Introduction To Leadership
Leadership is the procedure through which an executive can guide, influence as well as direct the behaviour and work of other people in the accomplishment of some goals in a particular scenario. Leadership is the potential of a manger for inducing the subordinates in working with zeal and confidence. Leadership is the ability of influencing behaviour of other people. It is even described as the potential of influencing a group towards the realization of some goal (Daniëls Hondeghem and Dochy 2019). The leaders need to establish future visions and provide motivation to the members of the organisation to want to achieve the visions. Leadership is the ability of persuading others for seeking defined objectives in an enthusiastic manner. It is the human factor that binds a group together and motivates it towards goals. Leadership is said to be an inter-personal procedure in which the role of a manager is to influence as well as guide the workers towards achieving the goals. It signifies some qualities to be present in an individual that cost of maturity, interest as well as personality. It is a group procedure, It comprises of two or more people in an interaction with one another. A leader is engrossed in providing shape to the group behaviour towards the accomplishment of the goals of the organisation (Oc 2018). Leadership is said to be a situational bound. There isn’t a best leadership style. It is all dependent on the way in which a situation can be handled. There are various definitions as well as meaning of leadership. This is because of the changes in the conditions of environment of the leaders. With the educational institutions in every level, different kind of organisations along with the one in the household, people need to put into the skills of operation leadership. But, the essentials of Leadership are similar for every leader in every position (Gardner et al., 2020). There are many differences in the condition of environment. The implementation of the capacities of leadership is reliable on the milieu as well as aggregate situations. It is significant that there are many differences in the required skills, job duties as well as roles, ways in which the issues are dealt with and the establishment of the terms and relationships between people. After there have been acquisition of an effective understanding in terms of the significance of leadership, there is a need of generation of awareness for the measures and approaches needed in bringing improvements. Various people who are in the leadership position in different companies normally have different point of view with respect to leadership.
Leadership and management can be seen as synonymous, but there is a huge difference in between the two of them. The main focus of leadership is on the interpersonal behaviour. It is generally linked with the enthusiastic behaviour of the followers. Leadership does not need to take place in the hierarchical structure of the company. In simpler terms it can be said that there are many people who function as a leader, without their role ever been developed or defined clearly (Gandolfi and Stone 2018). A leader is said to be a person who have enough influence of bringing a long-term change in the attitude and for making the change even more acceptable. It is mainly linked with the stimulation of the mind-sets of the people towards the implementation of the duties of job.
Leadership And Management
Management is the procedure of getting things done through and with others for the achievement are the desired objectives as well as goals. The management provides reaction to a particular scenario as well as establishes concern in the provision of solutions to the problems of short-term. Management is regarding related to people, working in the structured organisations along with the prescribed roles (Leithwood Harris and Hopkins 2020). The managers might not put into operation the functions of leadership in terms of individuals who are external to the organisation. The difference between management and leadership are signified in terms of different aspect which is creation of a schedule, development of a network for the achievement of the schedule, outcomes as well as execution.
While on the one hand, the managers lay down the structure as well as delegates authority as well as responsibility, the leaders offers the direction through the development of the vision of the organisation along with communicating it to the employees and providing inspiration for its accomplishment. The main focus of management is on planning, staffing, controlling, organising as well as directing, while the focus of leadership is mainly on directing the function of management (Shaturaev and Bekimbetova 2021). The main focus of the leaders is on listening, developing relationships, inspiring, persuading, and teamwork as well as motivating the followers. While authority is given to the leaders through their followers, a manager gets the authority through the virtue of their position in the organisation. While the managers follow the policies and procedures of the organisation, the leaders follow their own instinct. While the managers deal with the technical dimension, the leaders on the other hand follow their own instinct.
Great leaders make the development of leadership complicated. The sheer volume is extraordinary and the emergence of lessons which emerge from the experience of one leader might be completely inapplicable to the other. The complexity runs even deeper for the leaders of the business. With respect to the corporate world, effectiveness is dependent less on the traits of any one of the executive and more on the competitive challenges as well as legacies of the organisation (Eva et al., 2019). Distributed leadership is an analytical as well as conceptual approach of understanding the way in which the work of leadership takes place among the individuals and in context of complicated organisation. Even though established as well as mainly utilised in the educational research, it has now been applied to other domains, comprising of business units and also tourism. Rather than focusing on the characteristics of the individual leader or the traits of the situation, distributed leadership foregrounds the way in which actors engage in tasks which are stretched or spread all across the organisation. With the theoretical foundation in activity theory as well as distributed cognition, having a knowledge of leadership through a distributed point of view means seeing the activities of leadership as a situated as well as social procedure at the intersection of the leaders, situation and the followers. There was emergence of Distributed leadership in the early 2000 through sociological, anthropological, cognitive as well as psychological theories, most significantly, distributed cognition as well as activity theory, though even influenced through Wenger’s practice communities (Hartley 2018). It was conceived as analytical as well as theoretical framework for the study of leadership of school, the one which would explicitly emphasis on the way leadership was enacted in the schools as an activity stretched across the situational as well as social contexts. Distributed cognition rests at the intersection of sociology, cognitive science as well as psychology. It is important the theory that knowledge s well as the thinking with that knowledge are distributed across the situation, tools, context as well as other people. Leadership is the ability of persuading others for seeking defined objectives in an enthusiastic manner. It is the human factor that binds a group together and motivates it towards goals. Leadership is said to be an inter-personal procedure in which the role of a manager is to influence as well as guide the workers towards achieving the goals (Cheong et al., 2019).
Leadership In Context And Distributed Leadership
The task model relationship is a descriptive model of leadership that maintains that most of the behaviour of leadership can be grouped as performance maintenance or the relationship maintenances. Task oriented leadership is a behavioural approach where the leader concentrates on the task which needs to be carried out for meeting some goals or for the achievement of a certain standard of performance. Relationship oriented leadership is the behavioural approach where the main focus of the leader is on the satisfaction, motivation and the common well being of the members of the team. These are the two models which are generally compared as they are popular for comparing the different results in different situations. The leaders who are relationship oriented are focused on providing support, providing motivation as well as developing individuals of their teams along with the relationship within (Oberer and Erkollar 2018). This style of leadership provides encouragement to good leadership as well as collaboration through increasing positive relationship as well as good communication. The leaders who are focused on relationship gives priority to the welfare of all the individuals in the group and will offer effort as well as time in meeting the needs of people of ever person involved. This might consist of the offerings like the bonuses, provision of mediation for dealing with certain conflicts, having some more casual interactions with the members of team for learning about their weakness and strengths, developing a non-competitive as well as transparent environment of work, or just leading in a personable or encouraging way. The advantage of the relationship oriented leadership is that the members of the team are in a setting in which the leaders care about the well being. The leaders who are focused on relationship understand that developing positive productivity needs a positive environment in which people feel driven. Private fights, job dissatisfaction, resentment as well as boredom can seriously decrease productivity so the leaders of these kinds put the people first for ensuring that a problem as such stays minimum. Along with it, the members of the team might be more willing to take up risks as they know that leaders will offer them the support which is needed by them (Fernandez and Shaw2020). The disadvantage of this type of leadership is that if it is taken too far, the establishment of the team chemistry might detract from the real work along with the goals in hand.
Whenever people think of power, they immediately think of the control which is exerted through the high-level leaders from their position atop the hierarchy of the organisation. But there is extension of power far beyond the formal authority which comes through a title. Leaders at all the levels have accessibility to power, but the power goes underused or not recognised (Al Khajeh 2018). Following is the list of powers that can be exerted by the leaders:
- Power of position- It is the formal authority which derives from the title of a person or the position in a group or an organisation.
- The power of charisma is the impact that is generated through the style or persona of a leader.
- The power of relationships is the impact that the leaders get through their formal as well as informal network both inside as well as outside of their organisation.
- The power of expertise is the impact which comes through the development as well as communication of specialised knowledge.
- The power of punishment is the potential of sanctioning people for failure for conforming to the expectations or the standards.
- The power of rewarding others is the ability of recognising or rewarding people for following the standards or the expectations.
The leaders can turn out to be more effective when they focus on the power of relationship as well as the power of information and at the same time develop their other available power bases. The potential of using the power of relationship will be compromised of the leaders are not connecting with the correct individuals (Ospina et al., 2020). Thus, identification of the people through whom there is a need of establishment or development of relationship along with the investment of energy as well as time into the present relationship, the leaders should seek to understand other in a better way as well as acknowledge the needs of other people for building social capital needed for influencing others at present and also in the future. If the leader is the central node or the conduit of information, they must remember that keeping information to them can have negative impact. The leaders should share the information broadly and also with integrity. The leaders do not want to be perceived as hoarding information for their personal gain (Samimi et al., 2020). The leaders who are focused on relationship gives priority to the welfare of all the individuals in the group and will offer effort as well as time in meeting the needs of people of ever person involved.
Followership And Relational Leadership
When the organisations choose their leaders, their main intention is to bring someone on board, a person who can enhance productivity as well as the bottom line. There are many traits that can be help in the attainment of these results. Following are some of those traits:
Truthfulness- there cannot be survival of leadership on falsehood. These kind of leaders will be exposed at certain point. Therefore, growing the performance of the employees means not skirting around reality. The employees need a candid as well as truthful assessment of their work.
Sincerity- Sincerity is very close to truthfulness. A caring attitude comes in hand with sincerity. Caring should not be confused with being soft (Alvesson and Einola 2019). It is fine to raise the bar of performance for setting certain expectations and for holding people accountable for achieving them.
Integrity- the leaders who show integrity with their decisions as well as actions will grow the performance of the employees and at the same time, help them in growing their own potential.
The culture of leadership is significant for the development of the culture of organisation. the culture of leadership is the way in which leaders interact with each other and their members of the team. It is the way in which the leaders function, communicate as well as make decisions. It is all about the daily environment of working, their interactions, values, behaviours as well as beliefs. It is very important for the leaders to understand the role in providing a shape to the culture of the organisation and at the same time, organisations must make efforts for helping in the development of their leaders (McCauley and Palus 2021). Effective development of leadership goes far beyond the training classes, adding on the structure of organisation or even finding out the correct cultural fit at the time of hiring some new leaders. There is a tremendous impact of a leader on the culture of an organisation. They set up the agenda, give priority to the work, lead, and delegate as well as manage. Strong leaders offer a sense of mentorship, inspiration, vision as well as purpose to the ones they lead. The diverse workforce of the present era is reshaping things that mean to achieve personal as well as professional success.
It will consume approximately 108 years for closing the aggregate international gender gap, as per the World Economic Forum’s 2018 report on gender gap. A person will not have to look far for seeing the real world inequalities that is reflected in the statistics. Closing the pay gap all across the world as well as achieving equal participation in their workforce could increase the size of the economy of the world. The organisations that have diversity of gender in leadership outperform their less diverse friends. The main benefit of having a diverse force of work are the likely increase in creativity as well as innovation along with some deeper potential pool of talent as well as more balanced process of decision making. Gender and diversity has been a major focus in the area of studies of leadership for a good time now and the considerations of gender along with diversity have emphasised on similarities as well as differences between the female and the male leaders and pondered the relativity of diversity in the groups as something that has to be enhanced by the leaders. The emphasis on gender particularly has at present taken more critical turn in which the stereotypical views of the male/female as well as masculinity/femininity have been questioned and gendered representations in the theory of leadership as well as discourse have been problematized. One of the most common questions in leadership is that if there is a difference between a male and a female leader and if there is then what is the difference. At the starting off the field of the organisational leadership, there was a theory of great man and with it, the main focus is what can be learnt through great male leaders in the history. It is said that the female leaders do not fall in the stereotypical assumptions of the feminine versus masculine behaviours of leadership. Gender also has an important role in explaining the roles of leadership as well as determining the quality of services in a company. It is the social characteristics of men and women that range from relationship as well as norms to roles. When the firms select their leaders, their main intention is to bring someone on board, a person who can enhance productivity as well as the bottom line. There are many traits that can be help in the attainment of these results.
Leadership identity is the presence of the leader in the work and in around the world. This is with respect to the physical as well as mental presence, attitude of the leaders, their readiness of taking up new challenges and making an impact. Leadership Identity drives the decision of people towards the big picture role of leadership. In the 21st century world of business, the individuals who make a difference are not the ones who enhance the bottom line. The emphasis has been on the people who can increase the sales, hut there has been changes in this. The thing which matters the most is concentrating on the leadership as well as self awareness. Effectiveness is vital but success is no longer just about the process and the outcomes. It is even about the individuals who are involved. The people who have self awareness of intentional, strong identity can lead them for overcoming hindrances in their own lives so they can lead other people in the organisation towards success.
Language is said to be a communication system, it is the significant link between the developed present along with the uncreated future. It can be said to be the glue which binds reality into results. Strong leaders offer a sense of mentorship, inspiration, vision as well as purpose to the ones they lead. The diverse workforce of the present era is reshaping things that mean to achieve personal as well as professional success (Gardner et al., 2020). For the leaders, language is the vehicle of making decisions, solving conflicts, enacting practices, calculating results as well as sharing creativity as well as innovation. Just like any other language, the leadership language has to be learned, practiced as well as honed. The roots of the language are the logos, pathos as well as ethos. These can be thought of as open mind, open will as well as open heart. Language has the power of bringing in a lot of changes. It can affect or even break a person. The understanding of the roots of language helps in understanding the way in which people listens, hear as well as understand language. Learning the language of leadership is in sense like doing the makeover of an entire person. The words of a leader can educate other people on what their personality feel or thinks of a specific topic (Mango 2018). It even sets the tone for the things which are acceptable or even expected for other people to think as well as feel.
Ethical leadership is the kind of leadership which demonstrate as well as promote normatively proper conduct by personal actions as well as interpersonal relations. Ethical leadership can be defined as putting individual into the management as well as leadership positions who will take care of the promotion and be an example of proper as well as ethical conduct in their actions as well as relationships in the place of work. Ethical relationship is vital for many reasons. It is significant for the employees, company as well as customers as whole. Ethical leaders can boost up the morale of their employees as well as help them in feeing excited about management as well as their work. It can help in increasing positivity as well as collaboration in the organisation and make people happier to be at work. In the long term, the ethical leaders can prevent a company scandal, ethical issues as well as ethical dilemmas (Al Saidi et al., 2020). It can aid companies in gaining more partnerships as well as customers which can result in more money at the end of the day.
Unethical leadership is the behaviour carried out and the decisions made through the leaders of the organisation which are not legal or violate the morale standard and the ones that impose structures as well as processes which promoted unethical conduct through the followers. The appearance of unethical leadership can be in a huge variety of forms and happens for different reasons. At times, unethical leadership is motivated through greed and includes causing harm to other people more making more profits. Unethical leadership are giving different names such as toxic leadership, abusive supervision, supervisor undermining as well as tyrannical leadership. These kinds of leaders are manipulative, oppressive, abusive as well as calculatingly undermining. The unethical leadership transcends beyond the own behaviours of the leader. In seeking for the accomplishment of the goals of the organisation, leaders can promote corruption as well as unethical acts in their organisation.
Aesthetic leadership is the way in which artists along with other Aesthetic workers carry out the function of leadership in groups, culture as well as communities, generally outside developed positions of authority. It is important the theory that knowledge s well as the thinking with that knowledge are distributed across the situation, tools, context as well as other people. Leadership is the ability of persuading others for seeking defined objectives in an enthusiastic manner. It is the human factor that binds a group together and motivates it towards goals. Leadership is said to be an inter-personal procedure in which the role of a manager is to influence as well as guide the workers towards achieving the goals. Aesthetic leadership connoted achievement beyond the insularity of the specific Aesthetic fields like the arts of literature through getting the attention with a wider cultural or political arena. Aesthetic leadership is a promising approach in leadership. Two recent movements in leaderships, the inclusion of the followers in leadership models along with the exploration of the subjective leadership qualities make examining Aesthetic point of view in leadership particularly timely as well as attractive. The leaders set up the agenda, give priority to the work, lead, and delegate as well as manage. Strong leaders offer a sense of mentorship, inspiration, vision as well as purpose to the ones they lead. The diverse workforce of the present era is reshaping things that mean to achieve personal as well as professional success. The emphasis has been on the people who can increase the sales, hut there has been changes in this. The thing which matters the most is concentrating on the leadership as well as self awareness. Effectiveness is vital but success is no longer just about the process and the outcomes. It is even about the individuals who are involved. It is all about the daily environment of working, their interactions, values, behaviours as well as beliefs (Alvesson 2020). It is very important for the leaders to understand the role in providing a shape to the organisation and at the same time, organisations must make efforts for helping in the development of their leaders. Effective development of leadership goes far beyond the training classes, adding on the structure of organisation or even finding out the correct cultural fit at the time of hiring some new leaders.
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