HRM strategy Essay

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Theories of leadership have evolved from the heavily male characteristics based “Great Man” theory, that leadership skills were innate and held by a select few. Through theories that highlighted the behaviours, traits and styles of types of leader and how they separated leaders from followers; to more modern, less gender stereotyped theories such as transformational leadership and positive organisational behaviour. From this evolution we can trace how organisations needs of leaders have changed, they are no longer required to possess masculine traits and be dictatorial or autocratic leaders. Modern leaders are seen to be nurturing of their followers, have a less hierarchical structure, and focussing on the needs of the individual to ensure service provision. Heaton & Harung put forward a theory they termed “the conscious organisation” which was rooted in the scientific paradigm that consciousness pervades and is in every aspect of the Universe (Heaton & Harung: 1999, p157-163). This theory asserted that organisations should take their cue from nature and wait for power, progression and creative change as well as leaders should evolve spontaneously as in nature (ibid). Leaders in this kind of organisation would firstly have to promote the development of all members on an individual level and encourage member s to “harmonise individuals within the cosmos” as well as within the organisation (ibid). Due to the organic nature of its development such an organisation would be heavily dependent on recruiting staff that have a similar personal ideology and that are highly creative, in order to maintain a natural form of business evolution. Due to the “principle of least action” (ibid) and natural evolution any progress made in the organisation comes from the bottom up. The role of leaders is fundamental to this model in ensuring an organisations success as it is they

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