Similarly they ensure a leader is relationship driven

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to focus on people in the workforce and guides them in achieving the organizational goals. Similarly, they ensure a leader is relationship driven to empower other workers and consider compassion as indispensable for the creation of active and productive teams. Moreover, they help a leader to value good relationships in a business, which creates effective decision-making (Jian & Fairhurst, 2017). Effective and successful leaders know organizations can only achieve high performance through empowerment of employees through management and development of a productive relationship. Participation should be used to improve leadership efficiency when an individual is not making decisions under pressure. It should be used on matters that do not require a quick response. Equally, it should be used when one needs to find various clarifications to a problem that requires a set of solutions. As a result, this practice helps leaders to solve problems effectively by creating numerous lists of potential fixes. Participation in an organization is
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LEADERSHIP EFFECTIVENESS 3 associated with participative leadership, which ensures employees involved in making decisions that are important for an organization (Northouse, 2018). Significantly, it increases employees’ morale, creates team atmosphere, fosters innovative thinking, and increases workers’ self-worth; hence, it should be used to improve leadership effectiveness.
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LEADERSHIP EFFECTIVENESS 4 References Jian, G., & Fairhurst, G. T. (2017). Leadership in organizations. The international encyclopedia of organizational communication , 1-20. Northouse, P. G. (2018). Leadership: Theory and practice . Thousand Oaks, California. Sage publications.
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