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Contemporary management theories
Management theories
Leadership styles introduction paper research
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Up until very recently, one would be hard pressed to find in the leadership literature a general model of leadership development (Luthans&Avolio2003).Even more difficult to find is evidence-based leadership development. Specifically, what evidence is there to support whether leaders or leadership can be developed using one or more specific theories of leadership? It appears that leading large-scale organizations is more complicated than most current leadership theories and practitioner books would suggest. Part of the reason some authors are able to identify a limited number of things to be successful, such as Collins (2001), is that the purpose of their research was to identify what was different between the research group and the control group. The problem with focusing on only what is different is that it fails to identify those things that are essential to success, but were common to both groups. The danger is that people might think they can do only the few different things and still succeed.
This paper will focus on the main question of why some leaders are able to inspire where others aren't. Bryman (1992) commented, “There was considerable disillusionment with leadership theory and research in the early 1980s. Part of the disillusionment was attributed to the fact that most models of leadership and measures accounted for a relatively small percentage of variance in performance outcomes such as productivity and effectiveness (Bryman, 1992). Unlike the traditional leadership models, which described leader behavior in terms of leader-follower exchange relationships, the new leadership models emphasize cognitive capabilities, assuming omnipotence. Even though research has taken a more holistic and well rounded approach the a...
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...itz, 2003). So, my research will firstly focus on what a manager can do on a day to day basis to develop their talent and that of their employees. First, I believe a leader needs to feed his/her people and let them grow. The leader must have an interest in what happens in the lives of people and have genuine interest in the individual employees: who they are and what they want. Ethics should be the bed from which you operate, first you have to give respect , in order to get it. High-quality management of people leads to longer employment , which leads to confidence , which leads to more work. A leader should thus provide a pleasant and friendly environment. I believe that the more fun you can make it for your employees to work, the more profit you will make. The real challenge is the willingness to bet on the long run and not get carried away by short-term pressure.
There have been countless books, lectures, and and trainings, and retreats constructed around the idea of cultivating leadership in an individual. However, cultivating individuals’ ability to follow great leadership has received far less attention. Who are these people leading if each person within an organization is being trained to be a leader? The word follower has negative connotations, evoking the images of a weak, uncreative, milquetoast personality. However, Jimmy Collins, in his book, “Creative Followership: In the Shadow of Greatness”, suggests that the ability to be led brings as much creativity, consciousness, and indeed leadership to an organization or team as the leader himself.
The topic of leadership has been explored and written about by thousands of authors who are considerably more qualified than I am to write about the subject. However, I’ve always maintained that developing, evolving and articulating one’s own leadership philosophy is an essential part of a professional’s growth. Through academics and experience, I’ve concluded that leadership is a “soft” skill, more art than science, and that leadership principles can be universally applied. As a topic of discussion, leadership can be ambiguous and seldom does everyone agree on a single definition. Organizations and the people they consist of crave leadership, even if not overtly. Undeniably, strong leadership is essential to achieving
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
Leaders are actively on targeting goals and objectives for the people who work for them. In management, many goals are established by staffs and carried out by the managers themselves. Leaders will act to develop in more creative ways solve the problems; keep on going and with new missions. Managers will continue to do whatever is necessary work to accomplish the tasks and usually to get the job done without taking on too much risk or moving forward. The leader's instinct is to take risks instead and to challenge that task holding back by people and think of new ideas within an organization. Leaders more concerned on relationship between staffs, they promote the good staff, help them to develop, and move forward. Managers assign people, focus on personnel issues; and focus on how the job task get done, how they solve it, and how are they finished. (Rashid A., A., 2007).
The leadership is a result of a combination of traits, with special emphasis on the personal qualities of the leader, which he should possess certain personality traits that would be special facilitators in leadership performance. This theory shows that leaders are born as such, there is no likelihood of 'making' them later with personal development techniques.
Leadership has been defined in different ways, a definitaion of leadership that would be most commonly accepted would be “the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organization…”(House et al., 1999, p. 184 as cited in Yukl, 2013, p. 19). After a comprehensive review of different leadership literature, Stogdill (1974, p. 259, as cited in Yukl, 2013, p. 18) concluded that “There are almost as many definitions of leadership as there are persons who have attempted to define the concept." Leadership can be viewed from two different angles one is shared influence process and other as a specialized role. Researcher who view leadership as a specialized role consider attributes as a factor in selecting a designated leader. On the contrast, theorist who emphasises on influence process considers “Leadership” as a social process or a pattern of relationship.
While it is clear that leadership is about influencing others, what has been the subject of theoretical debate has been what creates a leader. Is a leader born, is it learned, or is it a matter of circumstance? Perhaps, better yet, since leadership is about influence, then leadership is a matter of relationships. Although there are many leadership theories, three theories set out to explain leadership development: trait theories, behavioral theories, and relationship theories.
This opens the floodgates to leadership development, as opposed to simple psychometric assessment that sorts those with leadership potential from those who will never have the chance.” This theory does not seek inborn traits or capabilities; rather they look at what leaders actually do.(Changing minds). Behavioural theory suggests that leadership requires a strong personality with a well-developed positive ego; self-confidence is essential.(Boundless,
As a growing debate, the question at hand is whether great leaders are born with specific leadership traits, or if one can be taught certain traits over time. According to (Wikipedia.com) the approach of listing leadership qualities, often termed "trait theory of leadership", assumes certain traits or characteristics will tend to lead to effective leadership. I believe that leadership traits such as honest, competent, initiative, inspiring, hardworking, intelligent, and the ability to lead the masses, are some of the leadership traits one should possess. Within this paper, I will examine the overall concept of leadership traits, while observing the traits that were, or can be associated with successful leaders.
Great leadership is not achieved over night, and it is not something that one achieves and stops. Great leaders spend entire lives building and growing their leadership skills. It is not likely that a leader will one day wake up with all of the vision, influence, knowledge, respect, and momentum necessary to be great; these take time to develop. “It is the capacity to develop and improve their skills that distinguishes leaders from their followers.”
The trait leadership theories assume that people inherit certain abilities and traits that make them better suited for leadership than others (Stroup, 2004). The trait theories originated from an earlier impression called the “great man” theories pop...
Successfully running a business or organization requires mastering the four primary functions of managing. The four functions of management are planning, organization, leading and controlling. I manage a flourishing online shoe store (www.myhoodjapan.com), and each of these functions is important to my stores success. This paper will define the functions, and will explain how each relates to my Organization.
Maxwell maintains that the leading leader is born with leadership qualities and has seen leadership modeled throughout life. The leading leader has learned additional leadership skills though training and practices self-discipline. The “learned leader” is described with the same characteristics of the “leading leader” with the exception of “being born” with leadershi...
I learned that for me to be an effective leader I have to be able to change follower’s behaviors, and make them both satisfied and perform well. When I become a manager I have to realize that I will be working with a diverse group of people and what works for one person might not work for everyone. It is important to have a leadership style that leads to positive outcomes that is valued by the organization. I think it will be important for me to make each employee feel like they are appreciated and that their voice matters in the company. I think it is important to give frequent feedback so employees can know how their performance and know how they are doing. I would like workers to see me as a fair manager that distribute duties and outcomes fairly doesn’t show favoritism. I would like to be able to keep everyone motivated and working together as one to keep employee moral high so it can benefit the
The formation of organization implies that a leader should take the role to control the activities of the group; the work done by the leader is what we call management.