Sample Answer
The Contribution of Leadership Within an Organisational Context
Introduction
Leadership plays a central role in shaping how organisations function, adapt, and succeed over time. While management focuses on planning, organising, and controlling resources, leadership is concerned with influence, direction, and meaning. Within an organisational context, leadership affects employee motivation, organisational culture, decision-making, and long-term performance. This essay critically discusses the contribution of leadership in organisations by drawing on established leadership theories and contemporary research. It argues that effective leadership contributes not only to improved performance outcomes but also to employee engagement, ethical behaviour, and organisational resilience in an increasingly complex business environment.
Understanding Leadership in Organisations
Leadership is commonly defined as the ability to influence individuals or groups towards the achievement of shared goals. Northouse (2022) suggests that leadership is a process rather than a position, meaning it can be exercised at different levels within an organisation. This perspective is important because it highlights leadership as a social and relational activity, rather than something limited to senior executives.
In organisational settings, leadership provides direction by clarifying vision and purpose. Research by Kotter (2012) emphasises that leaders help organisations cope with change by aligning people around a shared direction and motivating them to overcome obstacles. Without effective leadership, organisations may struggle with low morale, resistance to change, and unclear strategic priorities.
Leadership and Organisational Performance
One of the most significant contributions of leadership is its impact on organisational performance. Transformational leadership theory suggests that leaders who inspire, intellectually stimulate, and show individual consideration can enhance employee performance beyond basic expectations. Studies by Bass and Riggio (2006) show that transformational leaders foster higher levels of commitment and discretionary effort among employees.
Empirical research supports this relationship. For example, Judge and Piccolo (2004) found a strong link between transformational leadership and both individual and organisational performance outcomes. Leaders who communicate a compelling vision and encourage innovation help organisations remain competitive, particularly in dynamic industries where adaptability is essential.
However, leadership does not operate in isolation. Critics argue that overemphasising leadership risks ignoring structural factors such as organisational systems, resources, and external pressures. This highlights the importance of situational awareness, where leadership effectiveness depends on context rather than personality alone.
Leadership, Culture, and Employee Engagement
Leadership plays a crucial role in shaping organisational culture. Schein (2017) argues that leaders embed culture through what they pay attention to, how they respond to crises, and the behaviours they reward or discourage. Organisational culture influences how employees behave, collaborate, and respond to change.
Ethical leadership, in particular, has gained importance following high-profile corporate scandals. Brown, Treviño, and Harrison (2005) suggest that ethical leaders promote trust and fairness by modelling appropriate behaviour and reinforcing ethical standards. In practice, this contributes to a positive work environment where employees feel respected and psychologically safe.
Employee engagement is another area where leadership contribution is significant. Engaged employees are more productive, innovative, and committed to organisational goals. Research by Saks (2006) demonstrates that leadership support and clear communication strongly influence engagement levels. Leaders who listen, provide feedback, and recognise contributions help employees feel valued and motivated.
Leadership and Change Management
In modern organisations, change is constant due to technological advancement, global competition, and shifting workforce expectations. Leadership is critical in managing change effectively. Kotter’s eight-step change model highlights the role of leadership in creating urgency, building coalitions, and sustaining momentum throughout the change process.
Poor leadership during change initiatives often leads to resistance, confusion, and failure. By contrast, leaders who communicate transparently and involve employees in decision-making increase acceptance and commitment. Research by Yukl (2013) suggests that participative leadership styles are particularly effective during periods of uncertainty, as they foster trust and shared ownership.
Critical Evaluation of Leadership Contribution
While leadership contributes significantly to organisational success, it is not a guaranteed solution to all organisational challenges. One limitation is the tendency to romanticise leadership by attributing success or failure solely to leaders. Meindl, Ehrlich, and Dukerich (1985) describe this as the “romance of leadership,” where followers overestimate the influence of leaders and underestimate contextual factors.
Additionally, leadership styles that work well in one context may be ineffective in another. For example, authoritarian leadership may deliver short-term results in crisis situations but damage morale and creativity in the long term. This reinforces the importance of contingency and situational leadership approaches, which emphasise flexibility and context sensitivity.
