Leadership and employee engagement in IT Industry

what is leadership and how does it affect in IT industry?

 Leadership is defined in a variety of ways, but at its most basic level, it is focused on the ability to affect people to achieve objectives. (Stein, M., Vincent-Hoeper, S. and Gregersen, S., 2020). There is a body of knowledge that explains the human characteristics of leaders, such as having a large picture vision that is successfully conveyed and making clear and decisive decisions based on the evaluation of available data. (Li, P., Sun, J.M., Taris, T.W., Xing, L. and Peeters, M.C., 2021). Leaders are dedicated to creating capacity and empowering others, are polite and consultative, but are also prepared to make difficult decisions when necessary. (Toh, T. and Ruot, K., 2019). Credibility, which is usually earned through demonstrated ethical and transparent approaches to practice, is at the heart of leadership. (Besieux, T., Baillien, E., Verbeke, A.L. and Euwema, M.C., 2018). When necessary, leaders take calculated risks, speak out against the status and come forward to accept responsibility and demonstrate initiative. (Li, P., Sun, J.M., Taris, T.W., Xing, L. and Peeters, M.C., 2021). In practice, this style of behavior necessitates strategic thinking, interpersonal communication abilities, and emotional intelligence. (Toh, T. and Ruot, K., 2019). In fact, whether in academia, communities, or organizations, we all demonstrate and require leadership abilities to be effective in our everyday practices. (Stein, M., Vincent-Hoeper, S. and Gregersen, S., 2020). Regardless of our position in society, we all try to persuade others to help us achieve our goals. (Besieux, T., Baillien, E., Verbeke, A.L. and Euwema, M.C., 2018). Leadership isn't just for the summit of the decision-making tree in the IT industry for employee engagement. (Stein, M., Vincent-Hoeper, S. and Gregersen, S., 2020). According to the below figure, there are five skills that help to increase the employee engagement in IT firms and improve the productivity of projects. (Li, P., Sun, J.M., Taris, T.W., Xing, L. and Peeters, M.C., 2021). 

Figure 1

(Source: 

What are the leadership theories used in IT industries? 

Here are some key leadership theories that every IT person should know to stay at the top of IT organizations.

• 1. Contingency Theory. 
• 2. Situational Leadership Theory. 
• 3. Transformational Leadership Theory. 
• 4. Transactional Theories. 
• 5. Behavioral Theory. 
• 6. Great Man Theory of Leadership. 
• 7. Trait Theory of Leadership.

1. Contingency Theory. 

A contingency theory is an organizational theory that asserts that there is no one ideal method to structure, lead, or make decisions in a firm. Instead, the best course of action is determined by the internal and external circumstances. Contingent leaders are adaptable in their strategy selection and adaptation to fit changes in the organization's operations at a certain point in time. (Safari, A. and Saleh, A.S., 2020). 

2. Situational Leadership Theory. 

Situational leadership is tailoring your style of management to each specific scenario or activity in order to fulfill the demands of the team or individual team members. In 1969, Ken Blanchard and Paul Hersey created Situational Leadership Theory. They think that there is no “one size fits all” leadership approach.

3. Transformational Leadership Theory. 

The term "transformational leadership" refers to a leadership style that affects both individuals and societal systems. It promotes meaningful and good change in followers in its ideal form, with the eventual objective of growing followers into leaders. (Besieux, T., Baillien, E., Verbeke, A.L. and Euwema, M.C., 2018). Transformational leadership, in its purest form, improves followers' motivation, morale, and performance through a number of techniques. (Besieux, T., Baillien, E., Verbeke, A.L. and Euwema, M.C., 2018). These include connecting a follower's sense of self to the organization's mission and collective identity inspiring followers by being a role model challenging supporters to take greater ownership of their work and understanding followers' strengths and weaknesses so the leader can match them to tasks that maximize their performance. (Balwant, P.T., Mohammed, R. and Singh, R., 2019).

4. Transactional Theories.

Managers offer workers something they want in return for gaining something they want, according to transactional leadership theory. Workers are not self-motivated, according to this theory, and require structure, guidance, and supervision to execute jobs correctly and on time. (Cho, Y., Shin, M., Billing, T.K. and Bhagat, R.S., 2019).

5. Behavioral Theory. 

All actions are taught through contact with the environment, according to behaviorism. Behavior is acquired from the environment, according to this learning theory, and intrinsic or hereditary characteristics have relatively little impact on behavior. (Luo, M. and Allman-Farinelli, M., 2021). 

6. Great Man Theory of Leadership. 

According to the great man theory of leadership, certain people are born with the required characteristics that set them apart from others, and these characteristics are what allow them to rise to positions of power and influence. A leader is a hero who achieves goals for his followers despite all circumstances. (Toh, T. and Ruot, K., 2019). 

7. Trait Theory of Leadership.

The attribute theory of leadership proposes that a leader is born with specific talents and features. These characteristics might include personality traits, physical traits, IQ traits, and so forth. (Wyatt, M. and Silvester, J., 2018). According to Karwan, D.H., Hariri, H. and Ridwan, R., (2021) there are four ways effective leadership inspires employee engagement.

 1. Employees trust leaders who both lead and follow.

 2. Passion and positivity increase employee performance.

 3. Effective leadership priorities organizational health. 

 4. Take care of your people, and they'll take care of the mission.

Why is leadership important in IT?

Strong IT leadership is essential for aligning IT with the business, and it changes as companies focus more on utilizing IT for revenue-generating activities and IT becomes a driver of business change. (Toh, T. and Ruot, K., 2019). One of the qualities that distinguish a great leader as wonderful and effective is their desire to see their colleagues develop into better people, and thus better employees. (Wyatt, M. and Silvester, J., 2018). Employees are encouraged to propose fresh ideas and develop new skills by great leaders. (Stein, M., Vincent-Hoeper, S. and Gregersen, S., 2020).

In my organization, leadership is a critical management function that enables an organization's resources to be directed for increased efficiency and goal achievement. According to our top management, effective leaders clarify the organization's mission, motivate employees, and guide them to achieve it.

Many IT organizations have their own leadership strategies to increase their employee engagement and throughout that increase productivity. 

Recognize that the relationship between IT and the company is two different paths to being a successful IT leader. Even if they have the necessary abilities and ambition, IT leaders cannot accomplish it alone. It takes efficient collaboration with business partners within the organization to execute IT initiatives and has an impact on the overall business. Therefore, leadership is a trending topic in employee engagement in IT industry and it is essential for the growth among IT employees.

References

Balwant, P.T., Mohammed, R. and Singh, R., 2019. Transformational leadership and employee engagement in Trinidad’s service sector: The role of job resources. International Journal of Emerging Markets.

Besieux, T., Baillien, E., Verbeke, A.L. and Euwema, M.C., 2018. What goes around comes around: The mediation of corporate social responsibility in the relationship between transformational leadership and employee engagement. Economic and Industrial Democracy, 39(2), pp.249-271.

Chin, T.L., Yap Peng Lok, S. and Kee Peng Kong, P., 2019. Does Transformational Leadership Influence Employee Engagement. Global Business & Management Research, 11(2).

Cho, Y., Shin, M., Billing, T.K. and Bhagat, R.S., 2019. Transformational leadership, transactional leadership, and affective organizational commitment: a closer look at their relationships in two distinct national contexts. Asian Business & Management, 18(3), pp.187-210.

Karwan, D.H., Hariri, H. and Ridwan, R., 2021. Visionary Leadership: What, Why, and How. European Union Digital Library

Li, P., Sun, J.M., Taris, T.W., Xing, L. and Peeters, M.C., 2021. Country differences in the relationship between leadership and employee engagement: A meta-analysis. The Leadership Quarterly, 32(1), p.101458.

Luo, M. and Allman-Farinelli, M., 2021. Trends in the Number of Behavioural Theory-Based Healthy Eating Interventions Inclusive of Dietitians/Nutritionists in 2000–2020. Nutrients, 13(11), p.4161.

Goestjahjanti, S.F., Novitasari, D., Hutagalung, D., Asbari, M. and Supono, J., 2020. Impact of Talent Management, Authentic Leadership and Employee Engagement on Job Satisfaction: Evidence From South East Asian Industries. Journal of Critical Reviews, 7(19), pp.67-88.

Safari, A. and Saleh, A.S., 2020. Key determinants of SMEs’ export performance: a resource-based view and contingency theory approach using potential mediators. Journal of Business & Industrial Marketing.

Stein, M., Vincent-Hoeper, S. and Gregersen, S., 2020. Why busy leaders may have exhausted followers: A multilevel perspective on supportive leadership. Leadership & Organization Development Journal.

Toh, T. and Ruot, K., 2019. The role of traits in the leadership process. Available at SSRN 3441179.

Wyatt, M. and Silvester, J., 2018. Do voters get it right? A test of the ascription-actuality trait theory of leadership with political elites. The Leadership Quarterly, 29(5), pp.609-621.