Charisma, Servant and Authentic Leadership - Coursework Example

Leadership Student’s Name Course Date Table of Contents Contents Page Table of Contents 2 Introduction 2 Personal construct of leadership 3 Charisma, Servant and Authentic Leadership 3 Reflection 6 Listening or intelligence 7 The Working of Leadership Framework 8 Summary 9 Bibliographies 10 Introduction In this paper, the scope will be in the discussion and the review of the aspect of the leadership, its constructs, the reflection and finally a summary that covers what so far the paper covers throughout in its contents. Leadership itself defines the informal influence that facilitates in the attainment of any of the organization’s goals (Grint, 2005). Despite the fact that there is some confusion that comes in the aspect of the management and that of leadership, it is also vital to differentiate between two altogether (Grant, 2005). Hence, management is that formal authority that enables the direction or the control that a particular organization has. The aspect of the management of the resources is the planning, organization, controlling, commanding and the coordination. However, it is worth to note that leadership is such voluntary in nature and as a result depends on the trust, honesty and respect that such particular person who is at the leadership position displays (Grint, 2005). On top of this, leadership also creates the opportunity in the engagement with the organization of the goals of the organization. Personal construct of leadership Charisma, Servant and Authentic Leadership Sometimes a question comes into most of the people’s minds on what actually leadership is and then how it works altogether. In this regard, there are about six theories that explain on the evolution of the leadership from the past centuries up to present. From the traditional perspective point of view, leadership is that constituent that constitutes the great men who are from the desired social group or even who came due to inheritance from some traits. Indeed, the present society is still familiar with this notion which in this case still puts it that only some leaders have the capability to lead in the society (Yoder-Wise and Kowalski, 2010). However, from the modern theories perspective, they are not for this idea that only suggest for certain sects to lead in the society. On their part, the modern theories put it that the process of leadership mostly comes from wide variety of people while not just from some sects of the society. For instance, some of these theories insist that anybody can be a leader in the society( Yoder-Wise and Kowalski, 2010). Besides, most of these theorists had a believe that there was no such right step that one needs to be a leader and this regard, such theories came up with the effects of the leadership with respect to the situation or the contingency theories. Recently, especially in the period of the 1970s, there was the essence of the aspect of the charisma in leadership. Despite the fact there ‘was that powerful source or component of the interpersonal influence, charisma itself consists of the dark side especially at the instances when it results into people following such leaders who eventually cause so many harms to them in the long run. With the remodeling of the traditional way of thinking in the modern times put it that leaders as those valuable people, the notion here puts it that leaders should be those people who are servants to whom they lead in the society (Yoder-Wise and Kowalski, 2010). Based on this belief, it in fact became such an influential idea as much as it did not carry out the practices as it was from their originators. On the other hand, Nelson Mandela also noted that leadership should take place from behind. The other theory that also appears to be popular is the transformational leadership theory that states that the aim of leadership is to enhance the development or the transformation of the followers or the staff members. The transformation in this case may take place through incidences such fulfilling the psychological needs through inspiration and also motivation of the followers. The other instance also involves the provision of a stimulating form of the environment of work and also ensuring the meeting of the social welfare needs of the workers at the workplace and also acting as good role models to the workers (Yoder-Wise and Kowalski, 2010). Most researchers do portray that it is leaders themselves that have the capability in the provision of those better work outcomes to the followers compared to the transformational leaders. The instance is because the transformational leaders do apply the aspects of rewards and punishments without putting in the employees’ concerns in terms of their psychological interests. Definitely, the real transformational leaders are not such very easy find since they are very few in their numbers in most of the societies. From the recent developments, it obviously covers the transformational leadership into the authentic leadership theory (Tracy, 2014). Hence in this case, it suggests that the aspect of the leadership operates through the utilization of trust in leadership as they seek to show their real values, ideas and their feelings in a much more trustworthy compared to the instance of being charismatic, transformational, servant or many more as they seek to define the image of the leader within the public context. In real sense, the issue of being authentic may not appear that very easy since the leaders do have the expectation of acting as role models through being trustworthy. In this regard, the leaders must infact prove their personal values at some occasions even if it may be the cause of disagreements in such times (Tracy, 2014). Despite these valuable ideas expected from the leaders, they also have with them their limitations which in this case shows that the aspect of the leadership is that complex in nature with regards to its definition or its simplicity altogether. Presently, it is worth to note that the aspect of leadership from the centre of the management position that does entail the attainment of those voluntary interaction or the process of engaging people in matters that seek for them the best for their living. Hence, in this case, it requires the appropriate self awareness and those interpersonal skills to ensure the attainment of this matter altogether. Reflection Reflection is a basic component in the area of the managerial learning. With regards to the reflective practioner, the main difference that exist between the masters and the ordinary practioners is the case of the professional fields that define their capabilities to reflect on the available experience (Osborne, 2008). On the other hand, the instance of the double loop learning does seeks to know on the assumptions instead of the admission of the facts or those experience that lie on the face values. In relation to this aspect, sometimes, the managers may fail at the times when they encounter threats in such instances where they record negative or drop in their performances (Osborne, (2008). Consequently, instead of the managers deploying the aspects of the defensive thinking tactics, they instead place the blames to other people because of their over optimism or their tendencies to assume the existing problems that affect the organizations they manage. The other form of reflection to consider is the reflection in the organizations. In the organizations, when there is the failure to reflect, then there is the likelihood of the chances of the blinkered vision or the incidences of the head lying in the sand. At these occasions, the heart normally ponders on the several available systematic failures such as the aircraft accidents of the incidences such as that of the challenger disaster, the collapse of the Divergent Bridge or even the failure of the several corporate bodies (Osborne, (2008). In this regard, it calls for the factoring of the aspects such as creativity and innovation for that particular manager to counter the challenges that arises from the phenomenon mentioned earlier. With that put in place , then the expected form of leadership will definitely mature in the organization. Listening or intelligence Indeed, any leader should possess the interpersonal skills as such aspects that entail the development of the trust and rapport that enhance the social influence instead of the use of the organizational power. Indeed, the development of most of these skills require more hours during the study for it is also just another form of life journey. Hence, it is such very vital to begin with the issue of the active listening despite it being such a rare skill from the ever busy world where most of the people especially the managers do tell others on what each should do (Yoder-Wise and Kowalski, 2010). On its part, active listening entails the specific skills that may be applicable or practiced or refined within any context of the workplace or outside it. Similarly, active listening does not just entail the passive hearing but instead it also covers the skills applicable in the empathy levels of understanding that again must derive their cultivation from practice, reflection and also acquiring the feedback from other persons from the study. To further enhance the aspect of the active listening, there are some short U-tube videos that demonstrate the skills applicable in active listening and also how to realize the same (Tracy, 2014). However, it is such important to note that the skills only present on the skills derived from the iceberg that in this case tries to expound on the issue of the active listening. The aspect is necessary in the field of active listening in the development of the trust and empathy (Tracy, 2014). The fact remains that these are those skills either yes leamable skills while not the innate traits that their development occurs with the practice being put in place. On the other hand, coaching also is another aspect in the field of management practice that acts the guideline in leadership framework of the present. The Working of Leadership Framework For us to realize our goals there is need for the effective management of the available time. In such a tight schedule concerning the workday or even such instances that come with the family obligations, in this case calls for the active hands plus the combination of the reflective approach instead of just aiming to meet the upcoming demands (Osborne, 2008). In this regard, especially in the case where one works as a security officer in a developing country with an ambition of one time becoming a human resource manager one day, that individual should have well laid down plans that he or she follows to realize his or her objectives. Besides, such a person opts to share with friends on how they made it in realizing their success. In most of the occasion, when a person who works in the managerial position in a company under pressure, he in such instances does end up getting overworked plus stress throughout his or her lifetime (Grint, 2005). In this regard, even working as a security officer, a fellow needs to balance such aspects as the maintenance of the mental and the physical health. For him or her to achieve this objective, he or she needs to conduct the recreational activities such as sports, music, hobbies and also developing some relationship outside the workplace. Instances of long working hours coupled with related stress do lead to serious mental and also the problems in the physical health of someone such as the cases of the Karachi that refers to the loss of life due to work by the Japanese. An example of the overwork scenario is that of the Australia where people work either from fifty, sixty or seventy hours or more per week (Grint, 2005). The instance in this case appears much unsustainable with time and sometimes may even result to the committing of unnecessary mistakes within the workplace, or the inefficiency in the delivery or the performance of the assigned duty apart from the health related problems. Summary Throughout the paper, the major goal of it was to present more on the aspect of leadership and its related components such as management, charisma, reflection and the listening techniques that good leader should portray while at the workplace. On the same note, the paper also touches on the need for effective planning or the management of time so that a person may avoid the incidence of overload of duties added with the stress or pressure that comes with fulfilling such obligations while at the workplace. By applying the incidence of the wheel of , it may at times helps in the refection of those goals that a person has in his or her lifetime. For instance, it is necessary for one to reflect on what he or she is not performing on very well with respect to the available time, effort and also the with the existing life parameters. Hence, that person should make a commitment in fulfilling various obligations within a week if he or she manages the available time well instead of just doing one activity in the case of unplanned time. On top of this, the issue of the time management is also such very important to the managers or leaders in particular since their work entails pressure, the responsibility and also the upcoming challenges due to social issues within the workplace. As a combination of elements that may lead to the proper way of handling stress, it then becomes such sensitive for the leaders to come up with such environments in the workplace that are stress free. Bibliographies Grint, K. (2005). Leadership. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan. Osborne, C. (2008). Leadership. London: DK Pub. Tracy, B. (2014). Leadership. New York: American Management Association. Yoder-Wise, P. and Kowalski, K. (2010). Leadership. Philadelphia, PA: Saunders. Read More