The Relational Leadership Model: An in Depth Study and Analysis

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The Relational Leadership Model focuses on context of leadership over the values and ideals of leadership which could apply in a general case. This model emphasizes the fact that most leadership occurs in interpersonal interaction over an exposition to a large crowd. According to Scholl who performed a study at Jr. Labor Research Center, because leadership is constantly being evaluated by organizational members, superiors, and the public, there are always groups involved in the process as opposed to having a “formal leader” take charge (Scholl, 2003, pp. 2). He goes on to state that even though leadership assigns value to the individual role, there is never a point where the leader in that specific role exerts an absolute sphere of influence without competing claims (Scholl, 2003, pp.3). The process of exercising this type of leadership is inclusive and ethical because it gives an agency to everyone who is a part of the organization (Komives, 2007, p.74). Each person is a part of the leadership process because just be being a follower under a leader there is a relationship attached to oneself. This model is not descriptive but rather prescriptive. It tells one how to act and how to effectively lead rather than simply describe a process which can be observed in nature. The components of leadership involved include inclusivity of others views, the empowerment of those involved, being purposeful with one's goal and aligning others with that goal, and being ethical with good morals. As part of this model each component of this model must be part of a process which includes knowing, being, and doing (Komives, 2007, p.76). Knowing, being, and doing is an interrelated process which influences the leaders thinking and behavior. Knowing i...

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...e defined as a conglomeration of ideas and concepts that are structured in a way where they attempt to replicate or illustrate some kind of occurrence. By this definition, the relational leadership model is a model. The relational leadership model is a conglomeration of various concepts that when structured in a certain way reflects a particular action/occurrence. However, that is not a satisfying answer. A model for all intents and purposes should have some kind of functional value. Any set of ideas and concepts can be strung together with a crude structure in an attempt to reflect some kind of possible occurrence, all the while failing to create any kind of substantive value. In order for a leadership model to be a model, it must actually induce the process of leadership. Now the question is does the relational leadership model work, thus qualifying it as a model?

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