Introduction
A narcissistic leader places his needs first before that of others. There are arguments about whether narcissism should be part of leadership in organizations since it comes with both advantages and disadvantages. Administration can either take the trend of an individual, an organization, or a particular group. Research indicates that leadership is a broad notion that cannot be exhausted. The similarities and contradictions in direction highlight the inconsistencies in guidance where some yield positive or unwanted fruits. A multi-level perspective would analyze leadership and the effects on various stakeholders. There is a need for further research to look into the avenues of leadership.
Leadership as a Social Science
Leadership is a significant reason behind most suffering and harm around the globe. (Braun, 2017). The danger comes in when leaders tirelessly work to satisfy themselves. The youth in leadership have shown misconduct in the management of finances while other leaders come out as angry, untruthful, or disagreeable. The need for self- development motivates narcissist leaders. The leader may not necessarily desire to hurt others, but due to the effort in achieving personal wellness, the larger population suffers the consequences. Narcissism eventually results in an ill relationship between the leader and the followers. The study of leadership as a social science would help unravel the impact of narcissism in direction and the dynamics under which narcissism unfolds. Research would also further explain the theories behind narcissism.
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Leaders adopt various styles in leadership, whereby others incorporate several leadership styles within an organization. While some leadership styles go hand in hand, it would be challenging to practice laissez -fair methods alongside neuroticism. The techniques of leadership influence the culture of an organization. (Jannesari, Iravani, Masaeli, Dareshori, & Ghorbani, 2013). The experience in leadership well influences individual personality traits. The level of satisfaction and acceptance of a leadership style determines the chances the leadership style would become adopted a second time in an organization. Frequent evaluation of leadership styles is necessary to assess their competence for any organization.
The study of leadership as a social science is a significant step for the improvement and growth of organizations. The reviews would facilitate the development of guidance for effective leaders. The leaders learn the best practices in leadership, which in turn enhances the relationship between the leader and the follower besides organization success. Leadership requires effort to achieve success. It would be necessary to dig deep into the dimensions of administration, which include credibility, inspiration, interpersonal relations, charisma, and self -leadership before leading others (Pawłowska, & Zdziarski, 2015). Social intelligence is critical in direction. The human resource team of any organization should ensure that leadership undergoes development in all stages. Valid change of an organization begins with leadership. Leaders hold the potential for organizational change and growth. Leadership development contributes to the dynamic process of an organization. Leadership remains the most controversial concept in management and social science; therefore, it would be necessary to treat administration as a separate social science. The complexity of leadership owes to the evolution and theories of leadership.
Despite arguments that social intelligence is inborn, this trait is necessary for a successful career and social life. Social intelligence is a learned concept out of the experience in the failure or success following interaction with others. Conversational and listening skills are part of social intelligence (Ronald, 2014). The leaders should learn to listen to other people's opinions before incorporating their views. Besides, the leader should be conversant with the social norms expected from them to avoid coming out as sophisticated. Practical conversational skills promote good relations while emotional intelligence comes in when the leader understands and connects with their followers. A socially intelligent person would be comfortable and confident when handling different people while maintaining their originality. The leader should avoid a scenario where they please people at the expense of organization growth or success.
There is no consensus on the best influence tactics despite numerous researches in social science and management. Leadership tactics produce different results, which may be positive or negative (Lee, Han, Cheong, Kim, & Yun, 2017). There exists a thin line between influence tactics and organization performance, commitment, good relations, and helping behavior in organizations. Implementation of sound performance appraisal in an organization results in employee promotion. The complexity of interpersonal influence calls for increased research to measure the extent of power in leadership tactics. Leadership comparison can occur to identify the relationship between the use of one tactic or a combination of several leadership tactics in an organization. The Chinese community emphasized managers when looking into the relationships between leaders and their juniors. The behavior portrayed by leaders in Chinese families was very critical. Extreme care would be taken during the appointment of leaders to ensure they are competent enough to communicate with juniors and possess a suitable personality for increased work efficiency (Wu, Tsai, & Yeh, 2014). The study of leadership as a social science would establish the role of the family in economic direction.
Conclusion
In conclusion, leadership is a vast phenomenon and should serve as a separate social science other than a study of leadership in management or social science. The independent survey of leadership would allow the explanation of the theories of leadership and promote further research into concepts of leadership. Leaders hold the key to the growth and change of an organization. Organizations, in turn, rely on the wisdom of leaders to move to the next level. The leaders influence the culture and attitudes of the organization members. The development of leadership ensures that the organization is in safe hands. Furthermore, a specialized study of leadership would address the controversies concerning the best leadership tactics.
References
Braun, S. (2017). Leader narcissism and outcomes in organizations: a review at multiple levels of analysis and implications for future research. Frontiers in psychology , 8 , 773.
Jannesari, H., Iravani, M., Masaeli, A., Dareshori, E., & Ghorbani, A. (2013). A social work study on the relationship between transactional and laissez-fair leadership style and personality traits: A case study of the educational system. Management Science Letters , 3 (3), 813-820.
Lee, S., Han, S., Cheong, M., Kim, S. L., & Yun, S. (2017). How do I get my way? A meta-analytic review of research on influence tactics. The Leadership Quarterly , 28 (1), 210-228.
Pawłowska, A., & Zdziarski, M. (2015). The dimensionality of Leadership in the Perceptions of Senior Human Resource Executives in Poland. Journal of Management and Business Administration. Central Europe , 23 (1), 50-69.
Ronald E. Riggio. (2014). What is social intelligence? Why does it matter? Psychology Today https://www.psychologytoday.com/us/blog/cutting-edge-leadership/201407/what-is-social-intelligence-why-does-it-matter
Wu, T. J., Tsai, H. T., & Yeh, S. P. (2014). The role of manager's locus of control between perceived guanxi and leadership behavior in the family business. Revista Internacional de Sociologia , 72 (2), 87-104.
