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INTRODUCTION
nothing less." This moves beyond the position defining the leader, to looking at
vision that is well communicated, building trust among colleagues, and taking
which one person can enlist the aid and support of others in the accomplishment
of a common task”
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interactions between a leader and his or her followers. Neither is leadership
In these unique social dynamics, all the parties involved attempt to influence
Leaders are recognized by their capacity for caring for others, clear
a managerial position has the right to command and enforce obedience by virtue
confronted by an emergent leader who can challenge his role in the organization
It follows that whoever wields personal influence and power can legitimize this
Leadership can be defined as one's ability to get others to willingly follow. Every
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THEORIES OF LEADERSHIP
advanced by the sudden interest in historical leaders and the desire to identify
the characteristics of the leader, their successes and failures, as well as the
political and work environment they faced, the modern day worker can hope to
the future that will excite and convert potential followers. This vision may be
developed by the leader, by the senior team or may emerge from a broad series
be very careful in creating trust, and their personal integrity is a critical part of the
package that they are selling. In effect, they are selling themselves as well as the
vision.
When a decision is needed, an effective leader does not just fall into a single
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TRANSFORMATIONAL LEADERSHIP
The central concept here is change and the role of leadership in envisioning and
The transformational leadership style is said to occur when one or more persons
engage with in such a way that leaders and followers raise one another to higher
levels of motivation and morality. This is almost like a synergy that might exist
satisfied the needs of his followers. But instead of riding those needs to power,
necessary staff, organizes them, and closely supervises them to make sure that
management of plans and tasks. It envisions the future and sets a new direction
for the organization. Successful leaders mobilize all possible means and human
resources; they inspire all members of the organization to support the new
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an organization faces internal operational complexity, it demands strong
management.
set the example of what is expected from those being led in terms of the ideal
behavior.
The transformational leader (Burns, 2008) motivates its team to be effective and
efficient. Communication is the base for goal achievement focusing the group on
the final desired outcome or goal attainment. This leader is highly visible and
uses chain of command to get the job done. Transformational leaders focus on
the big picture, needing to be surrounded by people who take care of the details.
The leader is always looking for ideas that move the organization to reach the
company’s vision
The final stage is to remain up-front and central during the action.
rather than hide behind their troops. They show by their attitudes and actions
how everyone else should behave. They also make continued efforts to motivate
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and rally their followers, constantly doing the rounds, listening, soothing and
enthusing.
of purpose and meaning that can unite employees to achieve a common set of
Small changes get big hurrahs, pumping up their significance as indicators of real
progress.
because an exciting and satisfying place to work alone does not guarantee
the associates' own self-interests for the good of the group, the organization, or
society. Such leaders provide their associates with a sense of purpose that goes
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The transformational leaders are proactive in many different and unique ways.
values. Such leaders want to elevate the maturity level of the needs of their
achievement as well as higher levels of moral and ethical standards. Through the
organizations
society.
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SITUATIONAL LEADERSHIP
leadership style is right for every manager under all circumstances. Instead,
used is contingent upon such factors as the situation, the people, the task, the
exercised. For example, whilst some situations may require an autocratic style,
others may need a more participative approach. It also proposes that there may
organization.
leadership theory, leadership style, and leadership model that presumes that
theory term is much more restrictive. The original situational theory argues that
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Situational theory also appeared as a reaction to the trait theory of leadership.
Social scientists argued that history was more than the result of intervention of
great men as Carlyle suggested. Herbert Spencer (1884) said that the times
produce the person and not the other way around.[11] This theory assumes that
the theory, "what an individual actually does when acting as a leader is in large
There are many ways in which a situation effects the method of leadership a
Leadership, Doctors Victor H Vroom, and Arthur G Jago have identified three
distinct roles in which the situation affects leadership. The first role the situation
plays in affecting leadership is that situations outside a leaders control may affect
trouble the blame is placed on leaders. Many times these leaders have little to no
control over the state of the organization. However, when measuring a leader’s
effectiveness in such situations one must look at how they respond to what they
A second finding of Vroom and Jago is that Situations shape how leaders
behave. According to Vroom and Jago, “Their research, showing that situation
third and final finding of Vroom and Jago is that Situations influence the
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consequences of a leaders behavior. According to Vroom and Jago "a leadership
different situation”(Vroom and Jago). Thus, the choice of leadership style one
uses may bring about both positive or negative consequences depending on the
given situation.
The Fiedler contingency model bases the leader’s effectiveness on what Fred
The theory defined two types of leader: those who tend to accomplish the task
those who have as their prime concern carrying out the task itself (task-
task, and high leader position power, the situation is considered a "favorable
In contrast to the Fiedler contingency model, the path-goal model states that
the four leadership behaviors are fluid, and that leaders can adopt any of the
four depending on what the situation demands. The path-goal model can be
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classified both as a contingency theory, as it depends on the circumstances,
House, the essence of the theory is "the meta proposition that leaders, to be
subordinate satisfaction and individual and work unit performance.[20] The theory
and supportive, that are contingent to the environment factors and follower
characteristics.
is views as highly successful, and thus, leaders whom follow the situational
effectiveness, the model posits that the leadership-style must match the
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behavior becomes a function not only of the characteristics of the leader, but of
leader must first determine the maturity level of the followers in relation to the
specific task that the leader is attempting to accomplish through the effort of the
followers. As the level of followers' maturity increases, the leader should begin
to reduce his or her task behaviour and increase relationship behaviour until the
followers reach a moderate level of maturity. As the followers begin to move into
an above average level of maturity, the leader should decrease not only task
behaviour but also relationship behaviour. Once the maturity level is identified,
manager. The idea of situational leadership is more closely tied to using the
and using the most effective leadership style given that specific challenge.
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CONCLUSION
frameworks in use throughout the public and private sectors it would appear that
values, qualities and behaviours exhibited by the leader that encourage the
but even more important in public administration. There are more levels of
both inside and outside the organization (Gorton, Mahler, and Nicholson 291).
diffuse throughout an organization rather than lying solely with the formally
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The basis of good leadership is honorable character and selfless service to your
k n o w (such as job, tasks, and human nature), and what they d o (such as
For example Immediately after the 9/11 terrorist attacks, President George W.
In one historic, terrible day, he was transformed, in the eyes of his fellow
Americans, into a strong and decisive leader. At the end of his second term, his
that fateful day in September of 2001. At the helm when the attacks took place,
In addition to the “soft” skills, the leader is also expected to display excellent
skills, along with proven business and political acumen. They build partnerships,
walk the talk, show incredible drive and enthusiasm, and get things done.
the box”. They are entrepreneurs who identify opportunities - they like to be
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REFERENCE
1. http://en.wikipedia.org/wiki/Leadership
2
http://changingminds.org/disciplines/leadership/theories/leadership_theori
es.htm
3. http://www.money-zine.com/Career-Development/Leadership-
Skill/Transformational-Leadership/
4. http://www.answers.com/topic/leadership
5. http://www.allbusiness.com/management/management-theory/10594534-
1.html#bzid=eb3acb5d-c6a0-4791-b61a-
35c545f12193&code=O1B&code=C4X
6. http://www.leadership-studies.com/documents/mgmt_standards.pdf
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