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Leadership and communication are constantly growing together, being intertwined into one another to help develop an organization. To be an effective leader, communication has to be defined in the organization for it to be successful. Gary Yukl defines leadership as, "the process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating individual and collective efforts to accomplish shared objectives".〔Hackman, M. Z., & Johnson, C. E. (2009). Leadership: A communication perspective (5th ed.)〕 To accomplish shared objectives, communication has to be a transactional process that allows for a constant cycle of information to be sent from source/receiver and vice versa. As leaders continue to send and receive information, building relationships with the followers allows for a bond to be made. Through the bond being made it allows for the followers to share their values, and thoughts for example; this gives them a sense of affiliation because the leader is being concerned about his/her employees. Once an organization is able to define leadership and communication, it can begin to advance to the structure of the organization. Johann Wolfgang von Goethe says, "Treat people as they were that they ought to be and you may help them to become what they are capable of being." As a leader there are two qualities that you need to focus on in an organization: the structure of the organization and how followers are involved. The type of leadership you want in an organization would be a democratic approach. A democratic leader does not feel threatened when followers make suggestions, but instead accepts the contributions to help improve the overall quality of decision making.〔Hackman, M. Z., & Johnson, C. E. (2009). Leadership: A communication perspective (5th ed.)〕 Having a democratic system allows for the followers to set goals for the organization, and this creates two way communication that openly flows between the leader and followers. The leader wants to have more interaction with the followers. Through interaction it allows followers to be engaged in the organization, but they also have a higher participation rate. The democratic style of leadership communication is often most effective. Generally the benefits derived from democratic communication far outweigh any potential cost.〔Hackman, M. Z., & Johnson, C. E. (2009). Leadership: A communication perspective (5th ed.)〕 ==Successful Styles to Help Democratic Leadership== For an organization to be focused on a democratic leadership style, traits, functions and relationships have to be obtained. Before you can classify someone to leadership position, certain qualities have to follow. The common assumptions of leaders are: leaders are born; however, this is not the case. Leaders are developed through different types of training and experience. Through the training and experience, the leader gains different traits to help make the organization functional. Leaders need to be interpersonal, cognitive, and motivational. An interpersonal leader allows for relationships to be built and to communicate messages to their followers. Cognitive leaders are able to problem solve more effective because of their intellectual ability to process information and come up with creative ideas to help eliminate the problem in the organization. Finally having a motivational leader’s gets the organization excited about new tasks and this allows for positive productions to occur. Motivation has been associated with ratings of leadership potential, career achievement, and promotion 〔Hackman, M. Z., & Johnson, C. E. (2009). Leadership: A communication perspective (5th ed.)〕 The three traits will help a leader become successful because others will look up to them, and create a positive organization to work in. Taking on the functional approach of leadership, leaders have to think about responsibilities that are taken out in the organization. The functional approach looks at the communication behavior of the leaders. Through functional leadership, roles have to be taken for the organization to function properly. The roles help give followers classifications, so they have an idea of what is expected of them. Roles in the functional approach are task related, group building and maintenance, and Individual. These roles allow for task to be accomplished and also to build up the organization through positive reinforcement, but also take away conflict that occurs. The task related role gives followers a sense of direction for an assignment to be completed in the group. Group building and maintenance roles steers the organization for open, supportive and healthy relationships with other followers in the organization. This role also helps to eliminate tension between workers and allows for sides to be heard on different topics that arise. However, in an organization the "me" wants to come out and this creates the individual role in the organization. Even though taking on an individual role can be healthy for the self because it creates autonomy, it also can be detrimental to the organization because it reduces the amount of group effectiveness. Being a functional leader allows for the organization to run like a machine and having all the parts work together to accomplish a common goal. While in an organization, it is important to focus on traits and functionalities of leaders from within, it is also key to focus of the relational side of leadership. Being relational with leaders/followers allows for relationships to be built. While looking at the two different models (vertical dyad linkage theory and leader–member exchange theory), different perspectives from each side are gained. For an organization to de democratic, the LMX theory supports the claims of it. The influence of VDL model helped get LMX theory to where it is today. Usually the assumption is leaders can only build close relations with trusted assistances due to lack of time and resources. Leaders developing relations usually results in partnerships with certain followers, but leaders have the responsibility to make relations and offer partnerships to all of the followers (Hackman & Johnson, 2009, pg. 94). Making partnerships with all of the followers will increase the performance of the organization as a whole. Once this relation is built a relation trust is built and more information is able to be revealed to the organization leader. Pittacus said, "The measure of a human is what he/she does with power."As an organization is developed, power has to be expressed to be able to hold the structure of the organization together and has the ability to influence others. As influence takes over, tasks will be accomplished in the organization. The types of power that are expressed, will determine the type of leadership styles, traits, function, and relations used. Since there has been description of democratic leadership throughout; there are two types of power that would fit with democratic leadership: Reward and Referent. Reward power gives followers something to work for and accomplish in the organization. To get followers to work for the reward it needs to have some attractive desires. The desire will create motivation in the followers to work harder to obtain the reward. Using the reward will create discussion in the organization and the positive feedback will have followers work harder. This allows for efficiency and time management to be used because the followers want to be the best of the best. The second type of power that could be used is Referent Power. Referent power is having someone followers look up to that has the ability to influence their behavior. The use of referent power has a high follower task satisfaction and task performance 〔Hackman, M. Z., & Johnson, C. E. (2009). Leadership: A communication perspective (5th ed.)〕 Using referent power shows trust is built with the leader because the leader is relational with the followers. Once leaders build trust followers will help in anyway. This power can be related back to relational leadership because of the idea of relationships being built in the organization. As a close relationship is built with followers, more information is exchanged in a two way flow and it creates an established organization. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Leadership in Entrepreneurship」の詳細全文を読む スポンサード リンク
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