2. A statement of the conclusions that can be drawn when the articles are taken together as a single entity. What is the overall message of the group of articles?
1. A statement of common themes addressed in each of the three articles
The main theme from the three articles is the importance of leadership role. All the three articles revolve around the leadership topic and task about the positive, negative, types and impact of leadership role among the students. From the given three articles, one can generalize that there are three building blocks of being a good leader one is the ability to create and assemble stakeholders around an imparted vision, secondly, the capacity to guarantee viable interpretation of that vision into cement results; and lastly a commitment to uprightness and morals and the act of responsibility. From the article of Lilienfeld et al., (2012), one thing is clear that being a leader doesn’t mean that everything will always be right. There exist both the successful and unsuccessful factors that have to be always taken care of. Some of the positive aspects can be that leadership can be invaluable to organizations if leaders have the capacity to delegate errands proficiently and build laborer benefit. Great leaders have the capacity to focus the qualities and shortcomings of diverse workers and representative work as needs be. Then again, insufficient leadership can lessen benefit. For instance, if a director chooses to remain quiet about simple errands and agents troublesome assignments to representatives, it could bring about problematic productivity. Sound leadership can enhance employees’ spirit and make laborers more faithful to the organization (Tourish, 2014). Loyal employees believe their leaders and may be ready to work harder and stay with the organization when challenges are out of hand. The negative aspects to describe can be leadership can be a drawback in business is that authority itself is not a gainful movement. While investing time driving and teaching employees is fundamental to verify that they perform their obligations well, directors don't really create products or administrations while going about as leaders (Franke and Felfe, 2011).
Successful authority is vital to an association's prosperity. Leaders can make various moves to help keep ventures from failing. In request to run the associations smoothly, successfully and productively, the most critical and esteemed element associations need is Human assets. The accomplishment of an association relies on upon the tireless, faithful and concerned directors and representatives. Leaders must have energy for their work with the goal that it spreads to those whom they administer. That includes leaders having faith in the organization in which they work. Leaders must make clear and particular objectives and goals, have the capacity to impart those, and verify that the objectives are measurable (Maddock and Viton, 2008). A leaders needs to unmistakably impart what is required. If that the worker does not comprehend what to do, then the activity is situated up for failure. "Leaders need to be considered responsible to the association for results, arrangement must be responsible to the results, and the representatives must be responsible for their activities" (Newcomb, 2005). Leaders attempt to rouse their adherents through extraneous rewards. Leaders can likewise act by depending on dynamic administration by exemption which happens when the leaders’ screens adherents to guarantee missteps are not made. These types of leaders are generally termed transactional leaders. Leaders who have a strong impact on his or her followers in looking at their eagerness toward oneself for the benefit of the group and serves to create followers initiative capacities through guiding, tutoring, and by giving support to the followers are characterized as transformational leaders (van Eeden, Cilliers and van Deventer, 2008).
These kinds of leadership traits and qualities should be taught to the students of management and school students who are the future business man and woman. Educational leadership has a basic part in the change of society, and for change to happen, powerful leaders are key (Bisschoff, 2005). Alongside the boundless conviction that the nature of initiative has a huge effect to class and understudy results, there is additionally expanding recognition that compelling school leaders and directors must be created in the event that they are to give the best conceivable training to their learners (Odom, Boyd and Williams, 2012). In this manner, the teachers ought to attempt to fuse real life cases which students can create qualities of leadership from their childhood itself.
2. A statement of the conclusions
In conclusion, it can be stated that from the three articles it is quite clear that leaders has a strong role to play. The leadership qualities have to build in a person right from his/her education days. Thus, the teachers or the educators need to create link between their teaching, students a leadership that helps the students to develop interest and skills about leadership. Leader is needed in every association at each level, the achievement then again disappointment of an association relies on upon the nature of initiative especially from top administration. They have different characteristics either they have be transactional in nature or transformational in nature
Bisschoff, T. (2005). Book Review: Developing Educational Leadership. Educational Management Administration & Leadership, 33(4), pp.487-488.
Franke, F. and Felfe, J. (2011). How does transformational leadership impact employees' psychological strain?: Examining differentiated effects and the moderating role of affective organizational commitment. Leadership, 7(3), pp.295-316.
Lilienfeld, S., Waldman, I., Landfield, K., Watts, A., Rubenzer, S. and Faschingbauer, T. (2012). Fearless dominance and the U.S. presidency: Implications of psychopathic personality traits for successful and unsuccessful political leadership. Journal of Personality and Social Psychology, 103(3), pp.489-505.
Maddock, G. and Vit, R. (2008). Why Companies Lack Successful Innovation. [online] Businessweek.com. Available at: [Accessed 20 Mar. 2015].
Newcomb, K. (2005). Transformational Leadership: Four Keys to Help You and Your Organization. Debt 3, 20(6), p.34.
Odom, S., Boyd, B. and Williams, J. (2012). Impact of Personal Growth Projects on Leadership Identity Development. Journal of Leadership Education, 11(1), pp.49-63.
Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), pp.79-98.
van Eeden, R., Cilliers, F. and van Deventer, V. (2008). Leadership Styles and Associated Personality Traits: Support for the Conceptualisation of Transactional and Transformational Leadership. South African Journal of Psychology, 38(2), pp.253-267.