Action Learning and Governance Essay Example | Topics and Well Written Essays - 750 words

Action Learning and Governance - Essay ExampleHe must be a person who can understand the need of the hour, possesses insight for the future, can plan rationally and can get the decease make by the subordinates satisfactorily. He is no more an authoritative director who was supposed to give orders and merely direct subordinates as in the past. Todays fast growing serviceman has new and revolutionary demands for attracters. A leader today has to be a charismatic being who does not shy away from doing work himself, rather enjoys displace valuable effort in the teamwork. Action Learning helps in producing such leaders. The practical approach of the Action Learning motivates the leaders to indulge in the work themselves to better perceive the situation. It makes them realize that they cannot win a war by standing on the edge. They will have to step into the arena to understand the demands of bad-tempered events and to decide and direct their subordinates accordingly. They will have to observe their own actions, analyze their motives and scrutinize their own experiences in order to find out the ways to cleanse their performances further. Thus, action breeding teaches men to use their insight along with their knowledge and intelligence to perform better. And these very attributes have let Action Learning emerged as one of the most influential and valuable tools that is used worldwide for developing leaders nowadays. Now the question arises, which leadership style is to be followed that is most matched with Action Learning (Gold, Thorpe, & Mumford, 2010). Let us first analyze the classical Leadership styluss offered by Kurt Lewin in 1939. According to Lewin, there are three sanctioned leadership styles Authoritarian, Participative and Delegative. The Authoritarian style asks the leaders to be autocratic and solely decide the course of action. Being the lone task master, such a leader shows less creativity and has to take the full accountability of entire gro ups future prospects. Delegative style asks the leaders to let the workers do as they like and offer no guidance. On the other hand, Participative style of leadership supports an environment with close collaboration of the leader and the workers. It is a productive situation where the actions are reciprocally analyzed and where the decisions are made together. The leader uses his intelligence and superior knowledge whereas the workers use their experience to find out the solution of every problem. Action learning only conforms to the Participative style of leadership to some extent unless the leader does not back away from the work himself and contributes his share willingly (Marquardt, 2004). . Today, there are many leadership styles in use that give rather detailed specifications of the duties and responsibilities of the leaders and the subordinates. One of these is Situational Leadership Style proposed in 1950 that supports the use of a style alterable according to the situatio n. The Emergent Style believes in the rise of a leader from the subordinates who can comprehend their problems easily. The Transactional Style lays emphasis on the strict follow of the rules and regulations whereas the Transformational Style focuses the change in four variables our self, others, groups and organizations. This style believes on the charisma of the workers and the vision of the leaders to be the road to success. Strategic leadership supports the notion of creating an atmosphere of argument among the subordinates to urge them to work harder. Team Leadership Style is a newly emerging style that lays stress on the importance of team work. Faceless Boss is also a newly proposed style that diminishes the need of a prominent leader among a group to make the members feel comfortable in sharing their