Effective Leadership Within an Organisational Context - Essay Example

Drawing On Examples of Named Leaders and the Key Theories & Models From the Module, Answer the Question "What Is Effective Leadership Within An Organisational Context?" Table of Contents Drawing On Examples of Named Leaders and the Key Theories & Models From the Module, Answer the Question "What Is Effective Leadership Within An Organisational Context?" 1 Table of Contents 2 Introduction 3 The Concept of Leadership 3 Theories of Leadership 6 Great Man Theories 6 Trait Theories 6 Behaviourist Theories 7 Situational Theories 7 Contingency Theories 7 Transactional Theories 8 Transformational Theories 8 Styles of Leadership 8 Authoritarian or Autocratic Leadership 9 Democratic Leadership 10 Laissez-Faire Leadership 11 Emotional Intelligence & Primal Leadership 13 Self-Awareness 15 Self-Regulation 15 Motivation 16 Empathy 16 Social Skill 16 Conclusion 17 References 18 Introduction Leadership has been stated to be a procedure with the help of which an individual manipulates other different individuals for the reason of accomplishing the organisational objectives. It needs to be mentioned in this context that three aspects have been considered to be significant to the notion of leadership. Firstly, leadership is believed to be a procedure of social influence. It implies that for leadership to exist there needs to be a leader along with certain followers. The second aspect has been recognised to be a fact that leadership aids in extracting the intended behaviour from the followers. This intentional feature of acquiescence distinguishes from the various kinds of manipulations reliant on recognised or official power. The final aspect focuses on the fact that the consequences of leadership leads to deriving desired behaviour from the followers. These desired actions are supposed to be decisive and are targeted towards an objective in a particular organisation structure. The Concept of Leadership Leadership has been considered immensely significant with regard to the organisations. Leadership is the procedure which ascertains the attainment of the organisational objectives by all the individuals which also helps the organisations to achieve success. The notion of leadership entails the factor of influence. Leadership takes into concern the ways by which the followers are manipulated by the leader. Influence is considered to be an integral part of leadership as leadership would cease to exist without the presence or inclusion of manipulation. Leadership is also believed to take place in groups. The chief purpose of leadership entails manipulating a group consisting of various individuals involved with a common objective. The referred group could be a particular community group, little task group or even a big group representing a complete organisation. Leadership refers to the process that is undertaken by a single individual to manipulate a particular group for the reason of attainment of objectives (Northouse, 2009). Leadership also entails the focus towards a common objective. The forces as well powers of leaders are bestowed towards particular or definite individuals who attempt and desire to accomplish something together. Common objective implies that the followers as well as the leaders look forward to a mutual objective. The focus towards common objectives provides the facet of leadership a moral implication as it emphasises on the requirement of the leaders to put in their efforts along with their followers for the reason of attaining chosen objectives. Exerting emphasis brings down the level of the likeliness of the leaders to indulge in behaviours with regard to their followers in manners that are made compulsory or are unethical in nature. This mutual emphasis also augments the probability of the leaders as well as the followers to work for accomplishing a general good. Individuals occupied with the notion or procedure of leadership is referred to as leaders and the individuals’ towards whom the manipulation of leadership is aimed at is referred to as the followers. The concept of leadership entails the requirement of both leaders as well as followers. Theories of Leadership Leadership has been defined to be a process but it needs to be stated in this regard that there are certain approaches related to leadership that are entailed by the leaders in their process of manipulating their followers. A brief comprehension of the various theories has been provided below. Great Man Theories Great Man theories approach is stated to be founded on the conviction that leaders are considered to be extraordinary individuals who are born with inherent features and are meant to lead. The mention of the expression ‘man’ was deliberate as till the end of the period of twentieth century the concept of leadership was believed to be a notion which was principally military, male along with being Western. This particular notion directed towards the following approach or theory which is the trait theory (Daft & Lane, 2007). Trait Theories Trait theories referred to the fact that individuals needed to possess certain characteristics which made them leaders. The number of characteristics or traits related with the concept of leadership were believed to subsist in great quantity and kept on producing as well. These characteristics were supposed to be the ones which distinguished the leaders from the followers. The needed characteristics which were recognised comprised of authority, energy level, knowledge with regard to the delegated task, intelligence and self-confidence (Gill, 2006). Behaviourist Theories The behaviourist theories emphasised on the ways and actions actually undertaken by the leaders other than relying on their respective characteristics. The various prototypes related to behaviour were observed under this theory and were grouped accordingly as ‘styles of leadership’ (Crainer & Dearlove, 2003). Situational Theories This particular approach perceives leadership as particular to a state of affairs where it gets implemented. In other words, it could be stated that a certain situation would demand a particular move towards leadership whereas another dissimilar situation might require or demand a dissimilar advance to leadership. This theory also highlights the possibility of certain definite differences in the needed styles related to leadership at various stages in a particular organisation (Bertocci & Bertocci, 2009). Contingency Theories The contingency theories are considered to be a modification related to the situational perception and emphasises on recognising the situational varying factors. These varying situational factors have been stated to be the best possible forecasts that define the most suitable or effectual styles with regard to leadership which matches in accordance with a definite circumstance (Tosi & et. al., 2000). Transactional Theories The transactional approach focuses on the significance of the association that exists between the leaders as well as the followers. This approach highlights the mutual advantages that are extracted from a kind of agreement which enables a leader to produce things like recognition or rewards in exchange of the assurance or the devotion of the respective followers (Stephan & Stephan, 1990). Transformational Theories The transformational theories or this particular approach entails the basic notion that alteration and the function of leadership is predicting and putting into practice the alteration or renovation of the performance in the organisations (Gosling & et. al., 2003). Styles of Leadership The various styles of leadership are considered to be the ascertaining factor of the efficiencies of the leader compared to the leadership characteristics. The way or style of a particular leader that is adopted to manage as well as to communicate with the members of an organisation is considered to act as a great contributing as well as a detracting factor in relation to the general business operations of the organisation. Three common approaches were recognised with respect to the styles related to leadership (Gosling & et. al., 2003). An explanation regarding the three different styles with regard to leadership has been provided below. Authoritarian or Autocratic Leadership Authoritarian or Autocratic Leadership style of leadership depends on lawful, reward and coercive control or authority for the reason of manipulating other individuals. Leaders pursuing this particular style have at times been observed to be parental, hostile and domineering in their respective ways of managing or controlling a group. This kind of an approach has been frequently stated to have the competence to be applied well in circumstances of crisis. However, the continuous application of this particular style could trigger a feeling of being unconcerned as well as unproductive among the followers. To put it differently, it could be stated that the constant application of this leadership style could result in the failure of triggering a feeling of ownership among the followers towards their respective jobs. It could be considered that the followers would only indulge in the amount and level of work that is supposed to be required and no extra amount of work would be performed. However, it is even possible that the followers might get familiar to the direction and control of such kind of leader and start to depend on these factors for the purpose of motivation (Gosling & et. al., 2003). For instance, the style of leadership that was pursued by Steve Job’s was an autocratic style. He was learnt to integrate the authority and did not involve his followers in the course of decision making. He lacked motivating skills and did not focus much on motivating his followers or his employees. He was known to carry out the business operations according to his own ways and desires (Lussier & Achua, 2009). Democratic Leadership The democratic leaders have a strong point of difference with the autocratic leaders as these leaders are believed to involve their respective followers in their procedure of decision making. It has been observed that the followers or the members appear to be increasingly contended and involve a lower degree of disappointment when they are entailed in the operating functions of the groups. At times, the ultimate decision would still be made by the chosen leader after a discussion with the followers of a group. This involvement of the followers and the value given to their ideas trigger a sense of importance in them which helps in motivating the followers or the group members towards employing or executing the decision. In most of the circumstances, it was observed that the groups involve the engagement of longer time compared to the individuals while coming to a decision. It was observed in this regard that authoritarian controlled groups were successful in delivering increased product quantities but the democratic controlled groups delivered superior product quality (Gosling & et. al., 2003). For instance, Bill Gates was learnt to follow a democratic style of leadership which implied that he engaged his followers and the other employees of his organisation while making decisions. He was also stated to be flexible individual and displayed immense judgment skills, hard work and enthusiasm along with possessing high motivating powers. Thus, it could be inferred that this kind of a leadership style enabled Bill Gates to attain huge success for himself and his organisation (Weihrich & Cannice, 2010). US President Barack Obama has been also assessed to follow the democratic style of leadership as he involves his followers that are the people while making decisions. He is also learnt to consult the individuals around him while arriving at definite decisions. However, it also requires to be stated in this context that President Barack Obama has been stated to alter his style of leadership in accordance with the demand of the situations (Coggins, 2009). Laissez-Faire Leadership Leaders adopting this style of leadership have been observed to apply minimum or no manipulation on the members of the group. The groups are believed to be a compilation of equals. This implies that the individuals’ possesses the equal competencies. Therefore, it could be well inferred that the style of laissez-faire leadership needs to be described as a process related to group function and not as a behaviour that is performed by a single individual. Under this approach of leadership no one acts as a leader for the groups or rules over the group, so the members or the individuals place their dependency on one another for gaining direction. This style of leadership is supposed to prove successful and effective under the condition that the members are competent enough and are determined but it could also prove to be unsuccessful in case the group appears to be un-motivated or undeveloped in their assigned job (Gosling & et. al., 2003). For instance, Richard Branson was learnt to pursue a laissez-faire style of leadership. He has been observed to engage his employees in each and every activity of his organisation. Opinions are taken from employees by Richard Branson and they are even encouraged to put in their ideas. No strict hierarchy is maintained by Richard Branson and he provides enough freedom as well as support to his employees to indulge in creativeness (Dearlove, 2007). The detailed study and evaluation of the above three styles revealed that the democratic style of leadership was considered to be the most effectual one amongst the mentioned three styles. However, it was also found and revealed in this regard that no definite style of leadership was pointed out in all the instances. The democratic style was mentioned to prove effective when stress free and reasonable situation existed. The autocratic style was observed to prove successful and called for the requirement of its application in conditions of emergency or in circumstances of increased pressure. The style of laissez-faire leadership was believed to work effectively when there remained a self-determined and highly motivated group of members (Lewin & et. al., 1939). Therefore, the above discussion of the leadership theories and the styles helped to gain a comprehension regarding the characteristics and the competencies that are needed to be present to develop into an effective and successful leader in an organisation. However, it also needs to be taken into concern that it is not possible to mention all the features that are required in a leader. One of the most significant and vital identified factors or features that is believed to be necessary to be possessed by leaders in order to be effective and successful is the emotional component. It was mentioned that every leader entailed the sufficient requirement of mental power for the reason of dealing with the regular designated jobs and encountered challenges. Although mental power could not be attributed as the only sole factor which would make an effective leader but still it was considered to be a vital part of the leadership skills. Leaders have been observed to accomplish an idea with the help of guiding, listening, creating reverberation, motivating, inspiring and persuading. As a consequence, the way in which the leaders carry out their actions that is the way actions are performed is believed to be a primary explanation towards comprehending effective leadership. The reasons that trigger the ways by which the actions are carried out have been mentioned as the emotional intelligence. It was further stated that great leadership was found to work with the assistance of emotions. The authentic leaders were believed to gain their success owing to the fact that their leadership was considered to be emotionally persuasive. Therefore, it is vital to attain or possess the primitive factor of emotional intelligence. The main feature towards the implementation of authentic or primal leadership for the reason of benefitting every individual rests on the competencies with regard to emotional intelligence. The emotional intelligence refers to the way leaders manage and control themselves along with their respective associations (Goleman & et. al., 2011). Emotional Intelligence & Primal Leadership The component of emotional intelligence is believed to be quite a vital factor related to leadership. It was mentioned in this context that the personal competencies were grouped in three different kinds and they were the cognitive abilities, ethical skills and the capabilities signifying emotional intelligence. This particular factor of emotional intelligence resulted to be highly significant similar to the others and was supposed to be necessary for performing tasks at any given level. It also contributed to a large extent towards the effectual performance especially with regard to the leaders. In other words, it could be stated that there exists a close association between effectual performance and emotional intelligence within the leaders. Emotional intelligence was found to play a crucial part in the higher levels in an organisation where the disparities between the technical proficiencies hold insignificant importance. There were five constituents or facets which were identified with regard to emotional intelligence (Goleman, 2004). Self-Awareness The concept of self-awareness has been referred to the comprehension developed regarding an individual’s emotions, strong points and weak points along with the aims and values. Individuals possessing increased degree of self-awareness have been assessed to display and speak precisely regarding their respective forms of emotion and the influence posed on their tasks. Self-aware individuals have also been found to identify the way in which their feelings tend to influence them along with other individuals and their respective job performances. Thus, self-awareness could be perceived to be a skill for evaluating oneself practically and to raise self-confidence (Goleman, 2004). Self-Regulation The facet of self-regulation has been referred to as the constituent related to emotional intelligence that aids individuals in managing the bad frame of mind and emotional desires along with giving rise to an atmosphere of equality as well as trust. There exists a dispute in this regard which states that individuals capable of controlling their feelings are believed and perceived to be cold-hearted. The reactions of such individuals are supposedly considered to be deficient of passion. On the other hand, individuals with sweltering characters are perceived to possess charisma along with authority (Goleman, 2004). Motivation This aspect has been considered to be of immense importance. An individual needs to have the urge to attain further than their as well as others expectations. Motivation entails the factor of attainment. Individuals require identifying the factors that would aid in motivating the other people. Therefore, motivation is a significant aspect which enables an individual to become an effectual leader (Goleman, 2004). Empathy Empathy was identified to be the other important aspect of emotional intelligence. Empathy refers to the process of taking into concern the feelings of the employees while arriving at intelligent decisions. This aspect aids in comprehending the emotions of the followers or rather the group members which trims down the possibility of misunderstanding the members (Goleman, 2004). Social Skill This aspect has been referred to as the result of the other mentioned constituents related to emotional intelligence. Social skill refers to the way of dealing with the various associations. Social skilled individuals have been stated to entail a broad circle of social contacts. Individuals with this skill are considered to be quite efficient in handling associations as they possess the competency to comprehend and manage their own respective feelings along with empathizing with the sentiment of the other individuals as well (Goleman, 2004). Conclusion The factors that need to be possessed and which makes an effective leader have been discussed above evidently. The various leadership theories and styles have been discussed which has helped in comprehending the necessary elements and aspects that are required in effective leaders. The discussion regarding the styles of leadership entailed few appropriate instances which helped to gain an in-depth comprehension of the leadership styles and also to ascertain the most successful and effective style. The factor of emotional intelligence was also identified to be an important factor which was needed to be possessed by organisational leaders. It was found from the above discussion and analysis of the various leadership features and that the styles that the nature of leadership was also ascertained by the circumstances and the situations. Therefore, it could be well inferred that the leaders needed to alter their styles based on the demand of the situations in order to be a successful and effective leader. References Bertocci, D. I. & Bertocci, D. L., 2009. 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