Many authors have developed different meanings of the term leadership. In the many definitions, however, there are several common aspects which accompany the definitions. Leadership involves guiding, inspiring and influencing the relevant people in an organization to achieve a coordinated common effort (Michael, 2020). The term leadership encompasses the action of leading the organizational employees and motivating them in the efforts of achieving well stated organizational goals. All organizations exist with a specific purpose which they exist to achieve. All the efforts of the employees should be mobilized towards the achievement of the organizational goals. It is the function of the organizational leaders to motivate the subordinates and coordinate their efforts to achieve the goals of the organization (Myers & Woo, 2017) . Various leaders apply various leadership techniques in the organizations they lead. Where the organization seeks to achieve common official objectives, the leadership is said to be formal. Where the goals being achieved are unofficial, then the leadership is informal. Leadership has become a dynamic concept with many theories of leadership emerging over time in history.
The first theory is the great man theory that was developed by the author Thomas Carlyle. According to this theory of leadership, people are not made leaders through any training or acquire leadership skills. Rather, the theory state that people who become leaders are born with leadership attributes that place them in that position and make them well suited. The leaders emerge at the essential time to accomplish tasks most effectively according to this theory. The traits that leaders are born with enable them to poses certain unique qualities that are not present in many other people in the organization. The theory receives critics for not embracing the leaders who have inherent attributes. The second leadership theory is the trait theory. According to this leadership theory, people have specific characteristics that make them better suited as leaders. This theory supports the fact that the leadership traits in people can be improved through training (Leidner et al., 2018) . The theory also supports the fact that some people are born leaders in possession of essential leadership qualities. According to this theory, leaders must possess qualities such as a high level of intelligence, foresight and vision, motivational drive, among others. For leaders to serve effectively, they should possess these essential qualities. The theory receives critics form various researchers due to unavailability of some of these traits in some leaders who have demonstrated enough capacity to lead. The situational theory is the other type of leadership theory. Under this theory, the leaders change depending on the situations they encounter. Leaders screen the situation before they determine the best technique of leadership to apply in a certain situation. The transactional theory describes the role a leader plays in motivating the subordinates. The theory is constituted of four primary elements, such as contingency rewards, laissez-faire, among others. The transactional leadership theory serves best in situations where the teams seeking to achieve a stated goal require a high level of innovation and creativity. Under the transformational theory, the objective of the leader is to transform the subordinates positively to achieve the best outcome in an organization. The leader supports the employees who in turn, support each other and support the organization to achieve its objectives. The theory is based on a high level of trust on the leaders (Berkelaar & Harrison, 2019) . All the employees are expected to demonstrate high trust for their leaders. The transformative ability of a leader gains the leaders respect among the employees. The leaders also gain loyalty from the subordinates in their functions. Values and morals are central to this leadership theory. The leaders lead and act as good examples to the rest of the members of the organization. Leaders possess a high level of charisma which enables them to develop strong teams from the interaction with the leaders. Transformative leaders have huge capability to develop new directions or course for their organizations. These leaders tend to go beyond the set plan and achieve exceptional outcomes. Leaders in organizations and various situations must possess the power to enable them to carry out their functions efficiently. The power is derived from the positions they hold in the organization. The leader's power enables them to influence organizational subordinates. Reward power is one of the common power applied by leaders in organizations. When the employees achieve certain targets, they are offered certain gifts or rewards that promote and encourage the employees to increase their efficiency. The rewards given to the employees take the form of an increase in their pay or workplace promotions. This type of power tends to increase the levels of employee satisfaction. However, rewarding the employees can be expensive as the organization need to keep on improving the rewards and upgrading them to maintain satisfaction (Berkelaar & Harrison, 2019) . Where the rewards are not continuously increased and improved the level of motivation and satisfaction is higher while lower in the cases, rewards remain lower. Coercive power is vulnerable to abuse by leaders. The leaders apply threats to caution and force the subordinated to increase their efforts in achieving stated organizational goals. This type of power produces the least positive impact on many organizations. The threats given to the employees take the form of workplace demotions, laying off or suspension and in some cases termination of employment. Application of coercive power on employees can have negative impacts on the employees psychologically. Legitimate power is the power that is derived from the position that employees hold in an organization. Employee punishment and rewarding are common characteristics that accompany legitimate power. People under this type of power feel the obligation to work hard to attain the goals set ahead of them. Leaders who possess legitimate power have strong positions on various organizational issues. Under the referent power, employees are considered a very important component of the organization in the decision-making process. The leaders ensure that the employees are well informed on how important their roles in the organization are important. The expert power is based on the knowledge and expertise in the leaders. The leaders derive their respect from their expertise and knowledge in leadership. Their expertise enables them to give ideal advice to the subordinates in the workplace. The leaders are appreciated in organizations with employees having the freedom to seek guidance from the leaders when they face challenging concerns in the workplace (Berkelaar & Harrison, 2019) . The consultation influence tactic focuses on having onboard members of the subordinate in the process of decision making. The utilization of subordinate skills in the planning process leads to positive changes in the organization. Under the rational persuasion influence, the leaders apply the use of logic in convincing their employees. The subordinates are given rational reasons for making a decision. The main basis of this theory is facts and logic. Leaders applying inspirational appeals influence tactic operate by appealing to the employee's emotions and their value. The ideas possessed by the employees are considered important in the planning and decision-making process. In the ingratiating tactics influence tactic, the leaders make requests to the subordinated when they are in their best moods. The tactic is characterized by a high level of friendship and loyalty. Leaders heap praise on the employees and flatter them to trigger positive emotions. After triggering the positive emotions, the leaders have a higher ability to influence the employees. Under the pressure influence tactic, leaders utilize the use of demands and compliance. The use of threats and intimidations is common in this influence tactic. Organizational socialization refers to the process to adjust to the various attributes required to achieve the organizational goals. The people need to develop a change in their attitude and expectations as the organizational roles change. The main focus of organizational socialization is the membership of an organization. Assimilation tactics in the modern world play a critical role in encouraging new members in an organization to align with the existing organizational roles. Organizational socialization is essential in improving the employee’s performances and increasing efficiency in organizations. Power in organizations allows the leaders to make things to happen in the way they find best at the interest of the organization. Power enables the leaders to have more control over on the employees assigned to carry out the various tasks. Power in organizations is essential in providing people with a sense of direction in the effort to achieve the goals of an organization (Bilyalov, 2018) . The main source of power in organizations is the legitimate power. Legitimate power implies that power is assigned depending on the work design. The legitimate power is derived through the various ranks in an organization. Through organizational power, the levels of employee compliance and commitment in an organization increases. It creates and facilitates harmony to increase the level of organizational productivity. Leadership is an essential part of organizational power. Organizational socialization and culture are essential in a criminal justice organization. Over time in history, many countries have initiated reforms in their criminal justice systems. The change in the criminal justice system requires that the officers align with the various changes in the criminal organization. The changes have a huge and significant impact on the attitude of the police officers. Research indicates that the levels of job satisfaction in police officers decline and the officer's career progress. Socialization is important in ensuring solving the challenges faced by police officers (Anderson, 2018) . The changes in organizational culture and socialization are essential in improving the relations between the citizens and the police and other members of the criminal justice system. Officers in criminal justice systems are able to re-evaluate their careers and develop a course of action as they head towards the end of their careers. Leaders in organizations play an essential role in influencing organizational socialization and culture. The type of organizational culture is determined by the style of leadership in an organization. The leaders are given the opportunity to rally the employees towards a common goal. The leaders have power in organizational to manipulate the work assignments to achieve their desired goals. The leader's positions give them the legitimate power to allocate tasks to the employees they find best suited for them. Leaders in organizations are tasked to carry out the four essential managerial roles in their organizations. They work to plan, control, direct and organize. Various organizations have different cultures. The leaders work to ensure that the efforts and the culture of the employees align with the organizational culture. Organization leaders are essential in the process of setting the organizational goals and in the process of making decisions. The leaders possess power, knowledge and expertise that enable them to influence the employees to improve their outcomes (Berkelaar & Harrison, 2019) . The leaders offer important guidance to the employees with regard to the various job assignments. The leaders monitor the progress of the subordinates, which give them proper insights into the areas in the organization that need changes to increase the efficiency of the employees. The leaders are representative of the organization. Leaders should have values and culture that align with those of the organization and use their power to organize employees in the best way possible to achieve the best outcomes.
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References
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Bilyalov, D. (2018). Organizational socialization and job satisfaction of faculty at Nazarbayev University in Kazakhstan. European Education , 50 (3), 229-248.
Berkelaar, B. L., & Harrison, M. A. (2019). Organizational Socialization. In Oxford Research Encyclopedia of Communication .
Leidner, D. E., Gonzalez, E., & Koch, H. (2018). An affordance perspective of enterprise social media and organizational socialization. The Journal of Strategic Information Systems , 27 (2), 117-138.
Myers, K. K., & Woo, D. (2017). Socialization. The International Encyclopedia of Organizational Communication , 1-17.
M., M. (2020). LEADERSHIP THEORY AUTHORITY, POWER & INFLUENCE TACTICS.
