Leadership : Arranging or Approaching

Discuss about the Leadership for Arranging or Approaching.

Illustrative of the Organization- A leader can be considered as the representative of any particular organization. An organization may face loads of ups and downs in different times where the role of a leader comes into play. A perfect efficient leader will take the full responsibility for every single problem that an organization might face.

Bolster Solicitor– Leaders, are the perfect motivation for the employees who are working in the particular organization. The workers or the employees can face many problems during doing their stuff. Leaders then take full responsibility to solve those problems with efficiency. Leaders strengthen the mentality as well as the ability of the employee to provide more output on the input that was provided (MacNeice, 2009). Innovative ideas, new approaches, use of modern communication can be handled by a good leader in an efficient way.

As a friend, philosopher as well as a guide- A leader must have the quality and efficiency that will help him to be considered as a friend, philosopher, and guide. Friend refers to the friendly approach of the leader. A simple and frank attitude of a leader can give the comfort level to the employees. Philosophers are the source of different thoughts and possibilities. Leaders should also include these two qualities to make the leadership much more reliable. Last but not the least is a guide. Everybody in life needs guidance to cross tough hurdles, like this, every organization also have to face many tough situations where a perfect leader helps the employees to overcome that situation with ease.

Relationship between traits, motive, and effectiveness of a leader


There are many leaders around the world, but very few of them can be marked as the remarkable. Some important qualities that define leadership in an all new way they are;


There is a huge difference between the management and the employees and bosses and workers. Leaders are the ones who understand the exact nature of this difference and accept it. The image, communication and the action of a leader can be decided depending on the above-mentioned facts (Kabalo, 2015). The difference between the employees and the leaders are set by the leader, not by proving they are the best but by proving their working capabilities and the capability of leading from the front.


Tough decisions are the part of every job. Leaders are the one who must come forward to take tough choices and decisions. The finality, firmness and authority of decision making by the leaders must please every employee to be a perfect leader.


A person who communicates clearly, concisely and every often, he or she can be a favorable person for all. In any organization, a particular inspirational example must be set to get the best out of them. That inspirational example is a leader. So a person must be perfectly qualified with enough amounts of qualities to be a perfect leader (Zotaj & Zotaj, 2015). That is where the definition of inspiration lies.

In spite of all the mentioned qualities, there are much more qualities that a leader must carry in his/her characteristics. They are confidence, optimism, honesty accountability, etc.


The force motives                                                                                

Customized power motives

That is whereby leaders use energy to promote their particular advantages. This incorporates materialistic trifles, extravagance, and cash. 

Mingled power thought process

Leaders with a mingled power motives utilize their energy principally to accomplish hierarchical objectives or a dream (ENGESER & LANGENS, 2010). That implies the pioneer uses power for the goods for other individuals.

Drive and accomplishment thought process

Leaders are known for the solid exertion they put in achieving work objectives. Drive alludes to an affinity to infuse high vitality into accomplishing objectives and to persistence in applying that vitality. Accomplishment inspiration is about discovering bliss in achievement for its purpose. 

Solid hard working attitude

Viable leaders ordinarily have reliable hard working attitudes. That is a firm faith in the respect of their work. Also in light of such leaders are very much aroused as they esteem diligent work to accomplish their set objectives (“Special Issue Leadership Journal: Indigenous Leadership”, 2014).


Numerous leaders are persevering; this implies they are great at successful obstructions.


The effectiveness of leadership is almost as same as the points mentioned above. The effectiveness mainly lies in the relationship between the leader and the organization. One must know his/her organization from the core to be a perfect leader for that particular organization (Schmid, 2006). The leader must not have any point that may lead him or her to be an ineffective leader. He or she must be very responsive whenever the group needs him/her. The decision, perception and everything else must be perfect so that the employees can rely on the leader.

Traits, Motives, and Effectiveness are called the Tripod of leadership. The definition of leadership is based on these three aspects.

Leadership Styles

There are five types of leadership which are being followed in the real world. They are as follows,


That is the weakest type of leadership. It lacks direct supervisions which lead to irregularity in providing feedback (Tosunoglu, 2016). The employees who are highly experienced and trained require a little supervision; they fall under this leadership style. This style of leadership doesn’t produce any leadership or supervision effort from managers that may lead to poor production, increasing cost and lack of control.


To settle choices, it is crucial to introduce autocratic leadership style. It always permits by the directors with the contribution of others. The chief has the entire power of manipulating workers. There is no choice for anybody to challenge autocratic leaders (Nannicini & Ricciuti, 2010). For example, the autocratic leadership work can be followed by Cuba and North Korea nations. The representatives who need close supervision can be helpful of this leadership style. 


Participative leadership manipulates the input of all group members as well as peers with same as the democratic leadership style. The final decision can only is taken by the participative leader. All employees can be influenced by the participative leadership for taking necessary decision-making process. Their opinion can be taken on the highest priority to take contribution. Also, the participative leadership style defends the employees to make a change with the organizational change management. The employees will also accept the changes easily by this leadership style. The employees play a crucial role to manipulate this process. It also helps a company to make short time decisions (Gwele, 2008). 


The transactional leadership style can be introduced by managers for manipulating all employees but their performance. By this style, the employees can be rewarded or punished on their performance result. The predetermined goals can be fixed by the managers and group members. It is the primary responsibility of employees to follow the direction as well as the leadership of managers to achieve the organizational goals. Also when the group members fail to meet the necessary goals, then managers chooses the correct employee based on the review. The manager trained the perfect employee for the required work. That employee also receives bonus and reward after finishing the required goal.


To meet the goals, it is crucial to introduce transformational leadership style. It totally depends on the higher level of communication. The employees can be motivated by the leaders with the communication as well as the high visibility (Lindebaum & Cartwright,  2010). The management involvement can be needed by this leadership style to meet the required goals. By focusing on the big picture, the smallest task cam be easily done by the leaders.


The administration is introduced for finishing the goal. Authority is about finish objectives by making a title for business as well as inspiring workers to step up and settle on the appropriate choices. Enterprise chiefs require the abilities to rouse, lead and impact others. Enterprise plans to make use of persons who can go up next to a proposal part and expand the business for the more extended term. Its administration, as well as organizes programs, gives representatives the capabilities essential to lead others. This contextual analysis indicates that inside a business, there are break new ground at various levels of the chain of importance. Contingent on the circumstances, pioneers will utilize distinctive authority styles. By creating initiate who can settle on choices at a neighborhood level, Enterprise can react all the more nearly to client needs inside a listening carefully administration industry. Its elevated amounts of client administration give it the upper hand over its adversaries.


ENGESER, S. & LANGENS, T. (2010). Mapping explicit social motives of achievement, power, and affiliation onto the five-factor model of personality. Scandinavian Journal Of Psychology. http://dx.doi.org/10.1111/j.1467-9450.2009.00773.x

Gwele, N. (2008). Participative leadership in managing a faculty strategy. South African Journal Of Higher Education, 22(2). http://dx.doi.org/10.4314/sajhe.v22i2.25788

Kabalo, P. (2015). David Ben-Gurion’s leadership as a “two-way interaction process”. Leadership. http://dx.doi.org/10.1177/1742715015589645

Lindebaum, D. & Cartwright, S. (2010). A Critical Examination of the Relationship between Emotional Intelligence and Transformational Leadership. Journal Of Management Studies, no-no. http://dx.doi.org/10.1111/j.1467-6486.2010.00933.x

MacNeice, L. (2009). The administrator. Cambridge [England]: Proquest LLC.

Nannicini, T. & Ricciuti, R. (2010). Autocratic transitions and growth. Munich: CESifo.

Schmid, H. (2006). Leadership styles and leadership change in human and community service organizations. Nonprofit Management Leadership, 17(2), 179-194. http://dx.doi.org/10.1002/nml.142

Special Issue Leadership Journal: Indigenous Leadership. (2014). Leadership, 10(2), 263-265. http://dx.doi.org/10.1177/1742715014530196

Tosunoglu, H. (2016). Laissez-Faire leaders and organizations: how does Laissez-Faire leader erode the trust in organizations. Pressacademia, 3(1), 89-89. http://dx.doi.org/10.17261/pressacademia.2016116538

Tracy, B. (2014). Leadership. New York: American Management Association.

Woods, T. (2007). Motivating faculty through transactional and transformational leadership strategies.Journal Of Leadership Studies, 1(2), 64-73. http://dx.doi.org/10.1002/jls.20016

Zotaj, A. & Zotaj, B. (2015). Increasing the Potential of Work, Leading New Leaders. AJIS. http://dx.doi.org/10.5901/ajis.2015.v4n2s2p200


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