Explain role ambiguity in terms of supportive leader behaviour.
The supportive leadership behaviours helps employees follow their goals designed for their tasks in the organization. The supportive leadership provides necessary tools and moral support to the employees to achieve their goals. The leadership is defending it terms of its impact on the performance and behaviours of the employees. When it comes to role ambiguity, the employees are not clear about their roles and responsibility sin the organization. The activities that are designed for their tasks mean less to them and also in terms of their personal and organization interest, less aligned. In such cases the supportive leadership helps employees gain knowledge regarding their responsibilities and help them redesign their work task and activities so that the employees are able to perform without any stress or confusion.
Role ambiguity affects the employee performance and their perception of value in organization as has also revealed by Tunc & Kutanis (2009). The employees who suffer from role ambiguity find themselves less useful than those who have clear command on their roles in the organization. The employees role ambiguity arises from their job design and structures that are not clearly defined or built. The employees who have issues with the roles and clarity of their objectives tend to show high turnover and stress at work. The supportive leadership plays two important roles in this regard, the first role is to identify those role ambiguity suffering employees and then help them to redesign their roles and responsibilities so that they have clear objectives and understanding of their responsibilities. The positive desired outcomes with the supportive leadership behaviour dealing with role ambiguity is high performance and higher confidence amongst the employees regarding their position in workplace and how they are contributing to the organizational success (Tunc & Kutanis, 2009).