Trends and Theories in Leadership.

I will pay for the following article Trends and Theories in Leadership. The work is to be 3 pages with three to five sources, with in-text citations and a reference page. Leadership is an important factor in well-functioning performance management systems. In the paper titled “Predicting Workplace Deviance from the Interaction between Organizational Justice and Personality”, the author Helene C, discusses the work-based learning model which is a take-off on the job training model. (Helene, 2005) This is an action-oriented learning model as far as picking up practical techniques in the course of everyday work goes. This also connects with the traits discussed above. This comes into play in the paper “When organizational justice and self-concept meet: Consequences for the organization and its members” by Johnson et al (2006). The key features of this model are its action-oriented approach to learning and the fact that it is based on a study program that reflects one’s role at work. This model is different from the standard models of training and development owing to the fact that it offers hands-on training at the workplace with special emphasis on the development of those skills in particular that have relevance to one’s growth in the role played currently. Other studies in this context include “Motivating Factors: Perceptions of Justice and Their Relationship with Managerial and Organizational Trust” by Hubbell et al (2005), and “Justice Expectations and Applicant Perceptions” by Bell et al (2004).

Theory C: Justice and Performance

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The modern-day organization depends to a great extent on the contribution and quality of its human capital. This has been connected with knowledge and information sharing and subsequently justice, by Ibragimova in the paper “Propensity for Knowledge Sharing: An organizational justice perspective” (2008). The human capital may be defined as that element of the organization’s operational sphere that is a living, breathing part of the activities that put the innate resources and factors of production into the application when dealing with baizes and justice. This theory connects with the above two theories in the following way: This application results in profits arising out of the activities of the human capital and the efficiency with which this resource carries out its tasks. This, in turn, has a bearing on the achievement of the organization’s goals. The paper “Organizational Justice and Black Applicants’ Reaction to Affirmative Action” by Cropanzano et al (2005), discusses this point. This also includes the hiring system as discussed by Bell et al in “Consequences of Organizational Justice Expectations in a Selection System” (2006).

For example, it has been found that due to the age-old institution of gender in the social sphere, the very response to leadership differs according to the sex of the person in the position of power. The top-level speaks of a completely different story. This is where the disparity between leadership styles comes in. To begin with, women take their position a lot more seriously than men. Their leadership style differs in the sense that even at their position, they strive to prove a point due to the inevitable social institution of gender segregations which have crept into organizations.

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