Running head: RESEARCH PROPOSAL 1
Research Proposal
Name of the Student
University
RESEARCH PROPOSAL 2
Research Proposal
Introduction
Leadership is an attribute that is becoming both intrinsically and extrinsically important
in organizations in the world today. More often than not, it has been a subject of the great debate
on the perspective that some believe it can be taught while others rest their laurels on the fact that
leadership is something that is within an individual (Buil, Martínez, & Matute, 2019). Often, the
gaps denoted in leadership naturally brings to the fore the predicament that leadership should be
intrinsically within an individual and, as such, cannot be taught. On the other hand, if this were
the case, would many organizations thrive, and how would recruitment in leadership positions be
undertaken?
The debate on whether or not the leadership component is an inheritable trait or a
learnable skill has been a topic of great discussion that has occupied many scholars and
researchers alike for numerous years, with both sides having considerably persuasive arguments.
Just as people possess the natural athletic ability or artistic prowess, individuals also possess
attributes inherent in them, such as intuition, self-confidence, intelligence, and an energy that
propels them to be natural leaders (Carroll, Ford, & Taylor, 2019). There is also the existence of
extroverts who have the component to influence others, which can also be termed as natural
leadership. However, some are taught too; they might not start as leaders, but through their
experience and interactions over time, they then become leaders.
Problem Statement
Is it that leadership occurs naturally or is it an aspect taught and gained over time through
experience and knowledge attainment coupled with skills.
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Purpose Statement
Leadership skills and their attainment is an integral part of improving the overall management of
organizations. Therefore, it is critical to know if these skills can be taught or learned or occur
naturally.
Importance of the Study
Leadership is a focal point for many organizations in determining its longevity and only
whether it will thrive or not. For these reasons, many organizations are hard-pressed in
establishing whether leadership occurs naturally or is a component that can be taught.
Management of the organization will, to no small extent, determine the level and or frequency of
conflict as it is the management that sets the tone on how different variables will be handled.
Leadership denotes culture; therefore, leaders choose to lead an organization, consequently
forming part of its culture (Channing, 2020). Without a clear and concise form of communication
on the organization's vision and mission and or where a company is going, people can get into
disagreements that go beyond the surface level and, in the end, lead to a myriad of struggles
within the organization.
When a strong manager creates a mission and communicates the team's objectives, the
staff will have common ground to work from and, as such, relate and assimilate well. On the
other hand, when the leader is vague and does not consider the staff's feelings and opinions
irrespective of hierarchy, the other team will do the same (Cheong, Yammarino, Dionne, Spain,
& Tsai, 2019). As a result, it is the leader to develop and teach the culture within the
organization, that is, to set the tone for what will be the culture of the organization positive for
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that matter or contend with a myriad of conflict that will steer the organization away from the
objectives set.
Leadership denotes the ability to propel and influence the behaviors of others within a
group. It involves establishing a clear and concise vision, sharing it with others, and providing
knowledge and information to achieve its objectives. It plays a crucial role in developing
organizations, and no organization can work effectively and efficiently without leadership. It is
an integral function of management that helps increase productivity and achieve the
organization's goals (Eva, Robin, Sendjaya, Dierendonck, & Liden, 2019). It is both an essential
and crucial component of what is rendered as effective management that maximizes efficiency
and achieves the organization's goals. Therefore, it is essential to know whether leadership skills
are acquired over time or are naturally inherent within an individual.
In a group, the dynamics are different, but the end goal the same. It is essential to try as
much as possible to prevent conflict from taking place rather than solving them. When there is
conflict in a group setting, it is better to take a structured and holistic approach. For starters, the
mediators must approach this from a set structure. Does the conflict violate the set structure? Are
there changes that should be made to the structure? The group members should be consulted and
asked to give their sentiments on matters about the problem and requested to provide their
feedback with no risk of discrimination. What differentiates one organization from another is
how people react and deal with conflict as and when it arises. This emanates primarily from the
leadership of the organization.
Performance management is a continuous communication process between an employee
and their respective supervisor and occurs extensively throughout the year to achieve its strategic
objectives. The communication process entails setting objectives, clarifying expectations,
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identifying goals, giving feedback as needed, reviewing the results, and repeating the same
process. Often, this is done by management. Therefore, leadership directly influences an
organization's performance through the supervision and or management of employees.
Leadership pertains to assisting employees in enhancing their skills, knowledge base, and
abilities, which improves an organization’s level of effectiveness. It is a critical facet of
management and helps keep the employees motivated and useful in their jobs or positions.
The leadership or management function is essential. At the heart of any organization is
the management, which is where the goodness starts before it trickles down to other departments
or functions. A common phrase or notion used by many is that an organization is its people.
Therefore, the management function plays a pivotal role in shaping an organization from its
culture to its performance. If this is not done right, it then becomes relatively challenging to yield
the desired output as expected or wanted. It pertains to assisting employees in enhancing their
skills, knowledge base, and abilities, which improves an organization’s level of effectiveness.
Companies are becoming increasingly aware of this and are giving their managers the mandate
and or authority to lead their respective organizations to greatness by ensuring that this is done
right, right from the very start.
Central Question for Conducting the Research
Is leadership taught, or is it innate within individuals?
Research Questions
The questions will be asked to a group of managers across the board within various
organizations. Among the questions asked include;
i. How long have you been in a leadership position?
ii. What led you to be promoted to that position?
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iii. What has been your experience as a leader?
iv. Are there fundamental principles that a leader should have in executing their duties?
v. Are there any challenges you have encountered in the position of leadership? If so, what are
the challenges, and how did you deal with them?
vi. Do you think leadership is attained through knowledge and skills taught or innately within
an individual? If so, give reasons for either of the two.
vii. Did you want to become a leader? If so, why?
Nature of the Study
The study will take a qualitative approach focusing on establishing why managers
undertake specific roles and why they do so. Surveys and or questionnaires will be used to
undertake the study and ascertain to a large extent whether or not leadership can be taught. It will
also delve deeper to discover the challenges faced by most leaders and or managers and what
they are doing to avert these challenges or find solutions for them.
Definition of Key Terms
Natural leader - the individual has the leadership component within themselves and carry it out
seamlessly.
Innate - within oneself and is not created but can be enhanced.
Leadership - ability to influence and or manage others
Performance objectives - desired goals of an organization
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References
Buil, I., Martínez, E., & Matute, J. (2019). Transformational leadership and employee
performance: The role of identification, engagement and proactive
personality. International Journal of Hospitality Management, 77, 64-75.
Carroll, B., Ford, J., & Taylor, S. (Eds.). (2019). Leadership: Contemporary critical
perspectives. SAGE Publications Limited.
Channing, J.(2020). How Can Leadership Be Taught? Implications for Leadership
Educators. International Journal of Educational Leadership Preparation, 15(1), 134-148.
Cheong, M., Yammarino, F. J., Dionne, S. D., Spain, S. M., & Tsai, C. Y. (2019). A review of
the effectiveness of empowering leadership. The Leadership Quarterly, 30(1), 34-58.
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant
leadership: A systematic review and call for future research. The Leadership
Quarterly, 30(1), 111-132.
