BUSINESS AND MANAGEMENT
Organizational leadership can be defined as a management approach that enables the leaders to establish the strategic objectives of the business firms. As mentioned by Aarons et al. (2016), leadership has great importance in organizations as it helps to maximize the efficiency of the organizations and, in this manner, to accomplish the desired business goals. In organizational leadership, leaders follow some specific principles that help them to make effective strategic decisions for the business. Firstly, planning is one of the core principles in order to accomplish a business plan, pre-planning is necessary for achieving success. Secondly, leaders motivate the employees to increase their efficiency and to improve the quality of the organizational tasks. Lastly, great leaders emphasize teamwork and have to maintain a healthy environment in teams for improving the competitive advantage of the firms. Leadership has a direct and effective relationship with the organizational structure. The leadership style depends on the structure of the organization.
Structural frame:
According to the view of Kiarie, Maru & Cheruiyot (2017), the trait approach of organizational leadership is based on the concept that great leaders are born with the given leadership abilities, not the learned abilities. The trait approach to leadership has many advantages. Trait theory depicts that leaders are individuals, and it is the benchmark of appropriate leadership. Along with this, this leadership approach provides detailed knowledge and understanding that is effective in managing organizational activities in a prominent manner. On the contrary, the trait leadership approach comprises some issues as well. The major issue of the trait leadership approach that no definitive list of leadership traits exists in this approach. Apart from this, in the application of this leadership approach, an individual needs to be introspective enough to understand their own behavior. Otherwise, it is not possible to apply this approach in an accurate manner without personal observations. Apart from the trait approach, the skill model is another important leadership approach. The five components of the skill model leadership approach are individual attributes, competencies, leadership outcomes, career experience, and environmental influences. The major advantage of the skill model of leadership is it focuses on the specific leadership skills by considering the requirements of the organizations. Also, as the predictive value of this model of leadership is weak, therefore it is a challenge to apply this approach significantly.
Human resource frame:
In the area of leadership, the human resource frame emphasizes the needs of the workers. Therefore leaders have to work within the human resource frame by considering the value and the relationship with the employees. The behavioral approach is another significant leadership approach. From the view of Cheng, Hwang & Lai (2020), a behavioral leadership approach depicts that in order to understand the development of the leaders, it is needed to consider the observable behavior and the external stimuli of the workplace environment. For the managers of the organizations, a behavioral leadership approach is highly effective as it mainly identifies the leadership style of the managers. The heuristic approach of behavioral leadership states how leaders can act on spectrum situations. However, on the other hand, in this leadership approach, the relationship between the behaviors and outcome is not explained adequately, which is the major issue with this approach. Apart from this, this approach is a learned process and requires time to be implemented in a proper manner as leaders have to determine the behavior of employees first to take initiatives according to the situation. Similarly, situational leadership is another leadership approach, like behavioural leadership. As per the view of Thompson & Glasø, (2018), situational leadership states that there is no particular way to lead employees as leaders need to act according to the situation, therefore leadership style depends on the behaviour of the followers. This approach is exceedingly flexible and encourages teamwork; therefore it is used massively in the organizations. Along with this, it concentrates on the long term needs rather than immediate needs which is a limitation.
Political frame:
As mentioned by Astakoni et al., (2019), the path-goal model of leadership based on the particular leadership styles which fit best with the employee and workplace for achieving the organizational goals. This approach provides a significant framework which enables the leaders to assess how they can motivate the employees. This practical model of Leadership approach integrates between the expectancy and leadership theory. However, the major limitation of this theory is it is complex in nature and supports only empirical research. In order to apply this approach, leaders need to have proper communication skills; otherwise, the application of this leadership approach will not be effective. On the other hand, LMX theory is considered as an exceptional leadership approach. In LMX theory, the relationship between the leaders and followers develops from the stranger phase to a mature stage and in this way loyalty and support are developed between them. This approach does not elaborate that high-quality exchange can be achieved which is the core limitation.
Symbolic frame:
According to the view of Hoch et al., (2018), in transformational leadership, leaders work in groups in order to find out any needed change and then to execute the change within the team members. The major characteristics of transformational leadership are the idealized influence, inspirational motivation and intellectual stimulation. This leadership approach is highly effective to decrease the turnover cost of the organization. Through this approach, the new corporate vision can be formulated easily. On the other hand, this approach lacks the conceptual clarity, therefore there is no direct link between the concept and the organization in this approach. Also in servant leadership, the norms are inverted in which the primary goals of the leaders are to serve. This approach is highly effective to increase the rate of productivity and it develops a cohesive culture in the workplace. The leaders have to do everything whatever the followers want as leaders are perceived as weak. This is the core disadvantage of this leadership.
Thus, in the conclusion, it has been noticed that there are different leadership approaches which are used in the organizations to lead the employees and in this manner, to increase the efficiency of the organizations. Different leadership approach has several strengths and besides this, limitations as well. Therefore leaders need to adopt leadership principles by considering the needs of the organizations and the nature of the employees. In this manner, it is possible to achieve the best outcome through leadership. Apart from this, the efficiency of the organizations could be improved through achieving the organizational goals significantly.
Reference list
Aarons, G. A., Green, A. E., Trott, E., Willging, C. E., Torres, E. M., Ehrhart, M. G., & Roesch, S. C. (2016). The roles of system and organizational leadership in system-wide evidence-based intervention sustainment: a mixed-method study. Administration and Policy in Mental Health and Mental Health Services Research, 43(6), 991-1008.https://doi.org/10.1007/s10488-016-0751-4
Astakoni, I. M. P., Utami, N. M. S., Sapta, I. K. S., & Gunastri, N. M. (2019). Leadership path-goal model imlication on teacher performance through work motivation as a mediation variable. international journal of sustainability, education, and global creative economic (IJSEGCE), 2(3), 176-187.https://doi.org/10.1234/ijsegce.v2i3.105
Cheng, S. C., Hwang, G. J., & Lai, C. L. (2020). Effects of the group leadership promotion approach on students’ higher order thinking awareness and online interactive behavioral patterns in a blended learning environment. Interactive Learning Environments, 28(2), 246-263.https://doi.org/10.1080/10494820.2019.1636075
Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2018). Do ethical, authentic, and servant leadership explain variance above and beyond transformational leadership? A meta-analysis. Journal of Management, 44(2), 501-529.https://doi.org/10.1177%2F0149206316665461
Kiarie, M. A. W., Maru, L. C., & Cheruiyot, T. K. (2017). Leader personality traits and employee job satisfaction in the media sector, Kenya. The TQM Journal.https://doi.org/10.1108/TQM-09-2015-0117
Thompson, G., & Glasø, L. (2018). Situational leadership theory: a test from a leader-follower congruence approach. Leadership & Organization Development Journal.https://doi.org/10.1108/LODJ-01-2018-0050