How Different Approaches and Power of Leadership Manage Organizational Stress?

Affiliative leadership style is ineffective in complex challenges of an organization. As affiliative leadership refers to team building when a department re-organizes itself then no co-ordination in new members exists. Transformational leadership approach that causes change in individuals and social systems in organizational already working projects. Which consequence on management to reorganize the already done work that causes frustration and lack of compatibility in employees which in case increase stress in management. Negative leadership style of a manager can lead to low measures of organizational commitment of sub ordinates in their unorganized reports. Employees working under coercive managers are unlikely to be committed, and more likely to resist the manager, cause turnover of employees. When managers low consideration is given to organizational variables that influence the nature and impact of leadership. Management is effected by both internal and external factors . Internal factors conflicts, non-specific fears, fears of inadequacy, critical environment and diversification. External factors competition and threats . These factors effect the working environment, profitability, motivation of employees and organizational culture. Literature Review According to Erkutlu and chafra (2006) Bases of leader power and subordinate’s job stress are significantly related with each other. This literature suggest that individuals having power at various levels enforce job stress in hospitality industry. According to de Jong and hartog (2007) Among all 13 leadership behaviours one is so crucial and got little bit noticed from researchers. Leaders through idea generation and delebrate actions are fullfilng their duty by motivating employee’s innovative behaviour. In leading positions a connection seems between power and famininity which is different from that of western literature on leadership. So that sometimes females took advantage of their power in a negative way (Quader & oplatka 2008). With an international CEO and other significant’s interview, a distinct experience is extracted that shows no-one get relieve on the basis of gender discrimination (kakabadse, kakabadse, & lee-davies 2007). Result of this article shows that there are some common as well as different elements in both of the leaders. One consider himself that he can understand the learning problems and the other one about the teaching duties (Zhong & ehrich 2010). According to Hetzler and sebastian (2010)To enforce individuals to make unbiased decisions different changes have been made in procedures, structure and technology. A such enviornment is groomed in which humans and machines can interact with each other for better decision making. According to Fennel and Hope-Arlene (1999) This research gives a number of examples including: Organizationz in which power was given to women leaders, their will power to run school organizations and experience of those who work with them. To implement the ethics plan successfully it is necessary thet those plans must be practiced by organization’s stakeholders firstly. In an organization, to make certainity of ethics, strong planning is compulsory (Belak, duh, mulej, & strukelj 2010). System models were used to remove the hurdles, in an organization, towards its assessment. It is found that if more appropriate system models will use it will lead organization to superior results (Ambrozm & derencin 2010). The article shows that in market place the main logic of business is to have a good start-up of business and it will go on for long time. If more risk factor is involved it will result in higher profit. Boundries must be carefully chosen for the protection of core capital (Wasilewski & Michal 2010). According to Smith, Bruyns and Evans (2011) quantitative analysis of the stories to recognize many project managers’ optimism discussion that powerfuly effect IT project success. Futhermore, it was decided that IT project success was both positively and negatively effect stress. To improve the possibility of project success it was decided that IT project managers should have positive and based on reality level of optimism based on a highly approved project plan. While the project team should anticipate and willingly accept stress during the project , this shoul be carefully managed. As stress-related health-cost is more and more importance is attached on decreasing stress. Industries has identified the benefits of minimizing stress through increased productivity and decreased health-care costs. As worldwide competition increases , corporations who can teach their workers how to manage and control stress in positive side may well have find a strategic benefits (B. Donovan & H. Kleiner 1994). The conclusion of structural equation a example to disclose the following; job stress is the preceding of frustration, while frustration can to greater extent anticipate physiological stress for C-PMs; job stress is negatively connected only o their task performance; both frustration and physiological stress are negatively connected to their organizational proceedings; task performance goes positively to their interpersonal performance. Recommendations are given based on conclusions to increase their stress and performance level (Leung, Chan, & Dongyu 2011). According to Hede ( 2010) eliminate stress techniques are accepted for use by manager’s in practice to keep away from emotional reactivity and to manage stress. The TIME scale has five factors, and each has generaly approved internal firmness and test-retest accuracy. Time scale factors results were negatively connected with both turnover purpose and stress (Burt, et al 2010). According to Coffey, Dugdill and Tattersall ( 2009) Key Obstacle include major changes taking place within the organizations; staff are doubtful to management and showing doubt. deficiency of resources and difficulties in translating findings into actions. Key factors important for success includes: strong involvement from senior management, staff participation, realistic expectations,fullfilment of duties and time frames. According to Fevre, S. Kolt and Matheny (2006) There is little experiment to prove or disprove something on which organization based stress management interventions as first approaches. Secondary, individual-focused approaches be employed prior to the introduction of primary methodologies within a client organization. According to Donaldson-Feilde, Yarker and Lewis (2008) The manner of behaving or acting to recognize or establish as being a particular pers on or thing were grouped into a subject of discourse to create a framework of 19 management ‘‘competencies’’ for keep from occurring and minimizing stress at work. Level of recognize frustration is related to degree of recognize and understand stress and degree of to become aware stress is related to type of leadership employed by managers (S. Gill, B. Flaschner & Shachar 2006). It come forth into view or notices that individuals to change their ability to manage stress. Self perception, locus of control, behavioral designs or Styles and flexibility or inflexible and strict, all influence on stress management abilities (Treven & Potocan 2005). According to Yu and Miller (2005) In manufacturing industry the generational groups have different characteristics of work and require different styles of leadership and it is shown by research but in education sector there was no difference of work and style of generational group. The effects of these two types task –oriented and socio-emotional leadership is shown by this finding that the follower satisfied with this. To find interaction the product term method is used . interaction between pressure and support was nonsignificant (Casimir & Keith Ng 2010). According to Rohmann and Rowold (2009) Female leaders have more transformational behavior than male leaders and it is shown in four samples. Furthermore, female leaders were more effective and more satisfied than their counterparts. In the team and organization leadership style whether it is transformational , transactional or ambidextrous act as a strategic resource that has an operational effect in the learning development (Bucic, Robinson, & Ramburuth 2010). There is a misalignment in performance of organization due to the problem of climate and leadership style . t supports the third hypotheses partially and fully supports the fourth hypotheses (Haakonsson, Burton, Obel, & Lauridsen 2008). According to Awan and Mahmood (2010) The Professionals were not sensitive about the relationship of these three variables. A majority of professionals considered that there chief librarians had an autocratic leadership style, and they adopt bureaucratic culture and these are committed with thei r organizations and it shows that they are in the favor of result oriented culture. In public sector there is a tension between two aspects one is to revolution in bureaucracies because of improvements, innovation and high flexibility. And other is to maintain standards and procedures for better quality services. This study shows change in leadership style and organizational change (James, 2005). Employees’ job satisfaction depends upon the leadership style of managers. Nevertheless, participative management is not always a good management style. Managers should select the best leadership style according to the organizational culture and employees’ organizational maturity (Mosadegh Rad & Yarmohammadian, 2006). It is a path that provides support for some hypotheses. Strength of relationship between the leadership vision and two dimensions of organizational structure are effect due to predicted mediations. NFP’s scored higher on socially responsible culture orientation than FPs, while FPs scored higher on competitive culture orientation (Sarros, Cooper, & Santora, 2011). According toTabassi and Abu Bakar (2010)This research shows about leaders ‘different qualities and style such as leaders’ orientation with people, about their ask in effective way and their qualities which helps juniors to become efficient leader by going with their own decisions and work with employees empowerment. From the above literature review understand hypotheses were derived to analyze How Different approaches and power of Leadership Manage Organizational Stress? H1: Strong positive association of leadership style with stress management. H2: Strong positive association of leadership power with str ess management. H0: No strong positive association of leadership style with stress management. H0: No strong positive association of leadership POWER with stress management.