Index IntroductionWeaknesses in the Distributed Leaders ApproachImportance of Leadership to Inspire ActionConclusionWorks Cited:IntroductionWhereas the term “leadership” often evokes the mental image of a figure heroic and solitary leading a group of followers, this is often not how leadership takes place in organizational structures. As explained by Spillane (2005), distributed leadership recognizes that the reality is that leadership often involves numerous individuals, tools, and structures working together to form collective, distributed leadership. Using a distributed leadership approach to organizational change has been shown to have the potential to have a positive impact on organizational change and its outcomes (Harris, 2009). Graetz (2000) argues that successful change leadership will incorporate aspects of distributed leadership with powerful, personalized leadership at the top. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original EssayWeaknesses in the Distributed Leaders ApproachHowever, others have pointed out a number of weaknesses in a distributed leadership approach, including that distributed leadership doesn't work doesn't necessarily mean distributed power, and that moving away from having a clear leader reduces feelings of security and stability and creates a dispersion of responsibility that makes it more difficult for individuals to be held accountable (Hatcher, 2005). This is problematic in the context of organizational change because creating a sense of security and stability in employees is especially important in times of change. It has been found that major organizational changes can lead to a reduction in the overall sense of security and well-being, so minimizing the amount of insecurity and instability experienced by followers is an important role of leadership (Ferrie et al., 1998). Furthermore, if employees are dissatisfied with the outcome of the organizational change, it is important that they know who they should address their concerns to and who should be held accountable. If leadership becomes too dispersed and depersonalized, it becomes more difficult to hold individuals accountable and feel in control of their position within the organization. However, as suggested by Graetz's (2000) argument, by using a distributed leadership approach together with leaders at the top the implementation of transformational elements such as intrinsic motivation and a personal connection with followers can have a positive impact on organizational change . The more managerial and organized elements of distributed leadership complement the more personal and emotion-based approach of transformational leadership. There is currently little research focused on using these approaches together, so the field could benefit from further studies on the topic. Importance of Leadership to Inspire Action Although skeptics of the concept of leadership make several valid arguments, ultimately it is clear that despite its shortcomings, leadership plays an important role in organizational change. However, research should proceed with an awareness of issues such as the ability of leadership to create an unrealistic, misleading, or heroic image in the minds of followers. It is ethically and practically important that followers do not support and follow a leader's changes or practices based on a false idea of ​​their leadership. Therefore, researchers should consider this a potential problem when conducting their research and take appropriate measures to ensure that it comesrecognized if and when it occurs. Numerous studies and texts have supported the fact that leadership plays an important role in effective organizational change. However, as illustrated above, there are numerous factors to consider when deciding which leadership style to use when dealing with different types of change. Most research on the topic focuses on how individual leadership styles impact organizational change, but it has also been shown that each of the leadership styles discussed can positively influence organizational change in different contexts. Since change is an ever-present reality in most organizations and can manifest itself in multiple contexts within the same organization, it would make sense to research how elements of multiple leadership styles can be adopted within the same organization to address change and different scenarios. Therefore, this essay recommends further research on this topic. Likewise, from a managerial perspective, this essay recommends that managers incorporate elements of multiple leadership styles into their practice rather than focusing on just one. Each leadership style has its limitations and specific areas of weakness, so using multiple styles together can reduce the chance that these limitations will negatively impact the effectiveness of organizational changes. For example, although transactional leadership has been criticized as an approach to organizational change due to its ineffectiveness in motivating followers, it has also been shown that using transactional and transformational leadership combined can be more effective than using both individually (Bass and Avolio, 1990). ; Goodwin, Wofford, & Whittington, 2001). Please note: this is just an example. Get a custom paper from our expert writers now. Get a Custom Essay Conclusion Ultimately, it is evident from the research and studies reviewed in this essay that leadership plays an important role. significant role in organizational change for a variety of reasons and in a variety of ways. Management alone without leadership is not enough to motivate, inspire and guide followers through organizational change. Individuals in leadership and management positions must ensure that they incorporate both management and leadership aspects into their approach so that followers can feel confident, engaged and accepting of organizational changes. Leaders are needed to inspire, motivate, and set direction for their followers in a way that management cannot accomplish. It is also important for leaders to be aware of different leadership styles and the differences in how they impact organizational change. The most effective leaders will recognize which leadership style is appropriate for their specific organizational change context and implement it accordingly. Rather than relying on just one leadership style for all the organizational changes that a leader (or multiple leaders) may face, it is preferable to use elements of different leadership styles depending on the context of the change. As explained above, this is also why the field would benefit from more research into how leaders can most effectively use elements of different styles together rather than focusing on just one style at a time. Works Cited: Bass, B.M., & Avolio, B.J. (1990). Transformational leadership development: Manual for the multifactor leadership questionnaire. Palo Alto, CA: Counseling Psychologists Press.Ferrie, J.E., Shipley, M.J., Marmot, M.G., Stansfeld, S., & Smith, G.D. (1998). An uncertain future: the effects on, 24(3),, 69(2), 143-150.