Way in Which Leadership Styles Have Changed in Global Environment - Literature review Example

LEADERSHIP STYLES IN GLOBAL ENVIRONMENT Name : Institutional Affiliation: Department: Way in which leadership styles have changed in global Environment. Leadership Leadership is a process of influencing, where one person who is assertive and courageous, leads the followers toward achievement of a certain vision. Leaders agitate for change in the people they lead towards the achievement of a specific goal. Spinelli (2007) argues that leadership is the acts that influence workers as well as leader, in the accomplishment of a certain goal in an organization through a well-defined vision(Stogdill, 1974). Leaderships interlink leaders with employees through leadership influence towards realization of the set objective to bring a change. Leadership is very different from management. Leadership entails creating strategic plans, vision of a group. In addition, leadership focuses on the people to inspire, motivate, and direct towards achievement a well-defined goal. Apart from leading, a leader acts as a couch, who train the followers based on personal power (Hughes & others, 1993). Different authors have defined leadership has the act of planning, directing, or guiding people towards the achievement of a common goal. Hesser (1997) found, “leadership has several parts; a leader, followers and the context, leadership is the intersection of the three components. For leadership to succeed, the three components should work together; the character of the leader, the character and the culture of the follower and the context. The better the synergy among the leader, followers, and the context, the greater the leadership efficiency, thus chances of a group achieving a specific objective will be great. Koter, J.P. (1996) defines a successful leader as one who possess; intelligence, honesty and integrity, self-confidence, ambitious and high energy, and have a passion for leading and influence. Leadership has been found to be an influence relationship between the leader and the supporter with a common purpose of bringing change in whatever they do (Draft, 2005). The character of effective and efficient leadership is the same (draft, 2005). A good leader possesses good communication skills. Communication should occur depending with the surrounding' taking into the account the culture of the people. The basis for good leadership includes; designing the vision, alignment of followers with goals, directing the organization, effective communication, agitating for change, inspiring, encouraging, and motivating employees, as well as understanding the culture of his followers. Good leaders are those who have an interest of others at heart, and they can do anything to bring a change” (Draft, 2005). Kouzes and Posner (2007) argues that an exemplary leadership emanates from; shaping the way of thinking, inspiring, motivating, sharing a common goal and enabling others to act towards achievement of a well-defined goal. Leadership is never static and depends with the culture. An effective leader should thus understand the culture of the group of the people to avoid conflicts of interest. This makes leadership an ever-changing skill in the global context that address modern problems (Sergiovanni, 1992). The current revolution is coupled with strange and unpredictable period. Information communication technology has made changes to be the order of the day. Simultaneous changes have been experienced in transport, management, communication, social setting, and economy without leaving leadership behind. The rate of change in leadership has increased exponentially in the global due to evolution of new technology. Leadership has passed through different style in an attempt to motivate, influence and lead people towards the achievement of a certain vision. Different theories regarding leadership have been developed to explain the structure of leadership. From the great man theory, trait theories, behavioral theories, contingency theories, and influence theory to mention a few (Yukl & Van Fleet, 1992). In the global context, these styles have evolved from Autocratic to laissez-faire; with democratic, transactional, and transformative leadership being widely used in the globe. The purpose of this analysis is to identify the way in which leadership is changing in regards to the global context. The evolution of leadership theories will give a clear picture on how leadership has come from early autocratic leadership to the present leadership style. The aim of this paper is to show ways in which leadership has changed from historical and global context and discusses theories under which leadership has evolved. Leadership traits and characteristics. A vital trait of an effective leadership is the inborn talent to influence and grow the performance, develop the trust and integrity in employees and the organization. Leader’s personality contributes a lot in the way he leads. The personality of a leader can be defined as the combination of traits and behavior that enable one to lead and influence others. The personality of a leader can affect employees, altitude, insight and the conduct. Organizational effectiveness and performance depend on the traits of a leader. A good leader should be intelligent enough to understand; the environment, the culture, the organizational structure and strategic plan to undertake in order to achieve the vision of the organization. Knowledge of organization structure is vital to a leader. Its describes hierarchy of the organization, breaks the functions and shows how the position in an organization interact. Most importantly it explains how decisions are made in an organization (Yukl & Van Fleet, 1992). On the other hand, understanding the culture of the followers is equally essential to a leader. Culture can be defined as a manner of life involving behavior, believes, and values of a certain group of people. It is, usually, passed along; from one generation to the next through communication and imitation. The culture of a group manifests itself through the clothes, food, dance, and activities carried by people. Leadership styles in the global context are greatly influenced by the culture of the people; making, leadership a non-static skill hence, it keeps changing. Cultural diversity in an organization determines the leadership styles to apply. Research from most of the developed countries shows that most of this countries as adopted a transformational and democratic type of leadership, however in most developing country, we have autocratic form of leadership. The difference is merely caused by the culture difference. Organizational culture is of the most important in leadership. It is, usually, embedded in leaders and strengthened by their stand. Good leader can design their organizational culture by incorporating their assumptions in vision, mission, worker procedures, structure, and the goal of the company (Schein, 2010). In the global context, an effective leader should be able to understand a frame worker that can enable him to identify the ever-changing culture of the people. A brief discussion of the author who provided indicators that are useful in understanding the culture of the people; Trompenaars and Hamplden (2002), Geert Hofstede (1980), Gofee and Jones and Schein’s. Concisely, Trompenaars and Hamplde (2002) founded seven indicators that explain and illustrate different cultural behaviors. For instance, achievement indicator has been one of the common factor used by people from a different culture to define their leader. In the USA, for example, an effective and credible leader is expected to have achieved a certain level of education. Gert Hofstede (1980) come up with five value dimensions, to make it easy for the leaders to understand the way cultural differences works; these include individualism/collectivism, uncertainty avoidance, power distance and masculinity/ femininity. In a country like Australia, for example, their culture views individual as a priority, whereas in Korea, Japan and middle Eastern countries the see society as a priority. Gofee and Jones described two concepts that determine a culture that is sociability and solidarity. Whereas Schein’s identified three level of observable culture, which is art fact, espoused values and the underlying assumptions. Schein’s speaks of artifacts as buildings, stories, layout, and technical information technology systems. He speaks of Espoused beliefs and values as being what member of a certain community believes to be part of their cultural believed, and underlying assumption to be what member of the community perceive as the truth (Marzano, Waters, & McNulty, 2005). In the global context, corporate culture is of great importance because it influences financial performance of the organization and the leadership style. Smith (2003) found out that cultures that limit long-term financial planning are common especially in some of the developing countries. Although to change a culture is not easy, leaders should involve leadership style that will enhance the performance of the company. It’s worth noting that the stronger the culture that is geared toward growth of the organization, the better the performance (Kouzes & Posner, 2006). For instance, Harvard University in USA has a culture and deep believes of producing quality graduate. This culture and believe has been inculcated to all members of the school, and results to extraordinary performance in both classwork and the job market. Good understanding of the culture is essential for effective leadership. Thus, different culture across the globe has made leadership be an ever-changing skill resulting to different types of leadership style. Theories to describe ways in which leadership styles has changed are discussed in details. Leadership theories and changes. Leadership style can be defined as the combination of skills, character, and behavior, which leaders possess, and they use them to influence, lead, and control a group of people toward achievement of a goal. Several studies have been carried to identify the most appropriate type of leadership style. However, finding reveals that there is no standard leadership style that can be used in the entire continent since leadership style varies in the global context depending with the culture, believes and the altitude of the people. In order for people or organization to favor a certain leadership style, they must know where it originated. Since 19th century, there has been several debate on leadership topic. However, a thorough analysis shows that a certain traits or characteristics are possessed by leaders. In reference to the research carried out in early 1940’s effective leaders upholds certain traits. These characteristics are based on communication, intelligence, and physical, interpersonal as well as mobilization skill. Draft (20005) related Great Man Theory with the Aristotelian philosophy, which believes that leaders are born and not trained depending on the need and wish of the society. The disadvantage of the theory is that leaders cannot be made through training or education. Contract to trait theory, behavioral theory recognizes actions that make one to be a good leader (Nanus, 1992). Studies of individual behavior theories carried out in Michigan university, and the university of Ohio identified two more leadership styles; employee –centered and job-centered. Job centered involves the leader taking control in order to get the job done whereas employee- centered involves the leader the leader influencing, motivating, and controlling the employees in order to make the work done. Further analysis, indicate that leaders who are employee oriented, focused in motivating and training them are more productive. On the other hand, leaders who are self-centered and fully involved in the accomplishment of all jobs were less productive. Studies from the University of Ohio concluded that leaders who combined both employee-centered and job-centered structures styles in leadership would achieve better results. Research carried out at Iowa university expanded on the above studies and identified the early basic leadership styles. These are Autocratic and democratic leadership style. Later studies asserted other leadership styles such as; Bureaucratic leadership, Enabling leadership, Charismatic leadership, Servant leadership, Visionary leadership, Directive leadership and Participative leadership. Fielder (1967) argued that there was only one major leadership style in a given circumstance. However, in global context leaders can be more effective and efficient in leading others by adjusting their leadership style according to the culture and situation facing them. Fiedler’s model considered leadership style as either being relation or task oriented and depended on the situation of the leader's task structure or position of power. Hersey and Blanchard found out that the style of leadership determined by employee’s attitude and perception. Hersey and Blanchard’ expanded on Fieldler’s framework on relationship or task oriented and come up with four leadership styles; Delegating, coaching, supporting, and directing (Murphy, 2005). Developing on Fieldler’s principle, House (1971) argued that the path-goal theory motivates influences and direct employees views and opportunities. Employee satisfaction, achievement of goals, and better functioning can be originated from effective leadership through direction support, motivation, training, and guidance. In spite of the finding of this research, Marquis & Huston (2002) debated and found that situation theory concentrated on the situation rather than on interpersonal factors. Conversely, it is agreed that there is no standard leadership style that can be applied in the entire globe. Leadership styles are derived, designed, and developed from the earlier styles of leadership. Throughout the years, leadership styles have changed and evolved especially in the global context as discussed below. Autocratic Leadership Autocratic leadership is system of ruling whereby the ruler exercises unlimited authority and has an undisputed power. The leadership style is a good example of job-centered as described by Michigan and Ohio University studies. In the style, Leader takes the full control without much dialogue with employee to ensure that job is done quickly. Employees take orders from the leader without caution. The autocratic leadership has several advantages; orders of the leader are respected and reprimands members when their behavior is unbecoming, completion of work in time is guaranteed because of severe order from the leader. The major disadvantage of autocratic leadership style is that; it dissociates and makes employees look like slaves. Adolf Hilter is a good example of an authoritative leader who required his follower to accept everything he said. Laissez-Faire Leadership Laissez-faire is a non-authoritative leadership style. Leaders give least possible order to a subordinate and believe that people perform when they are left alone to work on their responsibilities.In most cases, leaders who use this style underperform their duties because they do not offer any direction or control to the employees. Research done on a global context show that these leaders spurn goal setting, avoid setting objective, fail to set a vision and regularly avoid making decision on crucial matters. Major merit of this styles, is that it enables members to develop good working relationship hence creating an environment of success by making their decision. On the other hand, the major demerit of the style involves one of the members taking the full control, which can lead to incorrect decisions. Leadership absence leads to poor decision making which results to inefficient leadership. The successful application of this style in the global context can be seen from Warren Buffet, the world richest investor who used laissez fire in Berkshire Hathaway Investment Company. Participative (democratic) leadership. Participative leadership can be described as a leadership style in which leaders successfully empowers their employees through motivation, meeting them regularly and listening to their views during decision-making. Participative leadership involves full participation from everyone and sharing of decision for the betterment of the company. Leader motivates employees through financial gains and rewards. Advantages of this style include better performance due to solidarity in job performance. Transactional leadership Bass & Burns (1998) describe transactional leadership one that recognizes what one wants to get from his work and tries to see if performance guarantees it. A transactional leader is responsible for his achievement and ensures he meets them by getting the job done. In transactional leadership style, leaders are held responsible and accountable regardless of skill or materials available. Transactional leadership style can be defined as a transitional process between the employees and the leader (Taylor, 2009).Transforming leaders seek for potential motives in employees, satisfy their needs, and engage them fully in decision-making. Transformation leaders are, usually, visionary and mechanism to facilitate change in an organization. Bolden (2009) found out that transformational leaders, usually, possess a high esteem, integrity, self-confidence, and self-awareness to effectively, transform the organization and employees. Transformational leadership is based on four dynamic influence “charisma” that is idealized influence, inspirational, motivational and calculated move in decision-making (Ruggieri, 2010 & McGuire). Employee considers the influence of a leader if he is by unfailing word, and stand for something they aspire toward achievement of a specific goal. Leadership Style of a Martin Luther King Martin Luther King is among the most admirable leaders in the global. In his 84 years old this year, he has been inspirational to the lives of many and has left an incredible legacy on the earth. I believe the value we honor and admire about him can be learned and practiced by today’s leaders. Martin Luther king lived a greater life to create an extraordinary world, and it is upon our responsibility to embrace the same Though not a perfect human being, Martin Luther King embodied five basic values that we can cherish and apply in our everyday. Inculcating this value in our lives will make a big difference. It is through compassion, courage, integrity, and compassion that Martin Luther King changed the history. Courage Throughout the life, Martin Luther king displayed an incredible courage. In the time of overwhelming challenges and threat, he courageously survived in areas full racial segregation and hatred. It is through courage that he managed to face danger in his quests to agitate for equality and peaceful world. Vision Martin Luther King was an ever-visionary leader. Throughout his life, he created a vivid and a beautiful vision where black children would be able to interact freely with white children like brothers and sisters. The ability to create a goal and a well-defined vision is what enables great leaders to have greater moves in life. Compassion Martin Luther King had a greater passion for the disadvantaged member of society. His compassion was the driving force to agitate for civil right for the poor. Throughout his life, he displayed empathy and sympathy to the disadvantaged people and tried to alleviate their suffering. Compassion for the less fortunate is a great trait of greater leadership, as displayed; a leader of greater compassion can change the world. Integrity Martin Luther king was a man of high integrity and was consistent in his actions, values, and principles. He never swayed away from his principles and belief. Throughout his life, he led a life guided by integrity until his assassination. Inspiration Martin Luther king motivated and inspired many people, whenever he stood to give a speech through his power oratory talent. He was able to inspire, and move the emotions of the people as well as influencing people to take action. In the global context, every leader should hold the core value of inspiration to enhance their vision through a voice of change. It is good for a leader to live by these values and practice them so that they can inspire those around them. Communication style f Martin Luther King. Martin Luther King left a legacy whenever he spoke. His speech was full of inspiration supported by well-organized metaphor that moved people. Today we celebrate his as re-known orator in the United States. As an orator and public speaker the global world can admire and learn the following qualities from his communication style; Context; Luther King mastered context of what he was to speak about. He used stories of the Old Testament to make his point. Leaders need to master the context of what to speak about so that they can inspire through their speech. Connection; Luther King allowed himself to have a symbiotic connection in his public speech. He could connect with the audience through involving them in his speech. That connection inspired and moved people with ease. Repetition; Luther king communication style was enhanced by repetition of slogans like, “I have a dream.” Repetition enabled him to emphasis on the key points and made it easy for the audience to understand him. In conclusion, global leaders should emulate Martin Luther King communication style so that they can be in a position to motivate, inspire, and influence the followers towards achievement of a certain vision. In addition, they should adopt leadership style that copes well with the culture of the people because there is no standard leadership style. References Hughes, R. L., & others. (1993). Leadership: Enhancing the lessons of experience. ERIC. Kouzes, J. M., & Posner, B. Z. (2006). The leadership challenge (Vol. 3). John Wiley & Sons. R Marzano, R. J., Waters, T., & McNulty, B. A. (2005). School leadership that works (vol 2).mcGraw. Nanus, B. (1992). Visionary Leadership: Creating a Compelling Sense of Direction for Your Organization. ERIC. Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons. Sergiovanni, T. J. (1992). Moral leadership: Getting to the heart of school improvement. ERIC. Stogdill, R. M. (1974). Handbook of leadership: A survey of theory and research. Free Press. Yukl, G., & Van Fleet, D. D. (1992). Theory and research on leadership in organizations. Consulting Psychologists Press. Read More