Text Message for a Quote: 1-570-301-7456. LEADERSHIP RESEARCH PAPER INSTRUCTIONS Part 1 – Literature Review • In this portion of the paper, you will conduct a literature review of the major studies of servant leadership. However, anyone can improve his or her leadership skills. 2004. Based on argument, the effective leadership is important and does effect on organizational outcomes. The review ends by giving the most recent developments in the field and the impact they have had on business organizations. Hollander, Edwin P., and Lynn Offermann. Transformational leaders act as role models to their subordinates. This approach has three components. Transformational leadership is particularly evident  in  successful teams when  coaches increase performance by providing motivation and inspiration. In L. Berkowitz (Ed. Men are considerably more likely to enact leadership behaviors than are women in studies of leaderless groups, and as a result are more likely to emerge as leaders (Eagly, 1987). Eagly, A., & Johnson, B. Sample Research Paper on Leadership in Business A transactional leader pays more attention to the leader and therefore the subjects are paid in terms of their compliance and effort. Path-goal theory examines the contingency of the leader’s effectiveness at increasing a subordinate’s motivation along a pathway leading to a certain goal. A 1976 theory of charismatic leadership. In short, the attributes of effective leaders were seen as inborn and permanent, and they applied to various circumstances. New York: McGraw-Hill. Also study: Leadership Research Paper Example At that time leaders must be remain calm and energetic as well as it has to make sure by the leaders that they are not going to be manage just a little task they are managing a whole team of different people that are working on the same goal. For example, leaders from northern European countries are more participative and less self-protective whereas leaders from southern Asia are more humane and less participative. American Psychologist, 62, 6–16. Vroom and Jago (2007) have identified three distinct roles that situational factors play in leadership effectiveness. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. For example, there is strong empirical support for the trait approach when traits are organized according to the five-factor model of personality. The answer is none of them is uniformly preferred, and each process has different costs and benefits. A review of the historical approaches to leadership will highlight these two divergent approaches. Charismatic leaders are usually quite articulate, with superior debating and persuasive skills. (1992). A path-goal theory of leader effectiveness. New leaders should show passion for their group, its purpose, and its people in order to reassure followers that the new leader is there to make the group better, not to further his or her personal ambitions. The circumstance in which leader-follower interaction takes place plays a major role in the process of leadership. Order Essay. For these leaders, leadership consists of giving direction, setting goals, and making unilateral decisions. Customer Service: 1-570-955-1438. In this report a discussion will be presented about the role of the leaders in aligning the employees of the organization. In contrast to this, Hegel, Marx, and Durkheim suggest that there is a tide running in human affairs, defined by history or the economy, and that leaders are those who ride the tide. Bennis, W. (2007). 26 pages), an outline, and a bibliography with 38 sources. Paper Masters > Research Paper Topics › From  interviews with  subordinate employees or  “followers,” they recognized two  general styles: production-oriented and employee-oriented. Graen, G. B., & Uhl-Bien, M. (1995). Read the paper description carefully and determine what the reader wants to find in your essay. Special offer! Job Resignation as a Function of Role Orientation and Leader Acceptance: A Longitudinal Investigation of Organizational Assimilation. Like transformational leadership, the concept of charismatic leadership is an outgrowth of Max Weber’s description of a form of influence based on follower perceptions that the leader possesses certain enviable characteristics. 2000). Shamir, Boas, Robert House, and Michael B. Arthur. “Leadership appears to be a working relationship among members in a group, in which the leader acquires status through active participation and demonstration of his or her capacity to carry cooperative tasks to completion” (Bass and Stogdill 1990, p. 77). In today’s world more and more of the relationships between leaders and followers are not face-to-face but mediated through electronic means. Yet, considerable debate exists among researchers regarding an understanding  of  who  exerts influence, what  kind  of power or influence is exerted, when and where leadership takes place, and why and how this phenomenon occurs. Grid training is directed toward six key areas: leadership development, team building, conflict resolution, customer service, mergers, and selling solutions. Howell, J. M., & Avolio, B. J. In G. Lindzey & E. Aronson (Eds. Wofford, C., and Laurie Z. Liska. Eagly, A. H. (1987). 1979. (1999). (2007). Warren Bennis (1989) stated, “To survive in the twenty-first century, we are going to need a new generation of leaders— leaders, not managers.” He points out that managers focus on “doing things right” whereas leaders focus on “doing the right things.” Table 68.2 provides a comparison of the characteristics that distinguish a leader from a manager. The new leader should engage people purposefully at all levels, knowing that the distance between the front line and senior leadership is often so great that one small piece of information may have tremendous impact. Studies  suggest that  researchers will  continue  to examine leadership in search of both an understanding of the thoughts and actions of leaders and improvements to organizational performance and motivation. House proposed three areas that would affect the path-goals relationship: the task, the characteristics of the followers, and the nature of the group to which the followers belong. Lao Tse once wrote, “A good leader is a catalyst, and though things would not get done well if he weren’t there, when they succeed he takes no credit. To do this, we should embrace the idea that there are many different ways to achieve the same outcome. One of the latest new-genre approaches to leadership is the framework proposed in authentic leadership theory (Gardner et al. In. In the process of doing that, they change their followers’ beliefs, values, and needs. However, other scholars assume that context is most important in developing leaders. He came to two major conclusions. Judge, Timothy , and Ronald F. Piccolo. (1991). Their followers often identify with the leader and his or her mission, show unswerving loyalty toward and confidence in the leader, and derive a sense of self-esteem from their association with the leader. Read more Summary. [2000] for a review of this literature). This is how your paper can get an A! However, most contemporary theorists believe that leaders can adjust their style. Thus, leaders must exhibit different behaviors to reach different goals, depending on the situation. 26 pages), an outline, and a bibliography with 38 sources. People in these cultures often fear that leaders will acquire and abuse power and as a result substantial restraints are placed on the exercise of leadership. Use dramatic, symbolic actions to emphasize key values. Peer reviewed paper presented at the Gallop Leadership Institute Summit, Omaha, NE. Allen, T. D., Eby, L. T., Poteet, M., Lima, L., & Lentz, E. (2004). Miller, R. L., Butler, J., & Cosentino, C. J. Studies of seven organizations found that task-oriented approaches are effective in situations with low task structure, because they help subordinates cope with an ambiguous situation, and ineffective in situations with high task structure, because they appear to be micromanagement. Trait-based perspectives of leadership. If you need help writing your assignment, please use our research paper writing service and buy a paper on any topic at affordable price. Other  relationshipand influence-oriented theories include implicit leadership theory, leader-member exchange theory, and Pygmalion theory. ), Advances in experimental social psychology (Vol. This sample leadership research paper features: 7900 words (approx. As a  result,  later researchers erroneously concluded that personal traits and attributes alone could not be used to predict future leadership success. The leader acts as a coach, teacher, and mentor for each subordinate, providing individual attention and feedback, both positive and negative (Bass 1996). “A definition of leadership that would be widely accepted by the majority of theorists and researchers might say that ‘leadership is a process of social influence in which one person is able to enlist the aid and support of others in the accomplishment of a common task’ ” (Chemers 1997, p. 1). The leader sets challenging goals and encourages subordinates to attain those goals. Eight leadership traits (e.g., ruthlessness and irritability) were identified as being universally undesirable. 1993. Transactional leaders use a contingent reward system, manage by exception, watch followers to catch them doing something wrong, and intervene only when standards are not met. Must subordinates accept the decision to make it work?” By answering such questions and applying the specific rules shown in Table 68.5, a leader is able to eliminate approaches that are likely to fail and to choose the approach that seems most feasible from those remaining. Improving organizational effectiveness through transformational leadership. The challenges of leadership in the modern world: Introduction to the special issue. Networking is specifically designed to connect leaders with key personnel who can help them accomplish their everyday tasks. Leadership motive pattern and long-term success in management. New leadership approaches emphasize symbolic leader behavior, visionary and inspirational messages, emotional feelings, ideological and moral values, individualized attention, and intellectual stimulation. New leaders should operate in a learning mode. New leaders should encourage their people to take risks in order to achieve their goals, and be prepared to pick up the pieces if they fail. The notion of leadership “connotes images of powerful, dynamic individuals who command  victorious armies, direct corporate empires from atop gleaming skyscrapers, or shape the course of nations” (Yukl 2002, p. 1). American Psychologist, 62, 25–33. Political candidates proclaim it, pundits discuss it, companies value it, and military organizations depend on it. Nevertheless, in most of the situations in which leaders find themselves, they are not that powerless and their effectiveness is mostly a result of matching their skills with the demands of the situation, which brings us to a discussion of contingency theories. The first major organizational challenges for the foreseeable future in this century are globalization of organizational membership. New leaders should first learn to listen, and then provide leadership. Leadership is a process that emerges from a relationship between leaders and followers. Results failed to  support  the  contingency model predictions. American Psychologist, 62, 17–24. Carbondale: Southern Illinois University Press. In particular, Gibb noted the importance of establishing leadership/followership through early, shared, significant experiences; he also stressed that an important aspect of the organizational climate for the new leader derives from the policies of the former leader, the consequence of which shape followers’ expectations, morale, and interpersonal relations. Leadership: Do Traits Matter? According to House and Mitchell (1974), when style and situation are properly matched, there is greater job satisfaction and acceptance of the leader, as well as more effort toward obtaining desired goals. The leader has total control over the group, and the subjects have a little freedom. Kellerman, B. One such technique is 360-degree feedback. He wrote, “The final test of a leader is that he leaves behind him in other men the conviction and the will to carry on…” The genius of good leaders is to leave behind them a situation that common sense, without the grace of genius, can deal with successfully. New leaders should think more strategically than tactically. +1-315 515-4588 The best variant would be to understand the reason of your Leadership . In general, mentors guide, watch over, and encourage the progress of their protégés. Autocratic leaders employ the leadership style. Robert House (1977) developed a theory of charismatic leadership based on the premise that charisma has a distinct effect on followers. Create or modify cultural forms as symbols, slogans, or ceremonies. As a result of training and education, transformational leaders motivate and enable followers to accomplish more than what is expected, set increasingly higher goals, and achieve higher standards. 100 Years of Leadership Intervention Studies: A MetaAnalysis. This approach examines the extent to which leaders should involve their subordinates in decision-making processes. Paper Masters > Research Paper Topics › He concluded that the individual who serves are not solely leaders but also followers. Under pressure, person-oriented leaders tend to withdraw socially. They listen attentively and consider the individual needs, abilities, and goals of their followers in their decisions. Members of the in-group typically are those who are highly committed to the organization, work harder, show loyalty to the leader, and share more administrative duties. Implicit leadership theories (Lord & Maher, 1991) provide a cognitive explanation for leadership emergence. This sample leadership research paper features: 7900 words (approx. He examined 124 studies to determine the characteristic differences between leaders and followers. When under pressure, task-oriented leaders become anxious, defensive, and domineering. A critical component  of this theory is the selffulfilling prophecy,  which  suggests that  raising leader expectations regarding follower achievement produces an improvement in the followers’ performance (Eden 1990). 277–307). In sum up, effective leaders have power over specific traits and show specific behaviors or styles of leadership. The  theory hypothesizes that  certain subordinates will respond better to directions when a task is unstructured (e.g., developing building plans) than when a task is structured  (e.g., air traffic controlling) (House  and  Dessler 1974). Create a strategy for attaining the vision. Using metaanalytic techniques, their results supported social perception  theories where several traits  were expected to  be related to leadership perception. For example, Bernard Bass and Ralph Stogdill’s definition of leadership does not fully account for hierarchical structures, and T.  Owens Jacobs and Elliot Jaques’s definition does not address the interactive nature of leadership between a superior and a subordinate. In this theory,  leaders are seen as active transforming agents, changing the  outlook  and  behavior of  their  followers (Burns 1978). Model the behaviors you want followers to adopt. (2004). 3 Leadership Research Paper Literature Review Robert Greenleaf was the first writer to describe the phrase servant leader. In this stage the leader and member explore relationship factors as well as work-related factors. Longitudinal studies of organizational effectiveness provide support for this idea. How structured is the task? In contrast, person-oriented leaders function best in situations that are only moderately favorable, which is often based on the quality of leader-member relations. They often use symbols to focus the efforts of their followers. (Eds.). Another approach is referred to  as Pygmalion theory. Bass, B. M. (1997). Over nearly three decades, researchers have found that if leaders have confidence in followers and set high goals and expectations for them, then the followers’ likelihood of success is higher due to a self-fulfilling prophecy effect (see Eden et al. In the words of Donald McGannon, “Leadership is action, not position.” The need for power is evident in the desire to influence others without using coercion. The leader’s role is to cushion the risk by providing support and encouragement, and knowing and drawing from his or her people’s best capabilities. The subordinates are left to take and act on what the leader prescribes and have little or no role in decision making. This paper ends with a conclusion summarizing the research followed by possible recommendations. Culture, leadership, and organizations: The GLOBE study of 62 societies. Participation, Satisfaction, and Productivity: A Meta-analytic Review. “Leadership is influencing people—by providing purpose, direction and motivation—while operating to accomplish the mission and improving the organization” (Department of the Army 1999, pp. LEADERSHIP RESEARCH PAPER. Solving costly organizational conflicts: Achieving intergroup trust, cooperation, and teamwork. Additional studies have found that supportive leadership is most effective when subordinates are working on stressful, frustrating, or dissatisfying tasks. In this article the author discussed what leader effectiveness is and how it is measured based on outcomes. In a review of leadership research, Stogdill (1974, p.259) concluded that there are “almost as many definitions of leadership as there are persons who have attempted to define the concept” - and that was 30 years ago! This trait approach was one of the first perspectives applied to the study of leadership and for many years dominated leadership research. Avolio, Bruce , William L. Gardner, Fred O. Walumbwa, et al. When we consider the lives of Gandhi or Martin Luther King, Jr., it is easy to think of their influence as a function of unique personal attributes. House, R. J., Hanges, P. J., Javidan, M., Dorman, P. W., & Gupta, V. In general, studies have demonstrated that leadership succession causes turbulence and instability resulting in performance decrements in most organizations and thus constitutes a major challenge to organizations. Leadership in organizations (4th ed.). Upper Saddle River, NJ: Prentice Hall. Leadership And Leadership Of Leadership 877 Words | 4 Pages. Like previous researchers, Fiedler’s idea of leadership style included task orientation and person orientation, although his approach for determining a leader’s orientation was unique. Journal of Applied Psychology, 87, 765–780. The quality of the leader-member relationship is dependent on several factors. Typically these prototypes include both task and relationship skills as well as an expectation that the leader will epitomize the core values of the group. In this model, emphasis is placed on increasing followers’ involvement. It’ll make your essay focused and subject-concentrated. New genre refers to theories that have dominated leadership research since the 1980s, including charismatic, inspirational, transformational, and visionary leadership (Bass 1998;  Bryman 1992). 1990b. (2003). To ensure that leaders don’t summarily dismiss feedback that doesn’t suit them, many companies have arranged for face-to-face meetings between the leaders and those who have provided the feedback. Hoboken, NJ: Wiley. Reading, MA: Addison-Wesley. Fiedler, F. E. (1964). In contrast, person-oriented leaders tend to act in a warm and supportive manner, showing concern for the well-being of their followers. . Finally, personal characteristics such as attractiveness, height, and poise are associated with effective leadership. Second, situations shape how leaders act. Page 1 of 50 - About 500 essays. He argues that a prerequisite to effective leadership is followership. 1987. This includes personal characteristics, situational interaction, vision, values, behaviours, and style. 2005. (1986). In this phase the pattern established by the leader and member becomes established. Potter, Earl , William E. Rosenbach, and Thane S. Pittman. Leadership is considered charismatic when it “inspires the follower with challenge and persuasion, providing a  meaning  and  understanding”  (Bass 1996, p. 5). Leaders promote thoughtful, rational, and careful decision making. Motivational Effects of Charismatic Leadership: A SelfConcept Based Theory. Journal of Contemporary Business, 3, 81–97. House, R. J. Avolio, Bruce , and Jane M. Howell. The third step provides a comprehensive plan for improvement that is usually shared with the leader’s immediate supervisor. Ask NOT “Do leaders make a difference?” but “Under what conditions does leadership matter?” The task here is to examine conceptually and empirically the circumstances under which leadership makes a difference and to distinguish those from the circumstances for which leadership is inconsequential. To answer this question, the researchers developed a matrix that outlines the five decision processes that range from highly autocratic through consultative to highly participative (see Table 68.4). Research suggests that leadership emergence is an orderly process that reflects a rational group process whereby the individual with the most skill or experience or intelligence or capabilities takes charge. In sum up, effective leaders have power over specific traits and show specific behaviors or styles of leadership. First, Stogdill found  slightly higher intelligence measures for leaders, as well as positive relationships between leadership and adjustment, extroversion, and dominance. Researchers found participative leadership to be most effective when subordinates were engaged in nonrepetitive, ego-involving tasks. Whereas leaders, be they navy admirals or football coaches, receive credit or blame for the activities of their followers, success or failure is often the result of external forces: the actions of others, changing technologies, or environmental conditions. If a leader’s  style is not appropriate for the specific situation, the leader will not be successful and an organization must change the leader. Journal, 24, 362–368 method employed by leaders when implementing policies and benefits don t. 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