Employees are the most critical resources of most organizations. The sustained profitability of organizations depends on workforce job satisfaction. Employee satisfaction is mainly dependent on the leadership style of managers. Leaders are part of employees, but they play a more pronounced role since they decide the activities of an organization. Employees have a range of activities that they expect the management to fulfill to make the work environment conducive. Similarly, leaders have expectations from employees. The achievement of employee satisfaction and leadership satisfaction plays a crucial in improving productivity within the organization.

Even though experts agree that there is no distinct right way of leading a team, there exist several characteristics that are common among successful leaders. They include the ability to influence others, which can be achieved by learning how to make followers view ideas from the manager’s perspective (Book, Gatling & Kim, 2019). Another characteristic of successful leaders is they should be transparent since transparency enables leaders to win the trust of their followers (Daft, 2014). They should share information with employers to help employees share in the organization’s vision. Leaders should be risk-takers to facilitate innovation among employees. Embracing failure encourages followers to test new theories that could be beneficial to an organization. A good leader should also have high ethical standards and integrity. Integrity in leadership reaffirms followers of commitment to fairness in all matters, including promotion and job allocation. In addition, effective leaders make decisions quickly and are willing to consult with other stakeholders to make more informed decisions. Lastly, leaders need to have good morals. Morality in leadership can show morality by upholding high moral principles, setting good examples, and doing the right thing both in public and in private(Daft, 2014). Leaders with the above characteristics inspire confidence among their followers.

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Successful leaders need to know the expectations of their employees. Followers expect their leaders to be clear when issuing instructions and objectives. Clarity helps to eliminate confusion at work and increases the effectiveness of all stakeholders.    Opportunities also constitute the expectations of followers since it is the responsibility of leaders to develop employees, which allows them to grow. Leaders are also expected to get involved practically by not only giving instructions but to guide the followers on how to achieve objectives.    Another expectation of employees from management is the ability to keep commitments. Employees reward commitment with loyalty, and thus leaders who keep their promises can earn loyal employees and followers. Leaders are also required to be consistent to inspire confidence among followers(Daft, 2014). Consistency can be achieved in two ways, by treating all employees the same and by being consistent in decisions so that what is perceived to be good today remains good in similar cases in the future. Followers also expect leaders who are courageous. Courage in leadership is seen through accepting responsibility, moving off ones comfort zone to achieve results, and asking what you want while saving what you think (Daft, 2014). Moreover, followers expect respect from leaders before respecting them back, and also expect to be appreciated whenever they achieve the desired results. In addition, leaders are expected to provide constructive feedback and to address the issues of followers in time.

Employees being the primary resources of an organization are also expected to perform in a given manner. All leaders value punctuality and expect their followers to deliver their work and duties on time. Punctuality can be viewed in terms of arrival at work and completing assignments. Followers are also expected to be pleasant and helpful to the organization. Most employers expect followers to intervene and assist in other departments other than their won whenever necessary. Self-motivation is another important aspect of an employee that leaders value. Managers admire working with individuals who can perform their duties under minimum supervision.   In addition, a follower should show enthusiasm by having a positive attitude at work. More characteristics of a good employer include having a strong work ethic, which entails being professional, diligent, and caring about the organization and its stakeholders.  Leaders also expect their followers to be reliable and have excellent communication skills.

Employee satisfaction is a critical method of influencing the productivity of an organization. Leaders use different strategies to achieve employee satisfaction. The strategies include providing a positive working environment, and it can be achieved by determining what motivates employees and improving on it (Gritzo, Fusfeld & Carpenter, 2017). Leaders should also reward and recognize employees who cause some significant results in the organization. Successful leaders organize the end of year parties where the organization celebrates the achievement of the concluded year, and the best performing employees are recognized and awarded.  Another technique of facilitating employee satisfaction is through involving and engaging the workforce (Erben, Schneider & Maier, 2019). Including employees in all organization, activities make them feel a sense of ownership and pride in their work. Some leaders use training and developing worker’s skills as a way of enhancing their job satisfaction. Developing employees makes them more productive and innovative, and thus they become more content with their workplace. The last step in improving employee satisfaction involves evaluating and measuring job satisfaction to identify areas that need improvement.

The most effective method of achieving leadership satisfaction involves obtaining the desired results as an organization. To achieve good results, employees need to operate as a team, deliver assignments in time, work under minimum supervision, and be willing to go the extra mile to achieve results. Besides, employees need to be useful resources to the leaders, create healthy relations with leaders, avoid unrealistic expectations, offer ideas to leaders, align to the organization’s vision, and identifying reasons to thank the leader in an attempt to make him a good leader (Daft, 2014). In addition, employees should be thorough and efficient, be considerate, and also be self-motivated.   


Book, L., Gatling, A., & Kim, J. (2019). The effects of leadership satisfaction on employee engagement, loyalty, and retention in the hospitality industry. Journal of Human Resources in Hospitality & Tourism, 1-26.

Daft, R. L. (2014). The leadership experience. Cengage Learning.

Erben, J., Schneider, F. M., & Maier, M. (2019). In the Ear of the Beholder: Self-Other Agreement in Leadership Communication and Its Relationship With Subordinates’ Job Satisfaction. International Journal of Business Communication, 56(4), 505–529.Gritzo, L., Fusfeld, A., & Carpenter, D. (2017). Exploring the Principles of R&D Leadership with Award-Winning R&D Leaders: Successful leadership depends on performance across eight key areas. Research-Technology Management, 60(3), 18-21.

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