Leadership is “an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes” (Draft, 2005 quoted by Ying & Ahmad, 2009, 54). There have been a significant number of literatures covering the nature, theories and applications of leadership and its effect to job performance and satisfaction. The diverse patterns of behavior and actions that leaders exhibit over a period of time and perceived by followers have been identified as the dominant style of leadership. This style is developed utilizing an interplay of factors which shape leadership development.
Leadership seeks to bring people and groups from where they are to where they have not been. It enables people to go beyond the confines of mediocrity and tread into the realm of excellence. In the process, it induces people to define their desires and to pursue them with passion. Ultimately, leadership transforms potential into reality.
In any organization, the influence of leadership in its operations of has evolved from a simple theoretical framework to the complex structure we have today. The development of leadership theories opened a whole spectrum of information which enhanced the interaction and interrelationships among personnel, especially its effect on job satisfaction.
Leaders are concerned with the creation of an environment for performance. They integrate tasks, structure, technology, resources, and people into a productive configuration. They achieve goals through the efforts of other people. They have to influence the behavior of other people in order to get things done.
The essay aims to present two sides to the argument that stipulates the critical role of leadership in creating job satisfaction in an organization. One side of the argument supports that an effective leader would create an environment where the subordinates would be satisfied in the accomplishment of their tasks.