Essay: Critical Perspective of Leadership in Organizations

This essay offers a critical perspective on leadership, exploring various leadership styles and models within an organizational context. It begins by highlighting the core concept of leadership as the ability to motivate and guide a team, emphasizing the importance of effective communication and a clear framework for achieving organizational objectives. The essay then delves into different leadership models, including participative, transactional, transformational, and autocratic styles, each defined by distinct characteristics and approaches. It concludes by emphasizing that effective leadership transcends background and context, focusing on the leader's ability to direct a skilled team toward achieving goals, incorporating rational and emotional intelligence. The author reflects on the insights gained and calls for further discussion on organizational leadership styles.

Running head: CRITICAL PERSPECTIVE OF LEADERSHIP
CRITICAL PERSPECTIVE OF LEADERSHIP
Name of the Student
Name of the University
Author Note

1CRITICAL PERSPECTIVE OF LEADERSHIP
It is evident from the previous essays that the concept of leadership may be the same, but
the perception of the leadership is different to different people. The basic concept of leadership
is to possess the ability to motivate and guide the members of the following team into the right
direction. However, the essay discusses the results, insights and the conclusions from the
previous essays about the leadership.
The essay discusses the idea organizational leadership in on the critical perspective of the
same. A leader of the organization must possess the ability to harmonize the organizational
stakeholders and the management into the business, since the organization requires the full
support from its leaders in order to maintain a good relationship between the leader and the
followers (Northouse, 2015). Another quality the leaders of the organization must possess is the
effective communication within the team, since it is the basic means of leadership. The
communication to certain extent ensures the success of the organization. Similarly, the effective
leadership requires an effective framework in which the objectives of the organization will be
focused. The last but not the least, I found out that the feedback from the followers is and
effective and important tool to measures the ability of the leader. Feedback helps the leader to
understand and realize the strengths and weaknesses of him in terms of guiding the team.
The previous essay gives the clear idea that there are different models of the
leadership defied by the past scholars such as Public, Private and Personal. These leadership
models were defined by the characteristics of the leaders (Scouller, 2011). The modern scholars
have categorized leadership in four different departmental divisions, in terms of the
organizational leadership. These leadership styles is designed specifically to describe the
characteristics of the leaders in the broader perspective, namely in the organizational context.

2CRITICAL PERSPECTIVE OF LEADERSHIP
Relating to the four organizational leaderships, the first leadership, namely the
participative leadership, refers to the stakeholders’ engagement into the organization. This
leadership is well defined as the mission oriented leadership (Mullins & Constable, 2013). The
leadership is the transactional leadership, which is based on the performance of the team
members. The central idea of this leadership is the system of reward and punishment according
to the performance of the team members to control the followers. The leadership entails the
conception of the motivating and encouraging the team members by the rewarding system.
The transformational leadership is based on the communication among the team members
and the leaders in every level of the team. This particular leadership focuses on the engagement
of the team members into the work for the achieving the objectives (McCleskey, 2014). The
leaders constantly works for motivating an empowering the team members. The last category of
the organizational leadership is the autocratic leadership, which signifies the authoritative quality
of the leaders. In any organization, the leaders are the managers. The managers are often tend to
be dominant over the employees and do not accept the contribution of them (De Hoogh, Greer &
Den Hartog, 2015).
From the understanding of the previous essay about the idea and concept of leadership I
realized that the qualities and the abilities of the leadership lies in the characteristics of the
leaders, irrespective of the background, context and the objectives of the leadership (Gächter et
al., 2012). Leadership is the art of directing and guiding a team of skillful people into the right
and proper direction by manipulating the skills, knowledge and the psychology of the followers.
I have realized that the leadership involves various activities including the political, managerial,
and social and so on. All the leadership requires the clear, wise and vast knowledge about the

3CRITICAL PERSPECTIVE OF LEADERSHIP
purpose, objectives, surround environment and the potential power of the team by the leader.
Leadership can be rational as well as emotional. It depends on the involvement of the leaders
into the team and with the individual followers. In addition, the involvement also refer to the
rational thinking power of the leaders.
From the above essay, this can be concluded that the organizational leadership possesses
various qualities in for guiding team as well as the organization for meeting the business goals.
Though the past scholars have identified certain leadership models, but the present
organizational structure uses different leadership style according to the workflow of the
organization. In this regard, I would like to know the reactions and comments of others on the
understanding of the organizational leadership style.

4CRITICAL PERSPECTIVE OF LEADERSHIP
Reference:
De Hoogh, A. H., Greer, L. L., & Den Hartog, D. N. (2015). Diabolical dictators or capable
commanders? An investigation of the differential effects of autocratic leadership on team
performance. The Leadership Quarterly, 26(5), 687-701.
Gächter, S., Nosenzo, D., Renner, E., & Sefton, M. (2012). Who Makes a Good Leader?
Cooperativeness, Optimism, and Leading‐By‐Example. Economic Inquiry, 50(4), 953-
967.
McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and
leadership development. Journal of Business Studies Quarterly, 5(4), 117.
Mullins, C. & Constable, G. (2013). Leadership and teambuilding in primary care. Oxford:
Radcliffe.
Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.
Scouller, J. (2011). The three levels of leadership: How to develop your leadership presence,
knowhow, and skill. Management Books 2000.