The conceptualization of leadership in an organization usually varies from one person to the other. What an individual may consider as effective leadership may not be worthwhile in the other individual's perception. However, there are some sets of standards that usually, in general, determine what could be considered an effective leader. In an organization, leadership, and management, as well as influence, have fundamentals that are, in many scenarios, been linked to a spectrum of developing ideas and visions, and establishing values that support such ideas, visions and persuade others to embrace them in the own behaviors and undertakings. This aspect of leadership should thus be reviewed by concerned stakeholders to determine whether leaders still process meaningful impacts on their employees, companies, and in the global market place in general. This paper is going to deliberate on various spectra of how Human Resource Managers can utilize leadership, management, and influence in an organization's life effectively and professionally.
The diversities here- leadership, management, and influence, in an organization are directly linked to each other. They are a string that is very crucial for any organization's life. Therefore, the Human Resource Managers must understand their definitions and implications. When these three spectra are adequately and professionally administered, the motivation of workers or employees would be boosted, and the concerned organization can quickly grow since it would be easier to meet their targets or goals. Human Resource Managers should thus understand the actual meaning and application of leadership, management, and influence in the workplace. The following section will explore each of the spectra and also provide their insightful dynamics.
In the dynasty of Human Resource Management, leadership is defined as the process by which an executive can direct, guide, and influence the various behaviors and work of employees or subjects to achieve specific organizational goals in a given period (Northouse, 2019). Effective leadership is the key to the development of any organization. Without excellent and effective leadership, an organization cannot thrive.
Many theories had been established to review leadership and how they should be applied. Historically, the earliest theories of leadership were the Great Man Theories, which surfaced in the late 1800s. This theory evolved into trait-based theories of leadership-the concept defined leadership based on the leader's characteristics. For instance, traditionally, leaders were often men with conspicuous personalities. In the real sense, this theory has unconsciously existed today when some individuals are overlooked for a leadership role because they have quite a personality.
However, in the middle of the previous century, the study of leadership shifted from the study of individual traits to the study of his or her behavior. This concept tries to denounce who an individual is, but what he or she does. Thus, this sets a philosophy that leadership can be instilled into an individual. Most of the most prominent theories of leadership today are built on this concept and started to draw the attention of followers and contextual circumstances in which leaders and followers do link (Northouse, 2019). Thus, businesses and our understanding of human nature have expanded to more complex leadership theories, and various schemes should evolve to accommodate the new contexts and understandings.
Contemporary theories of leadership focused more on the motivation of leaders, for instance, can he be a leader if he has a selfish or malicious goal (Northouse, 2019). Thus, a section of scholars resolved that theories of leadership should be complemented with the moral implications of a leader's motivation. In this direction, it is crucial to explore leadership theories starting with the most researched and referenced leadership theories in the world today.
James MacGregor Burn founded the transformational leadership theory in the late 1970s (Northouse, 2019). The theory focuses on how a leader link to followers in such a manner that it raises the level of motivation and morality. In this theory, he also identified the term transactional where a leader influence followers. This theory majorly focuses on how a leader can transform others to support others as a whole in an organization. The followers of transformational leaders are usually guided by the sense of trust, administration, administration, loyalty, and respect for leaders. Such subjects are willing to work more harder than expected . Another research called Bernard Bass confirmed that transformational leaders are guided with four spectra, which are individual consideration, intellectual stimulation, personal leadership, and idealized influence. Generally, researchers have associated transformational leadership with positive outcomes. However, it can impact negative outcomes for leaders who fake it.
Another leadership theory is the Leader-Member exchange theory, which usually defines the relationship between managers and workers. This theory focuses on how workers and managers can interact with each other to reach a thriving workplace environment. The theory illustrates that leadership should consider three critical phases, which include role-taking, role-making, and routinization. Generally, this theory underlines how people in managerial posts can work to get the most of the team members. There are also other types of leadership theories, such as adaptive leadership, servant leaders, and strength-based leadership theories. Now, the main focus of an adequate theory in an organization should focus on strengthening the good relationship between leaders and members of the team to enhance the morale of the workers in various workplaces.
Styles of Leaders
There are several styles that leaders can exploit to ensure the prosperity of their organizations. However, several other dynamics are to be considered to make sure that such styles work out adequately. For effective exploitation of leadership styles, a leader has to know the size of the organization and link that to the goals of the organizations as well as other dynamics (Northouse, 2019). Though there are many leadership styles, the most common ones include democratic, autocratic, strategic, transformational, and laissez-faire leadership styles. Now each styles will work out adequately for all leaders. Leaders need to take their research to define their organizations and thus choose which style would work best for them.
Generally, leadership behavior could be easy to understand. However, it could be complicated to carry out consistently. Behavior reformation affords each leader the right path to enhance the effectiveness of his or her leadership skills. Some behaviors can be learned; however, particular characteristics such as charisma are usually inborn and more challenging to practice. The most critical behaviors would include a model that is comprised of directing, coaching, supporting, and delegating. Active leadership behavior is believed to increase the performance of the whole organization.
Significance Of Leadership
Studies reveal that leadership is an essential aspect of making an organization be successful. Effective leadership is capable of influencing the team members to perform delegated tasks willingly, efficiently, and competently. An organization that is capable of displaying good leadership, it would be capable of not forcing culture but developing culture. Therefore, the communication will be active and open, and thus the operation of such an organization and would be smooth, and the goals or objectives would be achieved.
Theories of Effective Management
Management theories can be defined as concepts the support the recommended management strategies (Wagner & Harter, 2006). These may comprise the frameworks and obligations that can be utilized in modern organizations. Useful management theory should take into consideration the goal of an organization and the industry in which it operates. This is due to the fact that corporate structures usually vary from one company to the other. Since organizations may have different departments or levels of management, each spectrum will perform their functions, and thus an organization cannot rely on one management theory.
Human beings are the most complicated to manage, and thus, managers need to have a deeper understanding of various management theories and pick on the most effective ones first strategies (Wagner & Harter, 2006). However, effective management theories will consider the structure of an organization and the key objectives and goals. Some of the popular management theories include scientific, systems, and contingency management theories. There are also other theirs, such as theory X and theory Y management theory.
Styles Of Managers
When considering the property of an organization, Human Resource Managers should make sure that they instill proper management styles to make their organization thrive. More importantly, management styles and leadership styles are almost similar. There is only a thin line between them, depending on the structures of the companies strategies (Wagner & Harter, 2006). Some of the six most applied management styles include autocratic, consultative, persuasive, democratic and laissez-faire. However, despite the various styles of management, the most critical aspect is the management by listening. Managers gather information by listening to thoughts and later defines ways to solve arising problems. Thus, there are no single management theories that exist for all managers, and there are diversities to look into.
The study of management usually focuses on the scope referred to as active management. Active management can be defined as a strategy that is bestowed to try to create excess returns through recognition, anticipation, and exploitation of short-term investment trends. Active management is very crucial for the development of an organization. Through active management behavior, managers, co-managers collectively manage the portfolio of the organization. Therefore, a good manager should focus more on active management rather than passive management. Even though controversies surround the active management, there are many advantages of active management. Thus, the best management behaviors bestow many efforts in focusing on the pillars of active management.
Significance Of Managers
Managers have several significances in various organizations. An effective manager will help an organization to achieve its goals and objectives. A good Human Resource Manager, for instance, will critically help in the utilization of the resources. He will also reduce the cost of expenditure for an organization. In the other spectrum, good managers do not only focus only on the prosperity of their organizations but also on the development the society. It is only an organization that has an excellent and professional manager that can achieve its goals over the defined timeframe (Wagner & Harter, 2006).
Influence, Persuasion, and Change
Theories of Influence and Persuasion
Day today, many people talk of conversations. However, they do not clearly understand that this refers to more effective ways in which they can be more persuasive or more influential (Essentials, 2005). In an organization, Human Resource Manager is interested in meeting the needs of the employees, customers, fans, and followers and do so in a way, the converse. Thus, when we talk of how they can be influential or persuasive, they have to understand the pillars of psychological t...
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