Leadership in organizational settings

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Leadership in organizational settings

So it is important to understand, the different models of leadership styles since the leadership style which suits for one organization might not suitable for another organization. Many people in the past have tried to come up with theories and techniques to understand the styles of leadership.

Those leadership styles or models have changed from time to time and currently we called emergent models for those models, which became more widespread and accepted within the last ten years time period.

The purpose of this essay is to identify the differences between traditional leadership and contemporary leadership. For a clear understanding first it will review the literature of traditional leadership models.

Secondly, it will explain the contemporary leadership models. Finally, it will analyse the contribution of emergent models of Leadership in organizational settings and justify how those emergent models of leadership have enhanced the contemporary leader in a world of rapidly changing technology.

Examples for traditional leadership models mainly include trait model of leadership and behavioural model of leadership. Behavioural leadership have three styles called autocratic, democratic and laissez-faire.

Autocratic style of leaders keeps all decision making and all other authorities to themselves and followers just do only what they were asked to do while democratic style of leaders encourage group participation and majority rule.

Laissez-faire style of leaders give maximum level of authority to their followers and less involved in their works. It is argued that the most effective behavioural style is democratic. Borkowski, Charismatic leaders use their own personal power instead of position power to influence followers in order to achieve their goals.

The emergent models of leadership turned up with the rapid increase of complexity, technological advancements and increasing demand for leaderful organizations and flexible firms.

Leadership in organizational settings

The main difference between traditional models and modern leadership models would be all traditional models of leadership emphasise characteristics or behaviours of only one leader within a particular group where as emergent models provide a space to have more than one leader at the same time.

According to emergent models a leader at one instance can be a follower in another instance. Traditional models do not tell the kind of skills that the leaders should have.

But emergent models more focus on the special skills or talents that the leaders must have to practice to face challenging situations.

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For example Innovative thinking improve the decision making process of leaders by exposing better alternative options for current methods, techniques and solutions. The holistic approach of systems thinking enables to enhance the working system by innovative thinking.

And it enables leaders to make more effective decisions by considering the organization as an open system or considering the environmental influences to organization and organizational influences to the environment. Also helps to understand the systematic forces for effective change management.

Furthermore, boundary spanning is also help to improve the effectiveness of contemporary leaders. Also boundary spanning helps to spread the organizational experiences into local communities. In addition, another very important and interesting approach of leadership is leaderful organisation.

This concept introduced with the increased demand of organisations which have flattened structures where it is important to have self-managed teams. It directly challenges the traditional leadership model of being one leader for a group of people.

That is there are number of people acting as leaders on any one occasion. Moreover, it says that everyone is serving as a leader collectively. We know according to traditional models all the decisions were taken by one leader and he gives the authority or empower his followers to go beyond and do certain things if necessary.

But according to leaderful organization, all the people have same type of authority or they were empowered equally to take necessary decisions to achieve their common objectives or goals.

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As a final point it is very important to mention the importance of expansive leadership. The approach of learning organization is essential for every modern organisation since those organisations are always facing into rapid technological advancements.

In conclusion, traditional leadership models which include trait model, behavioural model and situational model of leadership explain the personal and behavioural characteristics of a leader and the leader always have the control over followers.

Charismatic, transformational and transactional leadership models are the main contemporary models of leadership and those models argues that the effective leaders are the people who can manage followers and take effective decisions in complex, challenging and changing situations.

Emerging models improve the effectiveness of contemporary leaders by enhancing their skills. It have been identified that systems thinking, boundary spanning, emotional intelligent, leaderful organisation and expansive leadership approaches helps contemporary leaders to make effective decisions to admit the globalization, rapid changes in technology and organisational structural changes such as flexible firms and virtual organizations.

Unlike traditional models, emergent models promote concurrent and collective leadership which helps transformational leaders to be more innovative and bring the significant change easily. Transactional leaders can use approaches like emotional intelligence to be more effective by understanding the emotions of followers to improve their effectiveness.

Emergent approaches such as boundary spanning helps charismatic leaders to extend their leadership into outside communities. Reference List Borkowski, N. Organizational behavior in health care.

Jones and Bartlett Publishers, Inc. Meeting the challenge of workplace diversity.The purpose of this paper aims to clarify the relationship between servant leadership and organizational trust, and tries to demonstrate the mediator role of leader trust and organizational communication in this relationship.

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