INTRODUCTION

Leadership is generally described as an interpersonal process in which a leader influence

his or her followers but despite many years of leadership research and thousands of study, we
still do not have a clear understanding of what leadership is and how it can be achieved. In
particular, its hard to understand because there appear to be many theories that address different
aspect of leadership. Usually in most definitions, the basic elements of leadership include a
leader, a follower and their relational interactions. A leadership must have the ability to influence
a group toward the achievement of goals.
In organization, there are difference between leadership and management because in
management, the person will use authority inherent in designated formal rank to obtain
compliance from organizational members. Managers use the authority inherent in their
designated formal rank to obtain compliance. Management consist of implementing vision and
strategy, coordinating and staffing and handling day to day problem but for leadership we define
leadership as the ability to influence a group toward the achievement of goals. Leaders can
emerge from within a group as well as by formal appointment to lead a group. Organizations
need strong leadership and strong management for optimum effectiveness. Leaders must
challenge the status quo, create visions of the future, and inspire organizational members.

According to Dirks & Ferrin, 2002 one factor that influence the leader-follower
relationship is trust. Trust is defined as a psychological state comprising the intention to accept
vulnerability based upon positive expectations of the intention or behaviour of others mention
by Rousseau et al, 1998, p 395. Trust has been proposed as a critical factor in making leader
respectable and believable. Rousseau 1995 stated that building on the construct of trust will
introduced the concept of psychological contract. She believe it was a critical factor in the
leadership process. Trust refer to unspoken relation unspoken relational contract that involves
mutual obligations perceived by both leaders and followers
In leadership there are many theories that help people to understand it. For basic
approaches to leadership, the one we focus on is inspirational approach to leadership. To become
and maintain a learning organization, from the top on down, the Chief Executive Officer, assisted

by consultation with subordinates, must articulate what is missing and the changes that are
required to become a learning organization. The utility of mentoring and coaching is stressed.
Desired leadership role models begin at the top and are encouraged at each level below. The
behaviours of the leaders at the top act as symbols of the new organizational culture. We
conclude that the inspirational approach to leadership play main role in the basic approach to
leadership.

LITERATURE REVIEW
Numerous study have attempted to explain about leadership.
According to Engin Karadag, 2009 found out necessitates defining more variable on
spiritual leader ship and organizational cultural perception. In this leadership theory, it is rather
hard to separate leadership from religious faith images and eliminate the conflict concerning it.
Beside that in Morad, Sajjad, Masomeh, Somaye volume2 (2012), they found that there is
a relationship between servant leadership and organizational trust and with entire the leader trust
the intensity of this relationship was increased. Status and role of leadership in the organization
are not secret to anyone. Leadership is a basic need in human society and organizations.
Later Zahrah, Abdul 2013 mention that leaders can foster trust of employees by
practicing servant leadership style. It was also concluded that leadership is a general issue
primarily because leaders of today influence the leadership of tomorrow. Therefore leadership
style will always be a reference point. As a viable leadership theory servant leadership can
provide a value based choice to examine leadership in a new perspective.
Leadership is important in successful organization. To be able to influence people is the
crucial part of being a leader. To make the objective success leader will always change style so
that it is compactable with the situation.

DEFINITION OF BASIC APPROACHES TO LEADERSHIP

The first major approach to leadership is commonly referred to as the trait approach to
leadership because the approach looks for a series of physical, mental, or personality traits that
effective leaders possess that neither non-leaders nor ineffective leaders possess. We start with
this approach to leadership predominantly because its the oldest of the major approaches to
leadership and is an approach to leadership that is still very much in existence today. The subject
of leadership is so vast and perceived to be so critical, it has generated a huge body of literature.
Each researcher working in the field has tried to explain leadership from a different perspective.
Broadly, there are four distinct approaches to leadership, viz. Traits theory, Behaviouristic theory,
Contingency theory and Charismatic theories of leadership.

Good management brings about order and consistency by drawing up formal plans,
designing rigid organization structures, and monitoring results against the plans. The source of
this influence may be formal. A person may assume a leadership role simply because of his/her
position. Leaders can emerge from within a group as well as by formal appointment to lead a
group. Organizations need strong leadership and strong management for optimum effectiveness.
Leaders must challenge the status quo, create visions of the future, and inspire organizational
members.

DEFINITION OF INSPIRATIONAL APPROACHES TO LEADERSHIP

Stressing values, earning trust and connecting with others are some of the ways leaders can
inspire their organizations to achieve greater success. They inspire followers through their
words, ideas and behaviors such as Charismatic Leadership, Transactional Leadership and
Transformational Leadership.
Charismatic Leadership :
The charismatic leadership style relies on the charm and persuasiveness of the leader.
Charismatic leaders are driven by their convictions and commitment to their cause. Charismatic
leaders also are sometimes called transformational leaders because they share multiple
similarities. Their main difference is focus and audience. Charismatic leaders often try to make
the status quo better, while transformational leaders focus on transforming organizations into the
leaders vision.
Transactional Leadership :
Transactional leadership, also known as managerial leadership, focuses on the role of
supervision, organization, and group performance as transactional leadership is a style of
leadership in which the leader promotes compliance of his/her followers through both rewards
and punishments. Unlike Transformational leadership, leaders using the transactional approach
are not looking to change the future, they are looking to merely keep things the same. Leaders
using transactional leadership as a model pay attention to followers work in order to find faults
and deviations. This type of leadership is effective in crisis and emergency situations, as well as
for projects that need to be carried out in a specific way.
Transformational Leadership :
Transformational leadership is a style of leadership where the leader works with employees to
identify the needed change, creating a vision to guide the change through inspiration, and
executing the change in tandem with committed members of the group. It also serves to enhance
the motivation, morale, and job performance of followers through a variety of mechanisms; these
include connecting the follower's sense of identity and self to the project and the collective
identity of the organization; being a role model for followers in order to inspire them and raise

their interest in the project as challenging followers to take greater ownership for their work, and
understanding the strengths and weaknesses of followers, allowing the leader to align followers
with tasks that enhance their performance.
Definition of Leadership
Leaders help themselves and others to do the right things. They set direction, build an inspiring
vision, and create something new. Leadership is about mapping out where you need to go to
"win" as a team or an organization; and it is dynamic, exciting, and inspiring. Yet, while leaders
set the direction, they must also use management skills to guide their people to the right
destination, in a smooth and efficient way. Leadership also establishing a clear vision, sharing
that vision with other so that they will follow willingly, providing the information, knowledge
and methods to realize that vision and coordinate and balancing the conflicting of all members
and stakeholders. An effective leader is a person who does the following:
1

Creates an inspiring vision of the future.

In business, a vision is a realistic, convincing and attractive depiction of where you
want to be in the future. Vision provides direction, sets priorities, and provides a
marker, so that you can tell that you've achieved what you wanted to achieve. Once
they have developed their visions, leaders must make them compelling and
convincing. A compelling vision is one that people can see, feel, understand,
and embrace. Effective leaders provide a rich picture of what the future will look like
when their visions have been realized.

Motivates and inspires people to engage with that vision.

A compelling vision provides the foundation for leadership. But it's leaders' ability to
motivate and inspire people that helps them deliver that vision.

Manages delivery of the vision.

Leaders must ensure that the work needed to deliver the vision is properly managed
either by themselves, or by a dedicated manager or team of managers to whom the
leader delegates this responsibility and they need to ensure that their vision is delivered
successfully. To do this, team members need performance goals that are linked

to the

team's overall vision.

Coaches and builds a team, so that it is more effective at achieving the vision.
A leader will then ensure that team members have the necessary skills and abilities to
do their job and achieve the vision. They do this by giving and receiving
feedback regularly, and by training and coaching people to improve individual and
team performance. Leadership also includes looking for leadership potential in others. By

developing leadership skills within your team, you create an environment where you can
continue success in the long term. And that's a true measure of great leader

DISCUSSION OF LEADERSHIP

Charismatic Leadership
A leadership theory states that followers make attributions of heroic or
extraordinary leadership abilities when they observe certain behaviors.
Charismatic leaders actually influence followers suggests It begins by the
leader articulating an appealing vision. This vision provides a sense of
continuity for followers by linking the present with a better future for the
organization.
The leader then communicates high performances expectations and
expresses confidence that followers can attain them. This enhances follower
self-esteem and self-confidence. Next, the leader conveys, through words,
and actions a new set of value by his or her behavior, sets an example for
followers to imitate. Finally, the charismatic leader makes self-sacrifices and
engages in unconventional behavior to demonstrate courage and convictions
about the vision.
Since the vision is such a critical component of charismatic leadership, we
should clarify exactly what we mean by the term, identify specific qualities of
an effective vision, and offer some examples.
A review of various definitions finds that a vision differs from other forms of
direction setting in several ways. A vision has clear and compelling imagery
that offers an innovative way to improve, which recognizes and draws on
traditions, and connects to actions that people can take to realize change.
Vision taps people emotions and energy. Properly articulated, a vision creates
the enthusiasm that people have for sporting events and other leisure-time
activities, bringing this energy and commitment to the workplace.
The key properties of a vision seem to be inspirational possibilities that are
value-centered, realizable, with superior imagery and articulation. Visions
should be able to create possibility that are inspirational, unique, and offer a
new order that can produce organizational distinction.
There are many advantages to this leadership style. Charismatic
leaders are often a catalyst for social change. They are, however, not a fit for
organizations that depend on rigid structures and processes to function. One
of the advantage of charismatic leadership is charismatic leaders inspire
people to work together for a common cause and organizations are
committed to a central mission. Besides that, management prioritizes
learning from mistakes in an effort to succeed in their mission and
charismatic-led companies tend to be cohesive because their workers have a

clear purpose. While the charismatic leader may develop tunnel vision or
arrogance, undoing their previous good deeds.

TRANSFORMATIONAL LEADERSHIP
Transformational leadership is defined as a leadership approach that
causes change in individuals and social systems. In its ideal form, it creates
valuable and positive change in the followers with the end goal of developing
followers into leaders. Enacted in its authentic form, transformational
leadership enhances the motivation, morale and performance of followers
through a variety of mechanisms. These include connecting the follower's
sense of identity and self to the mission and the collective identity of the
organization, being a role model for followers that inspires them, challenging
followers to take greater ownership for their work, and understanding the
strengths and weaknesses of followers, so the leader can align followers with
tasks that optimize their performance.
Transformational leaders are often given management positions in
companies experiencing significant transition or needing a spark.
Transformational leaders typically have charisma and are known for the
ability to develop a vision and inspire others to follow them toward it.
Transformational leaders often do their best work in companies with low
morale.
The advantage of transformational leadership is the manager's ability to
retain employees and customers. The transformational leader fully engages
with people and seeks to satisfy their needs right along with the
organization's needs. The employees are more likely to feel a corporate fit
and stay with the company when they report to a transformational leader,
says Richard Cox in an article on Transformational Leadership. Less turnover
means less hiring and less training -- a big savings for the business. When a
transformational leader interacts with customers in the same, effective
manner, he retains your customers, potentially limiting the cost of constantly
marketing for and selling new customers.
Every business must train employees if it expects effective outcomes. Put
transformational leaders in charge of corporate learning, and they tend to
improve the outcomes of existing employees and equip new employees for
productive work. A transformational leader brings increased effectiveness to
your staff when he engages in corporate learning -- a definite advantage for
any business. According to the Transformational Leadership website,
transformational leaders are particularly good at culture building, providing

intellectual stimulation and individual support, modeling positive behaviors,

vision-building and holding high performance expectations for your
employees.

Transactional Leadership
Many early leadership theories viewed leaders as transactional leaders. That is, leaders
who lead primarily by using social exchanges (or transactions). Leadership is a social influence
process in which the leader seeks the voluntary participation of subordinates in an effort to reach
organization goals. A leader can be defined as a person who delegates or influencing others to act
so as to carry out specified objectives. Today organizations need effective leader who understand
the complexities of the rapidly changing global environment. If the task is highly structure and
the leader has good relationship with the employees, effectiveness will be high on the part of the
employees. The study further revealed that democratic leader take great care to involve all
members of the team in discussion and can work with a small but highly motivated team.
Transactional leaders guide or motivate followers to work toward established goals by
exchanging rewards for their productivity.
Bass divided leadership style into transformational leadership and transactional
leadership. Transactional leadership has the characteristics of individual influence, spiritual
encouragement and intellectual stimulation. They often take individual into consideration,
establish vision and aim inside, create open culture, trust the staff to reach their goal and give full
play for staffs potential. Transactional leadership is focused on staffs basic and external demand,
the relationship between leaders and subordinates is based on the contract. They tend to attain
organizational goal by pacific job roles and mission design, their basic purpose is to maintain a
stable organization.

Transactional leadership in organizational relies more about trades between the leader
and follower by which followers are compensated for meeting specific goals or performance
criteria. The transactional leader will first validate the relationship between performance and
reward and then exchange it for an appropriate response the encourages subordinate to improve
performance. Transactional leadership in organizations plays an exchange role between managers
and subordinates. Transactional leadership style is understood to be the exchange of reward and
targets between employees and managements. Bass and Avolio explained transactional leader
motivate subordinate through the use of contingent, reward, corrective actions and rule
enforcement.
Bass Bernard et al explained that transactional leadership depends on contingent
reinforcement, either positive contingent reward or the more negative active or passive
contingent reward or the more negative active or passive forms of management-by-exception.
Transactional leaders motivate followers through exchange. For example, accomplishing work in
exchange for reward or preferences. Kahai et al found group efficacy was higher under the
transactional leader tends to focus on task completion and employee compliance and these
leaders rely quite heavily on organizational rewards and punishment to influence employee
performance.

ASSESSMENT
Leadership generally is a person who gives effect to other people or followers receive proposal.
Leadership will endeavor to affect substantially the others to accept ideas or proposals that are
triggered by the leader. In contact organization necessarily behavior exhibited by these
individuals is the attitude of the leadership who wish to lead others to achieve the goal towards
excellence. There are two important concepts contained in leadership of followers who complied
with the instructions and followers who have been affected by the leader. Two concepts that
would not exist if the leader has followers among these elements, the element in question is
authorized. Power is the one element that can affect other people, for example in making
decisions. Here can be classified leadership and power are two closely related elements which
can not be separated when discussing the leadership here can explain the association leader and
power leadership. The power inherent in the individual behavior of its source and power base.
Classification is the square root;
i. The personal characteristics of the individual
ii. Individual expertise
iii. Formal position
iv. Reward
v. Coercion

1. Personal characteristics of individuals

Within the organization, there is an individual who holds this power is a mere coincidence. This
is due to the characteristics of personal move flattering on the individual. Among the features
found in the attitude of the leadership of it's necessarily high camp, honest, charismatic,
berpegetahuan spacious and has a lot of experience and a variety of other leadership
characteristics, so that the entire organization respect and salute the leaders.

2. Individual Expertise
An individual whose expertise is in itself capable of giving him a chance to gain power. Had
power only exists in the expertise possessed by these individuals. For example, individuals who
have expertise in marketing appointed as head of marketing management, as organizations
recognize the expertise in that field. Necessarily subordinate only memgakui expertise that has
been held by these individuals and abide by the instructions given by the individual. Selection of
power based on expertise called expertise of the individual.
3. Position / office formal
Individuals who are given the position contained in the hierarchy of an organization directly have
lawful authority of the legal organization. For example, the head of marketing appointed
officially by the top levels of the organization necessarily the position is valid. More power is
only legitimate in the marketing unit, this means that power can not lead workers from other
units. Type of power acquired by the individual is legitimate power.
4. Reward
Power can be obtained through a reward, this means trying to make sure someone was dominated
subordinates, he is also giving consideration to the subordinate. Or followers to follow the
instructions given by the leader should expect fairly compensated for the work they do. In the
organization, the management is concerned about the budget for the purpose of rewarding
employees. A manager or leader who has the power to influence employee rewards to obey
orders of the leader.

5. Coercion
One source of power is coercion, which ensure that employees comply with the leader. Here, the
manager is empowered to compel employees to do tasks that are in the organization.
Disobedience of these workers will be given the appropriate punishment for the offense
committed by the employee.

Leadership style
Leadership style is different from the approach or personality style. Personality style is more
focused on the personality of a leader, and leadership style is focused on the behavior of the
leaders. This leadership style can also be seen through what it does and how a leader acts.
Through Fiedler Model, the theory that the effect of a group depends on how leaders
communicate or interact with subordinates and provide control or influence to leader.
Leadership styles are divided into two types of behavior; 1) The behavior of the task (task behavior)
This task behavior is when the leaders and subordinates to achieve a common objective. Where
each member of each group work cooperatively to achieve their goals.

2) The behavior of the relationship (relationship behavior)

This relationship behavior occurs when subordinates feel comfortable with each other. Everyone
mutual conduct their work with the same goal.
Through this approach, leadership style, there are some positive contributions to understanding
the process of leadership. Among them was carrying more major changes in leadership studies,
in which the leadership has personality characteristics. Leadership styles leadership expanded the
scope of the study includes the behavior of the leaders and their actions in different situations. In
this leadership, too, need to use the head of the task and relationship behavior. For an effective
leader needs to balance both this behavior. However, there are some weaknesses in this

leadership style. Among them, the leadership style does not show how the forces of a leader who
has a connection to the implementation leader.

leadership leads
This leadership style is similar to the authoritarian leadership that employees know what is
expected of their leaders. This means all the work orders to be executed based on instructions
from the leader. This leadership style is also associated with how to convey or explain to the
workers. A good command should be communicated to employees specifically for the
employee's easy to understand and carry out the work properly. This style is best used when there
are workers who are still confused to do their work. Through good communication and mobile
will be helped to carry out the responsibilities of a chief or leader.
Leadership support
This leadership style is to develop leaders who are warm, friendly and approachable to discuss
something with regard to affairs of employees. This style also helps in shaping the bole of a
leader member consideration to the needs and welfare of its employees. Support existing
attitudes in a leader will give his employee satisfaction. According Path Goal Theory, this style
refers to the behavior that gives consideration to the employees of the leadership style of
interacting and caring for the welfare of its employees. This style is also able to create a friendly
atmosphere so that employees are excited and motivated to carry out their work. This style is best
used when there are workers who lack self-confidence.
Participatory leadership / participation
According Path Goal Theory, this style refers to leaders who welcomed the participation of an
employee for making a decision or goal. Leaders who make decisions openly is appropriate to
use this leadership style. More suitable for use when there are skilled workers, give advice and
guidance as needed. So, this style is used to encourage employees to provide ideas and guidance
more thoughtful in order to achieve the objectives and goals within a group.

CONCLUSION
Leadership is a very interesting topic in the world organization. Moreover, in the midst of
changing organizational environment is so dynamic. The more changes occur, then the leadership
are increasingly needed. Leadership is an important factor in the organization, because of the
ability of a leader to influence the members of the dominant factors that determine the success or
failure of an organization, the leader is the coordinator, motivator, and a catalyst that will bring
the organization at the height of success. Therefore, people always associate the failure or
success of an organization with its leaders either in companies, government agencies, political,
private and social organizations.
Here can be classified leadership and power are two closely related elements which can
not be separated when discussing the leadership here can explain the association leader and
power leadership. The power inherent in the individual behavior of its source and power base.
Classification is the square root;

The personal characteristics of the individual

Individual expertise
Formal position
Reward
Coercion
Gibson define that leadership is an attempt to influence individuals to be motivated to

achieve goals, leadership occurs when individuals in the group influence the motivation or
competence of individuals. These definitions indicate the use of influence and all relations
between individuals involving leadership.

According to Bass, the leader is someone who has a program and that behave together
with the group members and leaders to use or apply the methods or certain behaviors, so the
leadership role as the power dynamics that encourage, motivate, and coordinate the organization
in setting goals to be achieved.

One of the most important factors in terms of leadership is that high quality to be
possessed by a leader. Quality includes the ability to direct a clear vision and good ideas that can
be implemented. Leadership in organizations aiming to make changes in a constructive way, by
setting a direction-developing a future vision and strategy for the organization to make the
desired changes. A leader must have a vision and strategy and implementation as appropriate.
Leaders who are able to perform the functions of his leadership can certainly be realized
with the group well. Favorable conditions will clearly strengthen our position and the position of
the leader in the group. Hence a leader should know and perform the duties and functions as the
leader with the best.
Function formulated by the leaders of Moorhead & Griffin and Yukl saying that leaders in
power are trying to influence and direct the members to work hard, have a high spirit and high
motivation to achieve organizational goals. This is mainly tied to the function of regulating the
relationship between individuals and groups within the organization. Function in influencing and
directing leader aims to help organizations move towards the achievement of targets. Leadership
is not primarily occupied the position, but how to perform his functions as leader.
Thus the importance of the position of a leader within the organization caused it must
have certain requirements as compared to ordinary members. It is not easy, because the move is a
man whose individual differences (individual differences) good intellect, emotions and needs,
and even cultural differences (cultural differences).
Basically, it is difficult to formulate the conditions that must be possessed by a leader
who in accordance with his duty to all groups or organizations and in all circumstances, because
it is very close relation with the purpose of groups and organizations, the types of activities to be

performed, the nature members of the group, and the environmental conditions in which these
groups are.

Marquart and Engel suggested that a leader needs the following conditions:
Flexibility culture, leaders must have the flexibility to recognize and accept the cultural
differences that exist within the organization.
Communication skills, effective leaders must be able to communicate, both secar written,
verbal or non-verbal.
In skills of human resource management, leaders must have the ability to design training
programs, disseminate information and experience, provided career counselling, creating
organizational change, and adapt to all parties.
Creativity, creativity leader must have, in addition to creating a climate conducive
environment that encourages creativity and helps members to become more creative.
Independent learning management, leaders must always have the will and curiosity
towards knowledge-knowledge and new skills in order to adapt to the environmental
changes that occur.

Marquat and Engel also mentioned three conditions that must be possessed by a leader which
includes:
The ability to think strategically, the ability to understand the trend of rapid
environmental change.
The ability of the organization to communicate the vision to all stakeholders, creating
commitment and motivation, stimulating innovation and entrepreneurial spirit, as well as
to allocate resources for optimal organization to anticipate the changes that will occur.
Relationship management, the ability to build relationships in the midst of a complex
network, both with colleagues and with other parties that have influence on the
sustainability of the organization.

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