Knowledge Sharing in Organizations
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As a leader exercising knowledge sharing is essential to organizational performance. Thus scholars recommend on a servant type of leadership for several reasons. One is the provision of different insights and knowledge in problem-solving. Not many people in leadership positions can embrace servant style of leadership. Company performance highly involves engaging personnel in decision making, and changes to be implemented in the company. Due to evolving technology, companies have to keep making changes to adapt as well. Sharing ideas, knowledge between the employees helps in coming up with the way forward. This measures encourage innovation, enhance problem-solving skills, enhance trust, and improve employee-employer relationships (Shafique et al., 2015).
Ethical leaders are interested in the well-being of the organization, its employees, and the outcomes as well. Thus, they will put these factors before their interests and are willing to do what it takes. It includes liaising with employees for ideas and knowledge sharing. They understand that human beings are prone to make errors but combining their knowledge will transform the organization positively. An ethical leader sees the clear picture and leads by example. As a result, they are approachable and ensure that the company has a conducive working environment for all employees and subordinates. They enhance trust and respect for all people in the organization (Phong et al., 2018). Thus, more effort is focused on helping the organization achieve its goals since employees are contented and impacted positively by their leaders.
As noted, good relations and trust are created through ethical leadership. With good relations, communication and sharing of data are easier between colleagues, employers and employees, and subordinates as well. The final impact on finances and working culture becomes positive and thus managing information technology becomes more manageable and efficient. Also, through training, the employees get to understand the importance of data management and its impact on the organization. And with the best intention for the organization at heart, the employees will operate and secure the company’s data. As a result, the organization’s performance is likely to improve significantly, and employees to also operate ethically. Employees feel like a part of the organizations and thus feel the need to do the best. Also, through direct interaction with the company’s data, they are likely to find more effective ways of managing data and more effective means of implementations.
Many organizations have skilled, educated, and hardworking employees. However, the results of organizational performance may fail to indicate the same due to the mode of leadership used. Many employees fail to show their skills because they work under dictatorship or leaders who do not give them a chance to share their ideas. Thus most of them end up working like ‘puppets’ under strict rules on the way things should be done. However, if a leader exercises service type of leadership, the results are likely to be different. Servant leadership is where employees are given a chance to take part in decision-making, implementing changes, and being given a chance to voice their opinions on matters related to the organization (Song et al., 2015). A servant leader puts others first and serves the organization and the employees best interest. Not many people in power can practice this type of leadership because they see this type of leadership as weak and afraid the employees may fail to obey them.
However, looking at the possible results, service leadership is more effective when it comes to sharing information. As a leader, it enhances a close relationship with employees, and thus they can easily share ideas and problems without fear of intimidation. Thus, employees work without fear, and most of the problems they experience are dealt with (Martinez, 2016). Thus, the employees carry out their duties faithfully and also offer better services to their clients. Having leaders who support, and care for them ensures they administer their duties effectively (Song et al., 2015). This positivity is transferred to vendors, clients, and the rest of the business community. In the end, the whole organization has increased efficiency, satisfied clients, and employees as well. This measure is likely to attract more clients and boost sales in general. The results may take time, but they pay off eventually.
Apart from creating positivity, employees can show their skills, and do not shy away from sharing ideas which would improve their work or services to the organization. The positive culture and treatment also gives employees room for personal growth and enhances their creativity. As a result, they utilize their skills and creativity to improve the organization’s performance. At times, they make mistakes, but they learn and keep trying to get better. Also, since the leader and employees work as a team, there is a low chance of making mistakes. If they happen, they are easily noticed and rectified before affecting the organization’s performance (Lugor, 2020). A servant type of leadership ensures employees understand the aim of the company, and thus they can all push to reach the goal with a standard view and understanding.
Transformational type of leadership is where the leader works hand in hand with the employees to enhance innovation, and make changes which help in shaping the organization’s future. To ensure the desired changes in the organization are accomplished, the leader has to work hand in hand with the employees and subordinate staff to enhance positive attitude and motivating them. To make changes, the leader also has to train employees and equip them with the skills needed for the transformation (Lugor, 2020). This measure benefits the company since they get closer to achieving their goals through inspiration and motivation. Working with a team enhances efficiency and learning from one another. The team focuses on its goal, which is to transform the organization, and this makes it easier to embrace changes. Also, most of the changes and methods used to achieve the desired results are proposed by the team members. Thus, they take it personally when it comes to implementation.
The employees feel more responsible for their work and decisions when the organization involves them directly in decision-making (Phong et al., 2018). They feel valued, and as a part of the organization, thus the employees will do their all to ensure they succeed—a transformational leader with all hands on deck. The main advantage of this method is the variety. Different people have different ideas and views on how change can be implemented. Same applies to employees in an organization. Through different experiences, skills, and knowledge, they have different ideas and skills that can help shape the organization’s future. Involving them in the process will present a platform where they can share their views and ideas on what to be done. Further discussion then results in coming up with a common implementable idea.
When it comes to creating better data structures, the leader needs to help employees overcome challenges, come up with a plan, and organizes its implementation. A transformational leader understands that involving employees in planning enhances trust and understanding. Since they made plans, they also find it easy to implement it with minimum supervision (Lugor, 2020). Thus, sharing of information also saves on time during implantation. Also, any issue arising is likely to be spotted and addressed on time.
In conclusion, the sharing of information between leaders and employees is essential when it comes to personnel effectiveness. Ensuring employees are comfortable while carrying out their duties leads to improved productivity. In the long run, this will result in positive change within the organization. Thus, a leader employing service type of leadership improves organizations and employee performance. This method requires the leader to put the needs of employees and the company before their own. The results take time, but the performance improvement is guaranteed.
References
Lugor, C. (2020). Team building and leadership in information technology: A qualitative case study (Doctoral dissertation, Northcentral University). ProQuest. https://search.proquest.com/openview/f98129231c892bfb3abfbebe86bfe878/1?pq-origsite=gscholar&cbl=18750&diss=y
Martinez, S. A. (2016). From novice to expert: The development of a servant leader (Doctoral dissertation, Indiana University). ProQuest. https://search.proquest.com/openview/0753fffb84d81ceafefe9f42646e4253/1?pq-origsite=gscholar&cbl=18750&diss=y
Phong, L. B., Hui, L., & Son, T. T. (2018). How leadership and trust in leaders foster employees’ behaviour toward knowledge sharing. Social Behavior and Personality: an international journal, 46(5), 705-720. https://doi.org/10.2224/sbp.6711
Shafique, I., Ahmad, B., & Kaylar, M. N. (2019, May 2). How ethical leadership influences creativity and organizational innovation: Examining the underlying mechanisms. Discover Journals, Books & Case Studies | Emerald Insight. https://www.emerald.com/insight/content/doi/10.1108/EJIM-12-2018-0269/full/html
Song, C., Park, K. R., & Kang, S. (2015). Servant leadership and team performance: The mediating role of knowledge-sharing climate. Social Behavior and Personality: an international journal, 43(10), 1749-1760. https://doi.org/10.2224/sbp.2015.43.10.1749