The #1 Importance of Task Oriented and People Oriented Leadership – The Benefits are Great

The #1 Importance of Task Oriented and People Oriented Leadership – The Benefits are Great

people oriented leadership Having a clear goal and accountability for the outcomes of a task can make a big difference to a team’s success. This is important for both task-oriented and people oriented leadership styles.  In this article, we will discuss the people oriented leadership model and how it can help organizations overall.

Job-oriented leadership traits

Having a clear understanding of job-oriented leadership traits can make a huge difference in the way you lead. This style of leadership helps you get people moving towards the right direction. It can also be helpful in times when relationship-oriented leadership isn’t working. Task-oriented leaders have a strong will to get things done. They set higher goals for their employees. They also delegate work in a way that maximizes the strength of their team. They define the tasks and outline the procedures necessary to complete the task. They also set clear deadlines and timelines. They make sure that their team members adhere to these deadlines. This style of leadership is often used in industries with strict deadlines. It also works well in large, complex projects. It is especially useful when a project needs to be completed in a hurry. The leader must be master of time and have a firm grasp on how to divide tasks and organize them. They also need to understand the resources needed to complete the task. However, task-oriented leadership can also have negative effects. It can lead to burnout among staff members and may even lead to poor employee retention. It can also create a hostile work environment. Unless you have good communication skills, you will not be able to effectively lead a team in this way. If you are a leader, make sure that you give clear instructions and set clear expectations for your team. You also need to understand your team’s strengths and weaknesses. In addition, you should be able to build relationships. These relationships can increase employee productivity and morale. It is also important to reward your team members. This can help to improve your team’s morale and increase their motivation.


Whether you are a boss or an employee, goal-focused task-oriented leadership can be beneficial or detrimental. In the short term, it can help you get your job done, but in the long term it can lead to major problems. For example, a task-oriented approach to management can be useful when you are in a chaotic environment and need to get the job done. However, it can also create a hostile work environment that can be difficult to overcome. Goal-focused leadership can also lead to employee burnout, which can negatively affect the quality of work produced by your team. goal-oriented leadership

Goal-focused vs task performance

A study examining the relationship between goal-focused leadership and task performance found that followers with divergent goal orientations responded to goal setting activities differently. Goal-focused leadership is particularly useful when you have highly conscientious employees. But, in general, goal-focused leadership is counterproductive if your employees have low emotional stability. Among the positive effects of goal-focused leadership, a healthy work environment will help you avoid mistakes and roadblocks, which can lead to less productivity. Task-oriented leadership also works best when you have a highly conscientious team of employees. Those who have low emotional stability, however, may be more susceptible to fatigue. Goal-focused task-oriented leadership also has the capability to inspire employees to achieve their goals. It can set individual goals for team members and suggest ways to achieve them. When you provide these resources, your team members will become better employees and your company will move forward. The most important benefit of task-oriented leadership is that it gets employees working. Whether you’re running a small business or heading up an international organization, having the right people at the right place and time will help you move forward.  This is where both task-oriented and people oriented leadership come together to benefit organizations.


Creating a culture of accountability is a must for high performing teams. It improves employee engagement and results in happier and more productive employees. It also has a positive impact on customer service. Creating accountability starts with an understanding of the concept. Accountability is the process of being responsible for the results of a task. Specifically, this can include taking credit for a job well done, or reporting on the task at hand. In this context, accountability is also about taking the time to explain what you did, as well as why you did it. If you don’t, you’ll find that people will have a hard time following through on their commitments. This can lead to missed deadlines and important tasks. It can also affect customer service and cause dissatisfied customers. Accountability is the best way to get everyone on the same page. It is also a good idea to get feedback from your team. A good feedback system can help you spot communication issues, as well as identify ways to improve your leadership skills. Creating a culture of accountability isn’t hard to achieve. You just need to take the time to build a team that understands the value of accountability. This can also be done in a number of ways, including using serious games, such as a business simulation. The benefits of creating a culture of accountability are many. Accountability team building creates a culture of learning, helps teams move past failures, and helps create a model for good leadership. It also reduces employee turnover and improves employee engagement. A good way to create accountability is by using a team scorecard. Use this to assign tasks and deadlines to your team. This will help you see how your team is performing, and make sure you’re not missing any crucial steps in your project.

Clear assignments and output expectations

Creating clear assignments and output expectations is a prerequisite for a successful organization. For most organizations, output is the name of the game. It is the job of a manager to ensure that everyone in his or her retinue is doing their bit to support the larger enterprise. A successful task-oriented leader makes it a point to give his or her teams a list of responsibilities and tasks to execute. In addition to that, they make it a point to keep everyone in check by providing regular progress reports and keeping them motivated through reward programs. For example, a sales manager might offer a bonus to any sales agent who achieves a particular monthly goal. This not only builds employee loyalty, it also boosts company revenue. The best way to implement the above mentioned responsibilities is to devise a reward system. One of the best ways to do this is by offering a bonus to any sales agent who achieves an above average monthly sales target. This type of bonus might make a sales agent feel like they are getting a gold star and might boost your bottom line in the process. The bonus might also be a good way to keep employees from leaving. The bonus could be a small gift, such as a bottle of wine, or a more opulent prize such as a paid day off or a trip to the spa. A task-oriented leader will know exactly how to split the work amongst his or her team members. They will also know which tasks are a good use of their time and which ones are best left to the professionals. A successful task-oriented leader will also know which processes to implement and how to implement them. A task-oriented leader will also know the best ways to communicate with his or her team.

People oriented leadership is more clearly defined and communicated

Unlike machine-oriented leadership, people oriented leadership has the potential to improve employee engagement. It also allows for better creativity and innovation. In addition, it provides a good work culture where people feel valued. People oriented leadership involves guiding employees towards their best potential. In order to do this, leaders need to use their judgment. They must also make sure that they provide employees with the resources they need. This includes training. Creating a positive work culture also helps to create better relationships.  While most are positive, there are weaknesses of people oriented leadership. While people oriented leadership is beneficial, it can also create a work environment where employees feel pushed to perform and lack motivation. Lack of communication and negative attitudes can also lead to a dysfunctional work environment.  These are some of the disadvantages of people oriented leadership style. In addition, people oriented leadership can lead to power imbalances. This is especially true in industries that have strict targets. It is also important to maintain a work-life balance, so employees can continue to work efficiently. This may be done through a considerate schedule or adequate breaks. People oriented leadership requires great communication skills and the ability to build trust. The best leaders make sure that they give their employees what they need to get the job done. This includes understanding their needs and asking clarifying questions. In addition, people leaders must be willing to give their employees feedback. People oriented leaders also encourage employee professional development. They go above and beyond to show their appreciation. These leaders also monitor for signs of burnout. In addition, they hire to fill gaps in the workforce.  These are some of the advantages and disadvantages of people-oriented leadership style. Task-oriented leadership, on the other hand, has a high focus on production. This focus allows leaders to complete more tasks with less effort. However, this can be harmful to an organization. Often, leaders will use shortcuts and automation to complete tasks. This can also lead to demotivation and stress. If you like what you read, check out our other leadership articles here.



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