Abstract

This article will show arguments researchers provide that identify the characteristics of leadership that are important when improving organizational performance and leader effectiveness. Most researchers in the article declare that the attributes of leaders and followers determine effective direction. McGregor, for example, made the memorable quote that both individual leaders’ quality and effectiveness of leadership matters depends on the controls of the leader. Inner attributes of a leader do not drive leadership but what the leader demands from characteristics. Leadership literature reveals that leadership type entails different concept such as the working environment, context, laws and regulations, and situations among others.The quest to understand leadership is undeniably high, and therefore researchers and writers introduce to that reader different ideas on the leadership theory and practice. Most have highlighted that leaders should embrace change to maintain an effective organization performance which is covered in the article.

Introduction

Leading is an essential human activity which involves a leader and followers; the leader uses commands and power to induce the followers to act. One should not confuse management/manager with leadership/leader. A leader sets the vision and strategy while the manager uses the set visions and controls to achieve the organizational goals. According to most researchers on leadership, effective leadership is a significant factor that determines the success or failure of an organization. Some dispute the idea that the leadership of the organization cannot explain or assess the performance of an organization. There is a connection between leadership, its effectiveness, and organizational outcomes or effects. As a leader, one should have the ability to influence his/her followers to strive willingly and handle the changes that may occur for sustained periods. This article will discuss the roles of a leader and the leadership types using various scholarly articles. It will also examine the importance of leadership and management in different organizations.

Outline

Leadership is one of the most studied sectors and disciplines in literature, and also the least understood the concept. There is not definitive conclusions or propositions on leadership. Based on different researches, however, leading is fundamental human activity because, without a leader, organizations would be full of chaos and disorganized. This article review will guide the reader through the different and significant researches in leadership with the aim of providing an understanding and contextualizing the leadership development subject.

The outline of this essay will involve:

• What is leadership
• Explaining the different leadership theories
• and leadership styles
• The effectiveness of leadership.

What is leadership? Using annotated bibliography.

Grint, Jones, Holt, and Storey (2016) describe leadership as the process which a higher person uses to induce his/her followers to act towards a common goal. The process is relational because it involves followers and leaders influencing others to act. They argue that the traditional definition of leadership is the alleged opposite of management. For leadership, they claim that it involves direction setting and in most cases is linked to change in organization, movement, and persuasion of the followers. On the other hand, management is more concerned with control; executing routines to the followers and making sure that the organization is stable. How organizations define leadership has critical impacts on how the organization work or lack of work. The authors of this book approach leadership as a person, process, purpose, position, and result in giving different approaches to leadership.

Shenhar (2015) describes leadership as the ability to build teams and give direction. These responsibilities are present in the managerial position thus creating a symbiotic relationship between the two. He explains that an organizational outcome depends on leadership, leaders and effective leadership as it does on management. He argues that effective leadership is essential when relating to the followers on a personal and interpersonal level. Shenhar (2015), describes effective leaders as motivators, great supporters and facilitators. Therefore, the charismatic features of a leader are vital to the success of an organization and them as leaders.

Komives and Wagner (2016) observe that leadership is about change, the social change which involves giving service to others while focusing on developing the organization. The book also describes a leader without providing a specific role to the group as either being a participant engaging in leadership activities or as a positional leader. A leader creates a vision and using its influence and guide others. They discuss leadership as associated with personality and not titles. Personal attributes such as creativity and decision-maker contribute to being a leader. They claim that while the leader upholds the ability to build teams and give direction, the managers provide the same, the difference appears on their personality and interpersonal relationship. They describe differences between managers and leaders and their incremental; the authors develop the suggestion that while a manager administers and accepts convention, a leader innovates and challenges (2016). As a leader, therefore, one adopts high creativity levels and risk-taking traits giving a distinction of a manager.

Leadership Theories

Using observations and studying leadership traits and behaviors, researchers have developed different collective and adaptive approaches and practices to describe leadership models and styles (Cherry, 2012). The most used models of leadership based on theories of traits and behaviors of the leaders are transformation, situational and transactional, thought leaders are not limited to these. In general,eight approaches focus on differentiating the qualities that make a leader from a follower. Great man theories assume that a great leader is not made but born, making leadership capacity inherent. This theory characterizes the leader as the person destined for the rise to leadership, mythic and heroic to others. Carlyle developed the theory in 1847, and over centuries most cultures have used the theory to justify the successes and failures of leaders. At that time, while he was developing the theory, Carlyle thought leadership in terms of military, therefore, having male quality as the desired leader.

Trait theory shares some similarity with the great man theory assuming that people acquire certain traits and qualities that make them suitable for leadership positions (Cherry, 2012). People use trait theory to identify a particular behavioral feature or personality that leaders. The theory ignores the assumption on whether the physical traits and personality characteristics of the leader are genetic or acquired. However, people cannot rely on this theory because one can possess said physical qualities, but they are not leaders. Explaining leadership using trait theories is hard especially when detecting the traits suitable for an effective leader.

Contingency or situational theories recommends that there is no specific right way of becoming a leader; instead, a leader adapts to the internal and external environmental dimensions of a situation. It was developed in 1969 and was authorized that there was no specific leading way to be effective; one has to transform their leadership style. The leader uses different environmental variables to determine the best leadership style that is suited for a particular situation. This theory argues that a leader cannot use the same leadership style to solve different situations. The success of an organization will also depend on other variables such as aspects of the environment, qualities of the followers and leadership style. For example, mature subordinates make decision-making easier.

In the article by Yahaya& Ebrahim, (2016)in 1994, Fiedler and House developed the style and behavior theory which is based on the belief that great leaders are made and not born. The theory focuses on the leader’s actions, arguing that people can learn through observation and teaching to become leaders; there are specific necessary leadership skills that skills that the public look in a person to make them a good leader. The researchers identified two critical variables that are put into consideration when focusing on this leadership theory. They consider peoples concern and relationship behavior and production and task behaviors. The assumption with this theory is that all leaders could fit in being democratic, autocratic and laissez-faire. Fr example, a leader has to show a high amount of rapport and confidence with his subordinates when directing them.

Participative theory, on the other hand, suggests that an ideal leader takes the input of others into account (Eagly, Johannesen-Schmidt & Van Engen,  2003). In this leadership style, the leader will encourage group members to participate and contribute to making decisions which help every person involved in the organization to feel committed and relevant in the decision-making process. The leader has the power and right to allow input of the subordinates. This leadership theory suggests that the leader is responsible for contributing to the well-being of the others focusing on social responsibility. As a leader, one has to acquire styles and traits emphasizing on the organizational and personal function for good improvements for anyone involved. Unlike the first mentioned theories, this theory does not concentrate on birth traits and rights.

Transactional or the management leadership theory focuses on the role of the organization, supervision, and performance of the group (Kark, Van Dijk &Vashdi, 2018). It involves rewards and punishment; for example, when the employees or followers succeed, they are rewarded; if they fail, they are punished or reprimanded. This leadership theory is s contingent-reward type of leadership involving leaders and followers. From a leader’s perspective, the rewards may implicate bonuses, increased gratitude merit, and work achievement. The leaders, therefore monitor closely the performance and attempts of the followers to determine those that require rewards or punishment. The transactional theories are commonly used in business.

Lastly, there are the transformational or relationship theories that focus on making a connection between leaders and followers. Leaders help group members see the importance of the organization by inspiring and motivating them. In this theory leaders set aside their interests and focus more on raising the morality and motivation of their followers and the success of the organization. He/she focuses on the needs and inputs of the followers to achieve the transformation of everyone in the organization into a leader through empowerment and motivation. According to their study, Kark, Van Dijk&Vashdi,(2018) argue that transformational leaders can identify the need for change with the followers, create a vision guiding and embedding the change and gain everyone’s agreement and commitment. These types of leaders treat the followers individually and provide importance to their work and challenge to develop morals, skills, and consciousness. In other terms, they are visionary leaders looking to appeal to their followers through nurturing them and helping them move towards higher needs and purposes.

Leadership styles play an important role in organization change and climate. Leaders rely on different leadership styles to achieve different outcomes. Lewin, Likert and Goleman are the significant contributors to the known leadership styles. Every leader has a different manner and approach style of implementing plans, providing direction to his/her people and motivating them (Burnes &Bargal, 2017). Leaders use these theories to develop their leadership styles into either being delegative/ laissez-fair, participative/democratic and autocratic/authoritarian. The transactional theory makes a transactional leader. This style involves three components; passive management through an exception, active management and contingent reward. The leader follows contingent rewards plans to explain to the followers their performance expectation and reward their excellent performance. They believe that using extrinsic rewards enhances the motivation of their followers and use contractual agreements as the primary motivators. This leadership style can significantly influence employees job satisfaction. Management by exception (active) leadership style involves leaders who have an inherent trust in their followers. There is, however, poor communication, lack of confidence and maintenance of the status quo with this leadership style. The workers are not inspired to work and achieve beyond the set goals and outcomes; to them once they achieve the outcomes, they have achieved productivity and business continues as usual. Management by exception (passive) leadership style, leaders, do not provide goals and standards to the employees and avoid specifying agreement. At times, the leader waits for a problem to crop up to take action. One of the significant advantages of the transactional leadership style is that it creates clarity for the followers defined roles. Leaders are keen on supervision and providing the direction needed to complete tasks; therefore, each employee is aware of his/her responsibilities and are motivated to perform well to receive rewards. However, this style may cause stifle creativity and out-of-the-box thinking in an attempt to please the leader.

Authoritarian leadership style is presented in a negative term where those in power are described as controlling and close-minded, but people overlook its benefits such as following rules, employees taking responsibility and showing respect and obedience towards the leader. Leaders use the authoritarian leadership style to tell their followers what need to be done, how it should be done without getting advice from the others. The appropriate conditions to use this style is when the organization is trying to beat a deadline, the followers are well motivated or when there is viable information to solve a problem (Derecskei, 2016). However, some leaders confuse the style with putting too much pressure on the employees by threatening them, using demeaning language or yelling at them which is unprofessional and abusive. Instead, this style should be used on the employees to give them motivation and make them more committed to the task assigned. There is a clear division between the leader and his followers; the leader controls and commands the followers and make independent decisions with little or no input from the followers. Leaders should be wary of this style because it does not offer much creativity when it comes to decision making (Derecskei, 2016). Also, leaders may find it hard going back to democratic style because they feel they have the control, are dictators and bosses. It may create a hostile and dysfunctional environment for the employees/followers when the leader is excessively domineering. Although it is not the best choice of leadership style, it is beneficial and useful when the organization is strict on the rules and standards and when employees require a great deal of direction. The organization also can maintain a sense of order using this style.

Meuser et al., (2016) argue that the most effective leadership style, is the democratic or the participative leadership; it allows group members other than the leader to participate in decision making and give their input. This style is the only one that tends to center on its employees mainly and is most effective when maintaining a relationship with others. Although there is a problem of less productivity from some members, those that contribute give high-quality contributions. Democraticleaders encourage followers to participate but hold the right to the final say during the process. Using this leadership style helps the followers feel motivated, engaged in the process and creative. The leaders make sure that followers feel essential being part of the team thus helping them develop a commitment to the goals of the organization. Some leaders may feel that using this style is a sign of weakness, but it is a sign of strength which the follower’s respects. Leaders use this style when thy lack some information and their followers have the rest of it. Employees are knowledgeable and skilled people and not all the time that leaders will know everything, so this style is of mutual benefit. It allows the leader to make a better decision and includes employees to become part of the team. The leader gains different perspectives and diversity of opinions and provides greater creativity for the organization during tough economic times. Diversity is a true value; leaders should utilize it to make better decisions using the knowledge and opinion provided. Democratic leadership encourages employees to have high productivity and high job satisfaction. However, it is not suitable when the leader wants to make a quick decision. Employees are working under leaders using a democratic leadership style get along well, respect each other’s decision, support one another and consult each other.

Transformational leadership style developed by Bernard M. Bass is the single most effective style. The leader can inspire and motivate his/her follows and direct positive changes in the organizations (Ghasabeh, Soosay&Reaiche, 2015). In almost all cases, leaders using this style are emotionally intelligent, passionate, and energetic. They show their commitment to the goals of the organizations and help employees achieve their potential. Researchers argue that organizations achieve higher performance when using this style of leadership and get group satisfaction. A study by Arena &Uhl-Bien (2016) shows that this leadership style leads to improved well-being of the followers.

The least effective leadership style according to researchers is the delegative or the laissez-faire. Leaders using this style offer little to no guidance to the follows and in most times leave the group members to make a decision. If the organization has low qualified followers, they are likely to show little cooperation and do not work independently. Employees make more demands on the leader, have poorly defined roles and lack the motivation to work. Most organizations that encourage this leadership style end up with followers lacking direction do not show progress at work and blame each other for mistakes and problems created (Arena &Uhl-Bien, 2016). Leaders and followers do not accept their responsibilities. This leadership style is only suitable when the leader has full trust and confidence on the employees which can lead to high job satisfaction but if there lacks time management and some guidance production may be frustrating. Given the negative characteristics and outcomes of this leadership style, some researchers do not recognize it as a leadership style.

Leadership is critical for effective management in an organization and using one leadership style may not give high productivity. A good leader incorporates all the styles, depending on the forces involved between the situation at hand, the leader and followers. For example, an organization may be following a procedure that is not, and the leader requires to establish a new one. He/she will use a participative leadership style to ask the rest of the group for ideas and input in developing a new strategy then use delegative leadership style to delegate tasks to implement the new strategy. The leader has to consider some factors before deciding on the style to use. He/she must consider the amount of time available, information by the employees and him/her, the relationship between the followers, internal conflicts and expertise of the employees among other factors. From a leadership perspective, the leadership style that a leader chose to have a higher influence on the effectiveness of the organization to success or failure. The researches identify that proper leadership and use of people-oriented leadership style is likely to cause success and provide people with motivation to high productivity. Effective leadership is the major analyst of organizational failure or success, although, others argue that organizational performance cannot rely on the leadership alone, it has to incorporate other factors. A good leader should focus on developing, supporting and organizing his team members who encourage creative collaboration and good teamwork. He/she should also understand different leadership styles and frameworks because one cannot fit all situations; they need different approaches to fit in the situation at hand.

Ethical leadership

When it comes to ethical leadership, leaders are required to lead on ethics and be ready to take responsibilities for both success and failures. Organization focus on the effectiveness of leadership and fail to focus on the importance of leaders leading ethically. Ethical leadership has proven to result in positive outcomes in an organization and reduces the risk of partaking negative outcomes. An ethical leader will act ethically and set standards for the followers. Especially in a democratic and Authoritarian leadership style where the leaders have the role of inspiring and motivating others to do the right thing and work towards the organizational goals. Ethical leadership is likely to be associated with cooperative behavior from employees if the leader is using a democratic leadership style. Ethical leaders are role models, and the rest of the group members learn by observing the leaders. If the leader engages in unethical acts, they create a psychologically unsafe environment for the followers, yet the organization has trusted them to handle everything with care and fairly. Anyone can become an ethical leader, but the major traits that separate them from the rest are moral identity, cognitive moral development, and conscientiousness. Ethical leaders should be thorough, careful and vigilant before making any decision and use good moral traits to lead the rest.

Measurements of leader effectiveness

Among factors that lead to organizational success, Madanchian, Hussein, Noordin, &Taherdoost (2017), argue that effective leadership is a key analyst. Leadership effectiveness is considered as an outcome when the leader or participants in the leadership position perform the roles of the organization and give positive outcomes. Many researchers argue on the measurement of leader effectiveness thus developing many theories, empirical research, and conclusions on the same. Some organizations determine the effectiveness of their leaders based on the impacts of their actions, the attitude of the followers under that leader and studying the behavior of the leader. The most common method is by examining the impacts/outcomes of a leader’s action. According to Edelman & van Knippenberg, (2017), if a leader can influence his followers and realizes positive outcomes, he/she makes an effective leader. The leader can make excellent decisions involving workflow and increase commitment to work from the subordinates. Effective leaders’ actions outcomes include improved group performance, advanced subordinate performance and commitment, subordinate job satisfaction and improved decision making. An effective leader creates a situation best for the followers and organization through his/her use of skills and processes. A good leader can change a weak business plan into a success while a poor leader can destroy the best plan into a failure. For example, at the beginning of a new project, almost all the people in the organization including the leader have lots of enthusiasm for it. However, the outcome differentiates a bad and an effective leader. A bad leader will lack ways to keep vision inspiring to the followers after the initial enthusiasm starts to fade, but for an effective leader, he will find ways to make significant changes within the organization to motivate and inspire the rest. Effective leaders work hard throughout the whole process to connect peoples needs, goals and aspirations with the organization’s vision.

Every leader should strive to influence his followers positively and realizes positive outcomes; he/she makes an effective leader. Jing and Avery (2016) point out that organizations should use a consistent talent management program to develop effective leadership. At any time, leaders are effective because of the strategies they employ to deliver good outcomes and organizations they create. It is impossible determining the effectiveness of a leader by simply looking at them, they have to deliver results according to the situation presented. Leadership effectiveness is more about the leaders helping make organizations effective and not about the personal traits of the leader. Actions of the leaders’ shape employee affect at work based on commitment, engagement, satisfaction, and other positive effects. Leaders are responsible for strategizing long-term success. Moreover, the shape of the organization on its identity and culture.

Conclusion, recommendation, and suggestions

Excellent leadership skills are a necessity in all aspects of life, whether social, professional or personal life. Notably, own leadership enables an individual to understand his or her abilities, strengths and desires. Remarkably, it helps an individual to discern their goals and what they need to do for them to attain the goals irrespective of the perspectives of other people. Moreover, an individual can understand what success is in life, how to handle their weaknesses and hence become successful in life. Additionally, at a professional level, great leadership helps in functional relation with colleagues.

Based on the researches, leadership takes different forms, but the automata result is mapping out the followers to where they need to go. Leaders set the direction using appropriate management skills. Using one of the theories discussed, transformational leadership theory, an effective leader creates an inspiring vision of the future, motivates and inspires his followers to engage with that vision and focus on delivery the vision as per the organization’s goals. Significantly, when one owns a business or is a manager, good leadership enables them to make better decisions. Notably, great skills will enable all staff to make smarter and more timely decisions, which will lead to the success of an organization. Additionally, the decisions will be appropriately implemented which results in the desired results. Notably, leadership is essential in putting decisions into practice in a correct manner.

Today, an organization strives to survive and maintain its entity. Therefore, they look towards improving their performance. For its success, the organization has to observe its leadership and ensure that employees are receiving important motivation from the leaders. The researchers define leadership as a relationship between those who chose to follow and lead. The success of any leadership depends on this relationship and function depending on how people relate with each other. The critical critical element of any leadership is the relationship between the leader and the followers. Leadership becomes essential to an organization when it has to develop and lead adaptive analysis to achieve a set objective or change. As a leader, one should note that successful leadership results from the attitude of the followers and the leader, improved skills and personal development. Researchers have examined that effective leadership is a critical aspect of organizational success or failure. A leader should have the ability to influence the behaviors of the group or specific individuals towards achieving the set goals. While some people are born leaders, it is necessary that every leader is cautious about how they deliver their power.

Ethics are also important in leadership. Ethical leadership would involve the demonstration of appropriate conduct by the leader through interpersonal relationships and personal actions. Ethics constitutes personal beliefs on what is wrong or right and demonstrates the choice an individual makes based on known values, principles and virtues. Good leadership is characterized by following ethics and being effectful as well. Most leadership studies focus on the outcomes and lack putting emphasize on values and ethical implications that go hand in hand with the leadership process. Leadership has an important role in the growth and development of any organization because leaders are responsible for all the plans and business decisions. Organizations, should not only focus on leadership but should consider decent leadership behavior, ethical and effective one. Failure to following the above will lead to the failure of the organization.

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