Leadership and its models
Every firm requires a strong leadership for it to work effectively. Leadership is a trait which comes from within and it can also be acquired. Leadership in organizations is linked with the human psychology and also with the expert tactics (Varoglu & Varoglu, 2017). The leadership in organizations focuses on the growth of the skills of leadership and the capabilities which are apt all across the firms. This means that there is potential of the person for facing tough times in the firm yet grow within times. It also finds and differ the leaders from the managers. A leader must always have the capability for controlling the group of individuals.
The leadership of organizations is usually linked with dual focused management approach which works for the best of the individuals and the best for the group in the whole. It is the kind of an attitude and work ethics which gives power to the people working on any type of roles so that they can lead from the top, middle and the bottom of the firm (Krishnan, 2012).
The Authentic Leader is the one who always knows his or her values and then he acts on those values and leads accordingly. By being true for the values, a leader always displays a sense of authenticity and real behavior that rises up the credibility and at the same time also earns the trust of the followers. The model of this leadership involves 4 experimentally tasted and real constructs which makes Authentic Leadership different than others (P, 2015). Those 4 constructs are relational transparency, balanced process, self awareness and moral perspectives. This type of leader with huge self awareness always understands the strengths he posses and the weaknesses too (Amanchukwu, 2015). He is also aware of his impacts which he has on others through his behavior and communication. Relational transparency means that leader has the willingness to interact about his feelings in an open way with his followers. Balanced processing is the approach in which the usage of the objective data for making final decisions is done. The moral perspective helps the leader in self regulating the behavior by stopping the society and group pressures.
Authentic Leadership Model
Situational Leadership is also one of the models of leadership. This leadership focuses on the alteration of the level of the staff readiness for accomplishing particular tasks that depends on the desire and the competitiveness of the staff. Hence, as each employee differs in the desire and competitiveness for executing particular tasks, a leader is ought to make adjustments in the leadership style as a practice towards the readiness of the employee. The model of this leadership is arranged in 3 components which involves task direction by the leader, relation which a leader and follower possess and the task competitiveness of the follower and also confidence (Wart, 2008).
This leadership is more of a value oriented and ethical. According to Greenleaf in 1977, the leaders who are effective must overcome their self egos by fulfilling the requirements of their followers. As defined in Servant Leadership, the requirements of the followers of each leader is significant as compared with the needs of the leader and hence the leader should serve his or her followers in order to help them in achieving growth and success on both personal and professional front. From the perspective of the servant leadership, the followers must develop themselves and grow professionally and in order to achieve that they should be given the power by the leaders for leading and also to acquire servant oriented attitude while communicating with others. In addition to that, the servant leader must not get confused with the warden leader as their purpose is to content the internal and external parties by analyzing the requirements of their followers and other stakeholders (Lapina, 2016).
A New kind of leadership of 21st century is holistic leadership. The 21st Century functioning of the organization is kind of complex (Harper, 2012). As per Schien in 1996, the changing cycle of life of firm’s demands for 4 roles of leadership which helps the future leader in managing the complicated and dynamics of the firms. Schien suggested the role for the leader who is always expected to deliver energy and motivation to revive the energy in his followers.
A sociologist Max Weber in the year 1947 founded an extraordinary trait of Charisma that any influential and gifted leaders have for energizing and activating their followers. Though it is very clear that this leadership depends upon the personal trait that the leader possess but it does not specifies the psychological traits of the leader in charismatic leadership (Crossa, 2012).
Situational Leadership Model
There are a few points in Human Services that might impact the leadership in the firms. They are as follows:
Empowering Staff:
In Human Services, it is always significant that firms address more needs than just addressing the immediate ones and also take whole person approach for addressing the basic cause of the customer issues and then come up with new solutions. This requires all the leaders to work with freedom and in teams. People generally tend to work alone independently and not in teams. This is one of the factors which might impact on leadership (Packard, 2009).
Making Sure of Longevity:
In allowing solutions that are creative means giving up the control, leave things unclear, empower employees and to give them the independence of figuring things out and implement change. This might impact in the leadership as in this situation; the employees will have the power to lead (Badrani & Akil, 2015).
Strengthening Collective Partnerships:
In Human services, there is always strengthening done in between the communities. For this, the leaders of all communities should work together and collaboratively. Working together might create conflict in between the leaders as they all are different in their behaviors and leaderships (Khuong & Hoang, 2015).
Human services leaders need a wide range of skills to manage staff, organizational priorities and external relationships.
- Interpersonal Skills
- Analytical and Critical Thinking Skills
- Communication Skills
- Cross-cultural Understanding
- Human Resource Management
- Financial Management
- Marketing
- Project Management
- IT Management
There are 5 basic practices of Leadership which are applicable anywhere and also in context of human services.
- Model the Way: There are leaders who model the way and these leaders display two types of behaviors. They are clear with their values and they set many examples for the people and followers.
- Inspire the Vision that is shared: By identifying and envisioning the way for the followers and also by listing to others, the leaders can easily inspire the shared vision within other people. When a clear vision for the human services will exist, this industry will easily have goals in their mission and vision and this practice can help the firm develop and explore more and also grow more(Goode, 2016).
- Challenge the Process: New Challenges should be kept on coming and the processes that already exist in the system of the firm should also be challenged from time to time for the firm to grow and explore more.
- Give chance to others: By promoting the collaboration of working in teams and strengthening other people, the leaders and the firms can reach their goals easily. This type of leadership is also considered one of the best models in organizational leadership as it gives people the power to make their judgments and grow.
- Encourage and Motivate: Leaders should motivate other people to do well in their personal and also professional life. Not only leaders have followers but they have these values too which they should follow and grow and explore possibilities for people. A leader who creates opportunities for people and encourages them to lead is considered to be the best leader and this type of leader can make the firm grow further even more.
Conclusion
This report focuses on the leadership meaning and what exactly the leadership means in terms of the organization. There are various types of the models in leadership. Some of them are discussed in this report with their definitions and the duties of different types of leaders. Some type of leadership models are situational leadership model, Holistic Leadership Model, Charismatic Leadership Model, Servant leadership Model and Situational Leadership Model. There are 5 types of practices which the leaders must follow in order to make the firm grow. Such practices are also applicable in the human services. In the conclusion, it can be said that organizational leadership can lead an organization to lead and grow if good leadership is carried forward in that firm.
References
Amanchukwu, R.N., 2015. A Review of Leadership Theories, Principles and Styles and Their Relevance to Educational Management. Management, 5(1), pp.6-14.
Badrani, M.R. & Akil, S.M.B.S., 2015. Impact of shared leadership on human resource management, organizational behavior and job performance at Almadar Aljadeed Company Tripoli Libya. International Journal of Applied Research, 1(13), pp.720-25.
Crossa, S.E., 2012. A Leadership Model for the Research University. Social and Behavioral Sciences , 00.
Goode, T., 2016. 5 Practices of exemplary leaders. [Online] Available at: https://www.northeastern.edu/graduate/blog/leadership-skills/ [Accessed 3 September 2018].
Harper, S., 2012. The Leader Coach: A Model of Multi-Style Leadership. Journal of Practical Consulting, 4(1), pp.22-31.
Khuong, M.N. & Hoang, D.T., 2015. The Effects of Leadership Styles on Employee Motivation in Auditing Companies in Ho Chi Minh City, Vietnam. International Journal of Trade, Economics and Finance, 6(4).
Krishnan, V.R., 2012. Transformational leadership and personal outcomes:empowerment as mediator. Leadership & Organization Development Journal, 33(6), pp.550 – 563.
Lapina, A., 2016. A Review of Five Leadership Models. Pangaea Journal, 9.
P, C., 2015. Factors Impacting Leadership Effectiveness: A Literature Review. Arabian Journal of Business and Management Review, 5(156).
Packard, T., 2009. Leadership and Performance in Human Services Organizations. [Online] Available at: https://pdfs.semanticscholar.org/fab2/2334fc3093aac5af2c11aa3e16660940638f.pdf [Accessed 3 September 2018].
Varoglu, D. & Varoglu, K.A., 2017. INTERNATIONAL JOURNAL OF ORGANIZATIONAL LEADERSHIP A Critical Review of Implicit Leadership Theory on the Validity of Organizational Actor-National Culture Fitness. International Journal of Organizational Leadership, 6, pp.456-69.
Wart, M.V., 2008. Comprehensive Model of Organizational Leadership: The Leadership Action Cycle. International Journal of Organization Theory and Behaviour , 7(2), pp.173-208
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