They are in constant search for better paths and personal improvement. Managers are more in the development of skill already acquired or adopt behaviors that are proven to be successful. Therefore, leaders build relationships to improve themselves, and others, Leaders focus on people and what they can bring to the group to reach the goal. Leaders build trust on the team. Managers, focus on the analysis of proved methods to achieve the goal, forgetting the importance of the role of the other.
But the term perfect leader is a questionable issue as discussed above. But if we have the qualities mentioned above we can be closely near to the perfect leader. As mentioned in my argument which states that we don’t need to have all the mentioned qualities, few examples stated strengthens the argument. Thus the topic of perfect leader turns to be a complex problem and the leader’s characteristics also in the same complex problem. Everybody is open to be a leader, but his state of mind during his job judges his
Leadership has the power of changing the behavior of employees. A successful leader will aim to achieve better performance through his subordinates. Thirdly, it involves Interpersonal relations between the leader and its employees: The main requirement of leadership is the presence of employees. Thinking of leadership without followers or subordinates would make no sense. To make leadership more meaningful, the leader should engage himself with the employees on a constant basis through communication skills, listening skills, motivational skills, social skills etc.
1. General Leadership What is Leadership? Leadership is the art of getting someone else to do something you want done because he wants to do it. – Dwight D. Eisenhower Every business owner and CEO wants to be a good leader, but how can you be a good leader if you don't know what leadership really is? Unfortunately, leadership doesn't have a one-size-fits-all definition.
Lot of theories have been developed and introduced in terms of leadership. Popular theories are Trait theory and Contingency theory. Trait theory focuses on the characteristics and traits of leaders such as emotional intelligence, drive, motivation, self-confidence, cognitive ability, vision and dedication, Contingency theory states the leaders’ ability to lead upon various situational factors. It states that successful leader of one organization cannot be successful in other organization as various situational factors takes on place. Leader should apply different leadership style as per the need of situations.
Theoritical Framework The researcher adapted the theory of Burns where leaders and followers engage in a mutual process of raising one another to higher levels motivation. This raised the bar by appealing to higher ideals and values of followers. This encourages people to collaborate and work as a team. Below is the illustration of transformational leadership theory that explains that if leaders have these characteristics or behaviour and able to convince the people in the organization, success would be possible. With these perspectives, a leader must possess necessary traits or character to influence others to run the organization or the unit effectively.
Researchers believe that leaders should adapt to the situation and also what is the most important is the essence of leadership than its style. It also talks about leadership as a character or quality. Managerial practises, trust in leadership, and performance is important part of an organization. When managerial practises are carried out effectively they positively affect employee trust in leadership, which in turn influence performance outcome. Also team work plays as a mediating role between trust and organizational performance.
In the work situation it has become increasingly clear that leaders can no longer rely solely on the use of their position in the hierarchical structure as a means of exercising the functions of leadership. In order to get the best results from subordinates the leader must also have regard for the need to encourage high morale, a spirit of involvement and co-operation, and a willingness to work. This gives rise to consideration of the style of leadership and provides another heading under which to analyze leadership behavior. Leadership style is the way in which the functions of leadership are carried out, the way in which the leader typically behaves towards members of the group. The attention given to leadership style is based on the assumption that subordinates are more likely to work effectively for leaders who adopt a certain style of leadership than for leaders who adopt alternative styles.
However, self-control and emotionality are considered to have a greater impact on employee commitment. Various authors lay stress on different qualities that a leader must possess. Today a leader is not only identified by the ability to command and lead. According to Satope et al (2014), a leader should be able to work well in teams, get along with people as well as help in creating a vision with which others can
A manager needs to be able to communicate his or her ideas and goals clearly to employees. Leading also involves getting to know your employees. Building a relationship with them by listening to their opinions and ideas and showing an interest in their work. Getting to know them on a personal level can help even more. This makes them feel more involved, which leads to higher levels of motivation, which will lead to them wanting to put in all their effort to make sure the organization achieves its goals.