Leadership is the ability of a person in charge of others or a specific group to provide guidance and direction to those that he or she commands. The group works with a common objective in mind. In executing leadership roles, the person in charge does not only depend on his or her ability to give direction, but also depends on social control. Social influence goes beyond individual effort to the engagement of the subjects in the accomplishment of a given task. At most times, leaders assume the support of the people they are leading. However, success in leadership depends on others, as well; the ability to organize people and have them working towards attaining common goals (Draft, 2014). Considering the preceding argument, the expectation of leadership depends on efficient administration. Therefore, it becomes worth considering the effectiveness of the person in control. For leaders to be effective, a number of elements are considered. While there are several theories put forward to explain the aspects, the factors themselves contribute a great deal. Traits, behavior, values, vision, authority, situational interaction, as well as intelligence, make part of what determines an excellent leader.
An Effective Leader
People have made several adages regarding leadership. One of such sayings is the familiar statement, “Great Leaders are not made, but born”. As much as a better leader can gain skills through everyday experience, there is some truth in the innate factor of leadership. Nevertheless, any leader, irrespective of whether born or made, can improve into that inordinate manager through learning how to become more relevant given careful observation and hard work Deal, Stawiski, Gentry & Cullen, 2014). There are common traits that leadership in any field can apply to achieve common goals. These characters are possible through knowledge and practice.
Counting On Self-Assessment
An effective leader should occasionally find it essential to check on his or her strengths and weakness. Having information on weaknesses helps an exceptional administrator delegate to the juniors who have the abilities part of his or her duties. This goes a long way to achieving common objectives in an organization. Such juniors complement the skills of seniors as opposed to supplementing them. What is more, identification of weaknesses helped the concerned person to find a formula on working on them for improvement. Moreover, recognizing weaknesses does not make one less of a leader, but a human being. On the other hand, acknowledgement of strengths helps one to specialize in those skills to deliver the best and increase productivity (Howell, 2012).
Responding To Others Needs
The person is commanding others ought to be perspective so that he or she can explain the needs of other people and react to them accordingly. Different teams have varying needs. While others may treasure honesty over creativity, others can value communication rather than an organization. It turns out an easy task making very steady them when you understand every team member’s values and objectives. Notwithstanding, coercion, domination and manipulation may not persuade others to follow suit. In fact, those that consider the consent of other people quickly become effective leaders (Llopis, 2014). They put their self-interests aside and act for the sake of others interests.
The Ability of Sharp Perception by Observing Others’ Behavior
Effective leaders have a clue as to how others perceive them. They maintain a proper communication with their teams as well as their peers. Thus, they understand how other people perceive them through the way they behave. A keen leader will watch the behavior of his or her team members and peers, and know if such people are comfortable having them around. It is like a kind of feedback that an exceptional manager should strive to extract from others. To facilitate easy feedback from team members and colleagues, create an environment that encourages honest and good communication among people (Markwell, 2013). Consequently, the ability of sharp perception will allow a person identify his or her desirable qualities and areas for improvement, as well.
Knowing a Team’s Goals and Objectives
An outstanding leader recognizes the goals and objectives of the organization he or she controls. As such, he must also tell the strategies set to achieve them. They identify the role every team member plays to thrive. Knowing all these even makes the decision-making process easy and fast. Good leaders also act as role models to the rest of the group by completing their assigned tasks efficiently (Voight, 2014). In addition, doing so serves as a motivation to the whole group.
Theoretical Foundation of Leadership
The leadership of the tyrants, saints, dictators, and the revolutionists serve as the pillars for the theoretical foundation of the leadership theories. Leadership theories are critical in boosting our understanding of the varied roles that individuals play in the shaping of the organization (Clegg et al. 2008). Leadership is considered as both the character trait and a relational concept through which one person influences others (Katz and Kahn, 1978). Over the years, many varied leadership theories have developed with some gaining more popularity and acceptance as compared to others. The following discussion is going to look at the various leadership theories and their application in the real life.
Path Goal Theory
Some of the contemporary theories on leadership purports that leadership is all about adaptability and flexibility to the dynamic circumstances and situations. This group holds that effective leadership does not originate from the behavioral traits only but primarily depends on the situational context in which a potential leader might be. The context or situation as it is referred/called stems from the nature of the work that a leader is carrying out, external social-economic environment and the internal environment and culture that the organization might find itself in (Fiedler, 1994). Path-Goal Theory of leadership is a proponent this school of thought. Robert House put it forward, and it has since been widely studied and researched on the field of leadership (House, 1996).
According to the Path-Goal theory, effective leaders can motivate their organizations/teams by helping them to realize their expectations and needs could be achieved through the performance of their job and roles. As they strive to achieve their objectives, they get closer to the fulfillment of their expectations and needs. The Path-Goal theory further emphasizes that apart from the provision of the psychological support to the group, effective leaders should be able to provide the right infrastructure, information and technical support to do their various jobs. Path-Goal theory defines four distinct leadership styles- participative, directive, achievement oriented and supportive (Clegg et al., 2008).
- Directive Style
A leader adopting the directive style uses the stick and carrot policy whereby the achievements are usually rewarded, and failures punished. The method is widely regarded as a very task oriented one. A leader under this leadership style should lay in a place clear strategy in order to achieve the defined goals.
- Supportive Style
A supportive leadership style under the Path-Goal theory defines a leader as the one who takes into consideration the physical needs and psychological needs of the team, while at the same time taking into account their personal goals and aspirations.
- Participative Style
Under the Path-Goal theory participative style of leadership is about the seeking the input of the staff members in the decision-making process whereby strategies are defined and goals set.
- Achievement- Oriented style
It emphasizes the achievement of the goals. According to the Path-Goal theory, this method demands a high commitment level in order to achieve personal and organizational levels of achievements.
The Path-Goal theory holds that no one style of the leadership is effective in all situations. The style of leadership is applied based on the circumstances and situation (context) in which the leaders find themselves. Path-Goal theory has gained popularity due to its inclusivity of both the internal factors i.e. ability and personality of the group being led.
Transformation Theory
Transformation leadership theory is one that has a relatively recent approach (Clegg et al., 2008). Leadership expert, James M. Burns, first put it forward. Later Bernard M. Bass developed it. The leaders that practice transformational leadership style usually attract their followers trust and admiration. According to Bass, transformational theory has four varied parts (Bass, 1985).
- Intellectual Stimulation
Transformation leadership is about encouraging creativity and innovation while challenging the way that things are done (status quo).
- Individualized Consideration
Transformational leaders usually offer guidance and support to their followers. They prefer openness in the communication process to encourage the sharing of the ideas. They recognize the individual contributions of the followers towards the development and formation of the ideas and in return, respond to the individual needs while ensuring they are included in the transformation process.
- Inspiration Motivation
Transformational leaders often offer a clear vision to their followers. These leaders usually imbibe confidence passion to their followers in helping them to experience the same motivation and passion that the leaders feel themselves.
- Idealized Influence
Transformational leaders usually lead by examples making it easier for followers to follow their example effectively.
Transformation leadership is a relations-oriented theory of leadership (Clegg et al., 2008). Even as the name suggests transformational theory is about the change and that leaders who embrace this theory majorly lead initiative in an organizational setting. Since transformational leadership is all about change, this approach faces challenges especially when an organization is not undergoing change effort.
Transactional Leadership Theory
The theory holds that people are mostly rewarded by punishment and reward. The theory stipulates that the sole aim of a follower is to follow or do what the leader has ordered him or her to do. Transactional leader is regarded as being more of the selling style than the motivating style. The leader in this context works by ensuring that his or her group of followers have understood what is expected of them, and the rewards that the can get if they execute the orders well. However, disciplinary measures are used in case a follower fails to do what he or she is required.
Trait Theory
This theory originated from Thomas Carlyle’s Great Man theory. The proponents of this theory are often individuals that maintain that the leadership role is innate. The traits models of leadership have an essential assumption that its personal characteristics that cause the effective leadership. It links the following traits with leadership, honesty, integrity, intelligence, self-confidence and job relevant expertise and experience. Many of the traits are often because of the knowledge and skills rather than the personality traits. However, the theory holds that effective leaders need not possess all of the aforementioned traits and instead the traits are regarded as the modest part of the story.
Contingency Theory of Leadership
The theory says that leaders usually focus on the different variables especially when determining the conditions for the entire organization and that no specific style is best suited for all the situations. The leader’s effectiveness depends on the “fit” between the situation and the leader’s behavior. Several models have been put forward to explain the contingency theory. They include Fielder’s Model, House’s Path-Goal Model, and among others.
Social Exchange Leadership Theory
The argument revolves around a relationship that involving give and take (Green and Uhl-Bien, 1995). It describes the entanglement of the followers, leaders, and the relationship between the two as a necessary ingredient in the creation of a successful group. George Homans, Richard Emerson and Peter Blau are the three main proponents of the Social Exchange theory. The theory demonstrates itself especially in the context of the team-oriented projects. The leader in this category sets the objectives or goals as well as laying planning properly on how to achieve the goals.
Behavioral Theories
Blanchard and Hersey have discussed behavioral theories. They have discussed The Managerial Grid and the Ohio State Leadership Quadrants. The basic assumption under this theory the key ingredient to the effective leadership is behaving in particular ways. There is always one best way to lead. The Managerial Grid has five main different types of the leadership that the Ohio State Leadership Quadrants identify. These are usually based on the task or production and the concern for the relationships or people.
The production interest falls on the horizontal axis, and the people care falls on the vertical axis. Consideration is taken into account when a leader is acting or behaving in a supportive and friendly manner towards his or her followers. The leaders initiate the structures and lead the followers in achieving the organizational goals. The consideration is about people-orientation, and the initiation of the structure is usually the task orientation.
Application of the Leadership Theories in Real Life
A successful organization usually has one primary attribute that separates it from the unsuccessful organizations active leadership and dynamic (Hersey, Blanchard, and Johnson, 2008). Leadership is the process of influencing the individual or group towards the realization of the achievement of goals in different situations (Hersey, Blanchard, and Johnson, 2008). The education sector has undergone a sustained period of restructuring and reform (Razk and Swanson, 2010). The changes have been greatly attributed to the leadership theories that have been implemented to achieve sustainable success in the industry. The combination of various leadership theories depending on different situations is essential to the realization of the best results.
More often than not, leadership has been associated with charisma, ambition, morality, intelligence, and efficiency (Goethals, 2004). Proper leadership is a function of good strategy, actions, and results. However, this may not be the case in everyday life. The society often expects more than it gets from the people in leadership. This is mainly because different societies relate to leadership in different ways. The society tends to define leadership based on the examples of leaders they have within their systems.
In leadership, every leader has flaws. This has contributed largely to their failure to illuminate ideal leadership. Great men and women have often been identified by focusing so much on their positives. Their shortcomings such as dishonesty and lack of loyalty are taken off the limelight. We are made to ignore bad traits in our heroes either or look at them with much bias. The society tends to separate the good traits from bad ones
Real leadership is concerned with the transformational leaders. This is where the leaders establish a climate of trust where visions are shared among the leaders and the people (Bass, 1985). It is very rare in the real world to find a leader who has these qualities. Although they do exist, some are more concerned with their affairs other than the communal affairs. Behavioral leadership theories, on the other hand, suggest that leadership as something that is learned rather than something that someone is born with. It portrays leadership as something that begins at a tender age from childhood through to adulthood.
According to this theory, there are four styles of leadership. Focus on work leadership involves leaders organizing people completing their tasks most efficient way. Direct leader makes a decision without giving room for subjects’ opinion.
Theories of organizational leadership and management suggest that individuals tend to operate most efficiently when their needs are satisfied. Focus on people style of leadership explains this much better. This is where leaders ensure that workers needs are met since they put more effort into getting work done when their needs are satisfied.
The final type of leadership according to this theory is participative leadership. This is where the leader obtains input from others to make a decision to benefits everyone. Based on this theory, a leader cannot choose any particular form. The environment, work and the nature of people determine the method to use. The goal of effective leadership has matured and shifted from the concepts of scientific management theories. Leaders are now involving their followers in activities that pertain to the attainment of organizational goals.
Leadership and management are almost one and the same thing. Proper leadership should be in a position to plan, coordinate, organize, and make a decision for the society. Management is believed to be in need of practices based on accurate understanding of human nature and motivation (Wu, 2013). It entails bringing people together in pursuit of a common goal such as development. It should be able to make the society coexist well. This does not happen in reality as the leaders do not involve the people a lot on the decision-making.
Leadership should be all about sacrifice and devotion. The onset of leadership dates back to the time when the people in power were the only ones to lead. Kings would rule over the land and had the ability to make decisions that would have an impact on the fate of their kingdoms. Whenever a conflict came up, the person in power would devote himself to solving the issues at hand. Without a leader, things would fall apart.
Selflessness is a virtue that every leader should have. A good leader should have the interest of the community at heart. This is the reality as far as leadership is be concerned. It should be the basis upon which leadership if founded. However, what happens in real life is almost the opposite of this. Most leaders get into leadership positions to protect their interests. They seem to be self-centered more than they should be selfless. Trait leadership theory suggests that leadership is based on an individual’s traits (Goethals, 2004). It is believed that, and individual is born with a particular unique character that will enable him to lead. According to this theory, a leader should have different traits that enable him to deal with different situations at different times whether in war, company or even family.
Leadership is paramount to every society. Leadership is a component that holds the society together. Without leaders, the society would grumble. However, of most importance is the ability of a leader to know which trait or leadership style to use in any given scenario. Great leaders must make judgments based on facts obtained from information. They should also be able to transform that information into action in the most effective way that leaves the whole community satisfied. However, leadership practice has failed due to the people in leadership positions not there for the society.
Conclusion
According to the aforementioned facts, leadership involves both the leaders and the subjects. Leaders who seek the consent of team members become effective as opposed to those that consider their self-interests. Effective leaders respond to other people’s needs and have a sharp perception of what others think of them. Therefore, they often do self-assessment to ascertain their weaknesses and strengths. Besides, exceptional leaders will tell their teams’ goals and objectives. They are willing and ready to work towards them. Several people have put forward theories that form the foundation of leadership. The theories explain effective leaders’ character traits, behavior, values, authority and vision, among others. Everyday application of leadership in real life makes use of the theories, although in some case they may not be realistic.
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