The Development Of Key Ideas Within Contemporary Management And Leadership Development

To be effective, leaders must understand how to communicate and maintain positive relationships with their followers. Leaders must direct, and appropriately reciprocate emotions. Though challenging, success should ensure followers are engaged participants in a meaningful shared objective.

As Burns quotes E.P. Hollander, “Followers also have the potential for making significant contributions to successful leadership” (160). The leader and follower paradox demonstrates their intertwined and fluid relationship. Initiatives can come from followers in which the leader responds to. The resolution of this paradox proposed by Burn is in the "distinction between persons with unrealized wants, unexpressed attitudes, and underlying predispositions, on the one hand, and, on the other, persons with strong motivations to initiate an action relevant to those with such wants” (160). The key role in leadership is taking initiative. Leaders become “merely enhancers” of the

What defines a leader? Are there inherent differences between leaders and followers, e.g., genetic makeup, behavior, characteristics, intelligence, or another physiological, social, emotional, or cognitive capacity? Are leaders the product of nature or nurture, more specifically can leadership be taught? These fundamental questions about leadership form the basis of research on the traits, behaviors, relationship dynamics, and communication competency that encompass different leadership roles and styles. My paper will provide a synthesis of the reading from chapters 1, 2, and 9 of the textbook, “The Leadership Experience,” highlight novel leadership concepts, notions, and theories for me, as well as, any clarification or reinforcement of

There are many leadership theories that discuss how different leaders lead within their agency. Transformational leadership theory says that these type of leaders have the ability to provide “innovation and change by creating an inspiring vision, shaping values, building relationships, and providing meaning for followers” (Daft, 2014). This is similar to a charismatic leader but transformational leaders recognize the follower’s needs and concerns and lead the followers to not only believe in the leader but also believe in themselves. (Daft, 2014). In Transformational Leadership and Change: How Leaders Influence Their Followers’ Motivation Through Organizational Justice they learn through their research and

Leadership has become overly romanticized by popular culture, leaving little research and attention to followership (Meindl). This focus on leadership has left a deficit in the development of

The concept of transformational leadership was initially introduced by James Macgregor Burns. According to Burns, transformational leadership can be seen when "leaders and followers make each other advance to a higher level of morality and motivation." The theory was further developed by Bernard M. Bass in his book ‘Leadership and performance

Leadership requires followers. Followership is the ability to align one’s objectives with the objectives of the leader and actively participating in making the leader’s vision come true. Dr. Prince and Robert Kelley taught us that even followers are dynamic and can act differently depending on what kind of follower they are. This concept of different types of followers is extremely important because leaders need to be able to adapt their strategy in dealing with followers. For instance, a leader will work with an exemplary follower differently than a leader would work with a pragmatic follower. The exemplary follower embodies everything a leader would want in a follower and trusts these followers to actively pursue success for the vision. A leader would not have to check in and intrinsically motivate these individuals; however, for pragmatic followers, it is the duty of the leader to let pragmatic followers know they can take risks for the betterment of the vision.

When it comes to the characteristics of leadership, what is of vital importance is that the effective followers think much for themselves. Compared to the leadership phenomenon, the role of leader assumes a certain level of responsibility in order to achieve success. Leader may have creative freedom concerning how they choose to lead; however, the fact remains that the leader is ultimately responsible. Responsible for engaging followers, showing initiative, motivating, inspiring, problem solving, establishing goals, pursuing tasks, assessing the situation, and processing information among other things. The role of the follower, however, can be quite different. Followers do not necessarily face the demands imposed upon leaders. There is a level of choice granted to followers. Beginning with the choice to follow, followers may

Leadership and followership are different sides of the same coin, each intimately connected with the other in a dynamic manner. Followership is not only about the individuals who follow within a team, but also about the relationship between these individuals and their leader. Without followers, a leader is a lonely figure. There is a dynamic relationship of mutual

It is important to know what it takes to become a good leader, “leader’’ is not just a term or title. Uhl-Bien, Mary (2006) believes that leadership is actually a

According to Vroom and Jago (2007) leaders must have one or more followers and that is a common trait in all leaders. Almost all studies indicate that leadership involves a proceeding effect. In addition, Burns (1998)‏ defined leadership as leaders who encourage followers to act or pursue certain aims that signify the values and the incentive for the both leaders and followers that the want and requirements. Miller and Sardais (2011) ‏suggested that “Leadership occurs when someone imparts his or her convictions to another”. (Zander & Cartwright, 1968) stated that “A leader is someone who exercises influence over others. In a group, it is the performance of

Leadership is very important to most of us because we either like being guided by someone (which means being under someone else’s leadership) or we are the type who like to take matters into our own hands. This is technically how we are today (and have always been), where we are either followers or leaders. Now, each one of these characteristics has their pros and cons, which means that it is alright to be a follower but up to a certain point. On the other hand, being a leader is a good thing too, but there are several steps that need to be followed if you want to be qualified as such.

The definition of leadership is commonly known as an “ability to influence a group toward the achievement of goals “(Robbins, p.156). I believe that it is necessary for leaders to posses this ability, to become as effective as possible in an organisation/workplace or even their subordinates to complete entrusted tasks and goals in a perfect manner.

Presently many of us have learned that managers are primarily administrators who have learned to write business plans, utilize their resources and keep track of progress. We must learn that we are not limited by job title, and that means we can utilize our management skills in any position that we are in. We must also know that we can use our leadership skills in the same situations. On the other hand we have also learned that leaders are people who have an impact on those that surround them. The main difference that separates these two roles is that management is a function that must be utilized in any type of business, and leadership is the relationship that the leader has with his followers, which in turn can motivate and energize the organization.

For the longest, most people have defined leadership as a noble trait, a defining quality of great people that we read in our history books, that we hear in the news, and that we try our very best to emulate. In the modern day, through various theories and ideas, we have justified the definition of leadership, not as a singular characteristic but, as a set of abilities utilized by one to influence followers towards a common set goal. Our society demands for both leaders and managers. I perceive my own leadership as a follower-serving, task-oriented manager rather than an authentic leader.