Introduction
Leadership is defined as the art of encouraging employees, a group of people or colleagues to push towards a common objective of a company or group (Black, 2015) . The most effective way of measuring the success of leadership in business is through the output of the group, team or the organizations. Business leadership engages the collective responsibility of the management of the company or a team and their employees to act wisely in decision making to achieve goals and stay ahead of competition at the same time maintaining the mission of the organization. Black, (2015) states that leader is different from a manager since leadership engages service too to the team and positive interaction with employees with the purpose of achieving the goal. Leadership combines both learned experiences and the character traits of the individual which give them the charisma and the aura to lead positively (Lussier & Achua, 2015). A good example of a leader is one that will actually do what he or she tells their employees to do in that before they delegate a task, they make sure they can also do it. A leader should come to work just as early as the employees thus leading by example .
Leadership has its important role in business as without it, most of the activities in an organization will be dormant and stolid towards achievement of objectives and goals (Fisher, 2016) . Suitable leadership can elevate a company towards the direction of maximizing of productivity and general output. Even with different models in leadership does not necessary mean that some are bad compared to others since the overall ability of a good leader is judged by ability to deliver (Smith, 2013) . A good leader is characterized by his or her ability to inspire and motivate the employees to work hard. Some leaders desire to meet the goals of the company through their own ways for instance instilling fear on the results of not working hard. Either way, both methods work towards achieving company goals (Lussier & Achua, 2015).
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Importance of leadership is to initiate action by laying out the strategy to follow to meet the goal. It is the mandate of the leader to determine the task, how it will be executed, who will carry it out best and the timeline it is supposed to take (Smith, 2013) . The leader works towards on researching best practices and very well laid plans to finish up the objectives of the business and the right communication between the employees and the managers. Black, (2015) states that the work of leadership is to give the psych, build the energy in order to improve satisfaction even when carrying out the tasks at hand. A good leader will see to it that they boost the self-confidence of their employees by creating a positive working environment. This subsequently improves retention and job performance and positively impact on the organization (Fisher, 2016) .
It is the mandate of the business management to ensure workable leadership methods are employed since the leadership steers and maintains the mission and the vision of the company and ensure it stays focused on it (Fisher, 2016) . A leader is the buffer even when the company is not doing well and works to return it in due course. A leader also is the person responsible in acting the values that drive towards progress such that he or she encourages diversity of not only ideas but also employees for maximum output (Lussier & Achua, 2015). They also call for and avail the needed funds to help the employees make better work delivery and encourage continuous learning.
The recent study on leadership has shown that leadership involves the extent of involvement of the team in achieving the objectives of the organization. If a leader choses to identify and come to the level of employees and fully involve them in giving suggestions, this forms the new model of leadership. Black, (2015) argues that if the leadership method employs involve giving direction directly from above to be followed with little or no employee participation, this is the old approach of leadership that is usually more result oriented rather than building relationship. The new paradigms of leadership put emphasis on the necessity of the followers to legitimize the leader and enabling the power of the leader. In these paradigms, the leader is mostly experienced as one of the followers together with his or her team or colleagues (Fisher, 2016) .
There exist a number of leadership models suitable in the field of business which include old and new paradigms (Kaynak & Darling, 2013) . The new paradigms involve the popular style of leadership which include transformational, moral, charismatic, visionary, and servant leadership. This new models of leadership actively involve the team mates in decision making and come to the level of interaction with the employees fostering an interactive way of doing things (Fisher, 2016) . The old models of leadership involve the objectives of influencing; they occur within a team context and ultimately concentrate on achievement of objectives. It is the duty of a leader to choose the most appropriate and workable approach towards execution. The approach should be workable depending on their personal inspiration.
Servant leadership is a model of business leadership that states that leader should concentrate on the necessities of the teammates before resulting to follow their own needs through the support of the team’s ideas and knowledge and give them the needed support to fulfill their goals (Kaynak & Darling, 2013). In order to apply this model of leadership, one must engage the teammates in every decision made and their opinions are counted as legitimate. However, the disadvantage with the servant leadership is that it can only work in a small set up where the number involved is small. For an organization that is large, the model might be difficult to execute since the leader has to work to earn trust and respect from each employee.
Autocratic leadership model indicates that the leaders have a demigod power and vast control over their employees such that the staff or teammates have limited access to decision making and raising their opinions. Black, (2015) argues that the advantage of this model is that it is fast in decision making since no much consultation are needed thus solutions are arrived at fast. However, this approach scales up the absenteeism among the staff. For this approach to be put to use in a business, an unskilled and a routine in the day to day running of business is required. It can also be used in the event of a crisis that needs urgent tackling in terms of making decisions without wasting time (Fisher, 2016) . Autocratic leadership is popular in military people and the hierarchy of leaders uses it to make difficult decisions based on their experience which in turn allows the soldiers to concentrate on tasks ordered.
Charismatic leadership shares similar characteristics with the transformational model. These models, the leader has to motivate the employees to inspire them by building their confidence towards achieving a set goal (Black, 2015) . The approach in turn forms a team spirit, enthusiasm towards work and overall commitment which bring more output to the company. While the charismatic leaders focus on themselves and changing their character, the transformational model ensures that the leader not only transforms their character but also for the rest of the organization (Lussier & Achua, 2015). The drawback is that these models might waste time in trying to make everyone happy and slow achievement of objectives.
Laissez-faire is a kind of model whose name is derived from French word let it be and denotes a form of free styling (Kaynak & Darling, 2013). This approach gives the employees the ultimate freedom to conduct work at their free will without monitoring or regulation during work. In this case, the leadership in management lays back and keeps hands off control and management during work and gives the employees the space and right to do what they feel towards their work. The leader monitors the output in performance and then gives his ideas and opinions to the members (Smith, 2013). However the cons of this model is that the employees might not work appropriately since no one is controlling them and might be laid back in delivering which might affect achievement of overall objective and performance.
As much as the new forms of leadership seem to gather a huge following especially from the employees and team mates, there are leaders who don’t fit well with the aspect of being a follower or even identifying closely and taking part in work with the employees (Black, 2015) . Furthermore, the new models of leadership seem perfect for the employees perspective, however, if the intention of the employee in legitimizing authority in an organization, they might take too long to decide on best form of leadership and leader thus wastage of time (Kaynak & Darling, 2013). The employees might also never fancy leadership since there is the common interest of a laissez faire kind of attitude among employees thus derailing achievement of objectives for the organization or company.
References
Black, S. A. (2015). Qualities of effective leadership in higher education: Open Journal of Leadership , 4 (02), 54.
Fisher, J. (2016). The thoughtful leader: A model of integrative leadership .
Kaynak, E., & Darling, J. R. (2013). International management leadership: The primary competitive advantage : Routledge.
Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, application, & skill development : Nelson Education.
Smith, P. A. (Ed.). (2013). Dynamic Leadership Models for Global Business: Enhancing Digitally Connected Environments: Enhancing Digitally Connected Environments : IGI Global.
