Political Leadership Research Paper Example | Topics and Well Written Essays - 2500 words

Political Leadership - Research Paper Example Shapiro (2007) has also pointed out that administration is a mere part of leadership because relying on administration solely makes a leadership style repetitive, predictable and vulnerable to macro environmental changes. To understand political leadership, one has to understand the multi-causal social processes which create the drive for leadership. Greenstein (2006) has defined political leadership as the subtype of human social leadership. An individual cannot define political leadership or grasp the normative prescriptions of political leadership without enquiring about values, power relations attitudes and action of leaders in cultural-institutional and historical context (Peele, 2005). In the political leadership, both leaders and followers pass through the casual but circular sequence of power exchange and motivation building (Walzer, 2007). However, Peele (2005) has argued that political leadership is a widely experienced phenomenon but understanding about the phenomenon is p retty much tacit in nature. For example, phenomenon such as war between countries, central human rights controversies, Olympic rivalries etc might act as situations which deal with political leadership. One thing is clear from the argument of research scholars that it is very difficult to create a standardized definition of political leadership due to involvement of both institutional and historical contexts. Ruscio (2004) has rightly stated that no political leadership concept is complete without the understanding its role on democratic government. For example, throughout the history of mankind, societies have asked for certain rules and procedures in order to create a practical framework which can represent the interest of democratic society.... This paper stresses that Readers of this research paper might question that why the researcher has not yet provided a concrete definition of political leadership? Well, the fact is that definition of political leadership changes from country to country. For example, a political leader with a sentimental and compassionate is ideal choice in Indian context but the same leader would be viewed as failure in Russian cultural context. According to Vigoda, Elgie and Peele, a political must have characteristics such as, 1- a strong ethical character and personality which can synchronize with ethical-cultural character of subordinates, 2- a constructive agenda for solving a particular problem, 3- interpretive judgment to define a situation to followers and 4- the material or intangible technique to mobilize the support of followers. However, there is no doubt that political leadership has direct connection with military, law authority or ideological leadership hence it will not be wrong to as sume that political leadership is modified version of social leadership. This report makes a conclusion that it is evident from the above discussion that responsibility of a political leader differs along with the political environment of a country. For example, behavior of a democratic political leader significantly differs from an autocratic leader. The researcher is begging pardon of the readers for emphasizing more on democratic aspects of leadership in contrast to other aspects. But, it was a matter of personal choice for the researcher and the researcher believes that democratic political leadership is flexible enough to fit into modern business environment.

Consultancy Skill and Organisational Change Essay

Consultancy Skill and Organisational Change - Essay Example The vitally of change is evident in the adjustments made by organisations in their goals. There are several elements that contribute to this observation. External and internal changes are usually the classification maintained by organisations. Categorising change according to impact allows firms to use appropriate measures and techniques. There are important considerations specified by firms in implementing policies for change. Most of these programmes are studied and deliberated before infused in an organisation. It is imperative for companies to assess the strategy before making adjustments. This will prevent the entities involved from acting differently. The versatility of firms is also a critical aspect when dealing with change. In most instances, organisations that are open to change succeed in the industry. Moreover, the preparation of contingency strategies is also needed when dealing with changes. Firms that resist change have experienced difficulties in dealing with problems and opportunities. It is important for organisations to understand that change is both inevitable and intrusive. There will come a period in a business cycle when a company has to make radical changes. Change also affects the manner in which the general policies of organisations are made. Success in the current global setup is dependent on how firms manage change. The succeeding discussions will tackle organisational changes that have transpired in British Airways. The Company is viewed as a classic case where culture was changed because of demand both within the organisation and outside market forces. II. Organisational Change The stages of change, as derived from the study of Booth-Butterfield (1996) start with pre-contemplation. In this stage the supposed change has yet to gain the awareness of involved entities. Contemplation is a stage shows that the employees are aware of the change. But the focus of the personnel is on different concerns. Then, the employees are prepared for the implementation of changes. In addition, the employees are tasked to perform the modification and provided with maintenance programmes. Prochaska, et al (2001) devised a process that prepares involved entities to change. The cycle starts with the raising of consciousness among the employees. In addition, employees are given with proper tools to handle the change . This is more than just compliments but actual benefits in the growth of the personnel. Moreover, employees are given opportunities to let go of their emotional contentions. This is usually done when the change starts to take effect within an organisation. The employees are then subjected to further evaluation. This is more of a comparison of behaviour before and after the change. Since the problems are identified, the management needs to eliminate stressful components of change. It means that negative stimuli stalling good behaviour will be removed. The company also needs to emphasise on the commitment of the employees to change. This is like a renewed assurance to accept change. The last phase of the process involves finding the proper behaviour for expected changes. This also includes the elimination of bad behaviours that were observed. Schein (1999) created a model that describes change. This method was called cognitive definition. The first stage involved motivation to change . This process is more of a self-evaluation that employees need to determine. The stage includes acceptance that previous actions failed. The second part of the model asserts changes in needed areas. Most firms are concerned about the extensive resources which will be devoted for the activity. But the benefits of this initiative will alter the cost. It is critical for