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ABSTRACT
Purpose: This is a conceptual study that tries to draw attention on the effects of solo versus shared leadership on firms' performance in perspective of contingency theory. The study emphasizes on team work and collective management approach towards handling different contingencies of an organization arising from the rapidly changing business environment.
Design/methodology/approach: The study inculcates opinions of various scholars, who specialize in the field of leadership, shared leadership, and contingency theory. Based on the review of previous literature a theoretical framework has been developed. The independent variables are solo leadership and shared leadership, while contingency theory is the dependent variable. The model proposes that the outcome of this relationship results in better organizational performance. The theoretical framework leads to the development of some interesting propositions which could be empirically validated by the future researchers.
Findings: The study findings reveal that shared leadership and contingency perspective to management are two interrelated phenomena that can cater to the modern day hyper competitive business environment.
Originality/value: Shared leadership coupled with contingency approach to management can provide a new dimension for future researchers. Shared leaders with their collective knowledge and diversified backgrounds can easily adapt to the contingency approaches of management and can reach a better possible conclusion.
Keywords: Leadership, Solo Leadership, Shared Leadership, Teamwork, Contingency Theory.
INTRODUCTION
Leadership refers to power relationship between leaders and their followers that want real changes and outcomes which reflect their shared purposes. It can be viewed as a product of one's position, personality traits, and observable behaviors, dependent upon the situation in which it is exercised and conditional to how the leader and his followers react and interact with each other (Clegg et ah, 2009; Daft, 2002).
In organizations, leadership refers to the influence of leaders and followers to achieve organizational objectives through change. It involves directing, controlling, motivating, and inspiring staff towards the achievement of organizational goals. In a traditional model of organizational leadership, a solo leader is an individual with maximum authority and with vision for productive performance, who communicates organizational policies and ensures institutional control (Lussier & Achua, 2007; Clegg et al, 2009; Wood & Fields, 2007).
The modem day competitive environment brings the need for a more innovative and systemic approach. Today organizations are faced...