Literature Review: Organizational Leadership

Organizational Leadership

Leadership is one of the key things that every organization holds to. It exists in different levels within the organization that are directed towards the change and the performance in how the organization operates. Organization leadership thus is something very important especially when it comes to the implementation. As a result, the study of good leadership is accredited most in every form of organization so that to enhance work productivity, creation of constant innovation, and come up with different methods to come over the leadership challenges (Bratton, 2005).

 The organizational leadership can be conformed in different levels and so to the characteristics aligned below. Any good leadership must have a visionary goal that inspires loyalty and trust in the whole organization. It has to have a valid mission that defines the direction that it heading to as well as show the capability of to lead people who are below the leadership. Finally it should have the ability to portray power and control in all aspect so that to make sure that the godlike, charismatic figure is evident.

Leadership access a thriving transformation through invariable stabilization of sustaining dynamism as well as reaching for the objectives. Simple things such as business environment can greatly affect the elegance of leadership without forgetting the direction in which leadership is taking. Success in leadership may not only be in form one line but also in different lines such as consolidation, permanence and the thriving of leadership. The organizational leadership involves; risk taking, impression creation, creating crisis awareness, build up of new identity specifically on mergers cases, demonstrations where the changes needed as well as establishment of universal shared goals.

Learning organizations

The learning organizations are characterized by total employees’ interaction during the course of accountable change in regard to the shared principles and assessment. The learning company gives a description of its vision of what probably might result to what the company is doing in particular perspective. Nevertheless, it is not only brought about by jus training the individuals but also learning the whole process that is constituted within the organization. Thus a leaning company is what constitutes of its program and activities.

The concept of learning organization started with Peter Senge in early 1990s and it was based to explore how organizations operated. The process grew up to the time when it was like something invented by the senior management. Accordance to Sandra 1995, majority of conceptualization of the learning organizations may be viewed to work assuming that learning is something that is valuable and ever continuous and the most convenient when shared to the other individuals. Some of the characteristics of learning organizations includes: use of learning to reach once goals, provision of progressive learning opportunities, the connection of individual’s performance in accordance with the organizations performance. Others include foster dialogue and inquiry that enable s individuals to share their knowledge freely as well as taking risks and finally unremitting awareness and environment familiarization.

Over a long period of time, it has been evident that freshly scholars either from university and colleges cannot be directly absorbed in the organizations. There have to be a special training offered so that to make them understand what is required in such an organization. As a result many organizations are left with the only option to accommodate leaning services within themselves. However, most of the times the organizations are known to offer the learning that are only based on its line of management and organizations structure. This basically forces every organization to retain even the existing employees who may be newly absorbed in their companies (Lyle, 2012).

In addition, the credibility of learning organizations cannot be only applied in such a case but also to ensure that its potential and current employees are fully in line with the organizations program. This enhances a general flow and circulation of information within the organizations and it ensures the information confidentiality is retained within the organization (Ahmad, 2012).

According to Sudharatna, in the book ‘Learning Organization Characteristics Contributed to its Readiness-to-Change’, use of various organizations is evident to bring out a clear picture on the consequence of learning organization process that brings about integrity in an organization. Moreover, every company is known to manage its individual financial statements thus it is important for all the workers to be perfectly familiar with what is required as this is the main critical aspect in a company. The issue of emerging trends has also contributed a lot to the implementation of learning organizations.

It is important to note that dialogue in the learning organizations is very important specifically when it comes to team learning. Individuals may be part of the organizations learning but it would be so difficult for them to acquire the required skills if there is no conversation involved. The significance of a dialogue is to ensure openness of once views and to get elaboration of where it was impossible to get. It also helps a person to know that they are worth of consideration and feel being part of the organization involves ready to work for the best.

 The concept of dialogue in the learning organization not give an individual sense of belonging but also it helps everyone to raise arguments that are always source of effective thinking and bring the concept of “thinking together” it is even more evident to see why opponents who may arise in the learning organizations would prefer to have emphasis on the dialogue thing.

To finalize this, it has come to pass that the perception of the learning organization has given a clear way to the managers of how an organization should run in accordance to the existing environment. It has also created a way to come up with more valid ideas on how to run an explicit organization in an exclusive approach without inevitably relying much on what is trained in the higher institution levels. However, there are number of predicaments that face this process. These come out when some organizations exclusively try to train their employees in a different way than that is known to be used. Through this, the education system in that line end of being misinterpreted and sometimes underused the way it is supposed to be in reality, it is worth to know even if the learning organizations exists, the  real meaning of the general idea about the organizations should be retained.

Knowledge Management

Due to the dynamic changing of the organization strategies, the term knowledge management has taken a different dimension. The formerly acknowledged knowledge management skills seem to be unworthy today if applied to the current situation. Knowledge management takes a different form that includes the information processing that is determined time frontier which a certain organization works upon.

Knowledge management thus can be defined as the enhancement of organizations comprehension so that it can fit for the sustainable competitive benefit. The development of knowledge management is due to the high precariousness and dependence of knowledge management, the credibility of the information needed defensible and thus more efforts are needed to secure the business systems (Gold, 2001).

Purpose of information in organization

A premeditated knowledge management enables an organizations to put up all its knowledge on the line of market they are involved in, especially the product in accordance to the products it deals with. In the area of information, ICT is so important having three keys of development that entails the management aptitude that includes mobile communications, semantic elucidation as well as dynamic assimilation. The concept is based on establishing business strategies, processes and the organizations designs.

System thinking

System thinking is the representation of the relationship between various factors that guarantee the whole organizations success. Nonetheless, the whole concept of knowledge management and learning organizations all finally are concluded in the system thinking.

The systems are known to be rather complex and there is no specific known end of systems. Thus the individuals who use systems are obligated to have a clear analysis of the level of intricacy of the systems to guesstimate its effectiveness and efficiency. In other explanations, the process is rather plodding with the predictable flow heaping on in correlation to the respective features of an organization structure (Senge, 2013).

There are various processes that are used to analyze and select the best of an efficient system that is required at a specific place. The system thinking fundamentally entails permutation of assorted factors that make sure that the performances of the involved organization goes on well in a required manner.


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