Leadership
- Submitted by: Kabeoi
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- Date Submitted: 05/19/2014 09:58 PM
- Pages: 8
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LITERATURE REVIEW & CRITICAL ANALYSIS
Within the organisation in modern business, there must have people with leadership ability. Regarding to Psychogios & Garev (2012), the leadership is the ability to influence people in order to approach the accomplishment of organisation’s goals and objectives. Because of globalisation of markets, corporate and companies, those organisations have enforced the persons who lead to meet the goals requirements, demands and expectations everywhere aligned with mission founders of companies at the time the contract of association business (Bontas, 2012). Moreover, beside the financial benefits or goals achievement, the leadership within the organisation also drives the values, behavioural enforcement, accountability, management credibility and especially the communication (Escobedo, Jett, & Lao, 2012). The effective leadership has been seen as a dominant central factor of the growth and development within organisational context, from a non-profit entrepreneurs to religious association, military units and so on; hence, more organisations have shown the interest toward the development of leadership within staffs and invest more in resources that can bring leadership development and succession planning (Hargis, Watt, & Piotrowski, 2011).
There are two main meta-categorised styles of leadership for the people to align with. The first one would be transactional leadership, the other one is the transformational leadership (Daft, 2010). The transactional leadership comprises the leader-follower interactions which are crucial for achieving organisation performance agreed upon between leaders and followers (Hellriegel & Slocum, 2011). Transactional leadership would deal with the dimension of contingent rewards – which are the variety of kinds of rewards in exchange for the mutually agreed goals; transactional leaders also approach the passive management style that the leaders will only intervene when the standards of...
Within the organisation in modern business, there must have people with leadership ability. Regarding to Psychogios & Garev (2012), the leadership is the ability to influence people in order to approach the accomplishment of organisation’s goals and objectives. Because of globalisation of markets, corporate and companies, those organisations have enforced the persons who lead to meet the goals requirements, demands and expectations everywhere aligned with mission founders of companies at the time the contract of association business (Bontas, 2012). Moreover, beside the financial benefits or goals achievement, the leadership within the organisation also drives the values, behavioural enforcement, accountability, management credibility and especially the communication (Escobedo, Jett, & Lao, 2012). The effective leadership has been seen as a dominant central factor of the growth and development within organisational context, from a non-profit entrepreneurs to religious association, military units and so on; hence, more organisations have shown the interest toward the development of leadership within staffs and invest more in resources that can bring leadership development and succession planning (Hargis, Watt, & Piotrowski, 2011).
There are two main meta-categorised styles of leadership for the people to align with. The first one would be transactional leadership, the other one is the transformational leadership (Daft, 2010). The transactional leadership comprises the leader-follower interactions which are crucial for achieving organisation performance agreed upon between leaders and followers (Hellriegel & Slocum, 2011). Transactional leadership would deal with the dimension of contingent rewards – which are the variety of kinds of rewards in exchange for the mutually agreed goals; transactional leaders also approach the passive management style that the leaders will only intervene when the standards of...