领导力定义的进化史介绍The Evolution of Leadership Definitions

The Evolution of Leadership Definitions
领导力定义的进化史介绍（中英文对照）


While many have a gut-level grasp of what leadership is, putting a
definition to the term has proved to be a challenging endeavor for
scholars and practitioners alike. More than a century has lapsed since
leadership became a topic of academic introspection, and definitions
have evolved continuously during that period. These definitions have
been influenced by many factors from world affairs and politics to the
perspectives of the discipline in which the topic is being studied. In a
seminal work, Rost (1991) analyzed materials written from 1900 to
1990, finding more than 200 different definitions for leadership. His
analysis provides a succinct history of how leadership has been
defined through the last century:


虽然许多人对什么是领导力有深刻的理解，但他们认为  
对这个术语的定义已被证明是一项具有挑战性的努力  
学者和实践者一样。 一个多世纪过去了  
领导力成为学术反思和定义的话题  
在这一时期不断发展。 这些定义  
受到国际事务和政治等诸多因素的影响  
研究该课题的学科的观点。 在一个  
开创性的工作，Rost(1991)分析了1900年至1900年的材料  
1990年，发现了超过200种关于领导的不同定义。 他的  
分析提供了一个关于领导力的简史  
在上个世纪被定义为:  


1900–1929
Definitions of leadership appearing in the first three decades of the
20th century emphasized control and centralization of power with a
common theme of domination. For example, at a conference on leadership
in 1927, leadership was defined as “the ability to impress the
will of the leader on those led and induce obedience, respect, loyalty,
and cooperation” (Moore, 1927, p. 124).

1900 - 1929
领导力的定义出现在前三十年
20世纪强调权力的控制和集中
共同的统治主题。例如，在一个关于领导力的会议上
1927年，领导被定义为“打动人民的能力”
领导者对被领导者的意志，诱导他们服从、尊重、忠诚，
(摩尔，1927，第124页)。


1930s
Traits became the focus of defining leadership, with an emerging view
of leadership as influence rather than domination. Leadership was
also identified as the interaction of an individual’s specific personality
traits with those of a group; it was noted that while the attitudes and
activities of the many may be changed by the one, the many may also
influence a leader.

1930年代
随着一种新观点的出现，特质成为定义领导力的焦点
领导是一种影响，而不是统治。领导是
也被确定为个体特定人格的交互作用
群体的特征群体的特征;有人指出，虽然态度和
许多人的活动可能被一个人改变，许多人也可能被一个人改变
影响一个领导者。


1940s
The group approach came into the forefront with leadership being
defined as the behavior of an individual while involved in directing
group activities (Hemphill, 1949). At the same time, leadership by
persuasion was distinguished from “drivership” or leadership by coercion
(Copeland, 1942).

1940年代
由于领导能力的存在，团队合作的方式走到了前面
定义为个体参与指导时的行为
群体活动(Hemphill, 1949)。同时，领导由
说服与“领导”或胁迫式领导是不同的
(科普兰,1942)。

1950s
Three themes dominated leadership definitions during this decade:
? continuance of group theory, which framed leadership as what
leaders do in groups;
? leadership as a relationship that develops shared goals, which
defined leadership based on behavior of the leader; and
? effectiveness, in which leadership was defined by the ability to
influence overall group effectiveness.

1950年代
在这十年中，有三个主题主导了对领导力的定义:
?群体理论的延续，该理论将领导力界定为什么
领导者在团队中做;
?领导力是一种发展共同目标的关系
根据领导者的行为定义领导力;和
?有效性，其中领导力被定义为能力
影响整个团队的效能。

1960s
Although a tumultuous time for world affairs, the 1960s saw harmony
amongst leadership scholars. The prevailing definition of leadership
as behavior that influences people toward shared goals was underscored
by Seeman (1960) who described leadership as “acts by persons
which influence other persons in a shared direction” (p. 53).

1960年代
20世纪60年代虽然是世界事务动荡的时期，但却是和谐的
在领导学者。领导的流行定义
因为影响人们实现共同目标的行为被强调了
西曼(1960)将领导描述为“人的行为”
以共同的方向影响其他人”(第53页)。

1970s
The group focus gave way to the organizational behavior approach,
where leadership became viewed as “initiating and maintaining groups
or organizations to accomplish group or organizational goals” (Rost,
1991, p. 59). Burns’s (1978) definition, however, was the most important
concept of leadership to emerge: “Leadership is the reciprocal process
of mobilizing by persons with certain motives and values, various economic,
political, and other resources, in a context of competition and
conflict, in order to realize goals independently or mutually held by
both leaders and followers” (p. 425).

1970年代
群体的关注让位于组织行为的方法，
领导力在哪里被视为“发起和维护群体?
或组织来实现群体或组织的目标”(罗斯特，
1991年,59页)。然而，伯恩斯(1978)的定义是最重要的
“领导是一个相互作用的过程。
由具有特定动机和价值观的人动员起来，
政治和其他资源，在竞争的背景下和
冲突，为了实现目标而独立或相互持有
领导者和追随者”(第425页)。

1980s
This decade exploded with scholarly and popular works on the nature
of leadership, bringing the topic to the apex of the academic and
public consciousnesses. As a result, the number of definitions for leadership
became a prolific stew with several persevering themes:
? Do as the leader wishes. Leadership definitions still predominantly
delivered the message that leadership is getting followers
to do what the leader wants done.
? Influence. Probably the most often used word in leadership
definitions of the 1980s, influence was examined from every
angle. In an effort to distinguish leadership from management,
however, scholars insisted that leadership is noncoercive
influence.
? Traits. Spurred by the national best seller In Search of Excellence
(Peters & Waterman, 1982), the leadership-as-excellence movement
brought leader traits back to the spotlight. As a result,
many people’s understanding of leadership is based on a trait
orientation.
? Transformation. Burns (1978) is credited for initiating a movement
defining leadership as a transformational process, stating
that leadership occurs “when one or more persons engage with
others in such a way that leaders and followers raise one another
to higher levels of motivation and morality” (p. 83).

1980年代
这十年涌现了大量关于自然的学术和通俗著作
领导能力，把这个话题带到学术和
公共意识。因此，对领导力的定义有了数量
变成了一个多产的炖菜，有几个经久不衰的主题:
?按照领导的意愿去做。领导力定义仍然占主导地位
传达了一个信息:领导层正在获得追随者
去做领导想做的事。
?影响。这可能是领导力中最常用的词
80年代的定义，影响从每一个
角。为了把领导和管理区分开来，
然而，学者们坚持认为领导力是非强制性的
的影响力。
?特点。在全国畅销书《追求卓越》的激励下
(Peters & Waterman, 1982)，领导即卓越运动
将领导特质带回聚光灯下。作为一个结果,
许多人对领导力的理解是基于一种特质
取向。
?转换。伯恩斯(1978)被认为是发起了一场运动
将领导定义为变革的过程，陈述
“当一个或更多的人参与进来时，这种领导力就出现了。
另一些则是领导者和追随者互相扶持的方式
更高层次的动机和道德”(第83页)。

Into the 21st Century
Debate continues as to whether leadership and management are
separate processes, but emerging research emphasizes the process of
leadership, whereby an individual influences a group of individuals to
achieve a common goal, rather than developing new ways of defining
leadership. Among these emerging leadership approaches are
? authentic leadership, in which the authenticity of leaders and
their leadership is emphasized;
? spiritual leadership, which focuses on leadership that utilizes
values and sense of calling and membership to motivate
followers;
? servant leadership, which puts the leader in the role of servant,
who utilizes “caring principles” to focus on followers’ needs to
help these followers become more autonomous, knowledgeable,
and like servants themselves; and
? adaptive leadership, in which leaders encourage followers to
adapt by confronting and solving problems, challenges, and
changes.
After decades of dissonance, leadership scholars agree on one
thing: They can’t come up with a common definition for leadership.
Because of such factors as growing global influences and generational
differences, leadership will continue to have different meanings for
different people. The bottom line is that leadership is a complex concept
for which a determined definition may long be in flux.

进入21世纪
关于领导能力和管理能力的争论仍在继续
独立的过程，但新兴的研究强调过程
领导，通过个人影响一群人
实现一个共同的目标，而不是开发新的定义方法
领导。这些新兴的领导方法包括
?真实的领导力，其中领导者的真实性和
强调他们的领导能力;
?属灵领导力，专注于运用的领导力
价值观、使命感和成员意识的激励
追随者;
?仆人式领导，将领导者置于仆人的角色，
谁利用“关怀原则”来关注追随者的需求
帮助这些追随者变得更自主，更有见识，
自己也像仆人。和
适应性领导，领导者鼓励下属
通过面对和解决问题、挑战和
的变化。
在几十年的不一致之后，领导力学者们终于达成了一致
事情:他们无法为领导力想出一个共同的定义。
因为不断增长的全球影响力和代际因素
差异，领导将继续具有不同的意义
不同的人。归根结底，领导力是一个复杂的概念
一个确定的定义可能长期处于变化之中。