Organisational Behaviour3: Leadership - Essay Example

Organizational Behavior 3: Leadership Leadership is the inborn or acquired ability of a person to transform the behavior of other people influencing, inspiring and motivating them to accomplish some specific tasks and goals. Daft (2008) defines leadership as “relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes.”(p.4) The person of a leader is very important within any forms and levels of leadership. There are different aspects to see the mission of a leader, but the most acceptable for me is the viewpoint of Daft (2008), who considers that being a leader “means striving to make a difference in the lives of others and the world. It means believing in yourself and those you work with, loving what you do and infusing others with energy and enthusiasm.” (p.3) The distinctive feature, which makes a leader to stand out of a group is the possession of power. Power is the basis of leader’s influence. The more power a leader has, the more likely followers will comply with his/her attempts to recruit them as new members of his/her team. The best power, which can have a leader, is possessing of the natural charismatic ability to influence people. Such ability is the inherent nature of informal leaders. As concerning formal leaders, certainly, position, title, social status may give them power, but the power by itself will not make them effective leaders. Leadership is an important part of social life and the life of a person particularly. Being a leader gives a person some advantages to realize his/her dreams or reach a goal with the assistance of the team of faithful followers. From other side, being a leader demands the highest responsibility and self-awareness. A leader must have clear comprehension of his/her abilities to manage other people, the coherent vision of a situation and the ways to get a desired outcome. Only through leader’s self-belief and consistency, followers can be convinced in his/her superiority and moral right to lead them. Leadership creates its unique culture within an organization or a leading group. The culture depends on the style of a leader and helps to direct others by ways that make followers align themselves in the struggle for the accomplishment of mutual goals and benefits. Becoming an effective leader demands lots of efforts to develop one’s personal qualities and leader’s specific skills through the process of self-study, education, training, and gaining new experience. In my life, leadership appears to be the great opportunity to combine my endeavoring of self-realization and gaining success in my future career with lofty ideals to serve other people, changing our lives and the world for better through our mutual efforts. Assumptions and beliefs. Human inner world is an important driver of human behavior. Everyone has his own assumptions and beliefs, which rule our actions, sometimes, subconsciously. As for me, I have some assumptions relating the image of an effective leader and his/her ways of increasing the effectiveness. 1. “The best leaders are autonomous and highly independent” (George, William W., 2003, p.12) 2. People will follow a person, who inspires them and has one’s unique independent thinking, what means the interpretation of events and information according to person’s beliefs and ideas rather than following rules created by other people. 3. Open-mindedness is the very important feature among the attributes of a successful leader. Open-mindedness means openness to new ideas, which are extremely important for creating the sense of leader’s activity. There is an opinion that it’s necessary to have the “beginner’s mind”, which could reflect the openness and innocence of a child, readiness to see a problem or a situation from some unordinary aspect. “The beginner’s mind is the mind of compassion. When our mind is compassionate, it is boundless.”(Suzuki, S.,Dixon, T.,Baker. R., Smith, H., 2006, p.3) As far as all elements of human mind are interrelated, independent thinking and open-mindedness improve system thinking, helping leaders to expand their mental models. 4. A person with vision and passion can achieve great things. 5. Optimism and self-belief is the way to get things done by injecting leader’s enthusiasm and energy for the followers. A successful leader must have a strong belief in his/her ability to handle a situation, creating real differences and influencing the behavior of others within the solving a problem. 6. New ideas rule and change the world. Leader’s assumptions and beliefs are the part of his/her mental model. As far as people tend to accept assumptions as truth, the critical analysis of leader’s assumptions can help him to clarify or change his mental model. Other way, a leader can become a prisoner of one’s own assumptions, making decisions within his mental model without realizing its rightness.”All of us sometimes construct our own psychic prison, and then lock ourselves in. When we don’t know what to do, we do more of what we know.” (Bolman, L.G., Deal, T.E., 2008, p.8) To remain flexible for the constantly changing world, leaders must allow their mental models to be challenged and changed relatively the requirements of existing situations or some other imperious wants. The greatest factor determining the success of a leader is the ability to change mental models. Values. There are some important characteristics, qualities, and values within person’s nature, which have the potential to produce leader’s credibility, being necessary for an effective leadership. The success of leadership is directly influenced by individual leaders’ beliefs, values, ethics, knowledge and skills. The clarification of my personal values is an important part of my development as a leader. Among the instrumental values, which present the sum of one’s beliefs about the types of behavior that are appropriate for reaching goals, I have accepted those ones unconditionally: Humane orientation: Fairness and kindness. Collectivism: Collective action and distribution of resources. Directness. Future orientation: Investment in the future rather than past for present. Performance orientation. Among terminal values, which reveal the kinds of the goals being worth my pursuing, I would like to accentuate friendship and family values, my spiritual beliefs, personal and financial independency, good health. In fact, values determine leader’s behavior as for solving problem, making decisions, creating moral atmosphere and ethical norms adopted in the collective, headed by a leader. Values can be key factors in conflicts, appearing when persons represent values in opposition. Thus, the role of a leader consists in preventing or solving the conflicting situations. It is an important task for a leader to internalize the core values of ethics, principles of right conduct, and the system of moral values sharing them with followers. Leaders influence ethical values through personal behavior. One of the main roles of a leader is setting moral example that becomes the model of behavior for other members of a group. Leader has to generate trust and respect based on his courage, determination, and self-belief. An effective leader makes employees not only respect him/her, but, first of all, respect themselves through the adoption of significant values, which create the sense of cooperation and mutually beneficial activity within a group. Except values, there are several factors, which influence ethical image of a leader and should be taken in consideration by me, as a future leader. First of all, it concerns leader’s family background and spiritual beliefs, along with the main characteristics of his/her personality such as ego strength, self-confidence, courage to act immediately and take risks. The stage of moral development of a leader is also important regarding his/her ability to translate one’s values and internal standards into behavior. Skills and behavior. To become an effective leader there are some specific skills and patterns of behavior, which should be mastered. As it was mentioned above, the behavior of an effective leader should reflect his values and be the example of high morality for his/her followers. From other side, leader’s behavior has to stimulate others to work hard for accomplishment of a common goal. People, who can effectively influence others, start their leadership career with a good idea.  The mind of an effective leader is a generator of new possibilities and concepts, which is the source of leader’s vision as well.  Certainly, it is impossible to persuade another person to follow me, if I have nothing to offer.   So, an effective leader must have a vision and communicate it with crystal clarity for his/her followers.  A visionary leader has the clear sense of future with the comprehension of his/her ability to turn the vision into reality and gain the appropriate result. Charisma considers as one of human qualities that hard to define. Some people compare it with sensation of beauty or some divine gift, which impossible to describe just perceiving it while experiencing. “Charisma is a certain quality of an individual personality by virtue of which he is set apart from ordinary men and treated as endowed with supernatural, superhuman, or at least specifically exceptional powers or qualities. These are such as are not accessible to the ordinary person, but are regarded as of divine origin or as exemplary, and on the basis of them the individual concerned is treated as a leader.” (Weber, Max., 1924/1947, pp. 328, 358) From Owen’s (2009) point of view, «it is not helpful to tell people that leaders must be inspirational, or heroic, or charismatic,” because “leadership, for them, is a team sport”. (p.xxv) Even so, charisma is the main quality, which distinguishes a leader from a manager, who relies upon authority more than upon influence. I would like to disagree with Owen (2009) that we “cannot teach or learn charisma easily.”(p.xxv) From my opinion, there is no necessity to learn it some special method, because it should be developed by itself through constant practicing leadership and gaining more leader’s skills of communication. Clear vision and self-awareness, supported by strong self-belief and professionalism could create charismatic aura. Certainly, leader must not take all self -imposed responsibility or have all answers on all questions. Effective leaders are never afraid to show their imperfection. Sometimes, it’s helpful to make people feel leader’s weak points, what attracts followers to be closer to the leader, suggesting some support and sharing responsibility in minor fields. Nevertheless, an insignificant gap in leader’s competency must never destabilize his authority. Surrounding himself with a solid executive team, a leader does not need to have all answers on any question, and it’s truly “the good news is that we do not have be perfect to be a leader. We have to fit the situation.” (Owen, J., 2009, p.xvi) However, from other side, people always “do pin their hopes on leaders in ways that are not always realistic” (Daft, R. L., 2008, p.4), just wishing to believe that the person, who leads them, is better or more perfect than ordinary people. Charisma always associates with the power to influence others, which is desired by all leaders. “Influence means that the relationship among people is not passive…influence is multidirectional and non coercive” (Daft, R. L., 2008, Inc, p.4) Also, being charismatic assumes being inspiring, what is important for the stimulation of followers’ activity and encouraging them to work efficiently. Inspiration is usually the consequence of the charismatic influence of a leader.  To inspire without charisma is difficult. It should require the decent understanding of human psychology. Inspiration is leader’s capability to stimulate the minds and emotions of others to the higher level of sensitivity, self-motivation and action.   The integrity of leader’s mind and world outlook, which assume faithfulness to high moral principles, appears as the bases for creating the structure of leadership within a group or organization. Naturally, people do not want to be led by a person, whom they cannot trust.  People want leaders who are honest, whose words are dependable, who never hides the true reality of a situation from his followers.  People prefer leaders, who are genuine, who leads by principles instead of perceiving popularity or manipulation. One of the foremost skills of any leader is ability to handle crises. (Owen, J., 2009 p.xx) The understanding of the leader’s quality includes the concept of initiative, which means willingness and courage to take initial steps toward a desired outcome. This attitude is aroused primarily from an internal locus of control: some individuals believe that, mostly, their life and behavior are guided by their own personal decisions and actions. “Leaders must have skills to take advantage of those opportunities, as well as the ability to sidestep the dangers.” (Johansen, B., 2009, p.2) Whether or not they are in formal positions, people, who effectively show leadership, internally believe they can make a difference in any situation and act. Within the ability to handle crisis, the concept of leader’s insight appears to be as the most enigmatical feature of leader’s nature, as capacity to discern the hidden nature of things and generate solutions to perplexing challenges. Ability to motivate others seems a bit easier task than charismatic influencing or inspiring followers. Nevertheless, the skill needs the same clear vision combined with decisiveness, professionalism and leader’s ability to communicate new ideas to others in a manner that is clear to understand. Such a way of sharing important information has to attract followers, appealing to their sense of duty and vital necessity to act for better results and mutual benefits. “Focusing on people” (Owen, 2009) and creating community make a leader to be viewed as a person, who cares of common interests more than of personal. It gives more trust and admiration to a leader by his/her followers. Community is social phenomena and attitude that views people in the spirit of sharing, participation, and fellowship common ideas and activity. Leaders, who hope to influence others in an effective manner, start their activity truly valuing other people, listening and learning from them.  It helps to uncover and establish common needs, which should be shared.  Effective leaders are dedicated to develop people around them so that everyone can join in a true collaborative effort of solving problems and moving toward desired outcomes. “One of the ways you love your employees is by creating the conditions for them to succeed.” (Fullan, M., 2008, p.25) “Being positive”, what means to “embrace ambiguity as opportunity, manage conflicts well”, (Owen, J. 2009, p.xxiii) is also an essential skill, which, along with natural optimism, is called to maintain the healthy spirit and good mood in the collective of followers, assuming inner comfort for all members as well as unconditional belief in the realization of a common aim. It takes dedication, passion and commitment to the process along with tireless efforts to improve leader’s skills and develop personal leadership methodology. Eikenberry (2007) emphasized the necessity for a leader to work hard improving his/her natural leader’s abilities just by the felicitous remark: “What make us remarkable are those skills which we truly excel.” (p.5) Personal Theory of Leadership. Now, I would like to represent my Personal Theory of leadership, based on my assumptions, values, imagining myself in the role of a leader. Having a basically practical idea and clear vision of its realization, it should be not hard for me to get followers for assistance in achieving my goal. I do not consider myself as a strongly charismatic person, but I think that belief in the rightness of my suppositions and expectations, supported by my good ability to communicate my purpose and the possible ways of its realization, would improve even my modest charismatic abilities. The route forwards may not be plotted in details immediately, but with the support of competent followers, the direction would be cleared quickly. Thus, finding the way forward can be a logical process of course correction. Managing the development of my team in a strategic manner would be based on the firm foundation, which requires my effective leadership, good communication, organization and willingness to overcome any obstacles. As a leader, I have to remain central during the main events and actions within my team. It’s important to be visible for followers, who need to be encouraged by my personal example and enthusiastic rush to move forward. I have to demonstrate them my attitudes and the pattern of purposeful activity. Motivation of follower’s is also an important function of a leader, and I would like to rely upon my ability to persuade and reason as well as upon the profitability of my original idea for followers. Followers’ motivation should be rooted in their personal realization of profitability to cooperate with me and each other. It will not be so necessary for me, as for a leader, to manage conflicts, trying to develop commitment, if people should comprehend their own interest to participate in activity, organized by me. “When leaders act in ways that are important to followers, it gives leaders power.”(Northouse, P., 2006, p.6) Even so, I consider some rhetorical skills and inspirational speeches should be helpful to convince, prove and rally the followers for common activity. As a leader, I have “to infect” followers with the high level of commitment to my vision, through appealing to their values, interests, hopes and dreams. My personal self-belief and confidence should always encourage the members of my team to push themselves in a positive manner driving more efficiency and productivity. I sincerely believe that success comes through the unity of a leading group, first of all, and people orientation is the most important approach to leadership after self-development. Being a leader, I have to frame my purpose in positive understandable manner that should help people to feel their work as worthwhile. To support people’s excellence, accentuating the best patterns of their activity, would be also advisable on individual and organizational levels. Naturally, feeling the best raises the self-esteem of successful employees. Accordingly, it stimulates others for competition and more effective work. Open communication, which encourages business development and growth, is an essential ingredient in my approach. Aside from people’s factor, it is important for me, as for a leader, to keep myself informed and be focused on using innovations, creativity to find the solution of current tasks and situations. Involving other followers in the creative process, depending on their competence, would maintain the vivid interest to the process of solving current tasks and form the core of my team basing itself upon professionals. I’m aware that being a leader I will encounter different situations. Naturally, the same patterns of my behavior will not always suite a situation. But as a leader, I must face all challenges of variable reality. I have to be able to use my good judgment and critical vision of a situation along with my attempts to solve it. From other aspect; I must be open to the feedback of followers as concerning my activity, analyzing and accepting critical remarks in order to find the best course of action. “Many people don’t realize their own maker instinct and potential. It must be recognized, valued, and nurtured if it is to become a leadership skill for the future.” (Johansen, B., 2009, p.17) In accordance to the represented Espoused Theory of my leadership, I see myself as a charismatic, independent, motivated, people-oriented, creative, strategic, flexible, and optimistic leader. Naturally, the Espoused Theory reflected, mostly, the ideal image of me in leadership and it had to be corrected and improved through Double- Loop learning process with the purpose to create my Effective Theory. So, after sharing the Espoused Theory of my leadership with my friends, I got their feedbacks. Naturally, they perceived my leadership in their own subjective manner. Analyzing all of the feedbacks, I got the conclusion that most of my friends considered me as motivated, people-oriented and flexible person, appreciating my eager to be independent in my thinking and taking decisions. It revealed the gap between my Espoused Theory and my actual leader’s behavior. After comparing my Espoused Theory and “Theory –in- use”, I am still confident in the rightness of my approach to understanding of my leadership. It means that overcoming the gap and creating the Effective Theory of my leadership demands the further development of my leader’s abilities and skills. Development Plan. Often, the greatest barrier to our success is not some external obstacles or other people, but our inner disposition. “For leaders, knowing yourself means knowing how you affect other people.” (Owen, J., 2009, p.6) That is why; the first steps in further developing of my leadership apply to the correction of my personal weakness and the development of self-efficacy. First of all, facing reality is the absolute duty of a leader, which assumes his/her commitment to the truth and ability to challenge his/her mental model, if it limits his activity. I realize the necessity to revise my mental model critically from time to time. I would like to be sure that my assumptions and beliefs are close to the actual state of things and do not contradict good sense. It’s important, because wrong assumptions, like a precarious foundation, can destroy the best intentions and expectations. Being positive about my existing realistic mental model, I would turn myself towards creating my personal vision. Personal vision is the main point of leader’s attention. I have to develop my ability to create the clear image of my aspired future, focusing myself on final result. The personal vision has to excite and convert my potential followers with the perspective to improve their lives, but it must not be Utopian and has to appeal to some realistic conceptions or ideas. The vision has to evoke people’s desire to be identified with the image of the attractive future. The process of creating vision will also include the development of achievable goals and dreams. The other personal quality, which has to be developed, is holding creative tension. Leader’s vision and current situation almost never can be compatible 100%. There is always the gap between a current situation and a vision. It demands constant creative activity to smooth the contradictions, minimizing them as much as possible. Along with creativity and the ability to gain focus, a leader has to demonstrate his talent to start acting immediately, taking responsibility for the achieved result. The nature of leadership demands constant creativity and expanding capacity. Radiating high energy and enthusiasm, effective leader has to appeal to beliefs and innermost thoughts of other people more than rely upon his/her competence. As a developing effective leader, I have to expand the capacity of my mind, heart, and spirit, engaging myself in activities that reveal the whole potential of my nature. “Every leader should be looking forward, aware of his specific talent and whether it is being fully utilized and developed. If not, the leader should search for a place where his talent can be used, recognized, encouraged, and developed than anywhere else.” (Charan, R., 2007, p.153) Finally, I should reflect upon my experience to learn and grow from it. Using the Theory of Action should be also useful for controlling the effectiveness of my personal development. One of the foremost goals included in the plan of my development as an effective leader is developing my potential of a charismatic leader. I strongly believe that everyone has one’s personal charisma; just not all people can express themselves by such a way. First of all, my self-belief and high self-confidence should create the basis of my charismatic image, which has to be supported with my high responsibility and courage to act and take risks in different situations. Moreover, practicing leadership and the experience of communication with people, who depends on your authority even formal, creates some charisma as well. Let it be even the weakest one, but having the eager to develop some charismatic abilities, I think, lots of people could succeed in it. So, I’m going to practice the aspects of a charismatic leader, pursuing the vision and idea that I care about and sharing them with other people through putting passion and energy into my actions and manner to persuade. Positive influence is the very important aspect of relationships between a leader and his/her followers. It should be not hard for a person with strong charisma to influence people in positive manner, but it will demand plenty of work from an ordinary person. First, positive influence assumes seeing a leader by his followers as a successful person, without any personal problems. Followers prefer a leader to be involved in common problems first of all. From this aspect, a leader has to get his/her personal life in order, grounding himself in the single principle, maintaining the integrity of his nature and effectiveness of actions. I have to learn using the influence tactics of rational persuasion, reciprocity, developing allies, direct appeal. The next quality, which I consider worth to be developed for an effective leader is emotional intelligence. Everybody knows the great role of emotions in human life and it’s hard to imagine a leader, who would like to ignore this important aspect of human nature. “Understanding the powerful role of emotions in the workplace sets the best leaders apart from the rest- not just in tangible such as better business results and the retention of talent, but also in the all-important intangible, such as higher morale, motivation, and commitment.” (Goleman, D.,Boyatzis, R.E., McKee, A., 2004, p.5) Development of my emotional intelligence (excluding, optimism, which is my natural feature) concerns my emotional self-awareness, self-confidence and emotional self-control. All three aspects will be very important for creating my leader’s image and influencing people’s consciousness on lower, emotional lever of perception. Also, emotional intelligence is necessary for creating favorable and confidential atmosphere in a collective. The development of leader’s skills.  There is an opinion that «effective leaders do not even need to learn all the skills.” “By having the self-confidence and self awareness to know their own weakness, they can build the right leadership team to help them and they could be open about continuing to learn.” (Owen, J, 2009, p.xxv). I’m not going to counter Owen’s claim, but I’m ready to accept the statement that being an effective leader demands lots of experience, which may be considered as experiential learning. Here is the range of leader’s skills, which I would like to improve through the real experience of leadership: testing my abstract concept of leadership in changing situations, active image and trust building, managing of conflicts, teamwork and collaboration. Apart from that, I consider the development of Rhetorical skill and positive self- expression as the necessary training to get the experience of excellent communication and opportunity to articulate my goals and the role of followers in my leadership model. Supporting theory. Summarizing my Personal Theory of leadership and comparing it with existing popular theories, I got the conclusion that Transformational Leadership Theory could support my personal conception and my vision of leadership from the viewpoint of a charismatic leader. Transformational leadership theory, which sometimes calls as relationship theory, (James MacGregor Burns, 1978) is focused on changes, which concerns both: individuals and organizations. The Burns’s theory states that leader transforms and motivates followers through his/her idealized influence (charisma), intellectual stimulation and individual consideration. In addition, a transformational leader encourages followers to come up with new, unique ways to challenge the status quo. Communication is a very important tool for a transformational leader, and the whole point is to motivate and build up followers, so, they will identify themselves with the mission and take responsibility for their work. Transformational leadership appeals to the moral values of followers to raise their consciousness and mobilize their energies. Such types of leaders motivate followers by appealing to their self-interest and exchanging benefits. In a sense, transformational leader personifies a role model for followers, inspired by the leader, who “can be counted on to do right things, demonstrating high standards of ethical and moral conduct.” (Bass, M.B., Riggio, R.E., 2008, p. 6) Transformational leadership enhances motivation, morale and performance of followers through a variety of mechanisms. Some of them include connecting the followers’ sense of identity to the mission, the collective identity of organization; understanding the strengths and weaknesses of followers, so the leader can align them with tasks that optimize their performance. All members of a group feel highly valued, so, they are ready to work for ethical reasons as well as for material profit. Transformational leaders seem more successful due to followers’ heightened emotional level and willingness to work. Nevertheless, a transformational leader is supposed not only being a role model, but also understanding the psychology of his/her followers. Realizing their strengths and weaknesses, the leader may assign employees such tasks and challenges, which optimize both their performance and their development. Apart from that, the vision of a transformational leader is focused on the most important problems of organization and works out of minor details, assigned to others members of a group. More than other approaches, Transformational Leadership is people-oriented and believes that success comes first and last through deep and sustained commitment. The main goal of transformational leadership is to "transform" people, changing them in mind and heart; enlarge their vision; clarify purposes; make behavior congruent with beliefs, principles, or values. It requires vision, initiative, patience, respect, persistence, courage, and faith to be a transformational leader.”The principles derived from this theory are fundamental to effective leadership and are widely applicable to many segments of life, ranging from work to family to sport and classroom and, importantly, to issues of social change.” (Bass, M.B., Riggio, R.E., 2008, p.2) I have created my Personal Theory of leadership, having found out that the image of a charismatic leader is the most congruent to my understanding of leadership. The Theory of Transformational Leadership supports my viewpoint. As it appeared, the Espoused Theory of my leadership is not perfect, and it demands my further development as an effective leader to improve my Effective Theory of leadership. My Development Plan outlines the main directions to correct my shortcomings and refine my leader’s skills through further self-improving process, theoretical and experiential learning. Practicing leadership and the development of the appropriate skills is important for me as for a person with ambitions to uncover my potential of effective leader, what would be useful in my further professional growing and career. I have been convinced one more time that leader’s development is never ending process that includes education, self study, training, experience, coaching and mentoring. “In the end, we realize that leadership development is ultimately self-development.” (Kauzes, J. M., Posner, B.Z., 2002, p.xxviii) Works Cited Bass, M.B., Riggio, R.E., 2008, Transformational Leadership. Lawrence Erlbaum Associates, Inc. pp. 2, 6 Bolman, L.G., Deal, T.E., 2008, Reframing Organizations: Artistry, Choice, and Leadership. San Francisco: Jossey-Bass, p.8 Charan, R., 2007, Leaders at All Levels: Deepening Your Talent Pool to Solve the Succession Crisis. San Francisco: Jossey-Bass, p.153 Daft, R.L., 2008, The Leadership Experience. USA: Thomson Learning, Inc, p.3- 4 Eikenberry, K., 2007, Remarkable Leadership: Unleashing Your Leadership Potential One Skill at a Time (J-B US non-Franchise Leadership). San Francisco: Jossey-Bass, p.5 Fullan, M., 2008, The Six Secrets of Change: What the Best Leaders Do to Help Their Organizations Survive and Thrive. San-Francisco: Jossey-Bass. p.25 George, William W., 2003, Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value. San Francisco: Jossey-Bass, p.12 Goleman, D.,Boyatzis, R.E., McKee, A., 2004, The New Leaders. USA: Harvard Business School-UK: Timewarner. p.5 Johansen, B., 2009, Leaders Make the Future: Ten New Leadership Skills for an Uncertain World (Bk Business).San Francisco: Berrett-Koehler Publishers, pp. 2, 17 Kauzes,J. M., Posner, B.Z., 2002, The Leadership Challenge, 3rd Edition. San Francisco: Jossey-Bass, p.xxviii Northouse, P., 2006, Leadership: Theory and Practice. California: Sage Publication, p.6 Owen, J., 2009, How to Lead: What You Actually Need to Do to Manage, Lead and Succeed. Pearson Education Limited, p.xvi, p.xxv, p.6 Suzuki, S.,Dixon, T.,Baker. R., Smith, H., 2006, Zen Mind, Beginners Mind: Informal Talks on Zen Meditation and Practice. Boston: Shambala Publications, Inc., p.3 Weber, Max., 1924/1947,The Theory of Social and Economic Organization, translated by A. M. Henderson and Talcott Parsons. Free Press, pp. 328, 358. Read More