Quality of Leadership in an Organization †MyAssignmenthelp.com

Question: Discuss about the Quality of Leadership in an Organization. Answer: Organizational effectiveness and efficiency is often associated with the quality of leadership in an organization. The importance of leadership is highly recognized for the success of an organization due to their strategic vision and the power to influence the behavior of their subordinates. They play a role in introducing the right change in organization and fulfilling the organized plan and motive within a situational content. To further understand the impact of good leadership for group development and success, this essay provides a critical discussion on the relationship between traits, motives and effectiveness of leaders. All the traits and leadership practice is also evaluated by linking with theoretical perspective and reflecting on the application of theoretical perspective in public domain. All the top influential leaders in the world have achieved such eminent titles due to their exceptional leadership traits, motives and character. Apart from personality traits, effective leaders possess effective leadership skills and characteristics. Some of the unique traits of effective leaders are self-objectivity, self-awareness, dominance, enthusiasm and persistence in dealing with critical problems (Northouse, 2017).The trait of self-confidence, assertiveness and enthusiasm drives an individual to achieve their leadership motive too. For instance, if a leader has the confidence and strong desire to achieve certain objectives, they can easily achieve important leadership motive. Other important motives of leaders includes power motive to control and influence others behavior, achievement motive to excel in workplace and tenacity to persist with the goal irrespective of difficulties and hurdles. The research by Heyi (2007) clearly explains the relationship between leadership tra its and leadership performance by stating that risk taking perception and artistic skill is positively correlation with performance. However, the traits and performance attributes differed on the basis of different types of culture in organization. For example, in support-oriented culture, affiliation and understanding motive is necessary for performance whereas in rule-orientation culture, power motive has a positive correlation with performance of leaders. Another insight into relationship between traits and effective leadership is understood from the research by Day et al., (2015) which explained that personality factor determines effective leadership. The theoretical perspective on the contribution of personality on a leaders performance is understood from the Big Five personality theory. The theory explains that five wide traits defined human personality and this included openness, agreeableness, conscientiousness, extroversion and neuroticism (emotional stability) (Colbert, Barrick, Bradley, 2014). Day et al., (2015) indicated that the big five personality factor of conscientiousness is positively associated with effective leadership. Hence, different patterns of leadership determine its impact of leadership skill development and performance. In future, there is a need to stimulate better leadership through better personality development. Critical analysis of different leadership theories can also help to determine the association between traits and effectiveness of leaders. Review of leadership theories shows that each theory mentioned some trait factors that defines different leadership style and action. In the theoretical discussions of effective leaders, traits of leaders have always occupied a central place. For instance, the trait theory of leadership defined some common trait of leadership and person with such trait were defined as more suitable to be an effective leader (Dinh et al., 2014). On the contrary, Day et al., (2015) has showed the positive relationship between personality traits and effective leadership. Hence, it can be said that exposure to different situations and task transforms an individual into effective leaders. Although the trait theory has limitation, it has still found applications in modifying leadership practice in real context. For example, the trait theory is now used for self-assessme nt and comparison with traits that top leaders exhibit. Organization use the ideas of the theory to determine which type of individual can fit their organization. Therefore, it has found application in career development and determining training needs in future leaders. Another theoretical underpinning of leadership is understood from the contingency theory of leadership. This theory pays attention to the link between leadership style and the situation. Therefore, contrary to the trait theory, the contingency theory of leadership emphasizes that good leadership is dependent not on the style of leading but the ability of an individual to have control over a situation (McCleskey, 2014). The implication of the contingency theory is that future leaders need to be dynamic in their role as a leader. It encourages a leader to be vigilant and critically analyzing the consequences of an action for the whole organization (Van Wart, 2014). This also give the indication that people willing to be an effective leader must have to evaluate multiple causes of an issue and integrate all the thread that gets connected to engage in decision making and problem solving process. Therefore, the contingency theory defines appropriate leadership practices for organizational effectiveness. The contingency approach defines that certain alternative actions for the organization cannot be decided in advance and it needs to adjusted according to the situations faced during leadership. In public domain, the contingency theory has been applied in different research work to inform effective leadership practice. For instance, Waters, (2013) used the contingency theory to identify relationship building tactics of managers. It focused on analyzing the effectiveness of the contingency theory in defining public relations leader and how they apply relationship building tactics in organization. The public relation field was found to be compatible with the contingency theory as public relations leader adapt strategies based on environmental and situational factors. But contrary to this view, Thomas (2009) also argues that strong personal foundation is necessary to develop leadership skill and effectively respond to different situations. This study gives the indication that to develop future leaders, some amount of training and workshop is also needed apart from existing skills. Despite the limitation, this theory also defines the approach needed for leadership practice. It h as helped organization to identify optimal roles for individual leadership styles and recruit ideal person in that role. In response to limitations in different theory, another leadership theory was developed B.F. Skinner. He searched for ideal behaviors needed by leaders and came up with the behavioral theory of leadership. This theory uses the tactic of award and punishment to change the behavior of a group. For example, an employee comes late will be reprimanded by leaders, whereas those who come early will be appreciated. This theory indicates that inborn trait is not needed to become a good leader (Lussier Achua, 2015). The behavioral theory is a big leap from the trait theory and it encourage people to acquire and learn effective leadership capability. This positive approach invites all people to leadership development. This theory welcomes and embraces diversity and gives all people the chance to develop as a powerful leader. The type of leadership defined in this theory implies that it supports participative decision making and promote both individual and team development by aligning to needs of both. Hence, this theory has attracted more attention from practicing managers because it focused on what leaders do rather what qualities do they possess. Therefore, despite different leader leadership styles, managers can find the right balance to promote productivity. The behavioral leadership theory has helped to address many diversity initiatives in public domain. Such approach enhances the motivation of an individual in the leadership role and also gives bottom line advantage to organizations. Many effective programs have been implemented according to the needs of organization. Currently several tools are available to help leaders have predictive control over their organizational staffs (Day et al., 2014). So, when behavioral approach is applied correctly, it can promote development of a multicultural organization that is ready to meet all challenges in business. It can be summarized that all leadership theory has links between the traits, motive and effectiveness of leaders. Secondly, despite limitations all found application in the real world to improve leadership practices or promote leadership development. The essay gave an insight into the role of leaders for organizational excellence and efficiency in an organization. The discussion defined the key traits, motive and characteristics that define powerful leaders and discussed about the relation between key traits and effectiveness of leader. The discussion was further developed by critical discussion about different leadership theory and their role in defining leadership style and roles. Different contrasting points were found in each theory. For example, the trait theory focused on having certain traits to excel as a leader, whereas the contingency theory dismissed this fact and gave the argument that leaders develop on the basis of control over different situation and not the traits. Another contrasting view was according to behavioral theory was that no person is a born leader and they develop them by learning and training. Despite limitation, link between theory and practice was found as all theories found application in public do main in the area of career development, self-assessment and leadership development. References Waters, R. (2013). 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