Leadership

Defination of Leadership:
Leadership has been described as "a process of social influence in which a person can enlist the aid and support of others in the accomplishment of a common task".[1] For example, some understand a leader simply as somebody whom people follow, or as somebody who guides or directs others,[citation needed] while others define leadership as "organizing a group of people to achieve a common goal".[citation needed]

different types of leadership: * Ambidextrous leadership * Democratic Leadership * Innovation leadership * Transactional leadership * Transformational leadership

Innovation leadership involves synthesizing different leadership styles in organizations to influence employees to produce creative ideas, products, services and solutions.
The key role in the practice of innovation leadership is the innovation leader.[1] Dr. David Gliddon (2006) developed the competency model of innovation leaders and established the concept of innovation leadership at Penn State University.
As an approach to organization development, innovation leadership can be used to support the achievement of the mission or vision of an organization or group. In a world that is ever changing with new technologies and processes, it is becoming necessary for organizations to think innovatively in order to ensure their continued success and stay competitive.[2][3][4][5][6] In order to adapt to new changes, “the need for innovation in organizations has resulted in a new focus on the role of leaders in shaping the nature and success of creative efforts.[7]” Without innovation leadership, organizations are likely to struggle.[3] This new call for innovation represents the shift from the 20th century, traditional view of organizational practices, which discouraged employee innovative behaviors, to the 21st-century view of valuing innovative thinking as a “potentially powerful influence on organizational performance”.
Transactional Leadership, also known as managerial leadership, focuses on the role of supervision, organization, and group performance; transactional leadership is a style of leadership in which the leader promotes compliance of his/her followers through both rewards and punishments. Unlike Transformational leadership, leaders using the transactional approach are not looking to change the future, they are looking to merely keep things the same. Leaders using transactional leadership as a model pay attention to followers' work in order to find faults and deviations. This type of leadership is effective in crisis and emergency situations, as well as for projects that need to be carried out in a specific way.

Transformational leadership is a style of leadership where the leader is charged with identifying the needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of the group.[1] It also serves to enhance the motivation, morale, and job performance of followers through a variety of mechanisms; these include connecting the follower's sense of identity and self to the project and the collective identity of the organization; being a role model for followers in order to inspire them and raise their interest in the project; challenging followers to take greater ownership for their work, and understanding the strengths and weaknesses of followers, allowing the leader to align followers with tasks that enhance their performance.

Ethical leadership

Defination of Ethical Leadership:
Ethical Leadership is leading by knowing and doing what is right. The problem with ethical leadership is that it is difficult to define “right”. Ethical leadership is divided into two parts. The leader must act and make decisions ethically, and second, the leader must also lead ethically in their attitudes and interactions13.
Traditionally, the view of leadership has been that the main goal of leaders is to increase production and profits7. The traditional view of leadership is slowly diminishing, as more theorists in the 21st century are asserting that leaders also have the responsibility for ensuring standards of moral and ethical conduct1. Good leadership refers not only to competence, but to ethics and transforming people as well6.

Characteristics of Ethical Leaders:
Ethical behavior, in its simplest terms, is knowing and doing what is right. The difficulty is in defining “right.” Different individuals, different cultures, and different religions define it in different ways. The accepted treatment of women and attitudes toward slavery in different cultures and at different times in history provide prime examples of how what’s “right” can vary.
Ethical leaders distinguish themselves by doing that which is inconvenient, unpopular, and even temporarily unprofitable in the service of long-term health and value. They view the world as interconnected and develop multidisciplinary solutions to address complex problems that crop up every day. Rather than automatically extending payment terms to a supplier during economic busts, for example, ethical leaders consider the financial stability of the supplier, potential negative impacts to the supplier (as well as to the supplier's employees and its suppliers—and to the company itself) if payment terms are elongated.
Ethical leaders also consider other solutions (e.g., sharing best practices with suppliers) that may require an investment but generate more value over the long term. Ethical leaders extend trust to their workers, creating the conditions necessary to empower employees, suppliers, and even customers to take the risks necessary to create game-changing innovations. The Ritz-Carlton's leadership team allows each employee to spend up to $2,000 to address customer issues at his or her own discretion (an example I will expand upon in my next column). What's more, ethical leadership is a renewable human resource and, for this reason, represents one of the most efficient and practical assets an organization can put to use.[1]

Universal Declaration of Human Rights

The Universal Declaration of Human Rights (UDHR) is a declaration adopted by the United Nations General Assembly on 10 December 1948 at the Palais de Chaillot, Paris. The Declaration arose directly from the experience of the Second World War and represents the first global expression of rights to which all human beings are inherently entitled. The full text is published by the United Nations on its website.[1]
The Declaration consists of thirty articles which have been elaborated in subsequent international treaties, regional human rights instruments, national constitutions, and other laws. The International Bill of Human Rights consists of the Universal Declaration of Human Rights, the International Covenant on Economic, Social and Cultural Rights, and the International Covenant on Civil and Political Rights and its two Optional Protocols. In 1966, the General Assembly adopted the two detailed Covenants, which complete the International Bill of Human Rights. In 1976, after the Covenants had been ratified by a sufficient number of individual nations, the Bill took on the force of international law.[2]

Important of UDHR:
Organizations promoting the UDHR:

International Federation for Human Rights:
The International Federation for Human Rights (FIDH) is nonpartisan, nonsectarian, and independent of any government, and its core mandate is to promote respect for all the rights set out in the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights, and the International Covenant on Economic, Social and Cultural Rights.[42][43]

Amnesty International:
In 1988, director Stephen R. Johnson and 41 international animators, musicians, and producers created a 20-minute video for Amnesty International to celebrate the 40th Anniversary of the Universal Declaration. The video was to bring to life the Declaration's 30 articles.[44]
Amnesty International celebrated Human Rights Day and the 60th anniversary of the Universal Declaration all over the world by organizing the "Fire Up!" event.[45]

Unitarian Universalist Service Committee:
The Unitarian Universalist Service Committee (UUSC) is a non-profit, nonsectarian organization whose work around the world is guided by the values of Unitarian Universalism and the Universal Declaration of Human Rights. It works to provide disaster relief and promote human rights and social justice around the world.
Quaker United Nations Office and American Friends Service Committee:
The Quaker United Nations Office and the American Friends Service Committee work on many human rights issues, including improving education on the Universal Declaration of Human Rights. They have developed a Curriculum to help introduce High School students to the Universal Declaration of Human Rights.[46][47]

American Library Association:
In 1997, the council of the American Library Association (ALA) endorsed Article 19 from the Universal Declaration of Human Rights.[48] Along with Article 19, Article 18 and 20 are also fundamentally tied to the ALA Universal Right to Free Expression and the Library Bill of Rights.[49] Censorship, the invasion of privacy, and interference of opinions are human rights violations according to the ALA.