Reflective Journal on Introduction to Leadership for Trait Theory

Question: Discuss about theReflective Journal on Introduction to Leadership for Trait Theory. Answer: The concept of leadership can influence a group of individuals towards a certain goal or to achieve a particular objective. This is done by the managing body by using their formal rank on organizational members. According to Binod et al. (2013), leadership is the art of getting someone else to do something you want to be done because he wants to do it. Leadership Theories Trait Theory Trait theory is a theory of leadership that consider traits or behavioral patterns of an individual. These patterns can be ambition, energy, physics and including social behavior. A desire to step up and lead is also a trait one of the traits that show or increase leadership chances in an individual. Integrity and honesty to be able to point and differentiate leaders from non-leaders is also an important and most valued trait in leadership. Other traits include but not limited to job-relevant knowledge, self-confidence, self-motivation and drive and intelligence. However, no one known trait automatically shows or point straight to leadership. There is also no clear evidence that leadership and traits are related (David Russell, 2014). Behavioral Theories This is a theory suggesting that specific behaviors differentiate those who can lead from those who cannot. It is to be differentiated from trait theory as it means that leaders can be taught or trained while trait theory suggests that leaders are born, and not made. This theory attempts to uncover the behaviors in which leaders engage, rather than what traits a leader possesses. From a study at Iowa State University, Eyun?Jung Linda (2012) concentrated on leadership style theory and came up with two basic styles Autocratic leadership style: This style is where a leader made decisions and tell the employees what to do and closely supervises them. Democratic leadership style: This is where the employees are encouraged to participate in decision-making and are to carry out their duties with no supervision whatsoever. Different styles were needed for different situations, and each leader needed to know when to exhibit a particular approach. Autocratic Leadership Style This is a classical approach where manager retains a lot of power, and all the decision-making authority stays with him. He avoids consulting his stuff by not allowing any input, and on the other hand, the staff is expected to obey without question. With this type of leadership style, the structure is set on punishment and reward. It was, however, greatly criticized some years back as it is highly staff resistant. It uses threats and punishment to influence the employees and therefore may demoralize them, and consequently, the trust between the employer and employees is lost (Farhad Akram, 2012). Autocratic leadership, however, does not mean that this style of leadership is all bad. It comes in handy when there are new and untrained staffs who do not know what duties to perform or the processes to follow. It also provides effective and well-organized work as supervision gives order and discipline. Staff may also need to be well supervised as not all of them listen and follow instructions and hence need someone to be tough on them. When there is no time to involve the stuff, and a quick decision is needed, then this approach is needed as it saves time. The style is also effective when duties are to be delegated and shared to other organizations. As much as it is necessary to use this type of leadership often, there are situations where it is not a good idea to use it. This is when I get tense, and other employees are fearful, employees need to have their opinions heard, the employees only need their leader to make decisions for them. Therefore, it may lead to low staff morale and absenteeism. Bureaucratic Leadership Style This is the kind of leadership style that operates by the book. Bureaucratic leadership is where everything is done according to the procedure. It is well effective when the staff needs to be taught certain rules and procedures, their safety is paramount, and they need to be well coached and often more preferred when the type of work is where cash is involved. According to Liwen Jingkun (2015), there are limitations to this leadership style. It is ineffective when staff loses interest, and lack motivation, when work habits become hard to break even after what need is to be done is already done, when works become lazy and do not want to learn or do more and when they lose interest in their co-workers, hence discouraging team spirit. Democratic Leadership Style This is also known as participative style. It is where staff participation is required and encouraged. They are included in the decision-making and are involved in all happenings of the workplace, and they become part of the workplace family. Everything affecting them in the workplace is made known, and they come together to find a solution. A democratic leader is an individual leader who creates plans to help staff to be better besides providing room for improvement them. Moreover, this type of leadership is where an employer encourages the employees to seek promotions and to make goals. It is effective when the employees need to be informed of changes and reforms in the workplace. Employees may also need the influence to grow and achieve more, and also when the workers need to be included in decision-making and problem-solving duties. When team building also needs to do, this type of leadership style should be used. Laissez-Faire Leadership Style This is known as a hands-off type of leadership, where the leader provides little or no supervision and leaves the work to the employees, thus giving them freedom as needed. The employees are given authority over all workplace duties including decision-making and problem-solving. It is used when the employees are highly skilled and experienced, where they pride in their work and are self-driven towards success, and when they can be trusted (McManus, 2011). Importance of Leadership Qualities to Managers Activity: numerous a period's decent leadership abilities make me more prone to have a decent feeling of activity henceforth I don't hold up to be advised to perform obligations. My groundbreaking makes me more outcome situated and more prepared to offer answers for issues that emerge. Ingenuity: leadership aptitudes improve your capacity to discover better approaches for getting things done in an association. You are propelled by the capacity to change or re-make basic practices, which are all there to profit the work environment. Master liveliness: leadership aptitudes enhance your capacity to be proactive. Pioneers don't only 'purpose to do' however they really 'play out.' The 'entertainers' are the ones who are viewed just like the most dependable and profitable. On the off chance that you can obediently complete composed plans without hesitation, at that point you are demonstrating that you can assume the responsibility of the circumstance rather than simply react to them. Here are portions of the numerous qualities that make me a decent pioneer. Basic leadership. This is having the capacity to pick two blueprints at the time. My capacity to settle on grounded and snappy choices without trouble in demonstrate hatred for the greater part of the choices accessible likewise indicates I have incredible critical thinking aptitudes. A decent leader bases their choices through a decent adjust of enthusiastic and coherent thinking; this implies considering the certainties and in addition the path in which a choice will impact others (Pederzini, 2016). Time-administration. This ability runs as an inseparable unit with being sorted out. Having the capacity to hush up about timetables you set and needs well while meeting due dates. This is significantly more basic when you are in the position of driving a group as you should outline courses of events well for everybody. Appealing. Certainty and decisiveness pioneers have a specific quality of character and a solid feeling of independence. Charisma is a characteristic trademark that makes it simple to impact others. Open talking aptitudes specifically build up your level of allure and capacity to be sway crowds. Listening. Leaders should not be busy but able to five a listening ear to employees inputs and help carry them out accordingly while taking into account each and everybodys concerns. All the above skills and qualities are what help management run and have productive workplaces. Leadership in Teams and Organizations In practice, leaders set clear visions, and by doing this, they influence workers to comprehend and acknowledge the coming changes of the association. For instance, a unit of youthful troopers might not have confidence in a specific mission requested by their boss, yet a decent officer or leader will impact the fighters to do their obligations by letting them know of the vision and the significance of their part in the outcome. With that, the officers are more disposed to take after the leader. As indicated by Pederzini (2016), propelling representatives is to discover enough about the necessities and prerequisites of workers, accommodating them what they need and compliment them for an occupation well done. Being a long way from home is desolate for a youthful warrior. Utilizing a similar case, a great leader knows and will speak with his gathering to get more contribution on their requirements and needs. It is generally as straightforward as giving the troopers a sweet treat for their endeavors. Developing Leadership in an Organization For an organizing to be developed, skills need to be sharpened and looked into well. Decision-making; this is being able to choose two blueprints at the time. Your capacity to settle on grounded and brisk choices without trouble in demonstrate hatred for the greater part of the choices accessible additionally indicates you have incredible critical thinking abilities. A decent chief base their choices through a decent adjust of enthusiastic and sensible thinking; this implies considering the actualities and in addition the route in which a choice will impact others. Time-administration, this expertise runs as an inseparable unit with being composed. Having the capacity to remain quiet about timetables you set and needs well while meeting due dates. Time administration aptitudes are much more basic when you are in the position of driving a group as you should delineate timetables well for everybody. Appealing; certainty and confidence leaders have a specific quality of character and a solid feeling of independence. Charm is a characteristic trademark that makes it simple to impact others. Open talking aptitudes specifically build up the level of charisma and capacity to hold a conversation with a group of people effectively (Watkins et al., 2012). References Binod K. Shrestha and Devi R. Gnyawali, 2013. Insights on strategic management practices in Nepal. South Asian Journal of Global Business Research, 2(2), pp. 191-210. David Giles Russell Yates, 2014. Enabling educational leaders: qualitatively surveying an organization's culture. International Journal of Organizational Analysis, pp. 94-106. Eyun?Jung Ki, Linda C. Hon, 2012. Causal linkages among relationship quality perception, attitude, and behavior intention in a membership organization. Corporate Communications: An International Journal, 17(2). Farhad A. and Akram S., 2012. Strategic management: the case of NGOs in Palestine. Management Research Review, 35(6), pp. 473-489. Liwen Tan, Jingkun Ding, 2015. The frontier and evolution of the strategic management theory: A scientometric analysis of Strategic Management Journal, 2001-2012. Nankai Business Review International, 6(1), pp. 20-41. McManus, J., 2011. Revisiting ethics in strategic management. Corporate Governance: The International Journal of Business in Society, 11(2), pp. 214-223. Pederzini, G. D. A., 2016. Strategic management cultures: historical connections with science. Journal of Management History, 22(2), pp. 214-235. Watkins R., Meisers M.W Visser Y., 2012. A guide to assessing Needs, Tools for collecting information, making decisions and achieving development results. Washington: World Bank Publications.