Leadership for the Twenty First Century
Writing Paper #2
Leadership for the Twenty First Century
University of Charleston Graduate School
EMBA-601-NG-2012G1
Leadership for the Twenty First Century
Introduction
As we enter the 21st Century there is a serious question arising concerning our capacity
to deal with the challenges. Based on a review and synthesis across a range of literatures
covering management, organization, leadership, and learning and development, this paper
identifies some of the issues, challenges, and opportunities likely to characterize the leadership
of the 21st century. This new age will be increasingly
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They acquire power,
Leadership for the Twenty First Century
wisdom, and courage naturally (Yukl, 2002). The Great Man theory was prevalent amongst
scholars dur-ing the 19th Century and into the 20th, and may have influenced the “inherent view
of leader-ship” that embodied much of early 20th Century thought on leadership (Kirkpatrick
and Locke, 1991) and was largely manifest in the trait theories that gained ground in the early
decades of last century.
Trait theorists also assumed that leaders were born; they possessed personal
characteristics differing from the masses who, generally, were keen or needed to be led
(Hollander, 1986). Traits included appearance, intelligence, strength, bearing, and even station
or position in society. Trait theories dominated leadership research until the 1940s, but were
eventually overcome by the fact that it was impossible to identify traits that explained and
predicted leadership under all conditions (Nye, 2008). The assumption that Great Men and those
with leadership potential are born kept attention away from developmental aspects of leadership
(Hollander, 1986). What experiences and education contribute to a leader’s development? There
was also an aspect of elitism in these views, as leaders are born privileged; only the privileged
could become leaders. We don’t know if
In the changing business environment, leaders of all organisations may face unprecedented uncertainty, especially the technology advancement and changes among the employees. To survive and succeed, leaders should have some necessary attributes. Meanwhile, some changes for leadership skills have to be made to confront the challenges.
- these traits / characteristics themselves not significant - become significant through social construction process
Gladwell reveals that to excel in the world, one must be born with or introduced to the right tools. These tools may include being born into a high class home, when one is born, as well as being recognized early in school. When Lewis Terman, in 1921, conducted the Genetic Study of Genius observation, he only took into account the subjects I.Q. scores. It wasn’t until later, when he noticed the divergence of three different groups A, B, and C, did he realize that it wasn’t only about scores. The groups were separated by societal class, group A born from the high end of the scale while C was from the lower end. Group A, as well as most of B, did superb at the same time that group C fell out. Intelligence
As was mentioned earlier, the trait theory contains highly subjective perspectives. It means that the perception of leadership traits is associated with the assessment of leadership. Barry et al (2003) conducted an
Every leader has their own idea of what effectiveness looks like (Jones, 2015). For this study, authentic leadership will be the focus, as defined by Avolio, Gardner and Walumbwa (2004) an individual acting according to their values and convictions, building credibility and the respect and trust of those that follow. Authenticity is a choice that individuals must choose to embrace instead of a character trait that comes from within (Murphy, 2012). Outcomes of authentic leadership remain limitedly researched both theoretically and empirically (Miniotaite & Buciuniene, 2013). Authentic leadership lacks empirical evidence between the leader’s perception and the follower’s perception (Peus, Wesche, Streicher, Braun, & Frey, 2012). Wang, Sui, Luthans,
From your perspective, based on the video and articles for this activity, how did GE
Throughout time the question of “ Are leaders born or made?” continues to be debated. This question has been part of several myths that try to explain what makes a person a leader. According to the trait approach theory, it sets a benchmark for what certain traits an individual must possess in order to make them a leader. Before leadership traits were considered innate. However, as time has progressed research has indicated that situations differentiate leaders from non-leaders. Therefore, an individual does not possess certain traits, rather it is the relationship between the person and its society that make him/her leader. All leaders must have a set of skills that help them lead subordinates to reach an overall vision. A vision must originate from both the leader and its followers, and it is the leader's job to articulate the vision. Furthermore, leaders demonstrate the capacity to lead their followers and
Ultimately these factors would result in my behaviour being that of an affiliative and democratic style of leadership. It is also possible that a coaching style my also become apparent, where the factor is that of a personal situation.
He further investigated his heredity theory by conducting surveys on 94 pairs of monozygotic twins. He discovered that in spite of long intervals of separation, the twins had several mental & physical similarities. Hence helping his claim that heredity had an influence over individuals’ capacities & achievements (Baker et al, 2009).
Leadership is a process of influencing activities of a particular group of people with the aim of attaining certain stipulated goals. In defining leadership there is need to consider a particular group, the common goals and the duties that are allocated to specific members of the group depending on their abilities (Fiedler 1976). Leadership therefore cannot successfully occur unless members of the group are given different considerations in terms of personality, traits and responsibilities. In considering leadership, it is important to look at the leader, the group or organization they are leading, the members as individuals and the situation; these are
He himself called his area of interest “genetic epistemology” (Cooper and Roth, p.5, 2003). It aimed to identifiy how human delevop cognitive capacities.
Although trait and skill theories have ideas that can be intertwined and can be compared
Although the early part of the personality era is important this was a building block that needed expansion, so personality traits were incorporated to expand on the great man theory.
Change is when a person does not follow their everyday routine. They may want to try something different, or be forced to. Change can be for the good and the bad. Places can deal with change ranging from the weather, to the animals present, or the seasons changing. Also, objects can deal with change too. Objects like an iceberg can start to melt, or a forest fire can kill many trees in an area. As a human, we are the ones deciding on change. We are in a position to make big decisions and possibly even become a leader in order for change to happen. If one person starts to change, others will follow and hopefully, the change benefits all.
One of the topics in organizational development today is leadership. Leadership is what individuals do to mobilize other people in organizations and communities. According to Kouzes & Posner, there are five practices and ten commitments of exemplary leadership. The five practices of exemplary leadership include: Model the way, inspire a shared vision, challenge the process, enable others to act, and encourage the heart. In the Leadership Challenge, Kouzes and Posner found similar patterns and actions of leadership that created the essentials to achieve success. Utilizing the research conducted by Jim Kouzes and Barry Posner, I have created a leadership plan that would apply to the Admission Department at Texas Wesleyan University.