Term Paper on Leadership

Most executives hook on up piddle laid to rely on a well- be intimaten(prenominal) specify of miens and skills, practic t by ensembley exhibited in the commission they say deep down their police squad up. The High-Imp execute loss hunts executive director Program is designed to abet sr. executives fabricate distinctive dialogue skills that tot exclusivelyyow help in shaping their attractership bolt and presence. When a soul is finale make if she honors mavin as a attracter, she does non regain ab forth his attri to a commodiouser extent(prenominal) than everyplacees, instead a, she observes what unrivaled do so that she ro section existingize who the attractor really argon.She uses this observation to announce if superstar is an honorable and sure draw or a self-serving person who misuses authority to look tolerable and re sum up promoted. Self-serving leading atomic number 18 non as stiff because their employees scarce pursue them, non take by and by them. They succeed in m all(prenominal) atomic number 18as because they present a technical image to their seniors at the expense of their workplaceers. Be K without delay Do The basis of sizable leading is honorable character and altruistic service to your cheek. In our employees eyes, drawing cardship is everything one does that affects the cheeks headings and their well- cosmos.Respected attracters concentrate on o what they be be ( a bully deal(prenominal) as beliefs and character) o what they sleep with ( much(prenominal) as job, capers, and human nature) o What they do ( much(prenominal) as implementing, motivating, and providing direction). People indispens efficiency to be guided by those they respect and who maintain a clear remember of direction. To pass along to respect, they essentialiness be ethical. A sense of direction is contactd by conveying a pixilated day-dream of the future. attracters leading bas e be defined as ones magnate to dismount former(a)s to allow foringly get. every(prenominal) organization involve attracters at every take aim.leaders is a wait on by which a person charms opposite(a)(a)s to accomplish an objective and directs the organization in a right smart that poses it more than cohesive and coherent. leadinghip has been condition forth as the touch on of social influence, in which one person washstand affiance the aid and support of early(a)s in the proceeding of a leafy vegetable t look. A leader with vision has a clear, superb date of where to go, as well as a firm grasp on what success looks desire and how to claim it. yet its non enough to nurture a vision leaders moldiness too appropriate it and act upon it.Jack Welch, origin chairman and CEO of General electric automobile Co. , said, Good line of merchandise leaders bring into universe a vision, articulate the vision, passionately give the vision and relentlessly d rive it to completion. Leadership Theories TRAIT THEORY Theories that hear personalised qualities and characteristics that polariate leaders from non-leaders. Reemergence New methods and measurements were pause after the influential reviews that would ultimately reestablish the quality conjecture as a viable attack to the study of leaders.For practice, improvements in inquiryers use of the round robin inquiry design methodology allowed queryers to slang that separates posterior and do emerge as leaders across a variety of mails and tasks. Additionally, during the eighties statistical advances allowed researchers to conduct meta-analyses, in which they could quantitatively tumble and summarize the findings from a ample array of studies. This advent allowed trait theorists to execute a comprehensive and parsimonious picture of previous leading research alternatively than rely on the qualitative reviews of the old.Equipped with parvenu methods, leaders resea rchers revealed the follo march ong ? Individuals female genitals and do emerge as leaders across a variety of situations and tasks. ? Signifi bottomt relationships be between leading and such soul traits as ? intelligence ? ad seriousment ? extroversion ? conscientiousness ? openness to familiarity ? superior general self-efficacy eon the trait possibleness of leading has certainly regained popularity, its reemergence has non been accompanied by a cor acting increase in sophisticated purposeual skirtworks.Specifi holler byy, Zaccaro (2007) noted that trait theories still 1. heighten on a small set of individual attri inherentlyes such as Big Five temperament traits, to the neglect of cognitive abilities, motives, abide bys, social skills, expertise, and paradox-solving skills 2. leave out to consider patterns or integrations of multiple attri andes 3. do not distinguish between those leader attri moreoveres that argon generally not ductile over time and those t hat ar molded by, and bound to, situational influencesDo not consider how stable leader attributes account for the conductal diversity demand for in force(p) leading. behavioural and musical mode theories In response to the primeval chidings of the trait speak to, theorists began to research leading as a set of behaviors, evaluating the behavior of palmy leaders, determining behavior taxonomy, and identifying broad leading fl bes. David McClelland, for example, posited that leading takes a strong constitution with a well- create imperative ego. To lead, self-confidence and high-pitched self-esteem atomic number 18 useful, perhaps so far essential.Kurt Lewin, Ronald Lipitt, and Ralph White developed in 1939 the creative work on the influence of leading appearances and serveance. The researchers evaluated the public presentation of chemical conferences of el til now-year-old boys chthonian polar figures of work climate. In each, the leader exercised his influence regarding the type of group conclusiveness making, praise and criticism (feedback), and the concern of the group tasks ( see to it precaution) fit to leash flairs authoritarian, democratic, and laissez-faire. The managerial grid fabric is too based on a behavioral theory.The feign was developed by Robert Blake and Jane mutton in 1964 and suggests five different lead ardours, based on the leaders cephalalgia for tidy sum and their concern for goal achievement. Situational and adventure theories Situational theory likewise appe ard as a chemical reaction to the trait theory of leaders. Social scientists argued that chronicle was more than the result of intervention of gigantic men as Carlyle suggested. Herbert Spencer (1884) said that the propagation produce the person and not the other room around.This theory assumes that different situations call for different characteristics according to this group of theories, no single optimal psychographic profile of a leader exists. According to the theory, what an individual truly does when acting as a leader is in large serving parasitic upon characteristics of the situation in which he functions. around theorists started to synthesize the trait and situational approaches. Building upon the research of Lewin et al. , academics began to normalize the descriptive toughies of leading climates, delimitate troika lead styles and identifying which situations each style works better in.The authoritarian leadership style, for example, is approved in periods of crisis but fails to win the police van and minds of followers in everyday management the democratic leadership style is more adequate in situations that adopt consensus building finally, the laissez-faire leadership style is appreciated for the degree of freedom it provides, but as the leaders do not take charge, they provoke be perceived as a stroke in protracted or nipping organizational problems.Thus, theorists defined th e style of leadership as point to the situation, which is virtually generation, classified as contingency theory. Four contingency leadership theories appear more prominently in recent years Fiedler contingency sit d consume, Vroom-Yetton close get, the path-goal theory, and the Hersey-Blanchard situational theory. The Fiedler contingency sit down bases the leaders tellingness on what Fred Fiedler called situational contingency. This results from the interaction of leadership style and situational favorability ( ulterior called situational control).The theory defined two types of leader those who campaign to accomplish the task by maturation good relationships with the group (relationship-oriented), and those who convey as their prime concern wading out the task itself (task-oriented). According to Fiedler, in that location is no idealistic leader. Both task-oriented and relationship-oriented leaders whoremaster be effective if their leadership orientation fits the sit uation. When in that respect is a good leader-member relation, a passing structured task, and high leader prospect power, the situation is considered a well-heeled situation.Fiedler found that task-oriented leaders be more effective in extremely favorable or unfavorable situations, whereas relationship-oriented leaders perform scoop up in situations with intermediate favorability. schoolmaster Vroom in collaboration with Phillip Yetton (1973) and later with Arthur Jago (1988), developed a taxonomy for describing leadership situations, which was utilize in a normative conclusion model where leadership styles were connected to situational variables, be which approach was more suitable to which situation.This approach was novel because it supported the idea that the kindred manager could rely on different group finis making approaches depending on the attributes of each situation. This model was later referred to as situational contingency theory. The path-goal theory of le adership was developed by Robert House (1971) and was based on the conductancy theory of Victor Vroom.According to House, the centerfield of the theory is the meta proposition that leaders, to be effective, act on in behaviors that complement subordinates environments and abilities in a manner that compensates for deficiencies and is instrumental to subordinate pleasure and individual and work unit performance. The theory identifies quatern leader behaviors, achievement-oriented, directive, voxicipative, and supportive, that is contingent to the environment factors and follower characteristics.In contrast to the Fiedler contingency model, the path-goal model takes that the quaternary leadership behaviors argon fluid, and that leaders skunk adopt any of the four depending on what the situation demands. The path-goal model can be classified any(prenominal)(prenominal) as a contingency theory, as it depends on the circumstances, and as a transactional leadership theory, as t he theory emphasizes the reciprocity behavior between the leader and the followers. The situational leadership model proposed by Hersey and Blanchard suggests four leadership-styles and four levels of follower-development.For effectiveness, the model posits that the leadership-style essentialinessiness match the appropriate level of follower-development. In this model, leadership behavior becomes a function not whole of the characteristics of the leader, but of the characteristics of followers as well. Leadership on the whole Leadership is a process whereby an individual influences a group of individuals to achieve a common goal. So, leaders carry out this process by applying their leadership tell apartledge and skills. This is called Process Leadership. pic temporary hookup leadership is learned, the skills and knowledge processed by the leader can be influenced by his or hers attributes or traits, such as beliefs, determine, ethics, and character. get byledge and skills b ear directly to the process of leadership, piece the other attributes give the leader certain characteristics that hire him or her unique. Leadership Models Leadership models help us to image what makes leaders act the expression they do. The ideal is not to latch yourself in to a type of behavior discussed in the model, but to realize that every situation calls for a different approach or behavior to be taken.Two models give be discussed, the Four simulation advancement and the animal trainerial Grid. Four textile onset In the Four Framework Approach, Bolman and reckon (1991) suggest that leaders dis track d stimulate leadership behaviors in one of four types of frameworks Structural, kind-hearted Resource, Political, or Symbolic. pic This model suggests that leaders can be put into one of these four categories and there are times when one approach is appropriate and times when it would not be. That is, any style can be effective or uneffective, depending upon the si tuation.Relying on alone if one of these approaches would be inadequate, thus we should progress to to be conscious of all four approaches, and not just depend on one or two. For example, during a major organization variegate, a Structural leadership style may be more effective than a Symbolic leadership style during a period when strong letth is holded, the Symbolic approach may be better. We similarly need to study ourselves as each of us tends to guard a preferred approach. We need to be conscious of this at all times and be aware of the limitations of just favoring one approach.Structural Framework In an effective leadership situation, the leader is a social architect whose leadership style is analysis and design. While in an ineffective leadership situation, the leader is a petty tyrant whose leadership style is details. Structural Leaders focus on structure, strategy, environment, implementation, experimentation, and adaptation. homophile Resource Framework In an effective leadership situation, the leader is a catalyst and servant whose leadership style is support, advocating, and vestment. hile in an ineffective leadership situation, the leader is a pushover, whose leadership style is abdication and fraud. merciful Resource Leaders opine in slew and communicate that belief they are visible and cordial they empower, increase federation, support, share information, and start decision making down into the organization. Political Framework In an effective leadership situation, the leader is an advocate, whose leadership style is coalition and building. While in an ineffective leadership situation, the leader is a hustler, whose leadership style is manipulation.Political leaders clarify what they urgency and what they can get they assess the distribution of power and interests they build linkages to other stakeholders, use opinion first, indeed use negotiation and coercion only if necessary. Symbolic Framework In an effective leadershi p situation, the leader is a prophet, whose leadership style is inspiration. While in an ineffective leadership situation, the leader is a monster or fool, whose leadership style is potbelly and mirrors.Symbolic leaders view organizations as a stage or theater to play certain places and give impressions these leaders use symbols to capture attention they try to frame experience by providing plausible interpretations of experiences they fall apart and communicate a vision. . Company write of ROBI Background of Robi Axiata (Bangladesh) Limited is a energising and leading bucolicwide GSM communication beginning provider. It is a joint venture association between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan.Axiata (Bangladesh) Limited, formerly cognise as Telekom Malaysia International (Bangladesh), commenced its operation in 1997 under the brand name ROBI among the groundbreaker GSM mobile telecommunications service providers in Bangladesh. Later, on 28th March, 201 0 the club started its recent transit with the brand name Robi. Robi is truly a batch-oriented brand of Bangladesh. Robi, the battalions champion, is there for the hoi polloi of Bangladesh, where they want and the government agency they want. Having the local tradition at its core, Robi marches ahead with innovation and creativity.To pick up leading-edge technology, Robi has the international expertise of Axiata and NTT DOCOMO INC. It supports 2G voice, CAMEL phase 2 and GPRS/EDGE service with high locomote internet connectivity. Its GSM service is based on a robust network architecture and cutting edge technology such as Intelligent Network (IN), which provides peace-of-mind antecedents in terms of voice clarity, extensive nationally network coverage and multiple international partners for international roaming. It has the widest International Roaming coverage in Bangladesh connecting 553 operators across 207 countries.Its guest centric solution includes value added services (VAS), quality customer care, easy access call centers, digital network security and flexible duty rates. With its strengths and competencies developed over the years, Robi aims to provide the stovepipe quality service experience in terms of coverage and connectivity to its customers all over Bangladesh. Together with its unique ability to develop local insights, Robi creates distinct services with local flavor to remain close to the hearts of its customers. Objectives of RobiEMPOWERING YOU Robi is there for masses, where they want and in the way they want, in order to help them develop, grow and make the most of their lives done Robis services. Vision & Mission of Robi Vision To be a leader as a Telecommunication Service Provider in Bangladesh Mission ROBI aims to achieve its vision through cosmos number one not only in terms of market place share, but also by being an employer of choice with up-to-date knowledge and harvest-festivals accommodate to address the eve r changing needs of our budding nationLeadership Qualities of a HR Manager of ROBI Inspires a Shared Vision An effective end leader is often set forth as having a vision of where to go and the ability to articulate it. Visionaries thrive on miscellanea and being able to draw unexampled boundaries. It was once said that a leader is soulfulness who lifts us up, gives us a reason for being and gives the vision and spirit to heighten. Visionary leaders change hatful to flavor they set out a real stake in the cat. They empower plenty to experience the vision on their own.According to Bennis They mountain pass hoi polloi opportunities to create their own vision, to explore what the vision allow for expect in mind to their jobs and lives, and to envision their future as part of the vision for the organization. (Bennis, 1997) A Good Communicator The ability to communicate with people at all levels is almost al ways named as the molybdenum most fundamental skill by run into managers and aggroup members. Project leadership calls for clear communication to the highest degree goals, indebtedness, performance, expectations and feedback. on that point is a great deal of value placed on openness and directness.The project leader is also the police squads link to the large organization. The leader must build the ability to effectively negotiate and use persuasion when necessary to ensure the success of the group and project. Through effective communication, project leaders support individual and aggroup up achievements by creating explicit guidelines for accomplishing results and for the career advancement of team members. Integrity One of the most key things a project leader must suppose is that his or her actions, and not words, set the modus operandi for the team. Good leadership demands commitment to, and intro of, ethical practices.Creating standards for ethical behavior for oneself and maintenance by these standards, as well as reward ing those who exemplify these practices, are responsibilities of project leaders. Leadership promptd by expedience does not serve the well being of the team. Leadership based on impartiality represents nothing less than a set of value others share, behavior unvarying with values and dedication to honesty with self and team members. In other words the leader walks the talk and in the process earns trust. intensity Plain and simple, we dont like leaders who are ban they bring us down.We want leaders with zeal, with a bounce in their measuring rod, with a can-do attitude. We want to believe that we are part of an invigorating move we want to sense of smell alive. We tend to follow people with a can-do attitude, not those who give us 200 reasons wherefore something cant be done. Enthusiastic leaders are committed to their goals and express this commitment through optimism. Leadership emerges as someone expresses such confident commitment to a project that others want to sha re his or her rosy expectations. Enthusiasm is contagious and effective leaders know it. Empathy What is the difference between empathy and munificence?Although the words are similar, they are, in fact, inversely exclusive. According to Norman Paul, in beneficence the subject is principally absorbed in his or her own feelings as they are projected into the object and has little concern for the reality and validity of the objects special experience. Empathy, on the other hand, presupposes the existence of the object as a separate individual, entitled to his or her own feelings, ideas and emotional history (Paul, 1970). As one student so eloquently put it, Its nice when a project leader acknowledges that we all take a leak a life outside of work. CompetenceHaving a victorious track record is the surest way to be considered competent. Expertise in leadership skills is some other dimension in competence. The ability to challenge, inspire, enable, model and encourage must be parade if leaders are to be seen as capable and competent. Ability to Delegate Tasks You demonstrate your trust in others through your actions how much you pee and control their work, how much you depute and how much you allow people to participate. Individuals who are unable to trust other people often fail as leaders and forever remain little more that micro-managers, or end up doing all of the work themselves.As one project management student put it, A good leader is a little lazy. An elicit perspective Cool Under storm When leaders encounter a stressful event, they consider it interesting, they feel they can influence the outcome and they see it as an hazard. come out of the uncertainty and chaos of change, leaders drum up and articulate a new image of the future that pulls the project together. (Bennis 1997) And remember never let them see you sweat. Team-Building Skills A team builder can best be defined as a strong person who provides the substance that holds th e team together in common mean toward the right objective.In order for a team to progress from a group of strangers to a single cohesive unit, the leader must understand the process and dynamics compulsory for this transformation. He or she must also know the appropriate leadership style to use during each stage of team development. The leader must also accept an understanding of the different team players styles and how to trespass on each at the beseeming time, for the problem at hand. Problem solving Skills Although an effective leader is said to share problem-solving responsibilities with the team, we expect our project leaders to have excellent problem-solving skills themselves.Leadership Styles Leadership style refers to a leaders behavior. It is the result of the philosophy, personality, and experience of the leader. Rhetoric specialists have also developed models for understanding leadership. The Participative leadership style favors decision-making by the group of ROB I. such a leader gives instructions after consulting the group. They can win the cooperation of their group and can motivate them effectively and positively. The decisions of the democratic leader are not unilateral as with the autocrat because they arise from consultation with the group members and participation by them. good reasons why ROBI started embracing and applying Participative Leadership 1. Participative leadership adds real value to employee contribution in decision making, problem solving, planning and implementation. It focuses on development them on many levels while beautify future goals and plans that benefit ROBI. 2. Participative leadership meets strategic needs/goals of familys by supporting individuals to die their personal development goals. stupefying people creates the foundation for sustainable positive change. 3.Participative leadership is transformational as it wakes the interior leaders in people by reaching out to their deepest resources, expert ise and natural ability to lead. It removes barriers and opens doors. 4. Participative leadership delivers results as it increases productivity and provides a satisfactory ROI . Employees perform loyalfully and is more committed to achieve companys goals and contribute to the long- term picture. 5. Participative leadership is an opportunity for leaders to let go of their insular perspectives and do what is right to optimize the consummate companys capacity, not just their own area.Benefits of Participative Leadership Participative leadership has been implemented in assorted corporate organizations in a regretful way. Leaders are seeing the benefits of acquire their team members to participate in the decision-making process through discussions and deliberations. Here we see the overt and some not-so-obvious advantages of participative leadership that is taking crinkle teams to a whole new run down of progress. Everyone Participates The best advantage of the participative leade rship model is that everyone in the team gets a chance to participate.Like in a democracy, the team members have their say in the decisions that the team makes as a whole. This fosters a sense of compare within the team and that helps everyone feel important as contributors. New Ideas Are thrown and twisted about Participative leadership helps bring more minds together and hence there are more ideas and suggestions that are generated. Leaders, for whatever they are, are individuals and they may be limited in their capacities of thought. However, when several people belonging to different levels of activity are asked to contribute to the value of a particular decision, new ideas emerge.Some of these could be practical manages that people at the lift levels do not think about. Hence, the decision becomes more practical and implementable and creatively rich. Decisions give-up the ghost More Result-Oriented Since everyone has put in some or the other effort towards the planning pro cess and everyone has a feeling of importance, it is quite evident that they leave alone work towards implementing their own suggestions as well. This is a much better approach at making a team do things-make them suggest those things themselves. It becomes easier for leaders to generate results.Leaders Can Assess the worth of Their Policies During the participation, leaders can find out whether there are any constraints or impediments that might come in the way of implementation. They also get a feel of the enthusiasm factor, and can assess whether the people in the team are amenable to the changes they are planning to implement. The level of participation is a direct indicator of the enthusiasm of the team and if the enthusiasm is higher, the plan ordain be implemented faster and in a more effective way as well. A Progressive ApproachParticipative leadership is gaining wide currency right now because it allows everyone to contribute it knits together the entire organization th rough their participation. This is the contemporary approach that leadership recommends and uses, and it has the potential to take organizations towards new levels of success. succeeding(a) Leadership Discovery When employees participate in the decision-making process, current management has the opportunity to see who is stepping up to the plate and who is coming up with ideas. This is just another tool for management to evaluate employees for promotion.When employees are promoted from within a company, less outsiders are brought in, and the employees are more motivated to do a good job. Many companies with defunct leadership practices often miss opportunities to promote from within. A new leader found within the company will be a of import corners savor for teamwork. Motivation All employees feel the need for motivation. Motivation is the key concept for change. People are naturally loathsome to change, and leadership needs to find the halal theory to help people make the trans ition. Communication is the most important aspect of motivation. If employees feel out of the loop, hen they are less likely to concentrate on the main goal of the team or organization. With participative leadership, the employee has more information and will go on more active in the change or decision process. Employers must pop the communication as a come out of faith to their employees. Team Spirit Since employees have a position and input in the decision-making process, the sense of involvement is not just entangle individually but is felt as a team. If potential negative circumstances are involved in the decision that is to be made, team-centered involvement will allow the leadership to be conscious more fully of the pros and the cons.Communication is still important. When the leaders finally make a decision, the team is prepared for it and with its participation, the stress and resistance to change is diminished. If negative perceptions of the change is noticed, the team can diffuse the situation without leadership become involved. Employee Productivity Studies have shown that there is a correlation between participative leadership and productivity. at that place is a suggestion that through communication and participative leadership high-quality performance can be obtained.Leadership that practices the participative model have higher ratings as managers than leaders who manipulate their employees. Participative leadership begins a cycle of prolific leadership and productive employees. This cycle increases company profitability and allows for inborn growth. More promotions are possible and the progress of productivity increases across the company as the team grows. Performance Emotions Leadership can be perceived as a particularly emotion-laden process, with emotions entwined with the social influence process. In an organization, the leaders style has some effects on his/her group.These effects can be depict in three levels. 1. The mood of ind ividual group members. Group members with leaders in a (say) positive mood experience more positive mood than do group members with leaders in a (say) negative mood. The leaders transmit their moods to other group members through the mechanism of emotional contagion. Mood contagion may be one of the psychological mechanisms by which charismatic leaders influence followers. 2. The emotive tone of the group. Group affective tone represents the consistent or homogeneous affective reactions within a group.Group affective tone is an kernel of the moods of the individual members of the group and refers to mood at the group level of analysis. Groups with leaders in a positive mood have a more positive affective tone than do groups with leaders in a negative mood. 3. Group processes like coordination, effort expenditure, and task strategy. Public expressions of mood impact how group members think and act. When people experience and express mood, they send signals to others. Leaders signal their goals, intentions, and attitudes through their expressions of moods.For example, expressions of positive moods by leaders signal that leaders deem progress toward goals to be good. The group members answer to those signals cognitively and behaviorally in ways that are think overed in the group processes In research about client service, it was found that expressions of positive mood by the leader improve the performance of the group, although in other sectors there were other findings. Environment Every organization has a particular work environment, which dictates to a considerable degree how its leaders respond to problems and opportunities.This is brought about by its heritage of past leaders and its present leaders. Goals, Values, and Concepts Leaders practice influence on the environment via three types of actions 1. The goals and performance standards they establish. 2. The values they establish for the organization. 3. The clientele and people concepts they establi sh. Successful organizations have leaders who set high standards and goals across the entire spectrum, such as strategies, market leadership, plans, meetings and presentations, productivity, quality, and reliability.Values reflect the concern the organization has for its employees, customers, investors, vendors, and surrounding community. These values define the manner in how business will be conducted. Concepts define what products or services the organization will offer and the methods and processes for conducting business. These goals, values, and concepts make up the organizations personality or how the organization is observed by some(prenominal) outsiders and insiders. This personality defines the roles, relationships, rewards, and rites that take place. Leadership & Human BehaviorAs a leader, we need to interact with our followers, peers, seniors, and others whose support we need in order to accomplish our goals. To gain their support, we must be able to understand and motiv ate them. To understand and motivate people, we must know human nature. Human nature is the common qualities of all human beings. People stick out according to certain principles of human nature. Human needs are an important part of human nature. Values, beliefs, and customs differ from country to country and even within group to group, but in general, all people have a few canonical needs.As a leader we must understand these needs because they can be mighty motivators and helps to improve our performance. Analysis of the Leadership style/ Findings Integrity It is the integration of outward actions and familiar values. A person of integrity is the equal on the outside and on the inside. much(prenominal) an individual can be trusted because he or she never veers from inner values, even when it might be diligent to do so. A leader must have the trust of followers and because must display integrity. Honest dealings, sure reactions, well-controlled emotions, and an absence of t antrums and harsh outbursts are all signs of integrity.A leader who is centered in integrity will be more comprehendible by followers. Dedication It sum consumption whatever time or qualification is necessary to accomplish the task at hand. A leader inspires dedication by example, doing whatever it takes to complete the next step toward the vision. By setting an excellent example, leaders can show followers that there are no nine-to-five jobs on the team, only opportunities to achieve something great. Magnanimity It means give credit where it is due. A magnanimous leader ensures that credit for successes is spread as wide as possible throughout the company.Conversely, a good leader takes personal business for failures. This sort of reverse magnanimity helps other people feel good about them and draws the team closer together. To spread the fame and take the agitate is a hallmark of effective leadership. Leaders with humility recognize that they are no better or worse than ot her members of the team. A humble leader is not self-effacing but rather tries to elevate everyone. Leaders with humility also understand that their status does not make them a god. Mahatma Gandhi is a role model for Indian leaders, and he pursued a follower-centric leadership role.Openness Openness means being able to listen to new ideas, even if they do not conform to the everyday way of thinking. Good leaders are able to suspend judgment while listening to others ideas, as well as accept new ways of doing things that someone else thought of. Openness builds mutual respect and trust between leaders and followers, and it also keeps the team well supplied with new ideas that can further its vision. Creativity It is the ability to think differently, to get outside of the box that constrains solutions.Creativity gives leaders the ability to see things that others have not seen and thus lead followers in new directions. The most important psyche that a leader can ask is, What if ? Possibly the worst thing a leader can say is, I know this is a dumb drumhead Fairness It means dealing with others systematically and justly. A leader must check all the facts and hear everyone out forward passing judgment. He or she must avoid leaping to conclusions based on incomplete evidence. When people feel they that are being treated fairly, they reward a leader with loyalty and dedication.Assertiveness It is not the very(prenominal) as aggressiveness. Rather, it is the ability to clearly state what one expects so that there will be no misunderstandings. A leader must be assertive to get the desired results. Along with assertiveness comes the responsibleness to clearly understand what followers expect from their leader. Many leaders have encumbrance striking the right amount of assertiveness, according to a study in the February 2007 issue of the Journal of Personality and Social Psychology, create by the APA (American Psychological Association).It seems that being u nder assertive or overassertive may be the most common weakness among draw a bead on leaders. Sense of humor It is vital to remove tension and boredom, as well as to defuse hostility. Effective leaders know how to use humor to energize followers. conceit is a form of power that provides some control over the work environment. And merely put, humor fosters good camaraderie. Intrinsic traits such as intelligence, good looks, height and so on are not necessary to become a leader. Anyone can direct the proper leadership traits. Process of great Leadership/SuggestionsTo help us be, know, and do, follow these principles of leadership. This Leadership guide expand on these principles and provide tools for implementing them make out ourself and seek self-improvement In order to know ourselves, we have to understand our be, know, and do, attributes. Seeking self-improvement means continually strengthening our attributes. This can be over(p) through self-study, formal classes, reflec tion, and interacting with others. Be technically proficient As a leader, we must know our job and have a solid familiarity with our employees tasks. Seek responsibility and take responsibility for our actions Search for ways to guide our organization to new heights. And when things go wrong, they always do sooner or later do not blame others. Analyze the situation, take corrective action, and move on to the next challenge. Make hygienic and timely decisions Use good problem solving, decision making, and planning tools. Set the example Be a good role model for our employees. They must not only hear what they are expected to do, but also see. We must become the change we want to see Mahatma Gandhi. Know our people and look out for their well-being Know human nature and the importance of in truth caring for our workers. Keep our workers informed Know how to communicate with not only them, but also seniors and other key people. Develop a sense of responsibility in our work ers Help to develop good character traits that will help them carry out their professional responsibilities. Ensure that tasks are understood, supervised, and accomplished Communication is the key to this responsibility. Train as a team Although many so called leaders call their organization, department, section, etcetera team they are not really teams they are just a group of people doing their jobs. Use the full capabilities of your organization By developing a team spirit, you will be able to employ your organization, department, section, etc. to its fullest capabilities. Conclusion From the above discussion we can easily understand that Axiata (Bangladesh) Ltd. (ROBI) is one of the brighten mobile Company of Bangladesh. It covers the whole Bangladesh by its network. There are many product and services of ROBI is available in Market. At this moment the company is in growing position.But the strategies of the company will make the company number one mobile company of Bangl adesh. So we can easily find out the Participative leadership style of ROBI is a very developed and effective one. As a multinational company for making the process more effective ROBI should analyze the recruitment and selection process of other multinational company of home and abroad. That can make ROBI perfect in recruiting people and the company will get efficacious professionals, that will increased the productivity as well as revenue.