Organizational Leadership Summary And Analysis

According to Karp and Thomas (2009), an organizational leader usually leads a group of people, and this group of people is a reflection of one’s identity. In essence, a leader’s identity and behavior are usually shaped by one’s group/organization, as much as, one’s identity and behavior shaped the group/organization in one’s acknowledgement of others (Karp & Thomas, 2009 ). Thus, the role of an organizational leader tends to emerge, and is constantly repeated in the what Karp and Thomas (2009) described as social processes of recognition
According to Quinn (2005), when an organizational leader does his/her best work is when that particular person does not copy anyone else, in that, the person draws on what is described as one’s own fundamental …show more content…
As a result, according to Quinn (2005), these organizational leaders tend to lose their moral influence and depend on logical argument to exercise and promote change (Quinn, 2005). Not standing this, Quinn (2005) argued that in order for an organizational leader to improve the performance of organizational members, one firstly need to improve oneself into the fundamental state of leadership. For example, one of the dimensions that the current learner might need to improve in terms of the fundamental state of leadership is the movement away from being externally directed to being more internally directed (Quinn, 2005). According to Quinn (2005), when a person moves away from being externally directed, then one stops to simply fulfilling others’ expectations, and obeying the current culture in a particular organization. Instead, one becomes more internally directed, in that, one leads by his beliefs and values. Quinn (2005) stated that one becomes more self-confident and genuine when one is internally directed, and therefore, one usually behaves differently. However, when this happens, some individuals might be attracted to this new behavior. Meanwhile, others might not be attracted to this behavior (Quinn, …show more content…
More importantly, self-awareness incorporates being cognizant of one’s own strengths and weaknesses in what is described as determined circumstances. As a result, it is considered a main competency of emotional intelligence (Pinos et al., 2006 ). For example, self-awareness will enable an organizational leader to examine what the perfect situation might be without one becoming preoccupied with one’s selfish ego. In essence, an organizational leader who has a high degree of self-awareness usually feels satisfied in one’s own right and is not unsettled by someone else’s success. Instead, an organizational member is allowed and supported to take the credit and praise for organizational success (Pinos et al., 2006). This means that an organizational leader who is self-aware tends to invoke what is described as a strong emotional bond from organizational members that advances an organizational leader’s