Organizational Leadership

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Leadership is extremely important in any organization, especially in the field of sports. The basic approaches to leadership go all the way back to the belief that leaders are born. Leaders are born with certain qualities and possess certain characteristics that enable them to be strong, productive, and effective leaders. This is called the Trait Approach. Leadership styles and approaches have adapted over the years and have become more specialized. The actors, processes, culture, structure, and environment all impact how the leadership is going to be structured and executed in a sports organization. In any leadership position, these aspects must be continually tended to and dealt with. The culture and environment of any sport organization is always changing, so the leaders in the system must have the ability to become flexible and adaptive. The culture surround sports are always changing, so the purposes and goals of an organization may change from time to time to better support the needs of the consumers or stakeholders. An example of an environmental factor in an organization could be the competitors. If there are many competitors surrounding a sports organization, the leadership style would most likely be more formalized and centralized to minimize any chance of error or mishap. On the other hand, if there are few competitors, the organization would not feel the need to be so pressured, so the leadership approach may be more laid back, rather than rigid. A leader has to be able to deal with these changes in an effective manner. The actors and structure should stay roughly the same all the time because the structure is the backbone of every organization. It is the basis for everything that is done. If the company is smaller, the employee centered leadership style would most likely be the most effective because those employees would feel more worth. When employees feel a sense of worth, they are more productive in the overall organization. When the system is production centered, employees will feel disconnected from the goals of the organization and not put as much into their work because they do not feel important. With a large system structure, it would be impossible for a manager to connect personally with every employee. It would be amazing if he or she did, but the likelihood of that happening is really slim, so the employee centered structure would not be implemented. The actors may slightly change from time to time, but in larger organizations, a couple of people leaving and a couple being added to the staff is not that big of a deal. In many cases, there is not one sole leader that runs an entire organization. Leadership is a role that many people can play in certain respects. Power and leadership roles can affect the whole organization if those with the leadership roles do not use their power effectively and in a positive manner. In any given situation, a manager of an organization will be forced to switch leadership strategies based on the circumstances of each situation. Leaders wear all different types of hats that are interchangeable.

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I tend to agree with trait theory of leadership because I have known many people before who were great leaders and had always been that way. They have always stood up for what they believed in, people often came to them for advice, they were unafraid to face confrontation, and they dealt with their problems and issues in a tactful manner. As a leader you need to be constantly aware of your surroundings and the changes that are happening. If you don't keep up with what is current, you could easily be left behind. Leaders thus are naturally born because it is extremely difficult to teach yourself how to be poised and strong enough to do everything necessary to be a successful leader. They are just born that way.