Upon reviewing literature the authors discovered a multitude of different leadership definitions and styles. Daft (2012) defines “leadership” as the ability to influence people toward the attainment of goals (p. 422). Malos (2011) cites that effective “leadership” is the ability to successfully integrate and maximize available resources within the internal and external environment for the attainment of organizational or societal goals (p. 215). Sameer Limbare (2012) further defines “leadership” as the interpersonal influence exerted in a situation and directed towards the attainment of specific goals (p. 172). Goleman, Boyatzis, & McKee (2002) contend that leaders should strive for achieving results. How these results are attained depends upon the style of leadership chosen. His leadership theory is founded upon situational-determined decisions. As in choosing a particular golf club for a given shot, leadership styles are used based upon the dynamics of the situation facing the organizational leader(s) at that particular time.
The authors render their personal characterization of the term “leadership” as the managerial aptitude to inspire, maximize, and mold the potential of an individual to participate into the collective achievement of organizational goals and objectives.
The Role of Leadership within Management
The authors concur with the theory that “leadership” is a function within management, but contrary to Daft (2012), believe that leadership is not merely an addition to management but the crucial key component that drives successful organizational management. Management is predominantly task-oriented and refers to a supervisor’s ability to maintain the integrity of the operations. Leadership, on the other hand, is people-oriented and highlights the capability of a person to engage and inspire a group of individuals to achieve predetermined objectives. The absence of leadership could be compared to a ship without a captain and a rudder, resulting in an aimless, energy expending journey to nowhere.