Therefore, in order to better understand why some people were effective leaders and some were not, researchers used the so-called 'contingency model' in order to analyze and to conclude the various connections that must exist between personal traits, situational variables, and th

It is during the past few decades that a lot more attention has been given to the concept of analyzing various leadership styles and finding the bets one, which would be able to improve the leadership style of an individual within an organization, so that the leader would be able to lead his tem better, and goad them into giving better performances. Theories about transformational leadership, in particular, have become even more important today than they were yesterday, and more and more evidence of these theories have been amassed for all the different levels of the organization. (Bass, 1993)

It is now quite evident that one of the predominant themes as far as management studies is concerned is the most important role that an effective and an efficient leader would play in the effective running of an organization, of any kind, and, as a matter of fact, the position of the leader has been elevated to someone of heroic proportions, and he is termed as someone who is the prime determinant of his organization's success or of its failure. The model leader is, therefore, an individual who is in possession of a set of known and researched set of behaviors and patterns, as acknowledged by researchers all over the world, and who would be able to effectively motivate his team of members in such a way that they would be able to give their optimum bets performances for the benefit of their organization. These are some of the better known and accepted leadership models, which some of the very bets leaders in the industry have been known to follow and emulate for the betterment of the firm. One model is the 'Contingency Theory'. (Chapter 12, Leadership)

At the time when most organizations were in the process of change, newer organizational efforts were taking place, as well as downsizing. All this led to feelings of discontent and dissatisfaction among the employees, and what made the situation worse was the fact that this was exactly the time when the organizations were fully expecting more and more from their employees. All this brought forth challenges wherein companies did indeed desire to implement transformational change, but at the same time, did not want to risk hurting the morale of their employees. This was when all thoughts turned to the senior leaders, who, it was widely felt, were fully capable of handling the situation, with innovative thinking and problem solving techniques. (Desgriffin.com. Transformational Leadership)

Synthesize aspects of transformational leadership into an individual leadership plan:

Furthermore, it has often been noticed that most organizations generally tend to adapt and become more internally complex so that they may be better bale to respond to the external complexities, according to Lawrence and Lorsch in research conducted in the year 1967. According to Galbraith, in 1994, the best way in which an organization would be able to effectively deal with stress both outside and within the organization is to organize the entire effort around the team of members. This would also mean that the team would be responsible for conducting and carrying out the basic work of the organization, and since teams are more often than not staffed with differing levels of permanence, they are often responsible for bridging historic line organizations. The contingency theory also stresses on the fact that different periods of either planned or unintended organizational change would most definitely need effective leaders with particular attributes and characteristics, so that he may be able to help the organization to handle the difficult change process effectively. (Chapter 12, Leadership)

A successful team leader would be an individual who can deal with the problems of his followers while keeping in mind the practical benefits of good problem solving skills. At times, he can also allow certain team members to taking those decisions that would affect the

Some common words found in the essay are:
Weschler Massarik, Transformational Leadership, HISTORY MODELS, Leadership Theories, Leadership Models, Team Leader, Leadership According, Bernard Bass, Leadership Fiedler, Leadership Analyze, transformational leadership, transformational leader, leadership style, leadership models, leader able, team leader, leadership model, transformational leaders, leader individual, style leadership, chapter 12 leadership, tannenbaum weschler massarik, weschler massarik 1961, leadership theories 1, intra team cooperation,
Approximate Word count = 5973
Approximate Pages = 24 (250 words per page double spaced)