Leadership is an act of leading a group of people or an organisation showing direction or a source of inspiration (Hanks 1986). It is a very important role when it comes to business which provides direction of an organisation towards success or failure. Leadership effectiveness depends on what style of leadership is being used. Different leaders take up different leadership styles to lead people or organisations. This essay will be looking at the different leadership styles with focus on the transformational leadership with examples and a critical analysis on impact on employee drive and organisational culture and influences on the business. The four leadership styles that will be discussed in this essay are transformational autocratic, democratic, …show more content…
Ultimately, the transformational principles deployed by Joe have contributed to the success of the business. He was able to create a vision, direction and inspiration for employees, thereby giving the business a sense of purpose enabling him to inspire followers to move beyond expectations which according to Bass (1998), says that transformational leadership is required. Based on Bass (2006) the qualification of transformational leaders are those with great personalities and ability to influence others in exchange for loyalty it however, focuses on the processes between leader and followers. Therefore, to fault the transformational leadership theory concept is false, because transformational leadership is solid and does not vary when people present it differently. Transformational leaders are ideal for an organisation, especially during a major change because they provide energy and support during the change process. Furthermore transformational leadership has a great influence on the performance of the team. The four components of transformational leadership may be mapped to critical team work development factors in such a way as to possibly improve team communication and promote team …show more content…
A business leader can also use this form of leadership style. Howell Raines of New York Times, who was the executive editor between 2001 and 2003 used autocratic leadership with principles of self-decision making without interaction with employees or team members (Mullins, 2007). He used the “flooding the zone” policy which led to success with the company winning a record seven Pulitzers Price in one year. However, his drive to get things done made him dismissive and sarcastic. He shunned expert opinions of journalists which proves that the decision making process to be centralized (Nexis, 2003). He disregarded efforts and contributions from staff and assumed everyone was “lazy,” and “sluggish”. Although, this leadership style leads to quick decision making in a company, in the long run it can be lead to low employee morale which can be damaging. Howells use of this style led to distress among staff and the zeal and morale fell which lead to a decline in quality and quantity of information. Although, in most cases the autocratic leadership style helps improve organizational efficiency it is mostly a temporary remedy and sometimes fails to address underlying situations. It can also be very hard to move from this style of leadership to
...selbein and Cohen, “organizations that take the time to teach leadership are far ahead of the competition. By becoming familiar with the transformational leadership approach and combining the four I's, managers can become effective leaders in the business world.” (1999, p. 263). Transformational leadership can be applied in one-on-one or group situations. Using this approach, the manager (leader) and the associates (followers) are “transformed” to enhance job performance and help the organization be more productive and successful. All of these leaders have the attributes mentioned here. History will decide the greater impact they had on society as it is being written every day. Therefore, the qualities of transformational leadership make the essence of transformational management and the key to successful management of transformational organizational changes.
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
This model has been used over decades in research to chime in on the importance of knowing the behavior of leader’s and their effect on those who work for them. According to Brymer and Gray (2006), effective transformational leadership ensures a supportive culture and does not require boundaries and guidance. The concept of transformational leadership was created to bring together leaders and those who work for them, which in turn impact those in whom they serve because their personality is viewed in a positive
Leadership is a topic of great importance not only in military or organisational settings but all most in all settings which involves people. It’s a universal activity evident in humankind (Bass,1990). It is a wide and diverse field of knowledge. Leaders are individuals who help their followers or subordinates to carry out a particular task in an efficient and an effective manner. Researches on the topic of leaders and leadership have been taking place for past many decades. One of the more recent styles of leadership which has been considered to be very effective is the transformational leadership. It’s a concept explained by James McGregor Burns in 1978 who was influenced by the work of German sociologist Max Weber. The concept was then further refined and developed by Bernard.M.Bass. The whole concept of transformational leadership talks about how leaders can transform their followers into doing a task better than what is expected from them and how it can help in the betterment of the organisation and the followers. The purpose...
Leadership style is a behavioral model that leaders use it to interact with followers. Leadership is a combination of providing direction, making decision, motivating sub-workers and achieving goals (Fertman & Liden 1999). Furthermore, Chemers (2007) asserted that leadership is the executive of organizational intelligence in which leadership effectiveness is linked to organizational performance. In addition, Obiwuru et al (2011) stated that the leadership styles are predictor to leadership effectiveness whereby leadership style in an organization is one of the factors that play significant role in enhancing or retarding the interest and commitment of the individuals in the organization. In this paper, we will concentrate on three leadership
Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
Pertaining to my future career I would want to become a transformational leader by empowering the interdisciplinary team as well as patient’s to meet their goals. Essential behaviours and attributes that a transformational leader should include the four principles charisma or ideal influences, inspirational motivation, intellectual stimulation and individual consideration (Ruggieri, 2015; Judge & Piccolo, 2004). Speaking to the four principles of transformational leadership charisma or ideal influences that I could display to identify myself to the team as a leader could include taking a stand and promoting new ideas to the group while also acknowledging followers needs at an emotional level (Judge & Piccolo, 2004). Charismatic leaders want
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.
Autocratic leadership theory is a part of the behavioural approach. In this leadership theory, leader makes all decisions and uses power to command and control the followers to achieve goal. According to Lewin(1939), “autocratic leaders are associated with high-performing groups, but that close supervision is necessary and feeling of hostility are often present” (p.173). It is incredibly efficient and tasks are completed quickly. Autocratic leadership can be beneficial when decisions need to be making quickly. For example, in emergency situation surgeon uses this theory because the patient’s situation is between life and death and there is no time to discuss with other members. Bass (2008) mentioned in the Leadership styles and theories article, “Autocratic leaders can be effective because they create good structure, and determine what needs to be done. They provide rewards for compliance, but punish disobedience” (Giltinane, 2013, p. 35-37).
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.
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.
Transformational leaders are needed to transform low performing organizations to acceptable to high performance. At other times, the leader is expected to move an organization from a crisis. In order to accomplish these tasks, the leader must overhaul the organization culture or subculture. This task is accomplished by nine ways of transforming others: 1. Raise others awareness. The leader makes others aware of the rewards and how to achieve them, i.e. pride in the job or financial incentives. 2. Help others look beyond self-interest. The transformational leader helps others to look at the “big picture” by describing an entire scenario, i.e. if we hire more employees to do x, we will have to make cuts in other areas. 3. Help people find self-fulfillment. The leader helps others not to focus on minor satisfactions, i.e. getting a job done before the deadline ...
The style of the leader defines the organization in many ways. He/she can either be seen as autocratic, democratic, charismatic and laissez-faire leader. The leader’s style must be consistent with the philosophy and mission if the organization is to be committed. Having an autocratic leader in a democratic organization can create chaos. If the leader main focus is with the bottom line of the organization and created on the importance of human values, then the purpose of the work may be undermined (Ctb.ku.edu, n.d). The goals and culture of an organization when decided is based on the leadership style that best suits the firm. It depends on the task at hand to be completed and the departmental needs where some companies will find themselves offering several leadership styles within the organization. Metaphorically, leadership styles are not to be seen as selecting different items of clothing to see which one fits best. However, they should be adapted to meet a particular demand and requirement of the people involved and the challenges facing the organization (Goleman,
In this paper I will look at the four major leadership styles, their characteristics, advantages, disadvantages, and in what situations a particular leadership style is desired. Additionally, I will look at my leadership style and how I acquired this style throughout my career.
Only highly experienced and trained employees who require little supervision fall under the laissez-faire leadership style. This leadership style hinders the production of employees needing supervision. The laissez-faire style produces no leadership or supervision efforts from managers. This often leads to poor production, lack of control and increasing costs(Johnson, n.d, para 2). The autocratic leadership style allows managers to make decisions alone without the input of others. Managers possess total authority and impose their will on employees. No one challenges the decisions of autocratic leaders. This leadership style only benefits employees who require close supervision. Creative employees who need time and space are unable to thrive with this leadership style (Johnson, n.d, para 3). The transformational leadership style depends on high levels of communication to meet goals. Leaders motivate employees and enhance productivity and efficiency through communication (Johnson, n.d, para 6). Participative leadership values the input of team members and peers. This leadership strategy boosts employee morale because they are able to contribute to the decision-making process (Johnson, n.d, para 6). Choosing to follow the beliefs of transactional and participative leadership benefits a wider variety of employees, where as laissez-faire and