Leadership, Innovation and Change - Coursework Example

Leadership, Innovation and Change essay Name Professor Institution Course Date Leadership, Innovation and Change essay Introduction Over the years, leadership has become a significant part of life at home, in school, in an organization and any other institutions. This is because it provides direction and a goal for prosperity. With the competition increasing within the business arena, organization needs effective leadership more than before (Jing & Avery 2008, p.68). As such, organizations are always attempting to recognize how to create effective leaders for long-term success. The general concern with this aspect has been numerous and different leadership theories which are even confusing (Dubrin, Dalglish & Miller 2006). The situation makes it impossible for the scholars to have the same opinion regarding which theory or style best suits organizations in the process of developing effective leaders which can bring success. Leadership and trait chemistry is useful in management whether in politics or organization. Therefore, this essay will discuss how theories of leadership provide practical advice on how to be an effective leader. Some of the theories to be discussed include trait and contingency theory. How theories of leadership provide practical advice on how to be an effective leader Trait theory Daft (2005) defines leadership as social influences a person has over the other which include support and aid to realize a common goal. Lussier & Achua (2004) claim that just like in the great man’s theory, trait theory believes that leaders are born and not made. They hold that there are intrinsic factors that derive someone to influence and make certain decision which are accepted by everyone one in the society or in an organization. Such traits manifest itself in someone’s personality, making him to win the hearts of many people. For that reason, organization management experts argue that it is important for leaders to use their traits to influence and make a decision (Daft, 2005). It is therefore the personality which influences conduct, attitudes and insight. According to Lussier & Achua (2004) understanding trait (personality) assist management scholars to forecast and clarify people’s behavior and performance in workplace. Trait (personality) of a leader can be analyzed using The Big Five Model of Personality. This model evaluates his level of agreeableness, surgency, or openness to experience and adjustment, conscientiousness and how it affects his relationship with employees. Taylor (2009, p.41) contends that a leader who possesses agreeable trait has an upper advantage, in that he or she is able to relate well with employees). Leadership has greatly changed and does not need the tough and stone-faced who will command employees with a lot of authority to work. Instead, a leader must be friendly and have a good relationship. In this way the employees will not feel intimidated. Barbuto (2005) states that cooperative, understanding, good-natured, compassionate, trusting and forgiving are some behaviors which typifies agreeable trait. Leaders who are agreeable seek affiliation. This is good for the company both internally or externally. For instance, while seeking for affiliation, the leader can be able to identify employees who have specific trait for a young leader. In this way, it is easy to form groups within an organization and appoint a project leader. Similarly, the leader will be able to expand his network of friends in the industry which is good for business. Leaders who are agreeable in nature try to perfect what they do because they are always keen on what employees and customers feel regarding them (Arvey et al. 2006, p.11). Therefore, agreeable leaders are often transformational. According to Daft (2005), surgency comprises of extraversion traits. Leaders who are high on surgency are known to have a high need for power and want to control the organization. They also like company and to win since they feel bad of losing. Business sector has become very competitive and needs leaders with a competitive mindset to be able to sustain change. Nohria & Khurana (2010) argue that extravert leaders are also effective leaders due to their nature of being talkative, sociable, outgoing and relaxed during meetings. Social and outgoing leaders normally acquire new skills and ideas which they can use to improve business performance. Conscientiousness trait has helped leaders to improve performance and realize organizational goals (Lussier & Achua 2010). In fact, this trait is closely related with the need for higher achievement. Such leaders are highly driven to improve people’s lives and even their own reputation. Leaders or managers who have the need for higher achievement usually take charge and provide solutions to problems. Such leaders are looking for challenges, goal focused, aspire for excellence and desire tangible feedback in terms of their performance (Nohria& Khurana 2010). Sir Richard Branson the founder Virgin Group, can be regarded as one of the renowned leaders who have been driven by the need for high achievement. With the need to improve air, transport, Branson dropped out of school to venture into airline and hospitality industry. His aim was to make air travel affordable. His persistent and reliable nature has made virgin Group be one of the successful businesses today. Theory of trait holds that contemporary leaders need to possess Openness to experience trait to become effective. Ruggieri (2009, p.1018) posits that people who have such trait are often keen to change, attempt new ideas, are creative and innovative. The late Steve can be argued to have possessed such trait. Asher (2011) affirms that Steve Jobs was always ready to test new ideas, and it is for such inquisitiveness that made him develop iTunes. Contingency theory As earlier stated, business sector has become very competitive and business leaders are always forced to review their styles of leadership to sustain change. It is from this perspective that contingency theory is based on. According to Nohria & Khurana (2010) this theory maintains that no style of leadership is appropriate on its own. Theorists in this school of thought contend that in this leadership style, it is the contingent like situation and quality of the followers which determines which style to adopt (Daft 2005). In a nutshell, the theory hypothesizes that there no one suitable method of leading since the internal and external forces needs a leader who can settle in different situation. According to this theory, executives create organizational structures which fit circumstances which can affect the business and result to the great uncertainty (Lussier & Achua 2004). Fitzsimons, James & Denyer (2011, p.315) postulate that in some situations cases managers normally use this theory to beat economic downtowns. In that case they hire contact employees and lay-off some of them during economic difficulties to reduced the wage bill. When the economic situations improve, they hire news or recall the laid-off employees. In this perspective, employees are trained on several jobs and discouraged from specializing because they can be deployed in other departments during economic difficulties (Wright 2007). Contingency theory can be used in football games. Coach as the leader would look at the formation or style of play normally used by the opponent team and makes his style which he thinks can beat them. Since, the league has several teams with coach is always forced to use different formations in every game. For examples, Barcelona football club strength lies in the midfield, any coach will be compelled to park the midfield with 5 midfielders again 3 Barcelona midfielders to be able break Barcelona’s move. However, this theory may not work for any manager who is not updated about the current happenings of his or her new environment. Lussier & Achua (2004) claims that if the leader does not change in with regards to the dynamics, environments and workforce within the company, he may not bring change. Globalization has forced people to work in different country from that of their origin (Wright 2007). As they move to another country, they totally find a total different culture, which needs them to adapt to reduce cultural diversity. It will be good for a leader to also learn about other people’s culture to be able to have a positive interaction with his employees from a different cultural background. According to Lussier & Achua (2010) Indra Nooyi, PepsiCo is one of the leaders who portray that contingency theory works in business arena. She had several experience in different countries in terms of education and culture and was considered the right person to lead PepsiCo (Lussier & Achua 2010). She grew up as sari girl back in Chennai village, India. Even though her parents subscribe to Hindu faith, she attended a catholic school. She also went to Christian school for her college, and Indian institute for her MBA. She later received her master’s in the US from Yale University. She had a long experience in marketing and corporate strategy having worked with Asea Brown Bovri, Motorola and PepsiCo. Such experience has made her to a successful leader (Lussier and Achua, 2010). Conclusion Research has provided several leadership theories which contemporary leaders can embrace in their day-to day operations to become effective. Trait theory justifies the agreeableness, surgency, Conscientiousness trait, and openness to experience that effective leaders have used to create a good rapport with the employees. The research established that leaders who exemplify these traits were capable of benefiting the organization by motivating employees, bringing in new ideas and increase profitability. Every theory has its limitation and using one may not work in the ever changing environment. In this research, contingency theory had predicted competition and claims in this situation; no specific leadership style can be used as standalone. As such, leaders are advised to try to be informed of the environment both internal and external to be able to balance leadership styles which can work for their organization. References Arvey, R. 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