Leadership in Business Individuals or Organization

Question: Discuss about theLeadership in Businessfor Individuals or Organization. Answer: Introduction The leadership can be defined as a practical skills as well as research area which comprises of the ability of an individual to guide other teams, individuals or organization as a whole (Scott and Davis 2015). Experts opine that leadership can be defined as the procedure of social influence that an individual can have on others for the accomplishment of particular tasks. The selected leader for this assignment is John F. Kennedy, who was the 35th president of United States of America. A thematic literature review would be performed discussing about the motives, characteristics, effectiveness, traits and the different approaches to leadership. Discussion According to Koh (2015), the characteristics of a good leader, as displayed by Kennedy, are energetic, charismatic, confident, enthusiastic and others. The leaders display strong delegation power as they are able to give tasks as per the skills as well as expertise of the subordinates. They have the ability to train the new members of the team as well as create productive work environment (Scott and Davis 2015). The leaders communicate their vision to their subordinates as and when required. Kennedy was considered as one of the youngest president elected and he became iconic at a young age. As argued by DuFour and Marzano (2015), the leaders display a great degree of creativity as they are able to take instant course of action when faced with difficult situation. The leaders do have intuition as when working in a team, there is no fixed roadmap. The leaders should take situational approach when leading a group of subordinates. As opined by Karanika-Murray et al. (2015), leaders have strong motive to be in a position that involves responsibility and need to control others. There are different motives of leaders such as power motives, socialized power motives, strong work ethics and tenacity. Mainemelis Kark and Epitropaki (2015) opined that John Kennedy can be regarded as a successful leader based on his power of delegation of tasks. He had a vision of his own and his ideas on the peaceful cooperation with the different Soviets proved the fact that he was able to see the distant future of the countries (Scott and Davis 2015). He was successful in delegating tasks. He was a national leader who engaged in subordinates in educating the American citizens on the matters concerning national security (Karanika-Murray et al. 2015). He had good decision making ability and ability to innovate. As stated by Antonakis and House (2013), there are several steps for a leader to effectively delegate tasks among his team members. The first step involves the preparation for the process of delegation. The employees are delegated tasks based on their experience and skills. The second step would comprise of assigning the job duties which would also include various information such as budget, timing, expectations and the context (Antonakis and House 2013). The team members should also be informed about the different updates such as content, format and frequency (Antonakis and House 2013). The next step is to confirm whether the employees have understood what is expected of them and it is the duty of the leader to check their level of understanding. The process of confirming the understanding determines the success or the failure of tasks. Hargrove (2015) opines that it involves the commitment level of the team members so that they can perform the task in a perfect manner, within the d eadline. It is not sufficient to assume that the team members have accepted the tasks, it is also important to confirm whether they are proceeding on the task or not (Karanika-Murray et al. 2015). It is important for the leader to know if the team members are committed to accomplish the task (Antonakis and House 2013). The next step is to ensure accountability for the tasks that are delegated. It includes that the employees regularly communicate with the leaders and share the status of the project and deliverables (Karanika-Murray et al. 2015). As commented by Abbott et al. (2016), the effective assignment of work is important for successful leadership. It is important to articulate the desired outcome clearly. A leader should identify the different boundaries and the constraints while delegating tasks to his team. The leaders should also engage in delegating to the team and involve members of the team in this process (Antonakis and House 2013). The tasks should match the level of responsibility with the level of authority of the team members. It is important to delegate to the lowest level of organizational hierarchy. As stated by Scott and Davis (2015), the person-position fit is an important characteristic of the organization and it is one of the prime duties of the leaders. It is important to keep compatibility between the abilities of a person and the type of job role. The person should be interested in the type of work he does; else he would not be able to give his full potential to work (Scott and Davis 2015). The values, abilities and the capability of the person should be considered by the leader before delegating tasks to that person. The leaders should delegate tasks according to the different types of occupation and the personality types (Hall Galinsky and Phillips 2015). As opined by Tracey et al. (2014), the Hollands theory mentions that there are people who display six kinds of personalities such as investigative, realistic, social, artistic, conventional and enterprising. It is important to understand the personality of the team members before delegating tasks to them (Scott and Davis 2015). The leaders should allocate tasks based on the profession type and the occupation level. Conclusion The leadership is one of the most important functions of management. This paper discussed the leadership attributes of John Kennedy along with thematic literature review on different aspects of leadership. The process of delegation and the characteristics of the leaders are defined in detail. The different motives of the leaders are discussed. This paper is expected to broaden the understanding of the leadership process observed in the organizations. References Abbott, K.W., Genschel, P., Snidal, D. and Zangl, B., 2016. Two logics of indirect governance: Delegation and orchestration.British journal of political science,46(4), pp.719-729. Antonakis, J. and House, R.J., 2013. The full-range leadership theory: The way forward. 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