论文代写：领导风格
Yukl和Mahsud(2010)认为，领导者必须灵活应变，适应新的形势和环境，以便为组织的所有可能的可能性做好准备。毕竟，各种各样的行为并不总是基于特定的理论，但是领导者的许多行为都是直觉和自发的，在任何理论中都没有提及。因此，对现在敞开心扉，接受现实，为所有事件做好准备，并在必要的时候做出必要的调整，这一点更为重要。在这里，领导者必须愿意让追随者或团队进行变革和调整。因此，一个总是与现实生活在一起的领导者懂得基本的东西，做出道德和道德的决定可能会有最少的错误判断。所有人或大多数管理者都相信并接受的是，没有任何一种特质或领导风格是普遍适用于一种情况的。因此，一种特定的领导可能在一种情况下是有用的，在另一种情况下是另一种类型。这种不同领导风格的划分在学术上是最常见的，而领导力仍然是最前端的因素，这是一个非常不同的理论和实践。
论文代写：领导风格
尽管如此，这并不是错误的，因为缺乏领导力，但领导力的普遍性并不适用于组织，因此组织领导者可能不是有意追求某一种特定类型，而是自然地面对现实，并为安全和盈利做出道德决策。随着新技术、新流程、新员工、新国家等组织的发展，领导力理论的发展也随着时间的推移而不断增加，其风格与领导者的一些基本要素和属性不同，其发展方式也不同。这些可能是敌意、礼貌、赋权、同情、同情、合作、愉快、理解、信任、忠诚、激励和帮助、开放、善良和真诚(Strube和Garcia, 1981)。这些基本属性不是领导者，而是有资格成为领导者的人。因此，当一个人拥有这些属性时，他或她将更有资格成为领导者。最主要的原因是，个人会更加理性地对待需求，并以最实际和最好的方式发展组织，因为他会灵活，适应性强。这一观点也由Dess和Picken(2000)和Burke和Cooper(2004)持有，他们认为灵活的领导者是21世纪最适合的组织。
论文代写：领导风格
Yukl and Mahsud (2010) suggest that it is very much essential for leaders to be flexible and adaptable to new situations and circumstances so as to be ready for all possible eventualities for the organisation. After all, all kinds of actions are not always based on specific theories, but many actions of a leader are intuitive and spontaneous which has no mention in any of the theories. Thus, it is more important to be open about the present, accept the reality, and makes one ready for all events and make necessary adjustments where required. Here the leader must be willing to make the followers or the team as well undertake changes and adjustments. Thus, a leader who is always one with the reality understands the basics and makes ethical and moral decisions may possibly have the least number of misjudgements. It is believed and accepted by all or most managers that there is no single trait or style of leadership which is universally applicable to a situation. Thus, a specific kind of leadership may be useful in one situation and another type in a different situation. This divide of different styles of leadership is mostly seen academically, and leadership remains the most upfront element which is far different theory and practice.
论文代写：领导风格
That said, it is not to be mistaken with the lack of leadership but the universality of leadership is not applicable in organisations and hence organisational leaders may not intentionally pursue a specific type but be natural with reality and take ethical decisions for playing safe and profitable. The development of leadership theory has been with time increasing with the development of organisations as face of new technology, new processes, new employees, new countries, etc. The style differs and develops according to some basic elements and attributes of a leader. These may be hostility, politeness, empowerment, sympathy, empathy, cooperative, pleasant, understanding, trustworthy, loyal, motivating, and helping, openness, kindness, and sincerity (Strube and Garcia, 1981). These are basic attributes not of a leader but of a person who is eligible for becoming a leader. Hence, when the attributes are possessed by an individual, he or she will be more eligible for becoming a leader. The primary reason is that the individual will be more sensible about the requirements and grow the organisation in the most practical and best way possible because he will be flexible, and adaptable. This view is also held by Dess and Picken (2000) and Burke and Cooper (2004) who maintain that the flexible leader is the most eligible for the organisations of the 21st century.
