Annotated Bibliography On Full Reference

Published: 2021-06-22 00:25:56
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Category: Workplace, Leadership, Organization

Type of paper: Essay

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Effective leadership is the driving force towards innovation in any organization. Leadership changes are necessary for the organizations so that they stay relevant in this competitive market. In this annotated bibliography, I have keenly analysed the relationship between leadership and innovation in organizations. The first article concentrates on transformational leadership, while the second one looks deep into creativity and innovation as aspects of leadership changes.
Article 1
Bass, B.M. (1998). Two Decades of Research and Development in Transformational Leadership. European Journal of Work and Organizational Psychology, 8 (1), 9–32. Binghamton, USA.
Type of Article
This article is a research paper. It contains both an intensive and extensive literature review on the topic of study.
Aim/purpose of the Article
This article aims at investigating the importance of transformational leadership. It also looks at the benefits of transformational leadership over transactional leadership.
Bass defines a transformational leader as one who moves the follower beyond the immediate self interests. This is achieved through charisma/idealized influence, intellectual stimulation, and inspiration. When the leader foresees a desirable future and decides appropriately how it can be achieved, then, the leader is considered as change oriented. Such a leader is suitable in the rapidly changing environment as he/she sets the examples and high performance standards, and shows confidence and determination.
The author postulates that leadership skills are affected by training and education, and both personal and moral developments. A change oriented leader is required to be mature in the moral development. Education plays very important roles in nurturing transformative leadership skills.
Under organizational culture, the author says that good leadership skills are mandatory. For a transformational organizational culture, the top management must express the required changes in a clear and simple manner. For a vision message, the organization needs to decide on the leadership style to be implemented. For full exploitation of the employees’ expertise, the leadership style needs to be more consultative. The desired role models begin at the top management. Transformational leadership is thus needed in order to ensure that every successive level gets the guidelines.
According to Bass, the symbol of the organization’s new culture is the behavior of its top level leaders. It is around the leader where stories are created. Mechanisms are then developed so as to improve the upward communication. The author clarifies further that a leadership that is concerned with the organizational renewal embraces the organizational cultures that are conducive to creativity, innovation, hospitability, risk taking, experimentation, and problem solving. After consultations and deliberations, such a leadership articulates changes which are desired. The desired changes in the structures, practices, and processes are then made communicated in a simple and clear manner throughout the organization. Bass gives room for more extensive research on the determination of how the organizational culture is affected by the leadership styles.
Criticism, strengths and weaknesses of the article
Even though Bass has given the advantages of transformational leadership over transactional leadership, there are distinct methods that can be used to measure the two. A lot more is still necessary on how perception differ between these two leadership styles in differing circumstances. Finally, the author has not been clear on the workings of the transformational leadership and how the employees are moved in order to realize the needed change.
Article 2
Full Reference
Agbor, E. (2008). Creativity and Innovation: The Leadership Dynamics. Journal of Strategic Leadership, Vol. 1 Iss. 1. Regent University.
Type of Article
This paper is a literature review citing the work already done with other authors in the field of leadership and innovation.
Purpose of Article
The paper presents an in-depth understanding of the functions of leadership in organization’s innovation course.
Key debates/ content
Basically, culture, strategy, technology and administration tools are the correlates to leadership and innovation in the 21st century. Agbor says that for organizations to achieve set goal, creativity and innovation is vital. Successful creativity and innovation begins with leaders who actively execute supportive strategies. Organization’s leadership is a key for creativity and innovation. He affirms that leaders must ascertain supportive environment in an organization for constant innovation and creativity. The organization’s culture should be pro innovation and creativity. In addition, creativity is dependent on the way leaders promote, control and diversify in the organization. Organizing leadership structure efficiently promotes innovation. However, many organizations have failed because of the inadequacy of the models in place. They must recognize and harness creativity and leadership in the organization to enhance innovation. This way, organization is in a position to develop an environment that nurtures tradition for innovativeness.
The importance of leaders in the innovation process
According to the author, creativity and innovation is not a spontaneous phenomenon. Leadership is essential. Leaders are needed to energize changes in organization’s structure, culture, and practice for effective renovation. This subjects organization to creative, effective, and productive course resulting in innovation and creativity. Leaders make organization’s decisions and give trend, vision and drive that result in success. Thus, leaders are propellers and managers of the organization’s culture and policies for prolonged innovation, effectives and success. They give guidelines for accomplishing success.
The leadership must maintain, uphold, persuade and motivate others to make to make technology move right towards organizations success. This however demands good leaders and leadership organization. Good leaders are characterized by being innovative, able to visualize renewal opportunities and readiness to exploit, ambitious, dynamic, and flexible to change. With these traits, innovation and success in an organization is definite.
Type of leadership that encourages innovation
Not every leadership style is pro innovation. Empowering shared and collaborative leadership as opposed to heroic and authoritarian administration results in innovation since they open up the organizations prospective. Authoritative, hierarchical, commanding models however fail to empower employees and thus turnout to be reluctant to creativity and innovation.
In addition, Agbor encourages the organizations’ top leadership to prioritize creativity and have passion of encouraging new undertakings of the organization. This creates challenging prospects for people in the organization. A leader must be a good visionary and a strategist to cultivate creativity. He should offer motivation support to bring out creativity through sharing vision and inspiring others with rationale but with clarity of operation. Sense of mission is vital. Moreover, leaders effectively promote creativity through viewing an organization as dynamic innovative centre with prospects that need to be exploited. This will enable them combat organizational issues. In essence, innovative culture can be obtained by involving everyone in the course of innovation. This however calls for the leaders’ understanding and appraisal of the aptitude and creativity within the organization.
Criticism, strengths and weaknesses of the article
Acting as stimulators can as well make leaders achieve creativity in an organization. It is basically through offering challenging opportunities that employees can produce sustainable innovative ideas to solve the situation at hand. Employees should be left free to visualize for the solutions. The author fails to acknowledge this. Innovation and creativity also correlate to organization’s diversification level. In essence, leaders must empower creativity and innovation via diversification of organization’s environment and undertakings. This calls for a sense of oneness and a sense of significance and recognition that make them pro innovation and creativity because they are able to open up their ideas.

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