Leadership, in today’s scenario highlights that how companies’ set their capabilities to achieve challenging goals, faces competition and motivate other to improve the overall performances within the organisation. The main working of leadership is to assist and guide with certain direction to company. Leadership involves showing that how effectively the employees have to work with the responsibilities and regularly supervising the completion of their tasks so it leads to the overall success of the organisation as well as individuals point of view (Bolden, 2016).
The main characteristics of effective leadership highlight the optimism and provide positive energy for staff. In this, leaders involve clear communication skills, which help the company to move forward and achieve the new level of success and above all leaders’ exhibits honesty, integrity, trustworthiness and ethics. Lastly, leaders work is to handle the organisation along with the inspiring their employees so that the work should move in accordance to the set plans and can achieve maximum results in an effective and efficient way (Kenton, 2018).
Leaders as managers hold responsibility to train, develop, manage and provide direction to the team. The main target of the leader is to meet the companies’ expectation, the vision, and the mission of the company. Sometimes, some issues and challenges generate hindrance in the organizational productivity and effectiveness. When we critical analysis these issues, badly affect the working environment of the organisation (Williams, 2018) Such as:
Communication in basic terms highlights the exchange the ideas, thoughts and information. According to the effective results its must to have effective communication and all its takes is commitment. When communication lacks from the leadership, subordinates are left without the direction and with all this, employees loses motivation to perform a better tasks. Hence, the absence of communication can manifest in the nonexistence of spoken words or actions from the leadership (Halpern, 2017).
Vision and missions are set earlier in the organisation. They are just need to be followed accordingly. If an organisation lacks the proper planning criteria at the initial stage then, how leaders will adopt the strategy of being a good leader by guiding their subordinates. Hence, every employee can fulfil targets when they have given a certain direction from a leader and if a leader is not provided by the organisation vision and mission how they will guide their employees for effective and efficient workings (Lebowitz, 2016).
There are many main reasons for the leader to fail because leaders itself do not follow their set plans with discipline. They also do not appoint right person in the right job. All these problems lead to the poor execution of the assigned work. Hence, the company losses it track which they can easily assess (Myatt, 2012).
Organizational leadership never involve their subordinates to provide feedback. Without feedback, subordinates may feel limited, restricted and disrespectful. Feedback helps the leaders of an organisation to make mandatory decisions that are to be altered to make overall success. Implementing the open door policy helps leaders to encourage their subordinates to share their concern, ideas and lastly the desire of being an implementing effective leadership for organisation success (Schwantes, 2018).
Leadership highlights the way for a person who wants to contribute to make something extraordinary to happen. For the same certain theories are taken into considerations, which helps persons to grow and develop the leadership skills and identify the inner potential in each individual (CFI, 2018).
In trait theory, people receive the certain potentials and qualities that mark them enhanced apt for leadership. This concept also highlights particular character or behavioural characteristics shared by the leader. The trait model of leadership highlights the individualities of both effective and ineffective leader. This assists in defining the leadership efficiency. The outcomes list is equated and through that, potential leaders are evaluated later. The trait method attempts to recognize personality, which is defined through assurance, brainpower, accomplishment, emotional control and trustworthiness (Cohens, & Harrison, 2016).
(Source: Fleeson, & Jayawickreme, 2015).
In this trait feature, it highlights people’s broad series of interests. They are very inquisitive and keen to absorb new things and love to appreciate new experiences. Persons with this great trait are tends to be more courageous and creative.
This element highlights the high levels of thoughtfulness, good impulse control and having a goal directed behaviour. In this people with such trait tends to be more organized and mindful.
In this personality trait factor, it highlights the person’s excitability, sociability and a high amount of emotional expressiveness. Being with such type of people makes the other person feels energized and excited.
In this personality trait, certain attributes such as trust, kindness and affection tends to within the persons, which highlights that they are more cooperative. They are agreeable on whatever the assigned task is given.
Neuroticism is that trait that highlights the sadness, moodiness and emotional instability. Hence, this personality trait generates that persons experience more of mood swings, anxiety. All these majorly affect the workings of the people badly (Fleeson, & Jayawickreme, 2015).
This theory of leadership focuses on sets of behaviour and styles. In this, they mainly focus on task-oriented leaders and relationship-oriented leaders. In task, oriented leaders are more anxious about the organisational structure and keeps control over the practices. There major task is to initiate, organize, clarifying equations and lastly gather information for smooth working. Another one is relation-oriented leaders. In this, leaders main work is encourage, listening, coaching, mentoring and lastly motivation them towards their task and emphasizing on human relations (Tannenbaum, Weschler, & Massarik, 2013).
Contingency style of leadership states that leader’s efficiency, which depend on how his/ her leadership style equals to different conditions. A leader grasps compatibility of a leadership style with the given state. Also, designs a list of queries to discover which worker is best suited to work with. These are whether, people oriented or task oriented. Task- oriented leaders are most active and their positional control is too high as well their task arrangement. Whereas in people-oriented, leaders achieve their best in task as well as retain best connection levels with their groups, with the reason of achieving the utmost outcomes (Storey, 2016).
They also emphasis on best condition for the leaders and this is recognized as situational favourableness. Circumstances may be leader- follower relationship; this displays that how leaders interrelate with its workforces. Another one is job leader, in which how leader and how they are allocated to their workers while set up task. Lastly, looking up for positional control, in which how much amount of control leaders have over their followers (Storey, 2016).
Transformational leadership theory is an innovative method to leadership that stresses on how leaders can generate valued and positive alteration in their team members. In border terms, leaders of this style of leadership emphasis on transforming organisations as a whole (Ghasabeh, Soosay, & Reaiche, 2015). The supplementary side of the transformational leadership style it generates idea and task for the responsibilities, inspires, influences generates eagerness, desire for work and are based on reality and certainty not only this they also pursues for the skills, depend on flexibility and honesty for executing and creating fruitful results. This theory of leadership establishes certain aspects like encouraging motivation and unrealistic guidance over the workers in order to generate victory inside an administration and increase in the private expansion of the personalities (Cherry, 2018).
In this style of leadership, leaders motivate followers to get things done in certain way. In this, they focus on main characteristics that are mandatory to achieve goals likewise, a good ability to communicate with people, vision in which leaders thinks of the big picture also inspiring and challenging goals that helps to inspires them. Hence, charismatic leadership focus on centric to charm and persuasion towards the set goals. They also exhibit willingness to take reasonable risks or sacrifices in order to achieve goals (Riggio, 2012).
The other side of leadership is the followership. It is a straightforward concept in which the follower has an ability to take direction as well. Yet without the follower, there is no leader. The key success to this process is listening. Right from the commencement a leaders must be performed by the supporters’ morals, principles and ambitions. Although followers take back seat of a leaders but they matters a lot. At the extreme, leadership and followership are the two rims of the same coin so if we have positive results it keeps them strong whereas if they negative results fault can be from both the sides (Malakyan, 2014).
Certain qualities of followership are:
Work ethics: Good follower will always work with motivation and in diligent way. It a leaders responsibility to create such environment in which, entire organisation works in an ethical way.
Honesty and loyalty: In this, supporters need to be truthful with those who lead them. For this, they also need audacity to be direct. Along with this, good followers admire their obligations to be faithful towards the organisation. Loyalty is the essence of strong allegiance and commitment (McCuistion, 2017).
Competence: Competence judges that wether the follow will be able to attempt the task or will not be able to. If he does, all credit goes to his competence and if he does not, than all blame goes to the leader not the follower. This highlights the poor leadership who were unable to develop skills of the follower (Lussier, & Achua, 2015).
Being an executive and a leader is two dissimilar things, according to the literature review, leaders are those who monitor people activities and managers are those who manage all things inside the organisation. Moreover, leaders are those who are able to bring changes to the organisation by motivating and controlling their subordinates towards workings whereas, managers are those who keep accounts for day-to-day organisational happenings.
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Leadership is the ability of leading other. |
Management is an art of systematically categorizing and organizing thing in efficient and effective way. |
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Based on trust |
Based on control |
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Leadership focus on inspiring and motivating people |
Management focuses on managing activities of an organisation. |
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Boosting change |
Bringing stability |
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Proactive |
Reactive |
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Principles and guidelines |
Policies and procedures |
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Leadership requires upright sightedness |
Management has short perspective |
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Leadership focus on Influencing |
Management focuses on Ruling. |
In the above case, they highlight the leaders and followers, which cannot be separated. They are connected through the dynamic inter relational function which can be used interchangeable within an organisation. Earlier in tradition times, leadership and followership were considered as two separate identities playing their separate roles in static environment. However, in recent times, following changes were set forth are: Leadership and followership terms were used interchangeable, where members of the organisation played these according to their skills knowledge and competency. In this role-shifting environment, it not only generates the sense of respect towards each other within the organisation but also highlights the sense of mutual benefits among the team members and the organisation.
Hence organisation needs to generate new thinking and create and design new responsibilities, benefits to one’s roles in order to gain success with the help of the inter- relation in between the leaders and followers.
The generic group is a technology incubator organisation whose visions and strategies are set in such a way that leads to the total commitment towards the success. Visionary leaders with their leadership qualities like their skills knowledge and competency brought new changes in their organisation. The organisation applies the interdisciplinary culture. Generic group creates a radically a new environment in which they highlights that creativity is the part of culture rather than looking for a creative person. Hence, Generic groups’ owner has a strong formed strategies, culture and organisation. The secret of their success was a leadership implementation by the leaders who believed to be better, always (Macdonald, Burke, & Stewart, 2017).
United States and China are having many cultural differences in the working context. As, in US context, they are more based on the teamwork, are more flexible towards the working styles whereas china adopts the individualist approach, and believe less on teamwork. China culture is more relied on collectivist orientation in which employees are likely to supress individual interest. They also apply hierarchical organisation structure in which their no flexible working environment. Now, the new generation developing new attitudes and results. In organisation context china’s culture is not team oriented rather US organisation believes more in team work and provide training in teamwork practices. Hence, while adopting new cultural practices china culture unable to get successful hence, organisation is working over the damage cause by proper care.
General mills keep on developing leadership programmes for leaders who helps the individuals to focus on career advancement. Learning from this case was that every organisation whether it is large or small, leadership programs develops skills, which helps in cultivating more effective and efficient workings within an organisation. Similarly, General mills integrated leadership development program into a business so that leaders can treat employees properly towards their workings. Hence, general mills is the considered the best company for leaders.
Adtiya Birla group is one of the leading companies because of their leadership qualities, which walks along with the generations. In this case, they highlight that how the woman’s leads business and how the leadership qualities help businesses to grow at a good speed. Through inspiration and with proper support Mrs. Birla helped her son in business. Through their leadership qualities, they actively contributed to the social and economic development. They had a proper vision and mission of the companies’ doings. And at some point they also worked over maintaining the long term sustainability for improving the organisation success. Hence, all this was achieved because of the leadership qualities which the mother and son was imbibed of.
According to my analysis, leadership is that quality which starts with the fundamental belief that one can generate difference and having a positive impact over the others. Similarly, from the above cases it was revealed that all the top organisation have a strong building foundation which are the leaders of the company. They are having a strong vision and powers which helps them in focusing on the future and having a long term perspective which articulates the exiting possibilities for the followers.
Not only this, if a leader is having a sense of working in a team also leads to the successful operation within the organisation which helps them to gain more of profits and success of the firm. Along with this, if a leader’s step up to face challenges with the level of commitment they will surely win. Above all, if a leader is a great learner it will generate constant improvements, feedbacks, proper coaching and willingness helps in maintaining the success of the organisation.
In theoretical form of leadership, development is far more different when it is practically applied in an organisation. In theoretical aspect organisation believes that leaders firstly develops all those qualities by leaning them theoretically. Then they will apply all these qualities when certain situations come in their way. However, as an employer personal development is equally mandatory because every employee, which an employer hires, will follow them in near future. For all this to apply practically they learn real leadership skills, improves daily productivity, provide coaching and encouragement to other employees and lastly, preparing leadership opportunities in the future which helps organisation to achieve their missions and goals and individually enhance the leaders qualities (Leadership excellence ltd, 2018).
References
Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Oxon: Routledge.
CFI.(2018). What are leadership theories? Retrieved from: https://corporatefinanceinstitute.com/resources/careers/soft-skills/leadership-theories/
Cherry, K. (2018). A closer look at the effects of transformational leadership. Retrieved from: https://www.verywellmind.com/what-is-transformational-leadership-2795313
Cohens, I., & Harrison, B. (2016). Trait theory of leadership. Retrieved from: https://oer.missouriwestern.edu/rsm424/chapter/trait-theory-of-leadership/
Ghasabeh, M. S., Soosay, C., & Reaiche, C. (2015). The emerging role of transformational leadership. The Journal of Developing Areas, 49(6), 459-467.
Halpern, G. (2017). Leadership skills and organizational communication. Retrieved from: https://aboutleaders.com/leadership-skills-and-organizational-communication/#gs.Ld2ydk0
Kenton, W. (2018) Leadership. Retrieved from: https://www.investopedia.com/terms/l/leadership.asp
Leadership excellence, ltd.(2018). Why is personal leadership development important? . Retrieved from: https://www.leadershipexcellencenow.com/blog/why-is-personal-leadership-development-important
Lebowitz, S. (2016). Many of today’s execs are lacking a quality that makes leaders great. Retrieved from: https://www.businessinsider.in/Many-of-todays-execs-are-lacking-a-quality-that-makes-leaders-great/articleshow/51446902.cms
Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, application, & skill development. Ontario: Nelson Education.
Macdonald, I., Burke, C., & Stewart, K. (2017). Systems leadership: Creating positive organisations. Oxon: Routledge.
Malakyan, P. G. (2014). Followership in leadership studies: A case of leader–follower trade approach. Journal of Leadership Studies, 7(4), 6-22.
McCuistion, D.(2017). 8 important qualities of followers. Retrieved from: https://aboutleaders.com/8-important-leadership-qualities-of-followers/#gs.rrwka=A
Myatt, M. (2012). Businesses do not fail –leaders do. Retrieved from: https://www.forbes.com/sites/mikemyatt/2012/01/12/businesses-dont-fail-leaders-do/#266f47d56c97
Fleeson, W., & Jayawickreme, E. (2015). Whole trait theory. Journal of Research in Personality, 56(1), 82-92.
Riggio, R.(2012). What is charisma and charismatic leadership? Retrieved from: https://www.psychologytoday.com/us/blog/cutting-edge-leadership/201210/what-is-charisma-and-charismatic-leadership
Schwantes, M. (2018). What 2 best-selling researchers say are the biggest truths about leadership. Retrieved from: https://www.inc.com/marcel-schwantes/the-10-biggest-truths-about-leadership-according-to-30-years-of-research.html
Storey, J. (2016). Changing theories of leadership and leadership development. In Leadership in Organizations, Oxon: Routledge.
Tannenbaum, R., Weschler, I., & Massarik, F. (2013). Leadership and Organization (RLE: Organizations): A Behavioural Science Approach. Oxen: Routledge.
Williams, J.T. (2018). Leadership problems in business. Retrieved from: https://smallbusiness.chron.com/leadership-problems-business-2977.html
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