Leadership in theory and practice can seem as equally an innate quality as it is a learned trait. Personalities and situations vary from group to group and person to person, so what works best in one instance may not work as well for another group of individuals in a completely different environment. All of this seems to be behavioral based for the most part, and one of the easiest distinctions to make between certain kinds of leaders are those who are driven by providing structural support and those who are driven solely by the accomplishment of certain tasks within the organization. Off handedly, most would assume that a leader who is more focused on taking care of their people would be the preferable candidate to get things done right, but there’s something to be said for those whose driving motivation is to get as much done as possible. Why exactly would anyone want to work for someone who cares about the mission above all else? “It is possible that task leadership may even improve job satisfaction because people do not like working in disorganized, inefficient, and confusing workplaces without clear instructions or procedures.” This to me suggests that there is a trade off that goes on within most people’s minds when it comes to organizational leadership; comfort and personal security vs proficiency and organizational functionality. These differences of course come back to differences in personality types, and organizational structure. Some would rather deal with leaders who are more worried about their employees rather than the structural integrity of the business, while some would rather work for a sound organized team that is task driven but does so in a way that puts the associates’ wellbeing in the backseat.