Leadership
There is more than 10 leadership styles, each and every one of them is unique and different from others. Unfortunately leadership is not "one size fits all" thing .Leadership manifests itself in the specifics of what distinguished person or group of persons, mumble other people's actions and efforts in the realization of a common goal, to make a more efficient use of all available resources. So leadership - is the process of mobilizing people to achieve and realize certain goals.
Content
Introduction
“The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly. ”—Jim Rohn 1 But how? How to be a perfect leader? How to be the one who actually leads team to right direction, with the right tools, for the right reasons? There is more than 10 leadership styles, each and every one of them is unique and different from others. Unfortunately leadership is not "one size fits all" thing .Leadership manifests itself in the specifics of what distinguished person or group of persons, mumble other people's actions and efforts in the realization of a common goal, to make a more efficient use of all available resources. So leadership - is the process of mobilizing people to achieve and realize certain goals. Leadership is particularly important and challenging management function. Before analyzing the essence of leadership functions should be defined in the concept of leadership as literature (especially English meaning), this term is often synonymous with control or headship. First of all the different meaning of the concepts of the Lithuanian leadership position is based on the formal workforce, affecting people, leadership stems from the social influence process. It means that a person may be a manager or a leader and a manager and a leader. The leader can also be formal - appointed to lead the group, or informal - the group emerged from the assessment and recognition. So leadership be defined as a process and as a feature. As a process, leadership is unconstrained influence. In an attempt to direct or coordinate the group activities in order to achieve the goal. Leadership as a feature - is the set of characteristics attributed to the one who is aware that he could influence the successful use. 1
Many authors agree that the terms leader and leadership are not the same, but the essence of discord - jousting terms of interconnectedness. For example, W.G.Bennis (1985) writes that “leaders are people who do the right thing; managers are people who do things right.” 2 A.Zaleznik (2002) argues that, “managers take care of the way done, and leaders are concerned with what it means to people “3. Thus, the leadership will be ineffective if you will not use the leading role occurring manager's ability to bring people together to successfully implement the goals. Today, because of changes in society, increasing competition and changes in labor management research manager and executive behavior and roles differ. Leadership - one of the management tools. The main functions of manager is smooth functioning, as they are appointed, has the operational objectives and is based on a formal government. Managers allocate people and resources to ensure that those objectives are met. The basic function of leader is to creative ideas for the content and activities. When subordinates are willing to comply with instructions of the supervisor. Managers motivated by the successors should strive to achieve organizational goals. Leadership is one of the very complicated business manager features: This is a special activity that makes unorganized crowd effectively and efficiently operating the targeted group (Drucker, 1992)4; It is an art to give people what they need and what they want. At the same time it is receiving what you (the manager) need and what you want. Leadership - means organizing the activities of people in the organization to achieve objectives and create the business success.
2
Every company is different objectives that affect a person working for this organization, behavior and affect people coming to the organization has its own goals. These objectives optimal combination - a key management issue.
What is leadership?
Leadership - the ability to influence the group to achieve its goals. The impact of origins can be formal, such as the director's responsibilities in the organization. As the heads of functions are related to certain government formally granted, the person who stood in a certain position in an organization can take the lead. However, not all leaders are managers, not all line managers are leaders. The mere fact that an organization provides managers with certain rights, it does not mean that if effectively managed. Unauthorized leadership - it is the ability to influence, stemming from informal organizational structure - is just as important as formal influence. In other words, the leaders of the group can itself cause or be nominated.
Features of the theory
If the manager should be based on the following day, the media's general concepts, I would probably name the qualities such as intelligence, charisma, determination, enthusiasm, strength, courage, integrity, self-confidence, and so on, making the conclusion that effective leaders - is one-third and two-thirds of the scout Jesus Christ. The early psychologists studied the problem of leadership, looking similar to the properties listed here, to be released champions.
3
Is it possible to pick out one or more of those people, our recognized leaders - Winston Churchill, Mother Teresa, Martin Luther King Jr., John F. Kennedy, Nelson Mandela, Colin Powell - personal properties which are not unaccompanied? We accept that these people are in line with our definition of leadership, but their personal characteristics are very different. If it can be demonstrated that valid features of the concept, it would be discovered in the special features, which should have all the leaders. Researchers testing to distinguish those features at once brought them to a standstill. When trying to find a set of features that have always distinguished leaders from followers and effective leaders from ineffective. Maybe it was a bit too optimistic to expect a permanent unique features common to all efficient leaders that and what they led - Mormon church choir, General Electric Corporation, the Malibu coast shop, the Brazilian football team or Oxford University. Attempts to find bands that are consistently associated with leadership, was more successful. Six features which distinguish leaders from non-leaders are as follows: (1) ambition, (2) a desire to lead others and influence them, (3) honesty and integrity, (4) self-confidence (5) intelligence, and (6) in-depth knowledge of the area for which it is responsible. However, one feature is impossible to explain why a person is the leader. The biggest shortcoming of this interpretation is that it underestimated the situation-related factors. If a person has the appropriate features are more likely to become an effective leader. However, this person is still required to take corrective action. A "correct action" in one context will not necessarily be the same in another.
4
Behavioral theory
They did not find gold core "features of mine, scientists have specific leadership behaviors. They tried to clarify whether effective leadership behavior is not something unique. For example, whether they are democratic? It was hoped that the examination of behavior will not only get better clarification answers about the essence of leadership, but, if successful, will receive practical conclusions, which differ significantly from the characteristics obtained by the theory. In contrast, if behavioral studies reveal important behavioral management components, people can be trained to become leaders. Characteristics and behavior of the theory in terms of assumptions underlying distinguishes them. If the valid features of the theory, this would mean that leaders are born: a person or leader has the necessary features, or do not. On the other hand, if there is a specific characteristic of leadership behavior and then possible to teach leadership - to create programs that raising people who want to become effective leaders, these norms of behavior. Without a doubt, it was a much more attractive research direction, since it meant that it is possible to find more leaders. If we get to teach leadership, it means that you can have an unlimited number of effective leaders.
5
Charismatic leadership
Most of the leadership theories mini-reaching interactions (transactional) leaders. These people are direct or encourage their followers to achieve a specific objective, explaining their role and task requirements. There is another type of head, inspiring his followers to raise the organization's goals above individual interests and capable of doing his followers a stunning impact. This is charismatic or a change to (Transformational) leaders. These leaders were Jesse Jackson, Winston Churchill, Gen. Douglas MacArthur and Franklin D. Roosevelt. In his personal capacity, such leaders able to change their followers by raising their tasks the importance and value. Charismatic leaders inspire paid support, which can be expressed in here with these words: "I go to through the fire, if you ask me, the line manager." What are the characteristics of charismatic leaders appointed from non- charismatic? The most important are five: First Trust in yourself. They are completely confident in their assessments of justice and ability. Second Vision. This is an idealized goal, promising that the future will be better than the status quo. The greater the difference between the idealized goal and the status quo, the greater the likelihood that followers of this unusual vision will link to your leader. 3rd A strong belief in the vision. It is considered that charismatic leaders are very dedicated. It is believed that they are prepared to a high personal risk, incur significant costs and make sacrifices to achieve their vision.
6
4th The unusual behavior. He who has the charisma of leadership behavior is an innovative, unconventionality, and contrary to the established norms. If the conduct corporate success, followers of their leaders are surprised and admired. 5th Catalyst for change image. It is believed that charismatic leaders to try to preserve the status quo and seek radical changes. What can you say about the charismatic head of his influence on his followers’ attitudes and behavior? One study found that charismatic leaders of yesteryear more self-confidence, better seen their work makes sense, said received more support from their managers worked more in their heads held dynamic, and their work was better measured than non-charismatic, but effective leaders followers. In another study, it was observed that charismatic leaders led the people to work productively and were more satisfied with their work than those headed by men, the more confident the traditional behavior-based action, and the texture and promotes alertness. Naturally, the two studies provide limited information too, so that it can be generalized. This question will be examined in more detail, but the first evidence obtained are encouraging.
Visions based management
The term "vision" If you discuss charismatic leadership. However, based on the visions of leadership - it's more than just charisma. Visions based management - the ability to create and articulate a realistic, credible and pull the organization or the organization's vision of a structural unit, resulting in the present and it improves the. If this vision is properly selected and implemented, it is so contagious that brings the future, focusing skills, talents, and resources necessary for it to occur. 7
Vision differs in several respects from the other activities of formulating ways: The vision is clear and compelling picture that offers new ways of improving the situation, recognizing and building on the tradition of linking the actions people can take to implement the changes. Vision integrates human emotions and energy. Correctly expressed enthusiasm creates a vision that people can watch sports events or other forms of leisure activities, bringing to the workplace energy and commitment. It seems that the most important characteristics of the vision is the ability to inspire, which is focused on value and implementation, causes a more attractive image and are better expressed. Vision should be able to create opportunities that are inspiring and unique and offers a new procedure for the organization can stand out from the rest. Vision is likely to fail if you do not offer a clear and undeniable a better future for the organization and its members. Desirable vision corresponds to the time and circumstances and reflect the uniqueness of the organization. Organization, people must also believe that the vision is implemented. Clearly expressed and attractive visions easier to understand and accept. What could be examples of visions? Mary Kay Ash's5 vision of a business initiative of a woman possess, sell products that enhance their own image, gave impetus to the cosmetic company. Cisco Systems CEO John Chambers6 which vision of how computer networks can transform business firms. And Steve Case, the provision of Internet Services Company AOL's chief executive, sees how his firm merged with Time Warner Company, is expected to lead the information revolution. In what capacity have visions of creating leaders? When vision is formulated executives reveals three qualities that help to effectively implement the vision. The first feature - the ability to explain the vision to others. Guide, communicating orally and in writing, must be clearly formulated vision and specify what actions and will require its implementation. The second feature - the ability to express the vision not just verbally but also in their behavior. They have to behave in such a way that the vision regularly to discuss and attachment. The third feature - the
8
ability to expand the vision and apply it to different leadership contexts. It is the ability to organize activities that vision can be applied in many situations.
Leadership team
Unfortunately, many managers fail to change, to be able to manage them. As one well-known consultant, "even themselves most talented managers is difficult to change because of all the command and control methods, which they were encouraged to apply before, now no longer works. So many managers facing the challenge to learn how to become an effective team leader. They have to learn these skills here - how to change patient information, to trust others, to refuse authority and to know when to intervene. Effective leaders are well mastered the difficult art of balancing and know when their teams have to operate independently and when to intercede. New team leaders may try to save too much control at a time when the team members need more autonomy, or abandoned their teams when they need support and help. Twenty organizations, the restructuring of its operations team based study showed it has some general responsibilities to be taken by all leaders. These functions are: coaching, support, discipline issues, the team and their performance discussion, training and communication. Many of these responsibilities for managers in general. Meaningful way to describe the team manager's job - is to focus on two priorities: the outer limits of the management team and the conditions of the process take place in a team award. These priority areas were divided into four specific roles. First, the team leaders are liaisons with the outside. It's upper management, other teams, customers and suppliers. Shall represent the team and maintains contacts, arrange for the
9
necessary resources to find out what others expect of the team, collect information on the outside and share it with the team. Second, the team leaders are problems diagnostician. When a team is facing problems and asking for help, they are leaders in the meetings and try to help resolve the difficulties. It's seldom dry with a technical or production issues. Why? Because team members are more knowledgeable about the task manager. The supervisor may be advantageous, asked important questions, helping the team to talk about their problems and receiving external contacts necessary resources. For example, when one of the aviation and space industry firms team ran out of people, its leaders have taken responsibility to hire more employees. He introduced the senior management team with the problem and got the approval of the company's personnel department to hire more employees. Third, CEOs are conflicts regulators. When disagreements arise, they help resolve the conflict. What is the cause of the conflict? What is it entangled? What were the subjects of disagreement? What are the possible courses of action? What are the advantages of each option and cons? He forced team members to consider the following questions guide the team to minimize internal conflict destructive aspects. And finally, team leaders are instructors. They explain what is expected of team members, regardless of their role, teaches, helps, encourages and makes everything else you need to team performance improvement.
10
Does Leadership Is Always Important? Contrary to what has been highlighted in the following sections, the leadership may not always be important! Many studies have shown that there are many situations where, regardless of what would guide his actions are not necessary. Certain human, labor and organization factors may change direction, eliminating the formal leader's ability to make a positive and a negative impact on subordinate attitudes and performance efficiency. For example, the characteristics of subordinates, such as experience, education, professional competence and independence need to neutralize the effect of leadership. These properties can change the guide need for support or ability to structure the task and make it less confusing. Also, people who work in jobs which, by their nature, are straightforward and routine, or which in itself rewarding. And finally, organizations with such features as clearly formalized goals, rigid rules and procedures, cohesive work groups can replace formal leadership. Here are comments should not come as a surprise. The following sections have introduced the independent factors, which were recorded, affecting staff performance and satisfaction in their work. However, proponents of the concept of leadership, explaining and forecasting the behavior of employees, overstate the significance of leadership. It would be too simple to explain to employees to achieve the objectives of promoting only their leadership behavior. It is therefore important to clearly recognize that leadership - just one more factor in the behavior of the organization. In some situations, it may be of great help in determining employee productivity, absenteeism, job satisfaction and change, but in other situations, these phenomena cannot explain the manager's behavior. Even the charismatic leadership is not a panacea, as many people think that in our society and in the media. Charismatic leaders can perfectly run the organization should be pulled out of the crisis, but their performance is often poor when the crisis subsides and returns to normal working conditions. Forceful, confident demeanor, which had a time of crisis, then it becomes 11
an obligation. Charismatic leaders are often unflappable, autocratic and tend to believe that their opinion is no doubt more than a fact. Such behavior alienate good people and organization can target a dangerous path.
Conclusions
Leadership theme does not lack theories. But what does it all mean? Let us try to find common traits of leadership theories and find out whether they are managers any practical benefits. Analyzed carefully, you will notice that the "task" and "people" concept - often expressed in more sophisticated terms, but basically the same meaning - is in many theories. The task is called a "tendency to structure the" path-goal theory call it a "directive". Similarly treated, and people "concept, which is called" respect "," frame "and" the staff-oriented "or" the ratio of centered leadership. Obviously, the head of the behavior can be described in two categories - the tasks and people, but researchers continue to have different views on whether their orientation is a continuum of opposite polarity (in man can be clearly expressed in one or the other orientation, but not both at once) whether there are two independent factors (human being can be clearly or poorly expressed in both orientations). Time has shown that some features may be moderate effective leadership performance. However, the fact that the manager has the intellect, determination, self-confidence, and his subordinates to work productively and be satisfied. Of these properties can’t really predict that the leadership will be successful. Early tasks and human methods is also nothing essential has not offered. The strongest statement that can be formulated on the basis of these theories is that leaders are oriented to people ratio is high, led by employees are satisfied with their work. The results are too confused 12
to be able to predict the productivity of workers in the orientation task impact on employee productivity and job satisfaction. A major breakthrough in our understanding of leadership occurred when circumstances have recognized the need to develop theories that take into account factors depending on the situation. Present scientific facts to argue that the relevant factors of the situation belonging to a work task structure, the level of support groups and such successors as personality characteristics, experience and ability. And finally, the role played by trust in the leadership? Today's effective leaders must build a relationship based on trust with those who want to lead. Why? Since these organizations in becoming a stable and predictable, strong trust relationships restored when replacing bureaucratic rules for the description and the expectations of the relationship.
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References and Bibliography
1) Jim Rohn quote http://quotationsbook.com/quote/22928/ (accessed on 2013/01/04); 2) W.G. Bennis quote http://thinkexist.com/quotes/warren_g._bennis/ (accessed on 2013/01/04); 3) “Managers and leaders: Are they different?”(2002), A.Zaleznik ; 4) “Managing for the Future” (1992), P.F. Drucker; 5) “Miracles happen: the life and timeless principles of the founder of Mary Kay” ,(2003) Ash, Mary Kay; 6) "Would You Believe Maurice Evans?” LIFE. August 18, 1967. Retrieved 2012-01-03.; 7) “The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You” , (2007) John C. Maxwell; 8) “Leadership: Research Findings, Practice, and Skills”, (2012) Andrew J. DuBrin; 9) “On Leadership”,(1993) John W. Gardner
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“The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly. ”—Jim Rohn 1 But how? How to be a perfect leader? How to be the one who actually leads team to right direction, with the right tools, for the right reasons? There is more than 10 leadership styles, each and every one of them is unique and different from others. Unfortunately leadership is not "one size fits all" thing .Leadership manifests itself in the specifics of what distinguished person or group of persons, mumble other people's actions and efforts in the realization of a common goal, to make a more efficient use of all available resources. So leadership - is the process of mobilizing people to achieve and realize certain goals. Leadership is particularly important and challenging management function. Before analyzing the essence of leadership functions should be defined in the concept of leadership as literature (especially English meaning), this term is often synonymous with control or headship. First of all the different meaning of the concepts of the Lithuanian leadership position is based on the formal workforce, affecting people, leadership stems from the social influence process. It means that a person may be a manager or a leader and a manager and a leader. The leader can also be formal - appointed to lead the group, or informal - the group emerged from the assessment and recognition. So leadership be defined as a process and as a feature. As a process, leadership is unconstrained influence. In an attempt to direct or coordinate the group activities in order to achieve the goal. Leadership as a feature - is the set of characteristics attributed to the one who is aware that he could influence the successful use. 1
Many authors agree that the terms leader and leadership are not the same, but the essence of discord - jousting terms of interconnectedness. For example, W.G.Bennis (1985) writes that “leaders are people who do the right thing; managers are people who do things right.” 2 A.Zaleznik (2002) argues that, “managers take care of the way done, and leaders are concerned with what it means to people “3. Thus, the leadership will be ineffective if you will not use the leading role occurring manager's ability to bring people together to successfully implement the goals. Today, because of changes in society, increasing competition and changes in labor management research manager and executive behavior and roles differ. Leadership - one of the management tools. The main functions of manager is smooth functioning, as they are appointed, has the operational objectives and is based on a formal government. Managers allocate people and resources to ensure that those objectives are met. The basic function of leader is to creative ideas for the content and activities. When subordinates are willing to comply with instructions of the supervisor. Managers motivated by the successors should strive to achieve organizational goals. Leadership is one of the very complicated business manager features: This is a special activity that makes unorganized crowd effectively and efficiently operating the targeted group (Drucker, 1992)4; It is an art to give people what they need and what they want. At the same time it is receiving what you (the manager) need and what you want. Leadership - means organizing the activities of people in the organization to achieve objectives and create the business success.
2
Every company is different objectives that affect a person working for this organization, behavior and affect people coming to the organization has its own goals. These objectives optimal combination - a key management issue.
What is leadership?
Leadership - the ability to influence the group to achieve its goals. The impact of origins can be formal, such as the director's responsibilities in the organization. As the heads of functions are related to certain government formally granted, the person who stood in a certain position in an organization can take the lead. However, not all leaders are managers, not all line managers are leaders. The mere fact that an organization provides managers with certain rights, it does not mean that if effectively managed. Unauthorized leadership - it is the ability to influence, stemming from informal organizational structure - is just as important as formal influence. In other words, the leaders of the group can itself cause or be nominated.
Features of the theory
If the manager should be based on the following day, the media's general concepts, I would probably name the qualities such as intelligence, charisma, determination, enthusiasm, strength, courage, integrity, self-confidence, and so on, making the conclusion that effective leaders - is one-third and two-thirds of the scout Jesus Christ. The early psychologists studied the problem of leadership, looking similar to the properties listed here, to be released champions.
3
Is it possible to pick out one or more of those people, our recognized leaders - Winston Churchill, Mother Teresa, Martin Luther King Jr., John F. Kennedy, Nelson Mandela, Colin Powell - personal properties which are not unaccompanied? We accept that these people are in line with our definition of leadership, but their personal characteristics are very different. If it can be demonstrated that valid features of the concept, it would be discovered in the special features, which should have all the leaders. Researchers testing to distinguish those features at once brought them to a standstill. When trying to find a set of features that have always distinguished leaders from followers and effective leaders from ineffective. Maybe it was a bit too optimistic to expect a permanent unique features common to all efficient leaders that and what they led - Mormon church choir, General Electric Corporation, the Malibu coast shop, the Brazilian football team or Oxford University. Attempts to find bands that are consistently associated with leadership, was more successful. Six features which distinguish leaders from non-leaders are as follows: (1) ambition, (2) a desire to lead others and influence them, (3) honesty and integrity, (4) self-confidence (5) intelligence, and (6) in-depth knowledge of the area for which it is responsible. However, one feature is impossible to explain why a person is the leader. The biggest shortcoming of this interpretation is that it underestimated the situation-related factors. If a person has the appropriate features are more likely to become an effective leader. However, this person is still required to take corrective action. A "correct action" in one context will not necessarily be the same in another.
4
Behavioral theory
They did not find gold core "features of mine, scientists have specific leadership behaviors. They tried to clarify whether effective leadership behavior is not something unique. For example, whether they are democratic? It was hoped that the examination of behavior will not only get better clarification answers about the essence of leadership, but, if successful, will receive practical conclusions, which differ significantly from the characteristics obtained by the theory. In contrast, if behavioral studies reveal important behavioral management components, people can be trained to become leaders. Characteristics and behavior of the theory in terms of assumptions underlying distinguishes them. If the valid features of the theory, this would mean that leaders are born: a person or leader has the necessary features, or do not. On the other hand, if there is a specific characteristic of leadership behavior and then possible to teach leadership - to create programs that raising people who want to become effective leaders, these norms of behavior. Without a doubt, it was a much more attractive research direction, since it meant that it is possible to find more leaders. If we get to teach leadership, it means that you can have an unlimited number of effective leaders.
5
Charismatic leadership
Most of the leadership theories mini-reaching interactions (transactional) leaders. These people are direct or encourage their followers to achieve a specific objective, explaining their role and task requirements. There is another type of head, inspiring his followers to raise the organization's goals above individual interests and capable of doing his followers a stunning impact. This is charismatic or a change to (Transformational) leaders. These leaders were Jesse Jackson, Winston Churchill, Gen. Douglas MacArthur and Franklin D. Roosevelt. In his personal capacity, such leaders able to change their followers by raising their tasks the importance and value. Charismatic leaders inspire paid support, which can be expressed in here with these words: "I go to through the fire, if you ask me, the line manager." What are the characteristics of charismatic leaders appointed from non- charismatic? The most important are five: First Trust in yourself. They are completely confident in their assessments of justice and ability. Second Vision. This is an idealized goal, promising that the future will be better than the status quo. The greater the difference between the idealized goal and the status quo, the greater the likelihood that followers of this unusual vision will link to your leader. 3rd A strong belief in the vision. It is considered that charismatic leaders are very dedicated. It is believed that they are prepared to a high personal risk, incur significant costs and make sacrifices to achieve their vision.
6
4th The unusual behavior. He who has the charisma of leadership behavior is an innovative, unconventionality, and contrary to the established norms. If the conduct corporate success, followers of their leaders are surprised and admired. 5th Catalyst for change image. It is believed that charismatic leaders to try to preserve the status quo and seek radical changes. What can you say about the charismatic head of his influence on his followers’ attitudes and behavior? One study found that charismatic leaders of yesteryear more self-confidence, better seen their work makes sense, said received more support from their managers worked more in their heads held dynamic, and their work was better measured than non-charismatic, but effective leaders followers. In another study, it was observed that charismatic leaders led the people to work productively and were more satisfied with their work than those headed by men, the more confident the traditional behavior-based action, and the texture and promotes alertness. Naturally, the two studies provide limited information too, so that it can be generalized. This question will be examined in more detail, but the first evidence obtained are encouraging.
Visions based management
The term "vision" If you discuss charismatic leadership. However, based on the visions of leadership - it's more than just charisma. Visions based management - the ability to create and articulate a realistic, credible and pull the organization or the organization's vision of a structural unit, resulting in the present and it improves the. If this vision is properly selected and implemented, it is so contagious that brings the future, focusing skills, talents, and resources necessary for it to occur. 7
Vision differs in several respects from the other activities of formulating ways: The vision is clear and compelling picture that offers new ways of improving the situation, recognizing and building on the tradition of linking the actions people can take to implement the changes. Vision integrates human emotions and energy. Correctly expressed enthusiasm creates a vision that people can watch sports events or other forms of leisure activities, bringing to the workplace energy and commitment. It seems that the most important characteristics of the vision is the ability to inspire, which is focused on value and implementation, causes a more attractive image and are better expressed. Vision should be able to create opportunities that are inspiring and unique and offers a new procedure for the organization can stand out from the rest. Vision is likely to fail if you do not offer a clear and undeniable a better future for the organization and its members. Desirable vision corresponds to the time and circumstances and reflect the uniqueness of the organization. Organization, people must also believe that the vision is implemented. Clearly expressed and attractive visions easier to understand and accept. What could be examples of visions? Mary Kay Ash's5 vision of a business initiative of a woman possess, sell products that enhance their own image, gave impetus to the cosmetic company. Cisco Systems CEO John Chambers6 which vision of how computer networks can transform business firms. And Steve Case, the provision of Internet Services Company AOL's chief executive, sees how his firm merged with Time Warner Company, is expected to lead the information revolution. In what capacity have visions of creating leaders? When vision is formulated executives reveals three qualities that help to effectively implement the vision. The first feature - the ability to explain the vision to others. Guide, communicating orally and in writing, must be clearly formulated vision and specify what actions and will require its implementation. The second feature - the ability to express the vision not just verbally but also in their behavior. They have to behave in such a way that the vision regularly to discuss and attachment. The third feature - the
8
ability to expand the vision and apply it to different leadership contexts. It is the ability to organize activities that vision can be applied in many situations.
Leadership team
Unfortunately, many managers fail to change, to be able to manage them. As one well-known consultant, "even themselves most talented managers is difficult to change because of all the command and control methods, which they were encouraged to apply before, now no longer works. So many managers facing the challenge to learn how to become an effective team leader. They have to learn these skills here - how to change patient information, to trust others, to refuse authority and to know when to intervene. Effective leaders are well mastered the difficult art of balancing and know when their teams have to operate independently and when to intercede. New team leaders may try to save too much control at a time when the team members need more autonomy, or abandoned their teams when they need support and help. Twenty organizations, the restructuring of its operations team based study showed it has some general responsibilities to be taken by all leaders. These functions are: coaching, support, discipline issues, the team and their performance discussion, training and communication. Many of these responsibilities for managers in general. Meaningful way to describe the team manager's job - is to focus on two priorities: the outer limits of the management team and the conditions of the process take place in a team award. These priority areas were divided into four specific roles. First, the team leaders are liaisons with the outside. It's upper management, other teams, customers and suppliers. Shall represent the team and maintains contacts, arrange for the
9
necessary resources to find out what others expect of the team, collect information on the outside and share it with the team. Second, the team leaders are problems diagnostician. When a team is facing problems and asking for help, they are leaders in the meetings and try to help resolve the difficulties. It's seldom dry with a technical or production issues. Why? Because team members are more knowledgeable about the task manager. The supervisor may be advantageous, asked important questions, helping the team to talk about their problems and receiving external contacts necessary resources. For example, when one of the aviation and space industry firms team ran out of people, its leaders have taken responsibility to hire more employees. He introduced the senior management team with the problem and got the approval of the company's personnel department to hire more employees. Third, CEOs are conflicts regulators. When disagreements arise, they help resolve the conflict. What is the cause of the conflict? What is it entangled? What were the subjects of disagreement? What are the possible courses of action? What are the advantages of each option and cons? He forced team members to consider the following questions guide the team to minimize internal conflict destructive aspects. And finally, team leaders are instructors. They explain what is expected of team members, regardless of their role, teaches, helps, encourages and makes everything else you need to team performance improvement.
10
Does Leadership Is Always Important? Contrary to what has been highlighted in the following sections, the leadership may not always be important! Many studies have shown that there are many situations where, regardless of what would guide his actions are not necessary. Certain human, labor and organization factors may change direction, eliminating the formal leader's ability to make a positive and a negative impact on subordinate attitudes and performance efficiency. For example, the characteristics of subordinates, such as experience, education, professional competence and independence need to neutralize the effect of leadership. These properties can change the guide need for support or ability to structure the task and make it less confusing. Also, people who work in jobs which, by their nature, are straightforward and routine, or which in itself rewarding. And finally, organizations with such features as clearly formalized goals, rigid rules and procedures, cohesive work groups can replace formal leadership. Here are comments should not come as a surprise. The following sections have introduced the independent factors, which were recorded, affecting staff performance and satisfaction in their work. However, proponents of the concept of leadership, explaining and forecasting the behavior of employees, overstate the significance of leadership. It would be too simple to explain to employees to achieve the objectives of promoting only their leadership behavior. It is therefore important to clearly recognize that leadership - just one more factor in the behavior of the organization. In some situations, it may be of great help in determining employee productivity, absenteeism, job satisfaction and change, but in other situations, these phenomena cannot explain the manager's behavior. Even the charismatic leadership is not a panacea, as many people think that in our society and in the media. Charismatic leaders can perfectly run the organization should be pulled out of the crisis, but their performance is often poor when the crisis subsides and returns to normal working conditions. Forceful, confident demeanor, which had a time of crisis, then it becomes 11
an obligation. Charismatic leaders are often unflappable, autocratic and tend to believe that their opinion is no doubt more than a fact. Such behavior alienate good people and organization can target a dangerous path.
Conclusions
Leadership theme does not lack theories. But what does it all mean? Let us try to find common traits of leadership theories and find out whether they are managers any practical benefits. Analyzed carefully, you will notice that the "task" and "people" concept - often expressed in more sophisticated terms, but basically the same meaning - is in many theories. The task is called a "tendency to structure the" path-goal theory call it a "directive". Similarly treated, and people "concept, which is called" respect "," frame "and" the staff-oriented "or" the ratio of centered leadership. Obviously, the head of the behavior can be described in two categories - the tasks and people, but researchers continue to have different views on whether their orientation is a continuum of opposite polarity (in man can be clearly expressed in one or the other orientation, but not both at once) whether there are two independent factors (human being can be clearly or poorly expressed in both orientations). Time has shown that some features may be moderate effective leadership performance. However, the fact that the manager has the intellect, determination, self-confidence, and his subordinates to work productively and be satisfied. Of these properties can’t really predict that the leadership will be successful. Early tasks and human methods is also nothing essential has not offered. The strongest statement that can be formulated on the basis of these theories is that leaders are oriented to people ratio is high, led by employees are satisfied with their work. The results are too confused 12
to be able to predict the productivity of workers in the orientation task impact on employee productivity and job satisfaction. A major breakthrough in our understanding of leadership occurred when circumstances have recognized the need to develop theories that take into account factors depending on the situation. Present scientific facts to argue that the relevant factors of the situation belonging to a work task structure, the level of support groups and such successors as personality characteristics, experience and ability. And finally, the role played by trust in the leadership? Today's effective leaders must build a relationship based on trust with those who want to lead. Why? Since these organizations in becoming a stable and predictable, strong trust relationships restored when replacing bureaucratic rules for the description and the expectations of the relationship.
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References and Bibliography
1) Jim Rohn quote http://quotationsbook.com/quote/22928/ (accessed on 2013/01/04); 2) W.G. Bennis quote http://thinkexist.com/quotes/warren_g._bennis/ (accessed on 2013/01/04); 3) “Managers and leaders: Are they different?”(2002), A.Zaleznik ; 4) “Managing for the Future” (1992), P.F. Drucker; 5) “Miracles happen: the life and timeless principles of the founder of Mary Kay” ,(2003) Ash, Mary Kay; 6) "Would You Believe Maurice Evans?” LIFE. August 18, 1967. Retrieved 2012-01-03.; 7) “The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You” , (2007) John C. Maxwell; 8) “Leadership: Research Findings, Practice, and Skills”, (2012) Andrew J. DuBrin; 9) “On Leadership”,(1993) John W. Gardner
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