If these factors were all high or all low, it was determined that a task-centered leader would be most effective. In the 21st century, the study of leadership will be increasingly collaborative as researchers from multiple disciplines tackle the questions outlined above. The second step is an expert’s assessment of the leader’s strengths and weaknesses. Browse other research paper examples for more inspiration. As a form of leadership development, there are several advantages to mentoring. The list of traits associated with effective leadership is extensive and includes personality characteristics such as being outgoing, assertive, and conscientious. As organizations have become leaner and more dynamic, new leaders have described a transition that gets more difficult all the time. They emphasize the importance of purpose, commitment, and ethical decision making. The great man concept suggested that leaders possessed special traits or characteristics that allowed them to ascend above others and enhanced their ability to be leaders (Hollander and Offermann 1990b). From this data, John Hemphill (1950) quantified 150 behavior descriptors that were incorporated into the Leader Behavior Description Questionnaire (LBDQ), which is still used as a measure in leadership research. Get discount 10% for the first order. As a  result,  later researchers erroneously concluded that personal traits and attributes alone could not be used to predict future leadership success. They also possess the technical expertise to understand what their followers must do. 2000). At this stage, it is clear that perceived similarities between the leader and follower become important. When . A vertical dyad linkage approach to leadership in formal organizations. 205–282). Bad leadership: What it is, how it happens, why it matters. This practice has become very popular and is currently used by virtually all Fortune 500 companies. Authoritarian leaders have to direct on the visi… Paper Masters > Research Paper Topics › Hoboken, NJ: Wiley. As Napoleon once said, “Leaders are dealers in hope.” Although the idea of charismatic leadership goes back as far as biblical times (“Where there is no vision, the people perish”—Proverbs 29:18), its modern development can be attributed to the work of Robert House. Ask NOT “How do leaders and followers differ from one another?” but “How can leadership models be reframed so they treat all members of a group as leaders and followers?” Although it is clear that to be a leader requires that you have followers, it is equally true that most leaders are at times followers and most followers are at times leaders. The leader sets challenging goals and encourages subordinates to attain those goals. Model the behaviors you want followers to adopt. 277–307). Inspirational motivation leads to internalization. Culture, leadership, and organizations: The GLOBE study of 62 societies. Weber proposed that charisma can occur when a leader with certain qualities emerges during a crisis to propose a new vision (Weber 1946). Some examples of the type of questions that should be asked are “Do I have enough information to make a decision? Carbondale: Southern Illinois University Press. Research suggests that leadership emergence is an orderly process that reflects a rational group process whereby the individual with the most skill or experience or intelligence or capabilities takes charge. The notion of leadership “connotes images of powerful, dynamic individuals who command  victorious armies, direct corporate empires from atop gleaming skyscrapers, or shape the course of nations” (Yukl 2002, p. 1). The failure of this approach to recognize the importance of the situation in providing clear distinctions between leaders and followers with regard to their traits caused many scientists to turn their attention elsewhere. According to implicit leadership theory, a leader’s  behavior will not  be effective unless the person is perceived as a leader (Calder 1977). Psychological Bulletin, 90, 307–321. Some theories take a contingency approach that suggests that a leader’s effectiveness depends on the situation requiring leadership. The need for achievement is manifested in the desire to solve problems and accomplish tasks. Situational factors beyond the control of the leader often affect the outcomes of any group effort. In the future, leadership is likely to become more group centered as organizations become more decentralized. Hackman, J. R., & Wageman, R. (2007). Still other theories examine the relationship between the leader and his or her followers as the key to understanding leadership. Charismatic and transformational leadership theories  have  turned  out  to  be  the  most  frequently researched theories  since the  early 1990s  (Judge  and Piccolo 2004), with the accumulated research showing that charismatic and transformational leadership is positively associated with leadership effectiveness and a number of important organizational outcomes across many different types of organizations, situations, levels of analyses, and cultures (see Avolio, Bass, Walumbwa, and Zhu [2004] for a summary of this literature). 1993. In contrast to this, Hegel, Marx, and Durkheim suggest that there is a tide running in human affairs, defined by history or the economy, and that leaders are those who ride the tide. Leaders communicate high expectations, express important purposes in easy-to-understand ways, talk optimistically and enthusiastically about the tasks facing the organization, and provide encouragement and meaning for what has to be done. Whereas leaders, be they navy admirals or football coaches, receive credit or blame for the activities of their followers, success or failure is often the result of external forces: the actions of others, changing technologies, or environmental conditions. A meta-analysis by Indvik (1986) is generally supportive of the theory. This kind of feedback can be useful in identifying areas in need of improvement. Supportive leadership. These implicit theories also guide members in their evaluations of the leader’s effectiveness. The strength of the technique is that it provides differing perspectives across a variety of situations that help the leader to understand the perceptions of his or her actions. Trait theories suggest leaders are selected based on their personal characteristics, whereas interactional approaches examine the joint effects of the situation and the leader’s behavior. The Journal of Research on Leadership Education (JRLE) provides an international venue for scholarship and discourse on the teaching and learning of leadership across the many disciplines that inform the field of educational leadership. Vroom, Victor , and Philip W. Yetton. Yukl (1998) pointed out that when subordinates perform poorly, leaders tend to be more task oriented, but when subordinates perform well, leaders are more person oriented. A major goal of the project was to develop societal and organizational measures of culture and leader attributes that were appropriate to use across all cultures. A mentor is usually someone older and more experienced who provides advice and support to a younger, less experienced person (protégé). Introduction to Management: Management Theory Planning is a task that has long been associated with the role of management. Based on argument, the effective leadership is important and does effect on organizational outcomes. Leadership. In this phase the pattern established by the leader and member becomes established. American Psychologist, 62, 2–5. Some of the more  recent  definitions  focus on  influence,  collective understanding, effectiveness, and facilitation: The common thread in the majority of definitions is that leadership is an active process of one person exerting influence over one or more other persons toward a common goal or objective. behavioral, trait, or contingency theories) (Avolio, Reichard, Hannah, et al. Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. In a speech given at the University of Maryland, Warren Bennis said, “[A] leader has to be able to change an organization that is dreamless, soulless and visionless…someone’s got to make a wake-up call. “Can You See the Real Me?” A Self-based Model of Authentic Leader and Follower Development. Like all forms of assessment, 360-degree feedback is only useful if the leader is willing and able to change his or her behavior as a result of the feedback. From  interviews with  subordinate employees or  “followers,” they recognized two  general styles: production-oriented and employee-oriented. Journal of Applied Psychology, 87, 765–780. The answer is none of them is uniformly preferred, and each process has different costs and benefits. If you need a thorough research paper written according to all the academic standards, you can always turn to our experienced writers for help. Participative leadership. Instead, the relative effectiveness of these two elements often depended on the context of the task. When you have selected the subject, do not detract from it throughout the whole work. Great leaders of the past do seem different from ordinary human beings. Path-goal Theories of Leadership: A Meta-Analysis. Avolio, Bruce , and Jane M. Howell. (2007). Another theory that addresses the relation between leadership style and the situation is path-goal theory (House, 1971). Avolio, B. J. 2000. Leadership And Leadership Of Leadership 877 Words | 4 Pages. Cultures differ in their preferences for these styles. 1973. Power and Leadership in Organizations: Relationships in Transition. Question 1. He or she should honor the insights and knowledge of others, believing that one can learn from everyone. People in these cultures often fear that leaders will acquire and abuse power and as a result substantial restraints are placed on the exercise of leadership. Sample Research Paper on Leadership in Business A transactional leader pays more attention to the leader and therefore the subjects are paid in terms of their compliance and effort. In this stage, both the leader and member discover how the other wants to be respected. Idiosyncratic credits are often defined as a tit-for-tat exchange. Leaders are believed to set smart goals for the subordinates and empower them enough to achieve the organizational goals. (1998). ), Handbook of psychology: Vol. Transactional leaders are controlling and paternalistic, making the leader be solely responsible for worker job satisfaction and high staff turnover (Benjamin, 2017). Job Resignation as a Function of Role Orientation and Leader Acceptance: A Longitudinal Investigation of Organizational Assimilation. In. Miller, Katherine , and Peter R. Monge. (1981). Shelley Kirkpatrick  and  Edwin Locke (1991) found that successful leaders’ traits include drive, the desire to lead, honesty and integrity, self-confidence, cognitive ability, and competence. (1990). Captured in the situational leadership approach are the quality of relationships, tasks, and activities to be performed, perceptions of the leader based on history, the motivation of both the leader and the follower, and personal characteristics influencing the situation. Zaccaro, S. J. The relation between LPC scores and group performance is complex, as can be seen in Table 68.3. Followers as Partners: The Best Evidence of Good Leadership. Vroom and Jago (2007) suggest that the importance of the situation is based on three factors: the limited power of many leaders, the fact that applicants for leadership positions go through a uniform screening process that reduces the extent to which they differ from one another, and whatever differences between them still exist will be overwhelmed by situational demands. View Leadership Style Research Papers on Academia.edu for free. (2004). Ethical leaders stimulate followers to think independently and to question the leader’s views. More importantly, understanding the effects of the nature of the task should influence how leaders behave. Leadership and management often go together and as such dissertation topics in leadership and management correspond to both aspects. It was not until the publication of a meta-analysis by Robert Lord, Christy de Vader, and George Alliger (1986) that such traits as intelligence and personality regained favor with leadership researchers. For example, Bernard Bass and Ralph Stogdill’s definition of leadership does not fully account for hierarchical structures, and T.  Owens Jacobs and Elliot Jaques’s definition does not address the interactive nature of leadership between a superior and a subordinate. Overall, the successful employment of the idiosyncrasy credit exchange leads to legitimacy in shaping the perceptions of subordinates. Special offer! This, and not much else, is the essence of leadership.” In the special issue of the American Psychologist devoted to leadership, Warren Bennis (2007) suggests that the four most important threats facing our world today are these: (a) a nuclear or biological catastrophe; (b) a worldwide pandemic; (c) tribalism and its cruel offspring, assimilation; and (d) leadership of our human institutions. The first step in grid training is a grid seminar during which members of an organization’s management team help others in their organization identify their management style as one of four management styles: impoverished management, task management, country-club management, and team management. Hollander (1958) explained that leadership was a social exchange transaction between leaders and followers where “legitimacy” was the currency of the exchange. Modern theories have sought to explain these challenges. The process of managing teams and ensuring their effectiveness requires the presence of the leader who can motivate and provide a vision for their subordinates. Finally, transactional leaders tend to adopt a laissez-faire approach by avoiding the need to make hard decisions. The second stage is role making. This sample leadership research paper features: 7900 words (approx. Green, G., and T. R. Mitchell. In their model, they depicted task behavior and relationship behavior as orthogonal dimensions. Authentic Leadership Development: Getting to the Root of Positive Forms of Leadership. Question 5. In. Transformational and Transactional Leadership: A MetaAnalytic Test of their Relative Validity. 4, pp. Hollander, Edwin P., and Lynn Offermann. They also promote a vision that aligns with their follower’s needs and aspirations rather than with their own personal vision. White, Susan , and Edwin A. Locke. Earlier, Daniel Katz and Robert Kahn (1966) had attempted  to identify general styles of leadership. Of Fiedler ’ s ( 1946 ) notion of a new leader is building trust successful employment of the ’!, psychologists developed intelligence testing to measure individual differences in social behavior: a SelfConcept theory. 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