Situational theory of Leadership
The situational theory of leadership focuses on the projected outcomes and the development of the group. The basic premise of this leadership model is that different situations demand different kinds of leadership. Leadership is composed of both directive and supportive elements, and a leader must evaluate how committed and competent his or her followers are for a given task.(Roberts). A leader will choose the appropriate behaviours given the goals and the development/abilities of the group(Roberts), which can either be:
Directive behaviour which focuses on the task at hand and the product, including establishing goals, giving directions, defining roles, evaluation, setting time lines and showing how goals
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For a leader to be effective they must be aware of where the subordinates are on the continuum and adapt their leadership style to that of the followers.(Roberts)
The principles of situational leadership can be applied to many different levels in an organization. Because situational leadership stresses adapting to followers, it is ideal for use with followers whose commitment and competence changes over the course of a project. This is an encompassing style of leadership.(Roberts)
Transformational leadership
The concept of transformational leadership was initially introduced by leadership expert and presidential biographer James MacGregor Burns. According to Burns, transformational leadership can be seen when "leaders and followers make each other to advance to a higher level of moral and motivation." Through the strength of their vision and personality, transformational leaders are able to inspire followers to change expectations, perceptions, and motivations to work towards common
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Individualized Consideration – Transformational leadership also involves offering support and encouragement to individual followers. In order to foster supportive relationships, transformational leaders keep lines of communication open so that followers feel free to share ideas and so that leaders can offer direct recognition of the unique contributions of each follower.
3. Inspirational Motivation – Transformational leaders have a clear vision that they are able to articulate to followers. These leaders are also able to help followers experience the same passion and motivation to fulfil these goals
4. Idealized Influence – The transformational leader serve as a role model for followers. Because followers trust and respect the leader, they emulate this individual and internalize his or her ideals.(About)
Transformational leaders are those who stimulate and inspire followers to both achieve extraordinary outcomes and, in the process, develop their own leadership capacity.(About). This style of leadership can have a positive effect on the group. "Research evidence clearly shows that groups led by transformational leaders have higher levels of performance and satisfaction than groups led by other types of leaders," (Ronald E.
It is concerned with emotions, values, ethics, standards, and long-term goals. It motivates a form of intelligence that moves followers to accomplish more of what is expected of them. (Northouse, 2016, pg.161). Transformational leadership can be used to influence people on a one to one level or to influence whole organizations and cultures. There’s a difference between transformational leadership and transactional leadership. Transactional leadership focuses more on leaders that uses gimmicks or promotions to get their followers to do certain things that they want. Transformational leadership, on the other hand, focuses more on connecting leaders with followers or employees to motivate and help them reach their full
Transformational leaders exhibit personal and professional qualities that other want to emulate and follow. These leaders advance the mission in combative environments. Transformational leaders propel the growth of the team through communication. Finally, transformational leaders leave a legacy that instills pride, moral, and determination for future success.
The situational approach makes a lot of sense to managers. It is easy to cite numerous factors that can have an influence on the success of manager’s efforts to lead the type of organization, the nature of the group task, the pressure of time, the set of policies that define the limits of the manager’s discretion the personal relationship between managers and their subordinates, the influence of managers with their superiors, the level of skill and motivation of employees, and the managers personal attributes..
Transformational leadership focuses on increasing employee motivation and engagement and attempts to link employees' sense of self with organizational values. This leadership style emphasizes leading by example, so followers can identify with the leader's vision and values.
Understanding the four components of transformational leadership help a leader apply this approach. According to Northouse (2001), a transformational leader has the following qualities:
Kelley, R.E. (1992). Followership. In Goethals, G.R., Sorenson, G.J. & Burns, J.M. (Eds.). (2008). Encyclopedia of leadership (pp. 504-513). Thousand Oaks, CA: Sage
According to Doody & Doody (2012), transformational leadership is the most adaptive and flexible which is required importantly in 21st century. In this leaders and team members shared the same goal by sharing their ideas and by working together effectively. This is focussing and encouraging type of leadership which positively work to improve the productivity of any
The contemporary era is the time with constant changes and new demands. In view of this point, we can't put unitary leadership into real work. Accordingly, the term of "contingency leadership theory" (also namely "situational leadership") is given rise to by those situational factors. This theory notes that managers can vary their styles to suit different circumstances.
...eption, and laissez-faire.” (Northouse, 2013, P, 214) The pros with the transformational approach are that it put importance on the significance of followers in the leadership procedure and how they want followers to achieve more and have increased job satisfaction. The cons with the transformational approach are the validity of the MLQ, and how effectively it determines good transformational leaders. Some researchers have also claimed that transformational leadership could be used in damaging ways and would be result in negative outcomes for companies and organizations.
Transformational leadership describes a leader moving followers beyond immediate self-interests through idealized influence (charisma), inspiration motivation, intellectual stimulation, or individualized consideration. Transformational leaders are change agents. They influence the mission and objectives to make way for a brighter future for the organization. Followers are motivated to do more than is originally expected because of their feelings of trust and respect for the leader.
In a situational leadership, the leader should be able to adapt their management style based on the ability of the follower to perform the tasks. There are four styles within the Hershey and Blanchard Situational Leadership Theory based on concern for people and concern for tasks.
Transformational leaders are leaders who use practical approaches to lead their organization to the next level. In this week?s unit, transformational, authentic leadership and fostering collaboration were debated. Transformational leadership is about influencing others to achieve organizational goals. Authentic leadership is about an interpersonal perspective in which a leader invest in his followers for advancement. Fostering collaboration is about the ability to work as team. In addition, Mr. Anthony is a real life example of transformational and an authentic leadership.
Throughout life, there are and have been leaders who have helped change and shape others view of the world by their charisma, strength, morals, and kindness. These particular people can help to create a vision along with intellectually stimulating people to broaden their horizons and to be successful in business and personal accomplishments. At one point of time, there was someone who I considered a leader, who motivated me by applying what is known as the Transformational Leadership Theory. Transformational leaders “inspire and empower” (LugoSantiago, 2016, p. 18) other individuals to become more well-rounded along with helping to achieving overall goals. With the Transformational
Transformational leaders are building blocks for the job satisfaction and commitment. Transformational leaders develop extra mile partnership. Followers go extra mile for the leader and work beyond the expectations.
Transformational leadership is the most popular leadership style today. It is an engaging leadership style that creates results based on motivating followers to reach their highest potential.