Question:
Discuss about the Leadership in Professional Learning Communities.
In the competitive business world, leadership skill is essential for the success of the business. Leadership is defined as the process by which an individual directs to other for performing a specific task. In the business scenario, if an individual wish to progress in the specific field then he may require a certain expertise because it gives an opportunity to become a good leader. Moreover, it facilitates an individual to grow the business ladder (Northouse, 2015). Hence, leadership can be viewed as one of the key resources which enable a person to become a successful manager.
It is analyzed that management faces a challenge with respect to making an efficient and effective strategy to attain the organizational goals. In this way, management uses staffing, planning, organizing, controlling and directing process to manage the organizational resources. In opposed to this, leadership is one of the key resources which are used to direct the business function. It means that leadership is associated with the role of managers and experts. But, management and leadership are two distinct roles which creates confusion among many people. It is analyzed that many researchers stated that leadership can be used in both quantitative and qualitative way and also described that leadership concept is more sophisticated and difficult to understand (Getha-Taylor, et. al., 2015).
Leadership is defined as a procedure in which individual influences the other person by using their attitude, behavior and thought hence it is effective to attain the organizational goal. Moreover, leadership can build confidence among employees as well as train them to gain their efficiency by creating reliability and friendly environment. It also makes feel safety to their employees regarding their job because it helps to gain their efficiency (Fischer, 2016). Further, the company has informal leaders who have no power, no authority, no title and no right but they can boost their personal power.
In the current business scenario, large numbers of companies are agreed that without the leadership, management cannot work effectively. Besides this, without leadership, resources cannot be organized appropriately and organization may move too slowly. As a result, it will lose the business. It can be evaluated that leader is one who is reliable, self-possession, and meet the promises by emphasizing on critical work. Moreover, the different individual has different belief and hence they provide a resolution to specific issues in a distinct manner. Hence, a most appropriate decision needs to be chosen while conflict arises (Naile, and Selesho, 2014). Leadership is a practice to lead another individual to do appropriate things. Hence, selection of a better leader is a challenging task for an organization. In addition, it can be evaluated that organization can gain their reputation and profitability by motivating the workforce and having the right team. In this way, great leadership qualities are required to encourage the team. Some researchers stated that leadership is exercised as personality perspectives like traits and behavior while some author stated that leadership is used as information processing perspectives (Grossman, and Valiga, 2016). Hence, this essay presents the critical analyses on whether leaders are born or made.
In the current business world, there are large numbers of self-made leaders who develop the business. It is a debatable matter whether leaders are born or made through their experiences. Porter et al. (2016) focuses on the trait theory and explained that traits are distinct personal characteristics of a leader like honesty, appearance, self-confidence. It depicts that trait theory is mainly focusing on leaders are born. But, it is difficult to analyze that whether leaders are born or made. In this way, there is a requirement to assess a leader who is not born, cannot be a leader. Van Wart (2014) exemplified that emotional intelligence has five aspects such as self-regulation, self-awareness, social skills, empathy, and motivation that can be learned by an individual to become a good leader. But, this concept is identical to the trait theory. Further, a large number of people argue that the traits are significant for developing and deploying the people’s skills.
Along with this, Day et al. (2014) argued that leadership is born when emphasizes in some personal characters like players and artists. But, they have also felt that leadership is really not born. There are different examples can be seen which illustrates that leaders are born like Tiger Woods- Golf Champion was born with some skills of sports. However, his father worked tough from his childhood to make him a Golf champion. Another example can be taken of Mozart- Musician who was born with the talent of music. But, his father wanted to make him as a musician from his early ages hence he was trained to him for using the instrument.
Along with this, Hendry ford is an automobile leader. However, his parents were poor but they came to America with the hope of initiate for their lives. When he was a child then he spent his most of time with his mother. He is inward demonstrating and quite. When he was young then his mother passed away. He was acting as a low-level mechanist in different areas without having inadequate money. He did not have sufficient resources like pedigree, a birthright that could make him a born leader. After that, he became the greatest leader in the corporate world. These all examples prove that their natural qualities and talent improved by making hard work from many years (Benson, et. al., 2014). It can be also stated that these all leaders have enhanced their influencing ability. Leadership is used a procedure in which an individual persuade a set of the individual to attain their company’s goal.
Thornton and Cherrington (2014) revealed that leadership is a process which demonstrates that it is not characteristics and traits of leadership, however, some traits are distinguished between followers and leaders. Moreover, it also defines that leadership cannot be a linear function however it could be entailed as a communication program. Hence, it can be stated that leadership exists in everyone.
Petriglieri and Petriglieri (2015) stated that an effective business needs appropriate leaders because the manager cannot run the organization due to having incapability to lead position in the market. Hence, it can be opined that managers should be real leaders to attain the leading position in the marketplace. When someone wants to become a good leader then he can be an effective leader by enhancing leadership qualities like concepts, values, and goals.
Johnston and Marshall (2016) evaluated that a leader should keep concentration on extending the business growth in long-term. Leaders also encourage the followers to overcome whatever challenges come in the way. Hence, the leader should lead others and create co-operation with them to attain the organizational goals. At the same time, leaders should focus on making friends to others rather than making enemies. Since, the friendly strategy will be an effective asset to attain the business objectives and get growth. For becoming a successful leader, the organization needs to increase training session to obtain the growth. The leader can build favorable thinking by attending an effective training program. Hence, it can be stated that abilities and traits of a person are not enough to be a good leader. Pendleton and Furnham (2016) suggest that traits approach plays an imperative role in leadership. It stated that a specific individual may have inborn characteristics which will aid them to be good leaders. The trait leadership demonstrates that an individual who has unique, inborn, and aptitude can be good leaders. There are different traits is identified as fluency, intelligence, and height. In contrast to this, process concept recommended that leadership is a communication amid followers and leaders which is available for everyone. It also opined that leaders should focus on their followers as well as followers should consider leaders who are closely related to make interaction with each other to keep association.
Redmond and Dolan (2016) exhibited that Douglas Mc Gregor theory of leadership is based on two aspects such as theory X and theory Y. Theory X is considered when employees are shy, and they have need to scrutinize, control and lead by leaders. In opposed to this, theory Y defines that some people take accountabilities and manage to themselves to attain the organizational goals. As per the theory Y, the workforce can be easily encouraged.
However, Fesler (2016) have built the managerial grid in which he recommends the two aspects of leadership behavior like production and concern for people. In this way, production aspects define the task-oriented behavior like clear roles, determining output and scheduling work. Further, concern for people focuses on building trust, friendship, and responsive environment. But, this approach is more emphasizes on people hence it helps to encourage the workforce to attain a predetermined set of strategies, vision, and targets of a corporation. Hence, it can be stated that leadership is accessible for each individual.
Taylor and Ladkin (2014) argued that leaders focus on the purpose, vision, and structure and core value to interpret them to make a significant business decision. Hence, it is required that all level of the workforce should be self-motivated to attain the organizational targets. There are different theories such as Mc Gregor’s theory and vroom’s expectancy theory of motivation which evaluates that followers are able to attain the organizational goals by influencing with leaders. In this way, expectancy theory suggests that different person perceives different circumstance. Therefore, needs of motivation are required for an organization to understand the situation and perception of people. In such case, it can provide the training to develop the learning skills as it would be beneficial to become an efficient and effective leader.
Moreover, leaders should have some characteristics and qualities to encourage workforce and team in an organization. Hence, a good leader is a significant resource to lead workforce and team in a corporation. It can be evaluated that leadership is a significant asset for a firm because a great leader provides different opportunities to obtain business growth and success. In this way, it can delegate, encourage, evaluate and resolve the conflicts of employees within an organization (Wren, 2013).
Coaley (2014) suggested that leadership can be created and enhanced by training and mentoring. Hence, effective training can be used to improve the leader for self-motivation. In this way, the leader can motivate the team within an organization. Each person has their own field of skill and leaning for achievement. These features and things lead the individual to be a good leader. It can be stated that each person can be a good leader by using their own skills and talent.
For example, it can be evaluated that an extroverted person who has grown up throughout his entire life can be a good leader. He can be passionate about to lead the others. Being an extroverted individual, he cannot take a step back as he always has a strong passion and wishes to lead to his followers voluntarily. From this example, it can be stated that leaders are not born; they are made as they had a need to use proper training for utilizing their skills. Hence, it is analyzed that people have skills from their born but they need proper training and mentoring to utilize these skills (Selladurai, 2014). These leaders can lead to other people in a subject that he has good knowledge in order to provide benefits to a large number of the individual.
Along with this, intelligence is a prime factor that is essential to becoming a great leader. Avolio et al. (2009) revealed that a human mind is like a blank sheet of paper when he born. In the development phase, human mind develops due to their education and knowledge as it creates intelligence. However, it takes a long time in which an individual cope with the different struggle to become a good leader. It is also stated that intelligence individual can overcome the challenge and keep themselves as a good leader. Although, intelligence is not inherited characteristics yet this can improve by the development procedure. As per the view of Selladurai (2014), the intelligence is an important resource which contributed to getting achievements, and also develops skills in an individual with the help of mentors, teachers, and coaches. It also stated that intelligent people tend to be a leader from their childhood as they have more capabilities as compared to other people. Moreover, the sense of humor is also charismatic to become a good leader. For example, Prime Minister Tony Abbott has become making a leader in Australia by his intelligence. Therefore, it can be stated that clever individuals can hold the position of a leader.
According to Coaley (2014), behavioral approach emphasizes on the behavior of a leader and the way by which they will work through and with another people to attain the organizational goals. This approach stated that leadership is existed for each individual and can be educated as behavior. It also focuses on what leaders act and feels about the perceived structure of leadership behavior. It is also known as leadership styles that are a significant feature of developing effective leadership.
Fesler (2016) evaluated that three kinds of leadership style are used by leaders that created by their behavior such as laissez-faire, democratic, and autocratic. Behavioral approach is mainly focused on two broader aspects named employees oriented behavior which aimed to meet the emotional and social requirement of employees and another one is job oriented behavior which aimed to accomplish the task by the employees.
Along with this, the Blake and mountain model of leadership also relies on an approach that all leaders have two different independent issues like employees and tasks. Therefore, it suggested that a leader should use more specific behavior as it will improve the leadership effectiveness. It is found that positive reward behavior can provide the high satisfaction to subordinates and can also improve their performance.
Conclusion
From the above interpretation, it can be concluded that leaders can be made which shows that it is accessible for all people and can be learned as a behavior. Further, it can be evaluated that leaders are not born, however, all individual born with unique strengths and it enables to become a successful leader. Moreover, leadership is a skill that an effective leader needs to adopt and can be enhanced with practices. A person can gain their skills to improve the leadership qualities.
In certain circumstances, the company may have leaders but not addressed their expectation. In such scenario, they can make an effective leader by providing them an appropriate training and appraisal of performance. It proves that leaders are not born because an individual born with some personal characteristics and qualities but it gains their skills through their experience. It can be determined that when the accountability is delegated to a person then it can provide the opportunity to obtain a wider proficiency and being trained by an individual to direct them. Therefore, leaders can be encouraged and act on their own talent and understanding to expand the business.
References
Avolio, B. J., Walumbwa, F. O., and Weber, T. J. (2009) Leadership: Current theories, research, and future directions, Annual review of psychology, 60, pp. 421-449.
Benson, R., Fearon, C., McLaughlin, H., and Garratt, S. (2014) Investigating trait emotional intelligence among school leaders: demonstrating a useful self-assessment approach, School Leadership and Management, 34(2), pp. 201-222.
Coaley, K. (2014) An introduction to psychological assessment and psychometrics. USA: Sage.
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., and McKee, R. A. (2014) Advances in leader and leadership development: A review of 25years of research and theory, The Leadership Quarterly, 25(1), pp. 63-82.
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., and McKee, R. A. (2014) Advances in leader and leadership development: A review of 25years of research and theory, The Leadership Quarterly, 25(1), pp. 63-82.
Fesler, J. W. (2016) Leadership and Its Context. Administrative Leadership in the Public Sector, 20(2), P. 9.
Fischer, S. A. (2016) Transformational leadership in nursing: a concept analysis, Journal of advanced nursing, 72(11), pp. 2644-2653.
Getha-Taylor, H., Fowles, J., Silvia, C., and Merritt, C. C. (2015) Considering the effects of time on leadership development: A local government training evaluation, Public Personnel Management, 44(3), pp. 295-316.
Grossman, S., and Valiga, T. M. (2016) The new leadership challenge: Creating the future of nursing. USA: FA Davis.
Johnston, M. W., and Marshall, G. W. (2016) Salesforce management: Leadership, innovation, technology. UK: Routledge.
Naile, I., and Selesho, J. M. (2014) The role of leadership in employee motivation, Mediterranean Journal of Social Sciences, 5(3), p. 175.
Northouse, P. G. (2015) Leadership: Theory and practice. USA: Sage Publications.
Pendleton, D., and Furnham, A. F. (2016) Leadership: All You Need To Know 2nd Edition. Berlin: Springer.
Petriglieri, G., and Petriglieri, J. L. (2015) Can business schools humanize leadership?. Academy of Management Learning and Education, 14(4), pp. 625-647.
Porter, W. W., Graham, C. R., Bodily, R. G., and Sandberg, D. S. (2016) A qualitative analysis of institutional drivers and barriers to blended learning adoption in higher education, The Internet and Higher Education, 28, pp. 17-27.
Redmond, S., and Dolan, P. (2016) Towards a conceptual model of youth leadership development, Child and Family Social Work, 21(3), pp. 261-271.
Selladurai, R. (2014) Servant Leadership: Research and Practice: Research and Practice. UK: IGI Global.
Taylor, S. S., and Ladkin, D. (2014) Leading as craft-work: The role of studio practices in developing artful leaders, Scandinavian Journal of Management, 30(1), pp. 95-103.
Thornton, K., and Cherrington, S. (2014) Leadership in professional learning communities, Australasian Journal of Early Childhood, 39(3), P. 94.
Van Wart, M. (2014) Dynamics of leadership in public service: Theory and practice. UK: Routledge.
Wren, J. T. (2013) The leader’s companion: Insights on leadership through the ages. USA: Simon and Schuster.
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