Example Of Thesis On Human Resource Management
Theory of Leadership
Ever since the birth of human civilization there is always a reference of the title “Leader”. Looking into ancient history packs of human has been always lead by the strongest member. When hunting animals in the wild there is always someone that would lead the attack. Evidently, this kind of leadership has been very rampant throughout the ancient history.
As time goes by, the human civilization develops a caste system. In the context of caste system the upper class of men are usually the leaders of their community. This can be seen in hierarchical towns that have a king, knights, free men and peasants. Evidently determining who the leader is at this time is through influence and money. Additionally, the successor of kings and queens are their sons and daughters.
Looking into a more progressive type of community, a leader is seen as the most intelligent and has a lot of wisdom. These traits are applicable to a highly developed community that has political, economical and social attributes. This also gives a different view for the people can select their own leaders rather than by power and influence. This type of leadership can be seen in governments of every nation today.
Leadership as modernly defined is the process by which person has the social influence that can give help and support to a group in accomplishing a certain goal. As a common definition of a leader, he is just a person that others follow or someone that supports or guides or even direct others on what to do. On the other hand, leadership can also be defined as an act by a leader by which he organizes a group and direct them on what to do to accomplish a certain goal. This paper would tackle the theory of leadership and its functions. Initially the idea of leaders that can be trained is the main theory of this paper. Moreover, the paper will also tackle the possibility of developing good leaders.
Objectives of the Study
This paper aims to have its own theory of leadership and define its importance globally and socially. This paper also aims to have a clear distinction of what a leader should be. Lastly this paper also aims to explain the needs of leaders in a society and how they are developed.
Scope of the Study
The scope of the study is only up to limited qualitative methods conducted by concerned parties that would develop good new leaders. The study would not include statistical analysis of the activities given that would evaluate leadership skills.
Review of Related Literature
The quest for the qualities or attributes of leaders has proceeded for quite a long time. Now let’s take a look on the previous works related to leadership. Philosophical works from Plato's Republic to Plutarch's Lives have investigated the inquiry "What qualities recognize a single person that has good leadership skills?" Underlying this pursuit was the early determination of the essentialness of leadership and the presumption that administration is established in the attributes that certain people have. This thought that leadership is in light of individual characteristics is known as the "quality hypothesis of authority".
Various works in the nineteenth century - when the conventional power of rulers, masters and clerics had started to melt away - investigated the quality hypothesis finally: note particularly the compositions of Thomas Carlyle and of Francis Galton, whose works have incited many years of exploration. In Heroes and Hero Worship (1841), Carlyle distinguished the gifts, aptitudes, and physical attributes of men who rose to power. Galton's Hereditary Genius (1869) inspected administration qualities in the groups of effective men. In the wake of demonstrating that the quantities of famous relatives dropped off when his center moved from first-degree to second-degree relatives, Galton inferred that authority was acquired. At the end of the day, leaders were conceived, not created. Both of these prominent works loaned extraordinary starting backing for the idea that administration is established in attributes of a leader.
Reemergence of trait theory
New strategies and estimations were produced after these powerful surveys that would at last restore the quality hypothesis as a suitable way to the investigation of leadership traits. Case in point, changes in specialists' utilization of the round robin examination plan strategy permitted analysts to see that people can and do develop as pioneers over a mixture of circumstances and undertakings. Moreover, amid the 1980s factual advances permitted scientists to lead meta-investigations, in which they could quantitatively break down and outline the discoveries from a wide exhibit of studies. This approach permitted attribute scholars to make an exhaustive picture of past initiative research as opposed to depend on the subjective surveys of the past. Furnished with new techniques, initiative scientists uncovered the accompanying:
• Individuals can and do develop as pioneers over a mixed bag of circumstances and tasks.
• Significant connections exist between initiative development and such individual attributes as:
• Openness to experience
• General ampleness toward oneself
While the quality hypothesis of authority has unquestionably recovered prevalence, its reemergence has not been joined by a relating increment in advanced application. Leadership is moving others to seek after your vision inside the parameters you set, to the degree that it turns into an imparted exertion, an imparted vision, and an imparted achievement (Steve Zeitchik, 2012). Leadership is a procedure of social impact, which expands the endeavors of others, towards the accomplishment of an objective (Kruse, 2013).
Previously, a few specialists have contended that the genuine impact of leaders on authoritative results is exaggerated and romanticized as a consequence of one-sided attributions about pioneers. In spite of these affirmations, on the other hand, it is to a great extent perceived and acknowledged by specialists and scientists that authority is essential, and examination backs the thought that pioneers do add to key authoritative results (Kaiser, Hogan, & Craig, 2008). To encourage effective execution it is essential to comprehend and precisely measure initiative execution. These are mainly work execution by leaders. However, this does not pertain to developing good leaders.
Work execution for the most part alludes to conduct that is relied upon to add to leadership achievement (Campbell, 1990). Campbell recognized various particular sorts of execution measurements; administration was one of the measurements that he distinguished. There is no steady, general meaning of initiative execution (Yukl, 2002). Numerous unique conceptualizations are regularly lumped together under the umbrella of initiative execution, including results, for example, pioneer viability, pioneer progression, and pioneer rise (Kaiser et al., 2008). Case in point, leadership execution may be utilized to allude to the profession achievement of the individual leaders, execution of the gathering or association, or much pioneer development. Each of these measures can be considered adroitly different. While these angles may be connected, they are distinctive results and their consideration ought to rely on upon the connected or examination center.
Taking into account the previous studies about leadership we can therefore formulate ideas on what “excellent leaders” should be. Moreover, the definition of problems existent to our society must also be addressed with this new set of leaders. The society needs a transparent, efficient and a compassionate leader. Somewhere in between a hero and a saint, that would be a leader. A hero means that is ready to lay his life down to his constituents and a saint that is very ready to show compassion to his constituents. The next section of this paper will tackle the issue of the need of leaders in the modern world. It is very inevitable to show demand over qualified leaders. This is not to impress the society of rebranding a leader but to show a real difference that this leader could bring.
Evidently this paper aims to introduce its own definition of leadership basing on previous works by various scientist and great thinkers. Additionally, the scope of giving the theory of how leadership works is global. This paper will tackle a new theory of globally competitive leaders that could give efficient leadership as well as harmonious relationship to the group it belongs. The initial idea of the paper that leaders are not only born but also can be trained. The traits of an excellent leader are subject to analysis in the succeeding parts of this paper. The analysis however is limited to a qualitative one.
The Need of Leaders
In this section we will tackle the need of leaders on an organizational, societal and political level globally.
Every society is in need of someone that could essentially lead them and achieve a common goal. These societies include the government, business, and healthcare groups and even in religion. You can actually see that the need of leaders is globally inherent.
Discovering great pioneers has, obviously, dependably been a pivotal issue for a wide range of associations. This is the reason that various government agencies, for occurrence; put such a great amount of exertion into preparing their officers and why business schools and different suppliers of official advancement have flourished. In any case this paper contends that "21st-century authority is diverse". Organizations confront new authority difficulties, including creating “Millenials” and different eras of leadership skills, taking care of the demand for leaders with worldwide familiarity and adaptability, fabricating the capacity to improve and move others to perform, and obtaining new levels of understanding of quickly changing advances and new trains and fields." No big surprise associations are missing the mark. The root is definitely where leaders are born and nurtured.
Pretty much inescapably, the issue is felt to be particularly intense today. This is a consequence of the fortifying of the worldwide recuperation, the yearning from the organizations to grow in new markets and the developing quantities of more established leaders deciding to resign. However these are just some situations.
What do we need in Organizational Leaders?
Take for an instance a business community as an organizational level of leadership. Businesses need an executive official that could govern all their transactions and achieve a profit goal for every business month. Additionally, not all businesses need profit-aimed leaders but also a leader that has compassion for his members and to its consumers. A well rounded person is evidently needed for this aspect. Consequences can even be seen if a leader doesn’t have any compassion; for instance the philanthropic side of a company. If the company only focuses on gaining profit and does not make any effort in giving out to charities would result to backlashes.
In Global Government Level:
On a political level, every nation has its own leaders. A nation is governed by a president, king, emperor or a prime minister depending on the system it has. Undeniably, these people have the power to take action in every problem their country may face. Fortunately, the people have every right to vote in any system they have except for countries that is ruled by a hierarchy. Thus, the qualifications of a good leader must be taken into account by them. The only thing that a leader must do in a political level is to show his sincerity and true functionality in order to gain trust from the public.
In Global Societal Level:
Even simple organizations such as a charity group need an efficient leader. The difference is just that leader for charity organizations are more into selflessness. This in fact is a good attribute of a leader. Inevitably, personal needs are priorities of leaders nowadays. This corrupting goal is detrimental to the system of an organization. Moreover, there are various approaches to this problem. Corruption cases are filed into courts. So much for that, but the real problem is spotting the right and honest leader. The skills and talents in management is a direct need however compassion should also be a must.
So why does the world need 21st century leaders? The platform of today’s environment is evidently diversified. A call for a new set of attributes to a leader is definitely needed. The problem with inefficient leadership skills, corruption, and mismanagement as well as transparency is needed to be address by new set of trained leaders. Evidently these problems are very existent in any organization present today.
Developing these leaders need an enhanced way of training and responsible parties should also participate in giving it to them. The homes, educational institutions, business community as well as the government are the ones responsible for this.
Developing Excellent Leaders
The need of excellent leaders is inevitable and thus producing them and training them is also a must. Methods in determining born leaders can be utilized however we are dealing with people and not with laboratory specimen, therefore personal trainings is definitely needed as well as skills evaluation.
What Makes a Leader?
Leaders may be conceived, made, or meet people's high expectations yet all have comparative qualities. These are a blend of their identity, their convictions, and their capacities - what they are, and what they tend to do. Together, they make an efficient leader. Compelling leaders motivate trust and trust in their adherents. Successful leaders impart obviously and sincerely to their constituents. The leader rouses and leads through key considering, building trust, supporting and engaging their subordinates, setting the illustration, esteeming their convictions and morals, utilizing their insight into the employment, building groups, and successful choice making. They pull it together by tuning in, imagining, and imparting reinforced ideas by their identity and certainty.
What aptitudes does a leader need? Compelling leaders need abilities for:
• Listens to Every Suggestion and Integrity
• Conflict Management Skills
• Decision Making Skills
• Critical and Strategic Thinking
• Empowering their constituents
• Team Building Skills
Concerned Parties that would help in Developing Good Leaders
The avenue of growing and enhancing leaders is essentially the educational departments or institutions. Students are evaluated during examinations as well as practicum. However the problem is how can an institution spot a potential leader from this pool of students? These are answered by team building activities.
Evidently, these methods in helping and discovering student leaders are already existent. The problem is that they lack emphasis. Teachers usually do team building activities just to promote team camaraderie. But the emphasis in growing leaders is not taken into account seriously. And the above skills must be taken into account.
Monthly evaluation as well as more team building activities is suggested. Moreover these activities need to be quantitative and qualitative in evaluation. Quantitative means that scores of each student shall be evaluated through the mechanics of the said activity (this is out of the scope of the study however the concerned parties need to develop activities that can evaluate students in a quantitative manner). While qualitative means that pointing out the good traits of a good leader right after the said activity. (Activities are also encouraged to be situational and must be relative to what is happening to the 21st century)
This can be called behavioral motivation. The teachers shall do extensive encouragement to the students. Quarterly evaluation for qualified leaders must be also conducted. Additionally, right before the graduation of a student ( High School Level), he/she must be advised on what would she do about his/her leadership skills. This would help the student in nurturing himself and readying himself for future endeavors.
Business Communities are also held liable in producing good leaders. The same as with educational institutions, a business organization can take monthly evaluation on their employees. Evidently, the efforts needed to produce good leaders are very imminent for each and everyone. Parents also are encouraged to be a good model as well as train their children to be a good leader.
Conclusion & Recommendations:
In conclusion, producing and developing good leaders is very difficult. The scope in this study is limited to the qualitative aspect of producing good leaders for the 21st century. Thus, a research on statistical analysis of producing good leaders is recommended. Additionally, the methods in educational institutions can be more improved if statistical analysis of required skills for a good leader is studied. Since this study is limited to the qualitative aspect, interested proponents can directly improved this study by adding statistical methods.
All in all the objectives of the study has been justified. Moreover the functionality of leaders can be seen globally. Thus, to address the main problem of producing good leaders must also be introduced to the government of every nation. It is recommended that cooperative efforts from the government and concerned parties that would produce good leaders must be prioritized. This can answer the problems in mismanagement, transparency, inefficient leadership and corruption.
Dr. David P. Campbell. (2011). “ Leadership Action.” Article first published online: 26 AUG 2011.DOI: 10.1002/lia.4070100104. Copyright © 1990 Wiley Periodicals, Inc., A Wiley Company
Yukl, G. (2002). Leadership in Organizations. (5th ed.). Upper Saddle River: Prentice- Hall
Kaiser, R.B., Hogan, R., & Craig, S.B. (2008). Leadership and the fate of organizations. American Psychologist, 63, 96-110.
Steven Zeitchik, (2012). “BrightIP signs exclusive agreement with Focal Point Strategies to roll out new SmartTalkVision™ Product.” Retrieved from: [http://www.focalpointstrategies.com/?m=default&a=news.detail&nwsId=1]
Kruse, Kevin., (2013). “ What is Leadership.” Retrieved from: [http://www.forbes.com/sites/kevinkruse/2013/04/09/what-is-leadership/]
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