**1. Introduction**

Leadership has been contemplated and a topic of interest, speculation and debate since the days of Greek philosophers, especially the time of Plato. It is one of the most popular research topics in organizational behavior subjects and in organizations around the world, from massive conglomerates to small custom fabrication shop. When organizations, groups or teams fail, their leadership gets too much of the blame and when they are successful, their leadership receives too much of the credit. Leadership is a critical variable in shaping organizational effectiveness and leaders do make a difference. Effective leaders help their followers define

© 2016 The Author(s). Licensee InTech. This chapter is distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/3.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. © 2018 The Author(s). Licensee IntechOpen. This chapter is distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/3.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

their goals and find ways to achieve them. Leaders ensure that followers have the motivation, role clarity and suitable work environment to achieve specified goals. [1, 2] Contemporary leaders are most helpful to their organizations, when they are flexible, experimental and open; and they need ways to acquire the understandings and skills necessary to do that [3].

truss, purveying hope, favoring action and risk taking are other common characteristics of leadership. Leaders are proactive and willing to take risk, and provide direction to their followers, remind people what is important, why and what makes an important difference. Leaders are purveyors of hope and in both symbolic and tangible ways reinforce the notion that success attained. Leaders are challenged by many changes occurring within and outside of the organizations. It is very important to be an effective leader, efficiently use and manage the available information technology so that the organization can compete. A leader faces everyday properly aligning the human resources of the organization with the changes occurring requires an understanding of the organization's environment, individual characteristics, group behavior, organizational structure and design, decision making and organizational change processes [1]. Leadership is the combination of motivation, trust and power and affected by the national

Negative Leadership in Architectural Design Offices http://dx.doi.org/10.5772/intechopen.75445 69

One of the key ingredients in employee performance and productivity is motivation. Effective leadership is much more than developing an appropriate vision for the company. Motivating people to follow that vision is critical [5]. People will not get the job done without sufficient motivation to achieve work objectives, even when they clear work objectives, the right skills and a supportive work environment. Motivation is the forces within a person that affect his or her direction, intensity and persistence of voluntary behavior. Motivated employees exert intensity, a particular level of effort; for a certain amount of time, towards a particular goal [2]. Walker [4] defined the motivation for managers to understand the motivation of employees, so that managers can influence employees' behavior and provide motivation, leads to greater job satisfaction and higher performance. Individuality and complexity of people creates many dimensions leading differences in their motivation. The subjective perceptions and preferences of individuals place different values on rewards and the different perceptions they have

Direction, intensity and persistence are the three distinct components of motivation. When an individual presented with a number of possible alternatives, what an individual chooses to do and preference for a particular outcome related with direction. The employee is motivated, regardless of which option selected. The strength of the response once the direction made and the amount of effort to achieve refers to the intensity component of motivation. Persistence is an important component of motivation and refers to stay power of behavior, how long a person will continue to devote effort, and the strength of the urge to persist when they face obstacles. Managers' influence is not so much one of increasing motivation occasionally, but off creating an environment wherein employee motivation channeled in the right direction at

Trust is ambiguous, complex, paradoxical and perplexing. Trust is a particular level of subjective probability with which an agent assess that another agent or group of agents will perform

and organizational culture.

about the probability of achieving them. [4]

an appropriate level of intensity and continues over time [1, 4].

**2.1. Motivation**

**2.2. Trust**

Leadership affects performance of the organizations in different ways, and while sometimes can lead positive effects; some other times can lead negative effects. Architectural design teams, since they are also a kind of organization, effected positively or negatively by the leadership style of their managers. However, architectural design teams have some different properties, when compared to other types of teams. Architectural design teams are projectbased organizations that rely heavily on human resources, but they are not brought together on a temporary basis such as project-based organizations, although architectural design project is temporary, the team is permanent.

The architectural design is concerning the size, shape and organization of the spaces within the building and the design process defined by the nature and form of the building construction and its services. The leaders of the architectural design teams are generally the owner of the office. The leader architects must not only be a good designer, but also an effective leader for the success of the project. Leadership styles of the owners of the officers affect the performance of the team positively or negatively.

The purpose of this chapter is emphasizing the importance of leadership in architectural design teams and discussing the negative results on the performance of the architectural design team.
