The Future of Leadership Essay Example | Topics and Well Written Essays - 1000 words

The Future of Leadership - Essay Example Reexamining the status of leadership over the past two decades, it is surprising to learn that HRP first released an editorial with the term ‘leadership’ in its heading after more than a decade (Storey 2004). The last twenty years have seen a proliferation of interest in the development of leadership in organizations. Several of the most notable trends and subject matters in the arena of leadership development in the recent two decades are classified either (1) the explosion of strategies in leadership development, or (2) the essence of the emotional quality of a leader with and influence on others (Nahavandi 2003).  One evident pattern over the recent two decades has been the escalating use and understanding of the strength of various developmental skills . Classroom-type leadership exercise is currently matched, or reinforced, with very diverse activities. Action learning is a group of exercises in organization development where in major actual organizational issues are addressed (Rost 1993). Three forms of goals are pursued, according to Palus and Horth: (1) providing assessable organizational outcomes; (2) share knowledge particular to a specific setting, and (3) expanding broader leadership abilities and competencies. Successful action training could range from unsupervised, implicit learning at work to facilitated and planned learning programs to transformations of organizations and individuals.As stated by Ohlott (2004 as cited in Hernez-Broome & Hughes 2004), difficult job assignments are very effective type.... As stated by Ohlott (2004 as cited in Hernez-Broome & Hughes 2004), difficult job assignments are very effective type of leadership development and offer numerous of the developmental prospects in current organizations. The extent of organizational participation in establishing job assignments a component of the process of their leadership development ranges from merely informing people about developmental prospects in their present occupation to a methodical scheme of job rotation (Nahavandi 2003). Making use of job assignments for the objectives of development offers advantages that transcend the mere fact of accomplishing the job and could even provide competitive advantages for the organization (Howell & Costley 2001). Meanwhile, two decades ago, our knowledge of organizational leadership was governed by the traditional two-factor model emphasizing relationship and task patterns (Hernez-Broome & Hughes, 2004). That common model can be typified as inherently transactional, as diff erentiated from a qualitatively distinct model usually characterized as transformational (ibid, p. 24). Transactional leadership is typified by equally advantageous transactions between parties to maximize shared gains including the completion of required organizational duties. The ‘exchange-model nature’ (Hernez-Broome & Hughes, 2004, 24) of transactional leadership has a tendency to generate expected and quite brief results. Transformational leadership stirred the entrenched values and self-worth of subordinates, and resulted in greater degrees of for lower effort and dedication and more permanent change (Nahavandi 2003). Transformational leaders offer interesting images of a better future and encourage trust through