The Role Of Leadership As A Leader Centric Or Individual Level Phenomenon

Leadership has been researched extensively but yet scholars are yet to find or compile an exact definition. As (Kent, Todd, 2004) explain there have been many efforts in defining leadership and several ideas have been compiled yet there is still a distinct discrepancy amongst scholars. Author Chelladurai breaks down leadership into three elements: "(1) leadership is a behavior process, (2) leadership is interpersonal in nature, and (3) leadership is aimed at influencing and motivating members toward group goals" (pg. 160). These are the ways he focuses leaderships and their intentions towards leading. Kent and Todd further discuss the importance of leadership and its distinct aspect to society and organizations, and that future successes are largely dependent upon it (2004). Another area in the domain of leadership styles is when (Zorn & Violanti 1993) define leadership as "patterns of behaviors, assumptions, attitudes, or traits exhibited by individuals in attempting to provide leadership" (pg. 70). Additionally we further examine (Bloom, Vallée, 2005; Chelladurai, 1990; Chelladurai & Seleh 1978; Zhang et. al. 1997) in which "they break down the different styles of leadership into five categories, autocratic, democratic, positive feedback, social support and training and instruction. They

Leadership theories in and of themselves carry negative and positives characteristics. Within the various theories lie strengths and weaknesses that when applied to complex problems can highlight each one respectively. As I examine a few theories, I will look at the strengths and weaknesses of each and determine when and with which situation would these theories best be utilized. Collective leadership or distributive leadership, and leader-member exchange are both theories that incorporate specific team or group mentalities.

This collectivistic phenomenon of leadership, as some are calling it, involves multiple individuals divesting in leadership roles over time both formal and informal relationships, thus creating a paradigm shift (Cullen-Lester & Yammarino, 2016). With this change, theories emerge recognizing collectives as complex relational systems. Theories of shared leadership, collective decision making, complexity theory, flock leadership, the social construction of leadership, sensemaking, and social exchange and entrainment are examples of the diverse collective leadership concepts emerging for success. Cullen-Lester and Yammarino (2016) state that collective leadership is a required capability in facing increasing complex workplaces, business challenges, and social problems; for which, collective and networking leadership are changing academia and practice.

I found it scary to think and yet very true when Gandolfi and Stone (2016) discussed in a rather recent article that leadership is so crucial that not only can organization or communities suffer from poor leadership but also even our society as a whole can experience a huge negative impact. The importance of leadership in an organizational setting is to motivate individuals to complete a common goal. There are several leadership styles and it is a good idea that we view various models in order for leaders to get a better understanding how to involve those working alongside other colleagues thus allowing everyone to move forward together and accomplish set goals for an institution (Volckmann, 2012). A few examples include, Behavioral Approach, Path-Goal, and, Situational and thinking

The articles this week examined leadership styles that rely not only on the leader but also on the followers driving organizational success and effectiveness. The following paragraphs will explore this idea of collective leadership as it relates to; leadership behavior (Druskat & Wheeler, 2003; Morgeson, 2005; Srivastava, Bartol, & Locke, 2006; Zhang & Bartol, 2010), problem solving and decision making (Brown & Finstuen, 1993; Klein, Ziegert, Knight, & Xiao, 2006; Zhang & Bartol, 2010), and overall team performance (Burke, DiaGranados, & Salas, 2011; Carson, Tesluk, & Marrone, 2007; Hiller, Day, & Vance, 2006).

Leadership is about the relationship and utilization of influence in various communication forms applied in a process that allows individuals and groups to work together to achieve collaborative goals (Ziegler & Degrosky, 2008). If influence is the driver of leadership, then power, is the engine. Having influence and power alone is insufficient to create leadership much like having a driver and a vehicle do not automatically create transportation. There are other components necessary to make the car move from one place to another. Power and influence utilized in an ethical and efficient manner gains willing compliance and commitment. Contemporary leadership theories based on efficiently reengineering older theories

Copuious research has been organized regarding leadership theories and styles. “The current leadership body of knowledge is a fragmented and “messy landscape” comprising inputs from a variety of contributors including academics, practitioners, and consultants, with numerous self-proclaimed experts and commentators thrown in for good measure.” (Latham, 2014, p.12). Contingent to this week’s assignment I will include four leadership theories, including the founder, the year the theory was introduced, and the key components of the theory. Also, I will include the Leadership Theory Taxonomy in the Apenidx area.

Leadership is the nature of planning togetherness among the people to attain a common objective (Richard, W. 2008). The leader might have any formal power yet ought to demonstrate the capability to make the whole group in including mutual cooperation, conduct, practicality, qualities, and at last enhancing the potential of the individuals of the team. In a lot of people with daily circumstances, togetherness have a tendency to be more gainful and effective when they have a leader to guide them (Wendell, L. 1998).

There are many leadership theories. Arthur G. Jago (1982) proposed a framework that organizes leadership theories based on each theory's focus and

Chapter sixteen discusses various leadership theories which can implemented by leaders to achieve success. The choice of leadership theory differs from leader to leader as they possess different vision and way of managing. A theory isn 't always perfect in itself, it is the endless effort of the leaders which makes the theory a perfect one. Two approaches of leadership that I prefer are Situational Leadership Theory and Servant Leadership Theory. Among many theories I prefer these two because I tend to practice those principles most of the time and I assume these are theories that I truly tend to continue in a long run.

understand and agree about what needs to be done and how to do it, and the

“Let the light within you to shine brighter than the light shining on you.”- Dabo Swinney

A leader’s ability in effectively communicating change represents the manner in which their followers will respond, and whether they will decide to accept the changes proceeding forward in his fulfillment of implementing the necessary changes. Furthermore, leadership observed as a significant factor in the innovation process of leading, and believed that innovation revolves around the ambidexterity theory of leadership defined as the approving variables relative to a leaders behavior and the manner in which they employ equal variables of appropriate leadership behavior involving both the beginning and ending of a leaders behavior deflecting the employing the analysis and wrongdoing in both the individuals and the teams which involve both the beginning and the end of the leaders behavior alternating between the leaders and their followers in handling the continual specifications involving the process of innovation.

From the moment they were born Andrea and Marcus were destined to be spies. Their fathers were spies and had been put together as partners back in the day. So it was only natural for Andrea and Marcus to be paired together on their first day on the job. Marcus was ecstatic to follow in his father's footsteps, always tried his hardest in his training. Although he was dedicated, he wasn’t exactly the best at the actual SPY part of the job. On the other hand, everything came easily for Andrea. She aced her training easily. As far as she was concerned, Marcus was just slowing her down.

That been said, it is easy to spot the errors of a team but much harder to correct. The reality remains that teamwork ultimately comes down to practicing a small set of principles over a long period of time. Success is not a matter of mastering delicate, sophisticated theory, but rather of embracing common sense with uncommon levels of discipline and persistence.