Contents

• 1. Introduction synthesis 2
• 1.1 Leadership Intervention 2
• 1.2 Case Study- Schindler’s List 3
• 2. About the Organization 4
• 3. Developing Leadership in the Organization 5
• 4. Motivation 7
• 5. Persuasion 8
• 6. Knowledge and Skills 9
• 7. Conflict and Coordination 11
• 8. Evaluating Leadership Intervention Effectiveness 12
• 9. Conclusion 13
• References

Description

It is a known fact that organizations are run through their leaders. A successful organization owes its success to its leader just as a failed organization puts its failure on its leader. Organizations are no doubt made up of numerous members and it is their work, support and coordination that yield results. But an organization is like a jigsaw puzzle, the pieces do not come together to form a picture; it requires an intelligent person- a leader- to bring the pieces together to give meaning to them by forming a picture. Thus, for the successful running of any organization, the most important component is the leader.
Then arises the question of what sort of a leader makes a successful leader. There are certain qualities which are commonly expressed as necessary for leaders of all types of organization. A leader is expected to be motivated to work for the organization. Motivation may occur through several means, but it should be self sustaining not short lived. Motivation develops commitment and loyalty in leaders which are important for a healthy organization. A motivated leader is capable of motivating his/her team as well, thus sustaining the organization. It has been observed that a lax leader always leads to indifferent workers. Also, leaders require certain organization specific knowledge and training.
The importance of a competent leadership has been recognized by theorists since a long time. Also, methods of leadership intervention are being developed because of the same reason. The concept of developing transformational leadership is always preceded by the question of whether leadership can be developed, taught and learned; however, it is now widely answered in the affirmative (Bass & Riggio, 2006). Therefore, the concept of leadership intervention is now quite popular. In fact, agencies and companies have been started for providing the service of leadership intervention. Leadership intervention is the involvement of a third party in developing competent leadership in an organization. It entails identification of defects in the organization’s leadership and system and evolving of methods to repair those defects. Usually leadership intervention has long lasting effects. It is undertaken with the expectation of improving the overall performance of the organization in various dimensions. An evaluation method can follow a leadership intervention.
Various theories used in this paper are Structuration Theory, Kant’s Theory of Enlightnement ,Peirce’s Semiotics, Barnard’s Motivation Theory, Sergiovanni’s Leadership Construct, Bailey’s Normative Bounds and Turn Based Theory, Sternberg’s Perspective, De Vries Position