improvement within those areas. It is also a leader who through comments and reviews diminish a follower’s perceived levels of autonomy and competence.
Conclusion
In conclusion, leaders have the challenge of leading followers. Leaders also have the challenge of the follower’s response to the leader’s leadership style and performance reviews. What a leader says and does can have both positive and negative psychological effects on a follower, effecting both an employee’s performance and an employee’s satisfaction (Deci, & Flaste, 1995; Ryan, & Deci, 2017). It is important for a leader to be aware of the effects one’s leadership style has upon one’s followers and if those the effects lead to the desired outcomes.
References
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Deci, E. L., & Flaste, R. (1995). Why we do what we do: The dynamics of personal autonomy. GP Putnam’s Sons.
Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. Annual Review of Organizational Psychology and Organizational Behavior, 4, 19-43.
Grint, K., Jones, O. S., & Holt, C. (2016). What is Leadership. The Routledge Companion to Leadership, 3.
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Lord, R. G., Day, D. V., Zaccaro, S. J., Avolio, B. J., & Eagly, A. H. (2017). Leadership in applied psychology: Three waves of theory and research. Journal of Applied Psychology, 102(3), 434
Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: Sage. ISBN-13: 9781483317533
Pennock, J. R. (2017). Coercion: an overview. In Coercion (pp. 1-15). Routledge.
Ryan, R. M., & Deci, E. L. (2017). Self-Determination theory: Basic psychological needs in motivation, development, and wellness. New York, NY: The Guilford Press.