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Personal leadership and leadership styles
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Recommended: Personal leadership and leadership styles
Introduction
In the past 43 years, after the ability to personally recognize who leaders were and the basic cognation of what leaders should accomplish, personal concept of leaders shifted with an internal desire to emulate specific leadership frameworks. The first concept of leadership started forming with the strong alpha-male representation created by the father and grandfather figures. The cognation of leaders morphed into a personal hybrid formed by the initial framework, adding in sport coaches, teachers, employers, formal training, and life experiences in the US Air Force. The early vision of what a leader represents aided in creating a self-image and building an internal relationship to those mentoring leaders to solidify personal leadership and followership traits (Vielmetter & Sell, 2014).
Leadership attitudes are contagious as these attitudes reflect perceptions of willingness and structured experience (Boone & Makhani, 2012; Oreg & Berson, 2011). The mentor-apprentice relationship shapes progressive attitudes as apprentices either emulate the mentors’ attitude toward leadership or molds personal hybrids of multiple mentors and develop the ideal personal status quo of leadership and followership (Ashley & Reiter-Palmon, 2012; Boone & Makhani, 2012; Owens & Hekman, 2012). In the changing dynamics of the economy, business concepts, and idealistic leadership qualities to manage both, leadership attitudes and behaviors focus on personality, perception, feelings, and motivation that span from the alpha-leader to servant leaders (Boone & Makhani, 2012; Goh & Zhen-Jie, 2014; Harris, Berendt, Malindretos, Scoullis, & Williams, 2012; Rezaei, Salehi, Shafiei, & Sabet, 2012; Vielmetter & Sell 2014).
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...fect of the leader trust and organizational communication. EMAJ: Emerging Markets Journal, 2(1), 70-78. doi:10.5195/emaj.2012.21
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Pierce, Jon L. and John W. Newstrom (2011) 6th edition. Leaders and the Leadership Process.
“Leadership is an influence relationship among leaders and followers who intend real changes that reflect their mutual purposes” (Rost, 1931). But in today’s time, the styles of leadership are changed every time a new technology is invented or discovered so there is lack of persistency. The only thing which manages to stay constant is the principles of carrying out business activities. There are philosophies and ideologies on leadership which can be used in any time period as they are mostly a reflection of the principles of leadership. Theorists and authors like Hobbes (1679), Lewin (1947) and Aristotle (384–322 B.C.), in their time have produced enough material which can be put into use by modern day leaders and managers. Philosophers like Aristotle, who was known to be one of the most business-oriented and practical philosopher of his time, his work is still used by businesses today because of their relevance as he is interested in defining principles in terms of the ethics of leadership (Santa Clara University). In the essay I have tried to show how leadership has adapted to the changes around them and compared to the past and what circumstances caused need to change it. As a layman, anyone would think that the principles centuries ago will be very different to what we follow now but after studying on Hobbes, Lewin and Aristotle it has made a big impact on my way of thinking because the work produced by them still has more relevance compared to some of the work produced now. I have tried to explain the evolvement of leadership through three aspects which are psychology, sociology and philosophy.
Leadership is a complex process with many different approaches. This is a summary of the leadership literature including the pros and cons of each approach. The trait approach implies successful leaders are born with those traits. This theory focuses on identifying certain traits that make people great leaders. Some of the major leadership traits identified in the trait approach are intelligence, self-confidence, determination, integrity, and social ability. There are many advantages to the trait approach. “First, it is intuitively appealing because it fits clearly into the popular idea that leaders are special people who are out front, leading ...
Systematic research on leadership began in the early 1930s (House & Aditya, 1997). Researchers were interested in identifying leadership traits that might differentiate leaders from non-leaders. Despite of devoting so much effort to this area, only a few leader traits were found to be positively related to leadership effectiveness such as intelligence and Self-confidence.(Mann, 1959).After this leadership researchers turned their attention to leaders’ behavior. Two types of leadership behavior were identified in different studies (1) Initiating structure that includes task related behaviors such as organizing work, defining role responsibilities, and setting up work activities. (2) Consideration includes relationship oriented behaviors such as building trust, respect, and liking between leaders and followers. The University of Michigan group also identified two types of leadership behaviours. (1)Production orientation means that how much leader is concerned with achieving organizational goals and tasks and (2) employee orientation means that how much followers’ needs are important to leader (House & Aditya, 1997). (Song Heyi and Mao Na Guo Dan, 2007) inspect the relationship between the traits and the performance of the leader in different organizational cultures and found that in today’s dynamic world the negative traits are directly related to the performance, leaders play significant role in every organization. As the competition between the service oriented organizations is very high and continuous change is needed here and growth of these organizations where the only possibility to survive successfully is due to the effective and productive leadership. Leadership is process of social interaction where leaders try...
Kouzes, J., & Posner, B., (2007). The leadership challenge, (4th ed.). San Francisco, CA: Jossey-
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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.
Leaders have those indispensable qualities of contagious self-confidence, unwarranted optimism, and incurable idealism that allow them to attract and mobilize others to undertake tasks these people never dreamed they could undertake. (To Lead or Not to Lead, Unit One 36)
The vision of leadership that leaders are born made, and not learn to be leaders is still considered but not popular among researchers (Avolio et al, 2013).
Many leadership researchers and scholars have stated that leaders do not exist without followers. Leadership has been described as the process of influencing, in which a person can enlist the support of others to accomplish a task or goal (Nye, 2010 and Oc & Bashshur, 2013). A leader is one whom others agree to follow, but a follower must be willing to be led. In developing leaderships styles and theories, the traits and behavior of the leaders were considered by Bass (2008). Bass described these styles as transactional and transformational leadership (2008). For the purposes of this short essay, I will discuss two leadership styles, the types of followers, and the autocratic style being used by this organization’s new VP.
The aim of this assignment is to analyze the relevant concepts, theories and models about leadership and describe one person who could be identified as leader and analyze how effective this person’s leadership is and why it is effective. Defining what is leadership comes first, second will provide an overview about my organization and the importance of leadership. Moving forward will address the different type of leaders and the difference between management and leadership. We will address as well, the theories of effective leadership; and last but not least, identify our leader and conclude a summary of this assignment.
Kouzes, J. M., & Posner, B. Z. (2012). The leadership challenge: How to make extraordinary
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
Leaders of the future will be faced with many challenges. As the world changes, we must adapt the ways in which we face these challenges, and in turn grow as leaders. A leader is not merely someone which commands a group or organization. A good leader exhibits the ability to take an average team of individuals and achieve greatness. Leadership is not supervision or leading. It is the ability to inspire or influence others towards the end goal. As Barendsen and Gardner stated (2006), “the best leaders are individuals who, in their work, exhibit three distinct meanings of good: (1) an excellent technical and professional quality and competence, (2) an ethical orientation, and (3) a completely engaged sense of fulfillment and meaningfulness” (p. 266). Good leaders must utilize all of these traits in order to meet the challenges of the future. A few emerging challenges that future