Essays on Effective Leadership in an Organization Coursework

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The paper "Effective Leadership in an Organization" is a perfect example of management coursework.   Leadership is among the most important things in human activity. Effective leadership helps a nation pass through perils and other circumstantial issues. Effective leadership makes an organization to be fruitful and able to meet its purpose. Leadership is the backbone of every organization (Hiebert and Klatt, 2001, 43-50). The absence of leadership leads to the slow movement and stagnation of the organization. The organization may also lose its way when there is no effective leadership. Most literature that talks about leadership stresses much on decision-making and states that timely, correct and complete decision making would lead to the organization running smoothly.

After making a decision, organizations face the difficulty in the decision implementation on how the employees should carry out the activities. Everyone recognizes the significance of leadership (Derakhshandeh & Gholami, 2012, 845-850). The understanding of leadership comes in different ways. It includes electing political leaders to vote for and vetting individuals that may lead us through organizational activities such as the C. E.O’ s and Managers (Achua & Lussier, 2010, 89-122). We understand that the person in the office matters a lot and that we have to participate in the election of such leaders.

The individual should have the qualities of good leadership to be able to lead the rest to achieve the organizational goals. Besides, investors consider organization leadership as an important factor in determining when a business can be a success (Derakhshandeh & Gholami, 2012, 845-850). Organizational culture and leadership are factors that require attention due to the interrelationship between leadership and organizational performance (Mills, 2005, 1-29). Previously, there was a stress on the financial performance of the organization rather than the non-financial factors.

Currently, non-financial factors like leadership, quality and customer satisfaction are the primary concern of every organization. For an organization to improve on its organizational performance and functions, it has to consider the leadership style and its adaptations to the new environment (Hiebert and Klatt, 2001, 43-50. Leadership is a process through which a person, called the leader, influences how other individuals think (Derakhshandeh & Gholami, 2012, 845-850). The leader also affects the different attitude and behaviors of other people.

Therefore, we can say that leaders offer a direction that other individuals need to follow to realize the organizational objectives. Leaders have to be the role model and a mirror through which other employees see themselves (Schmid, 2006, 179-194). Without leadership, human beings could have constant conflict and arguments since people see things in a different way and offers different solutions to similar problems (Hiebert and Klatt, 2001, 43-50). To come to a consensus, a leader has to come in between to provide moderation and point out the direction that the individuals have to follow (Achua & Lussier, 2010, 89-122).

Leadership is there to give guidance to people to do whatever they could not have done when given an alternative (Achua & Lussier, 2010, 89-122). According to Achua & Lussier (2010, 89-122), it's hard to determine real leadership from false leadership. False leadership is an aspect where the leader pretends to have the qualities of effective leadership skills. A real leader should be capable of leading the organization and other individuals in pursuing the set goals. A particular saying asserts that a leader is a person that leads a parade and runs in front of the parade, choosing the direction for the parade.

Therefore, if the individual does not choose the direction that others would follow, then, we do not take that individual as a leader (Achua & Lussier, 2010, 89-122).

REFERENCE

LIST

Achua, C., & Lussier, R. (2010). Effective leadership. Mason, Ohio: South-Western.pp89-122

Cameron, K. (2008). Positive leadership. San Francisco, Calif.: Berrett-Koehler Publishers.pp78

Derakhshandeh, A., & Gholami, R. (2012). A relationship between leadership style and perceived organizational effectiveness by directors and managers in organizations. Management Science Letters, 2(3), 845-850. doi:10.5267/j.msl.2011.12.099

Epstein, M., & Manzoni, J. (2004). Performance measurement and management control. Amsterdam: Elsevier JAI.pp324

Giuliani, R. and Kurson, K. (2002). Leadership. New York: Hyperion.pp211-231

Hackman, M. and Johnson, C. (2004).Leadership. Long Grove, Ill.: Waveland Press.pp 34-40

Hiebert, M. and Klatt, B. (2001).The encyclopedia of leadership. New York: McGraw-Hill.pp43-50

Kupers, W. and Weibler, J. (2008). Inter-leadership: Why and How Should We Think of Leadership and Followership Integrally?.Leadership, 4(4), pp.443-475.

Malone, O. (2004). 101 leadership actions for performance management. Amherst, Ma: HRD Press.pp179

Mills, D. (2005). Leadership. Waltham, MA: MindEdge Press.pp1-29

Schmid, H. (2006). Leadership styles and leadership change in human and community service organizations. Nonprofit Management Leadership, 17(2), pp.179-194.

Schyns, B. and Meindl, J. (2005). Implicit leadership theories. Greenwich, Conn.: Information Age Pub.pp45

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