Leadership is the ability to get people to do what you want them to do, because they want to do it. It stands for the relation between an individual and the group around some common interest and behaving in a manner directed by him or her. Thus, leadership is a personal quality through which the leader motivates, directs and guides [...]
Once a person joins an institution, his initial motivation of being part of the organisation wears out very soon. Therefore, new means need to be developed to keep the individual's interest in achieving the organisation's goals.
As the term implies, intellectual leaders are those who win the confidence of their followers by their superior's intellect or knowledge. Nearly in all big business concerns there are experts whose advice is sought on matters in which they are the intellectual authority.
In this type of leadership, the leader is just a figure head and does not give any direction. He acts principally as a liaison between the group and the outside elements and supplies necessary materials and provides information to group members.
In this type of leadership the subordinates are consulted and their feedback is taken into the decision-making process. The leader's job is primary of a moderator, even though he makes the final decision and he alone is responsible for the results.
Autocratic leaders keep the decision-making authority and control in their own hands and assume full responsibility for all actions.
4 basic leadership styles in management are as follows:
When the demands of a task on hand are ambiguous, directive leadership is needed. But when the task is inherently clean or clarification is otherwise available, then a high level of directive leadership may impede effective performance.
The Path-Goal model of leadership behaviour has been profounded by Robert J. House. This model emphasises that the leader behaviour be such as to complement the group work setting.
This theory states, that an analysis of leadership involves the individual traits and behaviour. The leadership is used in combination with work group contingencies to predict outcomes.
This theory studies leadership by looking leaders in terms of what they do. The leader's effectiveness is judged in terms of individual subordinate outcome or work group outcome.