Introduction

In todays era there is a huge responsibility on the non-profit organization to deliver those products and services which have previously been provided by the government in an environment, which is now being more difficult, and more complex. The organizations are highly depended on certain variables to adopt new findings and environment. One of the key variables is tend to be the leadership of the organization. It is important for the leader to adopt the culture of the organization and work accordingly for the success of the organization. The interaction between the leader and the culture of an organization is very important for the success of the organization. Thus is the element of interaction which causes and creates change culture in the organization. Leaders tend to be the change agent, who in any way needs to understand the culture of the change. In this rapidly changing and fast paced world it is believed that leading life successfully has become a tough thing to do. In our life we have to make several decisions for its betterment. Sometimes we make rational decisions and some other times we become unable to properly analyze and comprehend a situation and reach to some irrational decisions. But the good thing is that every good decision brings confidence in us and every wrong decision enriches us with experience. With the help of this experience and some other traits we begin to give directions and guidance to people and that is how the story of leadership starts. Leadership is a very deep and intriguing phenomenon.

People generally assume that a manager, by default, is a leader. In reality, a leader and a manager can be distinguished clearly. The leader has followers, and the manager is a follower. There is a thin line of difference between leadership and management. One thing that is common in both leadership and management is that both deals with working with other people and working towards attainment of goals (Northouse, 2007, pp. 58). Both of these fields are separated from each other, but they go hand in hand. When an organization wants to bring change it has to work in a way that amalgamates functions of both the fields. If long-term focus

of the organization (leadership) is not aligned with short term goals and task completion (management). Nature of the relationship is one aspect that separates management from leadership. Management involves more authoritative relationship that flows from top to down. On the other hand, leadership involves more influential relationship between the members. In the case of leadership, the leader influences his or her followers and also cause influence on the overall process of leadership and in turn followers also cause influence on leaders and process of leadership. From a theoretical and conceptual perspective, these differences may seem to be very clear, but in the practical world, the scenario is entirely different. There are many concepts and aspects that overlap and merge with each other in the practical world. Management and Leadership have been significantly associated with one another since leading itself is one of the core components of effective management that is, planning, organizing, leading and controlling. The reason leading is a key component is because when employees, students, subordinates, coordinators or even family members living in a family setting or grouping are required and obliged to follow certain rules and principles set by an authoritative individual or body or organization that runs the entire setup. Thus for effective management, strong and effective leadership skills are necessary and inevitably crucial in order for the entire system of conduct to survive accordingly. Leaders create change, focus on leading people, have followers, have long-term goals and are proactive. They create the vision, approach vision by setting direction, facilitate in decision making, and use personal charisma. They also have the transformational style, exchange excitement for work, use conflict to resolve issues, and make new roads.

Managers generate stability, focus on managing work, have subordinates, have short-term goals and are reactive. They have objectives to which they approach by planning, making decisions, and using formal authority. Managers appeal to the head, are persuasive by stating what needs to be done, want results, minimize risks, and make rules. They also have the transactional style, and they exchange money for work, avoid conflict, and use existing roads. Managers are concerned with being right, take credit for the entire job, and blame others for what goes wrong.

Impact of Globalization on leadership

In the 21st century, globalization, population, and technological advances in various sectors have assisted to establish tourism into one of the worlds biggest industries (Stiglitz, 2003, pp 10511063). The globalization of business means that the managerial workers must be able to deal effectively with people from other countries. In the present context, diversity refers to a mixture of people with different group identities within the same work environment (Cooper, 2005, pp. 45-50). To determine the charisma of Steve Jobs and its impact on the development of the original Macintosh project, his counterpart at Apple Computer Bud Tribble in 1981 invented the phrase "reality distortion field (Reality Distortion Field, PIR"). Later this term was used to determine the perception of his key speeches browsers and fans of the company. According to colleagues, Steve Jobs is able to convince others of anything, using a mixture of charisma, charm, audacity, perseverance, pathetic, selfconfidence. In general, PIR distort the audience's sense of proportion and proportionality (Judge, 2002, pp. 765-780). Little progress is being touted as a breakthrough. Any errors ignored or portrayed as unimportant. To overcome the difficulties considerably exaggerated. Certain opinions, ideas and determination can change dramatically in the future without any relation to the very fact of such changes.

The charismatic role of Steve Jobs as a leader can be identified by the example that he used to motivate his employees. He was the person with a great courage and leadership skills; he was very inspirational, and used to share stories in order to maintain the motivation level. Roche declares stories are powerful tools for the leader in a technological environment to be able to build a culture and promote his vision and mission for his company. Steve Jobs never use to hold back his own opinion about the process and procedure about how the employees come up with different ways to perform certain tasks or resolving any problem (Fortune, 2010, pp. 87-102). Steve jobs personality was in a way a complete example of a leader with charismatic style, he has done a lot to pull up Apple when they stuck in crises, and worked day and night to meet up the tasks, with his employees in order to meet up with the deadlines. In any organization, there will be managers who can get through their daily tasks but are not factual leaders. If the managers have the ability to discover to lead the group, they will become very successful. This will make them more precious to the company because suddenly, they will be adept to have esteem and devotion from their employees. Managers have many responsibilities. They have to deal with their day to day issues inside their association, which encompass planning, and making allowance for it, creating an associational structure, hiring people who will be befitting the job, and controlling and monitoring. These are all significant jobs that will not be disregarded or put apart just so that managers can be the leader. In the flawless world, the manager will be able to conceive and sustain the large managerial methods and furthermore, the authority process. Although these above mentioned functions are necessary to run any organization, they are not enough to make an organization thrive. If plans, organize, directs and controls the management of the organization, a question arises at what extent? Who is going to decide what is the planning supposed to accomplish? This is the point where a leader emerges who knows exactly what he wants, communicate the intentions accurately, organize others to act, and knows perfectly when to act and when to change

course. Leaders have vision, which helps them to set the desired goals (Yukl, 2007, pp. 96). Vision is the ability of looking forward and hence different from the mission statement, which only tells the current state and immediate purpose of the organization. An organization can only achieve its goals by following the organization's vision. Hence the impact of leadership on an organization is very noticeable; the company can achieve its required targets only under the guidance of a good leader (Foti, 2007, pp. 347355).

However, bedsides the factors that paved way for globalization to transform this world, it is highly imperative that the after effects of the same phenomenon are astutely comprehended, to assimilate a naive mind, regarding the strengths and downside it endures. As mentioned in the previous section, globalization paved numerous lucrative ways for the nations of this world, which even included the incessant advancement and better infrastructure, which further furnished a better lifestyle for the inhabitants. Bearing in mind this statement, it can easily be enunciated that individuals in huge quantities flew from the developing countries to the developed countries, in search of better education, employment and even better lifestyle. The aspect of employment in the context of globalization can be easily comprehended from the discussion laid down in the previous section, where it was articulated that numerous individuals from all around the world are flying in to the developed countries, for the search of better employment opportunities. The most important benefit, which the country like America has attained from the changing dynamics of the domain of employment, is the acquisition of cheap and affordable labor for their processes and procedures, and also labor for such works, which the American would give a secondary thought to. Therefore, in this manner the manufacturers and other employers have benefitted a lot form the manner in which globalization has shaped the facet of employment in the modern times. However, at the same times, where the employers are benefitting from this trend and change, the domestic labor is deprived of employment to a mass level, as they are being replaced by the labor force entering from the developing world, which are willing to work on much cheaper rates than the domestic population. Therefore, bearing in mind the previously stated connotation, it can easily be enunciated that, where the employers and manufacturers are benefiting from the trend in employment, the local population is being deprived of their basic right (Spence, 2011).

Leadership is the task of motivating, guiding, directing and leading others in the right direction in order to fulfill certain mutual aims and objectives. A leader through leadership role shows the right and correct path to his or her subordinates. Leadership provides subordinates a guidance with which

they can bring improvement in their work. A reciprocal process within a group context that occurs when a leader influences group members to make intentional change towards a shared purpose and goal attainment (Burns, 1978; Kotter, 1999; Laub, 2004; Northouse, 2001, pp. 58) The ability to positively influence people and systems to have a meaningful impact and achieve results The increment of influence over and above an employees mechanical compliance with routine directives of the organization According to the management guru Peter Ducker leadership can be defined in a simple and straightforward way as: The only definition of a leader is someone who has followers" Warren Bennis defined leadership by focusing on it from individuals ability of leadership. His definition of leadership is as: "Leadership is a function of knowing yourself, having a vision that is well communicated, building trust among colleagues, and taking effective action to realize your own leadership potential A leader is an individual who has the role of leading others. A leader can be considered as the captain of the ship. He leads and guides his or her team members in the right direction.

Concept of Leadership Leadership is the capacity or ability a person has to influence, induce, encourage or motivate others to carry out certain objectives, enthusiastically and willingly. In the case of a company, leadership is commonly applied to a person belonging to a particular hierarchical level to another in a lower hierarchical level, for example, the owner of the business to its employees, or a supervisor or manager to his subordinates. Organization combined its human resources practices in three areas: employee benefits and pay, flexible schedules and benefits, training and staff development. At the base, of the Organization system is the value that should reward individual excellence. According to its system of performance-based merit pay increases and advancement opportunities depend on actual performance. Organization uses three main types of incentive program: a program of cash bonuses to employees, a general bonus program and stock options. The bonus programs are generally incentive programs that recognize the unique feature of both business performance and the performance of the small group to which the employee belongs. Ownership plans

include a program of stock option and incentive plan. In both programs, Organization finances the purchase of shares in the company. The value of the shareholding among executives is well documented over the number of shares held by a manager at Organization; the greater the effect of firm performance on compensation for this employee is important. Organization also offers a variety of performance bonuses. Whether or not financial incentives, there is always a personal recognition. Managers can earn rewards that lead to official recognition to the management of spontaneous or bonuses to employees employed in the service. Organization also uses a number of flexible hours schemes (each task group may establish its own methods). The range of methods is quite extensive and includes compressed workweeks, part-time jobs, telecommuting, the days of personal leave and compassionate leave, medical and personal. Organization is following closely the organization renewal of its employees, its resource base. Finally, Organization has developed and implemented a formal mentoring. The change process encompasses all activities aimed at helping the organization to successfully adopt new attitudes, new technologies and new ways of doing business (Bandura 1982). Effective management of change allows the transformation of the strategy, processes, technology and people to reorient the organization to achieve their goals, maximize their performance and ensure continuous improvement in an ever changing business environment (Armenakis, 2009). A change process occurs very efficiently if everyone is committed to it. Meanwhile, for people to commit, they cannot be run over by the process, as something far away from it, because they are not. In truth, change occurs through people. And to be considered as part of the process of change it is necessary that people know their values, their beliefs, their behaviors (Bordia et al. 2004). In organizations, some changes occur because of the opportunities that arise, while others are projected (Calder et al. 1981). The term development is applied when the change is intentional and planned. The word change has become familiar in the most diverse organizations and has become a protagonist of business activity. Today, the paradigm seems to be who does not adapt to change will die in the way. (Armenakis, 2009) There is a consensus that change is a reality that affects strongly, in fact the only thing solid to hold which is possible, it is certain that whatever happens today, has already changed the next day (Chrusciel and Field 2006). The general atmosphere that surrounds the organization is in continuous movement and is dynamic, requiring a high capacity to adapt to survive (Coyle-Shapiro 2009). An organization must deal with an unpredictable environment of constant change. Thus, to survive and compete adapt to change quickly and effectively (Dato et al. 2001). The changes you make will affect to some extent the relations of power, stability and satisfaction of individual roles within the organization. This process can be conscious; although it is difficult to anticipate the effects of changes, it is clearly possible to choose the address you provide (Smith, 2002). A well managed process of change involves making a personal transformation that makes the man should be more alert, more flexible and therefore often has to initiate an analysis of internal review and self-knowledge (Decker et al. 2001). In this change, as lifelong learning process must involve top management of our responsiveness (Fenton-O'Creevy 2008).

Organizational Change Leadership According to Lloyd, many people still confuse a senior executive with a leader, what he considers a mistake. The authentic leader creates strategies and determines the direction in which the company must move forward, while getting subordinates to follow because they are convinced of the validity of their ideas (Kotter 2005). The leadership, therefore, is not the activity or process of influencing people to strive willingly for the achievement of the objectives of the group, which is necessary to devise a vision of what should be the organization and generate strategies to carry out, through a cooperative coalition of highly motivated and committed to make that vision a reality (Lloyd and Griffin 2000). Leadership and management (the address) are two complementary systems of action, each has its own function and typical activities and both are necessary for success in a business environment and increasingly complex business, competitive and fluctuating the real challenge for the organization is to combine strong leadership with effective management, using both formal aspects (Holt, 2003, 262 272).

Organizational Success in Nonprofit Entities The success of an organization in nonprofit entities depends on the mission, and vision of an organization. Successes in these organizations are mainly because of the strategies the leaders set for the business, and the model of the business, and are measured on the bottom line. It is the skills of the leader that is very important for the organization to prosper; leaders are those who have to take along the subordinates, the strategies, and the business along the organization. In the current scenario there is one main challenge of devolution. This is a great term and more common among the leaders in nonprofit organizations. Fundamentally devolution is the term used for a strong tendency of cutbacks in federal funding to nonprofits. Devolution brings many challenges to nonprofit leaders. They must operate more effectively in the face of reduced funding. They must consider substantial changes in the way they have operated. Concepts such as strategic alliances and restructuring will become commonplace.

A Leadership Strategy That Supports Organisational Direction The social change model of leadership is akin to relational model of leadership in one ways or other. Just like relational model of leadership this model also gives importance to the process of leadership and encourages people to work in teams and groups. One thing that distinct this model from relational model of leadership is that this model takes into consideration phenomena of values and positive change. The ultimate goal with which this model attempts to work is to bring change.

One notable feature of this model is that the implementation of this model aids in recognize the role that an individual, a group and a team plays in bringing positive change. For a successful process of leadership this model provides guidance in the form of variegated values.

Adaptive leadership This form of leadership also pays importance to the process and action. In this form of leadership a leader charges and mobilizes his or her followers so that they would become able to handle and tackle down all sorts of challenges and thrive.

Theories of Leadership In today's world, the leadership from the position of ordinary people comes from three streams. These are some of the leadership theories that are to be proposed these streams are:

Theory of charismatic leadership Theory of transactional leadership compared to the transformational.

Functions transformational leader Cole, leadership scholar, present highlights four management functions of the job of the leader who is keen to help develop processing functions. These are management of care, the meaning and of itself (Cole, 2005, pp. 352-367). Change processes are a source of both enthusiasm and uncertainty, and tensions, and consume a significant deal of personal energy. It is essential that the leader has to legitimize the change to be able to contain their anxiety and to maintain an emotional balance that would respond appropriately and wear conflict that may arise.

Current Leadership Requirement As our society continues to become more complex, with increased competition and limited resources, it is imperative that we adapt the ways in which we operate as individuals, as organizations, and as society as a whole. Outdated and ineffective practices are bound to lead to loss in market share, decreased impact, and deteriorating organizational health. In addition, if society fails to operate in new ways, the future of the human race and our planet may be endangered. Our society is facing large, pivotal adaptive challenges that will require multiple perspectives, solutions, and approaches. Accordingly, individuals and organizations must adapt and engage in innovative and collaborative approaches to face these challenges (Raelin 2004, pp. 131-135). Although leader-centric and trait approaches to leadership still dominate popular literature on leadership, progressive leadership perspectives provide the thoughts and approaches needed to engage in and mobilize successful change.

AC (3.2)

Plan For The Development Of Future Situations Requiring Leadership In order to become a successful and influential leader a person should have certain traits that

distinguish him from others. These traits equip a person to lead his team and become a role model for his followers. The traits of the leader differ with the emotions, psyche and the style of leadership selected by an individual in order to regulate his followers; however, the most eminent and effective leadership traits are ideal behavior, inspirational motivation, intellectual simulation and individualized consideration.

Ideal Behavior The effective leaders discuss their principles and beliefs with their followers. A leader is always focused on the purpose and the outcomes of the objective. The ethical and moral grounds are the most

important issues for the leaders as they never compromise on them. The effective leaders always strive to explore new possibilities and strive to build trust among the followers.

Intellectual stimulation
Leadership is all about understanding that winning in the corporate world is not a one man show. All the successful organizations understand that the most crucial asset is its human resource. This human resource should be encouraged to come up out of the box ideas and novel concepts. Organizations that have creativity and innovation embedded in the very culture of the organization are bound to succeed. Hence, the role of the leader here is to advocate the ideas of the staff.

Individual consideration
This refers to an open environment whereby employees have the liberty to express themselves, give their input and share their feelings. This means that the lines of communication between members from different levels of the hierarchy are very open in that a subordinate supervisee does not have an issue in communicating a matter with his supervisor. Both the supervisor as well as the supervisee is clear on their relationship. They know their reporting responsibilities and they coordinate with one another on an individual basis.

Inspirational motivation
If there is one characteristic that is ideally desired in the people of the organization, it has to be motivation. There is nothing like a motivated workforce. A leader who is genuinely motivated will fluently on ideas. His speech will be coherent and he will have a clear idea of what is going on in the

organization. He not only stimulates creativity but also transmits a contagious optimism for the supervisees. He has a sense of direction and he knows the significance of tasks to be performed.

Role identification
One of the most important job duties of a transformational leader is to highlight people who should be given different roles in the organization. For instance, these can be role enhancements on the basis of superior performance or these can be any other work related tasks assigned on the basis of expertise in a given domain. The above elements that have been identified as signals of effective transformational leadership are dependent on communication. If there is no communication between the supervisor and supervisees there will be no role identification. The supervisor will not know who is best at what. It is through communication that the reporting authorities discover the competence and interest as well as personal and professional goals of those reporting to them. Similarly, intellectual stimulation is not possible without communication and will lead to communication dissatisfaction among employees, they will know that they are not taken on board and their opinion does not matter. They will not be willing to work towards a goal that they do not believe in.

AC (4.1)Plan The Development Of Leadership Skills For A Specific Requirement An effective leader does not just dream, but the development and sharing with his family. It is also one of the main characteristics of exemplary leaders. By taking the time to listen, a leader can hear what other members want to include in the vision, and establish a truly shared destiny. Leaders inspire a shared vision. Leaders see beyond the normal, but the leader's vision becomes possible only when expressed in clear and concrete terms. It's like the architect who makes drawings and the design engineer who materializes his dream by building. These leaders see opportunity everywhere, especially

in her team persons. The choice of a certain individual to be perceived as a leader should be initiated by perceiving this individual as possessing certain attributes that are appreciated by a subordinate of the same organization, these attributes could be Role model, inspiration, facing adversity, getting others to act, and generating enthusiasm to act as they deem essential for successful leadership. Being a team leader, it requires enhanced leadership and manager qualities to cooperate and coordinate with subordinates and other team members. It is important to enhance the abilities and skills of the team member to the fullest. It is significant for the team leader or manager to understand the temperament and abilities of their team member it would be helpful to delegate the work. It is the responsibility of the team leader to motivate team member and create loyalty among them. To manage the team initially team leader should communicate the vision and mission of the team to other members, provide them the aim and goal so that everyone works for the team achievement rather than the individual achievement. Team leader should make other members realize that team achievement could be the individual achievement. The team manager should express the expectations from his team members this would be motivation for the team to come forward and complete their task. There are various themes and techniques through which teams could be manage, and achieve their goals.

Conclusion Leaders work is significantly different from managerial work and leadership development should be taken into account by organizations. A well-crafted leadership and management development strategy will focus on helping participants understand current and future contexts, the practices that leaders need to use and particularly how these are integrated and how to deploy competencies to build agendas, take others with them and maintain resilience. Integrating these practices themselves into the heart of company processes ensures that they will have some degree of permanence and contribute to the organizations performance.

In addition to that, leadership in not only limited to leaders because companies are trying to understand that commitment is required to achieve performance. Therefore, businesses should try to find out ways to drop leadership from top-level managers to employees at all levels. Finally, good leaders are the ones who extend trust by walking the talk, and by doing what they moralize. However, it is not necessary that leaders achieve what they want due to todays unpredictable business conditions. The market is rapidly changing, new competitors are emerging and there are various technological breakthroughs that force rethinking strategy. It results in organizational gap, in achievement of todays leaders.

To be an effective leader and therefore successful, manager must find balance between these elements in the light of the total situation in order to get the nonprofit organization to success. The manager should have the ability to communicate effectively both orally and in writing. This will also include enquiring questions and listening actively. The manager should actively seek the opinions of team members and encourage different viewpoints. The manager should have the ability to persuade and motivate team members providing counseling, practical assistance, guidance and encouragement. Tasks should be properly allocated, resources adequately arranged and events always scheduled appropriately. The manager should have the ability to resource the group adequately, treat the group fairly and help develop team-spirit. The good work of each individual should always be recognized, and peoples value and worth within the team regularly acknowledged.