The volume of theory and research concerning leadership over many decades is a testimony to its prominence and individuals’ efforts to understand its effect in their world (Meindl, Ehrlich, & Dukerich, 1985). Stogdill (1974) noted, “There are almost as many definitions of leadership as there are persons who have attempted to define the concept” (p. 259). Lewin and Lippit’s 1938 seminal research on small group performance compared autocratic to democratic leadership, a study in the function of leadership during the command-control days of industry (Kaiser, McGinnis, & Overfield, 2012). Researchers at Ohio State University compared initiating structure and consideration in developing their two-factor paradigm of leader behavior. They took a more engaging, humanistic approach, according to (Kaiser et al., 2012).
Lastly, Burns (1978) and Bass (1985) introduced the modern world to a new wave of leadership by comparing transactional and transformational styles of leadership. As seen, clearly, there are numerous definitions of leadership, but the core assumption remains that leaders affect organizational performance by inspiring, supporting, and motivating followers through influence (Bass, 1985; Burns, 1978; Hersey & Blanchard, 1977; Kaiser et al., 2012). The research on leadership contains trait theory, behavioral theory, power theory, situational influences on leadership, and much more. Perceptions of some of these leadership theories may be found in the following modern theories: Trait, Situational, and Transformational Leadership.
Trait Theory
The Trait Leadership theory states that leaders are born rather than made and that certain attributes of leaders are primarily the cause of their success (Northouse, 1997). Hersey an...
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...s or rules of an organization, but rather change or align the organization to accommodate their vision (Howell & Avolio, 1993).
Transformational Leadership theories contain the following five common leader characteristics: creative, interactive, visionary, empowering, and passionate (Hackman & Johnson, 2000). Kouzes and Posner (2002) listed five practices of exemplary leaders: model the way (interactive), inspire a shared vision (visionary), challenge the process (creative), enable others to act (empowering), and encourage the heart (passionate) (Rowland, 2008). Other researchers have paralleled those thoughts with the described characteristics of transformational leaders: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1985; Bass & Avolio, 1993; Howell & Avolio, 1993; Sivanathan & Fekken, 2002).
Chapter 12.3 discusses approaches to leadership. The leadership theory of Leader-Member Exchange suggests that “leaders adopt different behaviors with individual subordinates and that the particular behavior pattern of the leader develops over time and depends, to a large extent, on the quality of the leader-subordinate relationship” (Landy & Conte, 2013, p. 494). In essence, this leadership theory references how close the leader is with the staff member. Is there a feeling of trust? Is the staff member one that holds expertise in their role that the leader can rely on? Building a relationship with a staff member doesn’t happen instantly. The relationship grows over time which can result in staff members being a close confidante to the
According to Dr. Karlene Kerfoot, “research tells us that the leadership traits of the person in charge work either as a magnet to attract, retain, and inspire or as a force that repels” (Kerfoot 2006, p. 25) and in support of this statement she makes reference to the fact that many persons go to work for a specific company with enthusiasm and eagerness and ultimately leave disappointed because of the management. “People are generally hungry for personalized leadership that speaks to their hearts”, says Dr.Kerfoot and this type of leadership motivates them to accomplish task and complete projects they deem difficult or impossible (Kerfoot 2006, p. 25)
Transformational leadership consists of few components which are idealized influence, inspirational motivation, intellectual stimulation, individualized consideration, management by exception and contingent rewards (Ahmad et al.,
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
Yukl, G. (1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories. The Leadership Quarterly, 10(2), 285-305.
There tend to be a variety of concepts regarding how, as well as what should undergo consideration when developing leadership in individuals. Scholars have different suggestions on the kind of approaches that should get observed during the practice. As a result, this paper seeks to unravel various forms of leadership approaches, as well as suggesting the best theory that should be in use when creating a perfect leader. Additionally, the work will establish ways of determining the effectiveness of a leadership program.
Transformational leadership theory conceptualized in the late 1970’s, proposed that leaders could motivate followers through shared vision and mutual interest to uplift the entire organization to a higher morality (Burns, 1978). Morality was defined as leaders and followers working together to fulfill organizational goals and achieve higher performances within a context of change and innovation. Leaders would surpass their own self-interest, in order to, foresee, foster, and indoctrinate a new organizational vision to their followers. Bass operationalized Burns’ seminal work into a leadership model to better indentify transformational leadership characteristics. The model emphasized four dimensions such as idealized influence, inspirational motivation, intellectual stimulation and individualized consideration in order to achieve success.
The leadership is a result of a combination of traits, with special emphasis on the personal qualities of the leader, which he should possess certain personality traits that would be special facilitators in leadership performance. This theory shows that leaders are born as such, there is no likelihood of 'making' them later with personal development techniques.
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
In my view, people employ certain traits that differentiate us from our neighbor next door, and leadership is no different. The test produced by the University of Kent in the United Kingdom (University of Kent, n.d.) has developed a process that I feel accurately defines what sort of leader you are based on 50 simple questions. I was not surprised by the results and found them to be quite accurate and expected. In this essay, I will explore why I feel the test is an accurate way to determine your leadership style due to my personal experience with
Leadership Theories and Studies. (2009). In Encyclopedia of Management. Retrieved July 20, 2011 from http://www.highbeam.com/doc/1G2-3273100155.html
Trait theories are theories that consider personal qualities and characteristics that differentiate leaders from nonleaders." Early results aimed at confirming this theory were inconclusive. Many research studies were conducted and each identified key traits supposed to differentiate leaders from nonleaders. The problem is that they didn't get the same results, thus failing to discover common traits, which should have shown in each research study. When applying the Big Five Personality framework (extraversion, agreeableness, conscientiousness, emotional stability and openness to experience) to the study and research of leadership traits, results were more encouraging. They showed that the most important trait for leaders was extraversion. Still, this founding sh...
Certainly, an army would not be able to battle in the war without a commander who in charges of the whole strategy. Correspondingly, any organisations cannot function without leaders. Leader is the most substantial element of successful organizations. Becoming outstanding leaders, leadership skill is vital in order to drive the organizations forward. Several leadership principles are extensively used these days. Burns (1978) identified two types of leadership comprise of transactional and transformational leadership. Hence, leaders should be capable to indicate which theory should be applied in accordance with organization’s culture and objectives. This essay aims to evaluate the resemblances and the differences between transactional and transformational leadership as well as the feasibility to utilize a mixture of them by giving the definitions and examples followed by the supporting researches and studies.
There are lots of scholars tried to recognize the physiological, demographic, personality, intellective, task-related, and social characteristics with the emergence and effectiveness leaders based on trait approach (Management Study Guide, 2013). Basically, successful leaders will possess certain interests, abilities, and personality traits which are diverse than the less effective leaders (Management Study Guide, 2013). However, it doesn’t ...
Maxwell maintains that the leading leader is born with leadership qualities and has seen leadership modeled throughout life. The leading leader has learned additional leadership skills though training and practices self-discipline. The “learned leader” is described with the same characteristics of the “leading leader” with the exception of “being born” with leadershi...