Leadership for Organizations
Leadership
The success of organizations and individuals' careers are influenced by the role of leaders. Nowadays firms seek leadership skills in individuals for all sorts of careers while recruiting. Chief Executive Officers (CEOs) believe that it has become critically important to nurture leadership approach at all levels of the organization (Lussier, Achua, 2009, p. 4).
The topic of leadership has been gaining tremendous attention of academic world and media (Bass, Riggio, 2006, p. 17). Many experts have written about leadership and the challenges related to it as the subject is highly valued and at the same time a complex phenomenon (Northouse, 2009, p. 1).
In today's world individuals need to develop skills and capabilities required in professional world through personal development. They need to assess their strengths, weaknesses, leadership competencies and goals in order to achieve leadership capabilities (Rothstein 2010).
Leaders need to possess a wide range of skills and capabilities in order to be able to establish themselves as leaders and lead their followers efficiently. Similarly, the role of followers is also very important in this process. Both leaders and followers are part of leadership process hence the needs and expectations of both of them must be understood clearly to establish a good relationship between them and run the process smoothly (Northouse, 2009, p. 8).
Research Question
The study is being conducted to find out about leadership and how one can imply leadership competencies to achieve personal and professional goals.
Literature Review
Leadership can be defined as experiences and chances of a person's life that bestow him with a vision and some goals, provide him with skills to communicate his vision and goals to win following, and use his competencies to identify means and unite and activate the followers to realize the vision and goals and derive outcomes from his and his followers' joint effort for the benefit of himself and his followers (Rejai, Philips, 2004).
Leadership has been the topic of discussion for years. Scholars and practitioners have developed several leadership theories based on different approaches. Here is a brief look at different approaches of leadership:
Trait Approach
This approach is one of the early developments of leadership theorization. The leadership traits were studied in twentieth century to identify what differentiate leaders from non-leaders. The theories developed as a result of this study were named as "great man" theories as they attempted to identify inborn qualities and traits held by great political, social and military leaders (Northouse, 2009, p. 15). It was believed that there are few characteristics that are possessed by a few people who stand out as leaders.
In the mid-20th century, researcher challenged the trait approach claiming that leadership is not conditioned with certain traits. Researchers believed that a person with certain qualities who was leader in one situation may not be a leader in other situation (Northouse, 2009, p. 15).
Skills Approach
The skills approach focuses on skills and abilities of an individual that can be learned and developed unlike traits and characteristics which are natural and inborn. The skills approach suggests that certain abilities and knowledge are required for effective leadership. The development of this approach is an attempt to transcend trait issues by addressing that leadership is not bound to certain traits only instead it can be developed (Northouse, 2009, p. 39). A leader who possesses ability to resolve complex organizational problems can turn out to be an effective leader.
Style Approach
The style approach places emphasis on the behavior undertaken by the leader. This approach is distinguished from trait approach and skills approach as it lays emphasis specifically on what leaders do and how they do. This approach incorporates the actions of leaders in relation to their sub-ordinates (Northouse, 2009, p. 69).
A number of researches have been conducted to explore style approach to strengthen the idea that it is needed to investigate further than just leaders' traits in leadership study (Northouse, 2009, p. 69)
Situational Approach
Situational approach is one of the widely known approaches to leadership, developed by Blanchard and Hersey in 1969 centered on 3-D management style theory of Reddin (1967). This approach has been revised and refined by many scholars and practitioners and has been used widely in the training and development of organizational leadership (Northouse, 2009, p. 89).
The situational approach centers leadership in situations. The approach suggests that different kinds of leadership are demanded in different situations. From this point-of-view, a person needs to adjust his style according to the demands of the situations (Northouse, 2009, p. 89).
Contingency Theory
Under this approach, the effectiveness of leader is determined by the interaction of leader's characteristics and the elements of...
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