Comparison of Leadership Theories

Comparison of leading TheoriesThe establishment of relationship between chase and attractors that focus on real changes and outcomes that reflects through divided up purposes is basically leading. attractors likewise involves in creating change not only in maintaining status quote. Another drawing cardship most-valuable feature is to bring deal and make them understanding to come to pull backher around a common vision and to bring change or so desired future. In many aspects, the grandeur of loss leadinghip is vital without it families, communities and as hygienic as organisations would go down a bug out. In other sense, the way of improving efficiency, morale, customer answer and performance is the diminutive aspect of leading. It is also essential for the organisations to handle critical emplacement and lead that effectively and only a good leader with good leading faculty can lead team mastery climby. There ar various styles of leadershiphip basically it is way the person deals with that in order to stay alive in his or her position. These are authoritarian, democratic and laissez-faire.( BusinessWilliam M. Pride, Robert J. Hughes, Jack R. Kapoor,Cengage Learning, 2009 Political Science -p.179)In authoritarian leadership style, leader holds all the power and responsibilities. In this style, employees are assigned to specific task by the leader and expect to get it done orderly.In laissez-faire leadership style, leader gives power to employees. There are cardinal or much alternative decisions taken by leader, employees can choose any of them from in that location it depends up to them.In democratic leadership styles, leader gives more greatness on employees and tries to encourage them and shows attention to individuals.Historical, classical and contemporary approach to leading opening Historically there are many leadership approaches that linked with different theories of leadership. enormous Man hypothesis of leadership1900 s This is the earliest theories of leadership. At that quantify most of the researchers believed that leaders are born, not made. In Great Man theory, describes that the main secrets of a great leader lies in being born great. It gives importance on the strike of all the great leaders who were great, may be they are from aristocracy or from the lower classes scarcely they had the opportunities to lead. By finding out those people who did great things such as Nepolean, Hitler, Curchill if we go gain back indeed Lord Krisna, Gesus and Hazrat Mohammad were very easy to point out them. According to Great Man theory, it believes that leaders must pretend some qualities worry good commanding power, cleverness, good character, courage, self-possession fierceness and expressiveness that cant be possessed through learning or through particular taught programmes.(Organisational behavior-by Hawa Singh,1st ed,2009-10,page-263)( Fire good Leadership Theories and Practices-Mitchell R. Waite, International Association of Fire ChiefsJones Bartlett Learning, 2008 Business Economicspage-3,4)Trait Theories of Leadership1900s-1940 Trait theories are similar to Great Man theories in some ways. It assumes that leaders must possess general traits or personal features that they get by born and common to all and puddle them better matched to leadership. In Trait guess of leadership just tried to find traits of well-known leader that were frequent. This approach was based on the scheme that is individuality and personal intimate worth that distinguish successful leader form everyone else. In 1994, Yukl conducted research on traits and skills and linked to organisational effectiveness (Introduction to educational leadership organizational behavior theory into practice,Patti L. Chance, Edward W. Chance,Eye on Education, 2002,page.87). These were-Energy and pressure patienceSelf-possessionInner locus of controlEmotional maturityWorthinessSupremacy inspirationR for each o neing penchantNeed for affiliationSituational Theories of Leadership(Leadership in Organizations There Is a Difference between Leaders and Managers, David, University Press of America, 2009, p 33)In situational theories of leadership gives more importance on the different situations like where the task to be accomplished, fit surrounded by personalities, power and perceptions. Effectiveness of leadership relies on those situations. These situational theories are also called mishap theories because this Theory is reliant upon the requirements or the status of the situations.1960s-70 In misadventure/situational theory argues-what leaders perform that can be determined by that situations and that behaviors must be related with that environmental situations in hand (Understanding Leadership Perspectives Theoretical and Practical Approaches,By Matthew R. Fairholm, Gilbert W. Fairholm,2008,page.11).A good situational leader can only get into different leadership styles with the changi ng situations. The best action taken by the leader depends on of the leader depends on a swear of situational factors. How the model plant simply to strain resultsIdentification of detailed line of reasoning and taskAsses present performanceCorresponding leader responseDifferent leadership styles could influence by the wide range of variables depending on the different environmental situations and it creates an impact on leader demeanour, in which leader can function. There are some critical contingencies like organisational volume, complexity in task, maturity of worker and so many others. According to situational theory, situational factors are limited and vary according to that contingency and specified behaviour of leader can only work in certain kind of situations not for all.There are three most prominent theories of contingency-Path-Goal theoryFeidlers Contingency theoryThe Vroom-Yettons modelPath-Goal theoryIn this theory mainly focus on leaders motivational function an d it can be enhanced by change magnitude individual payoffs to subordinates for work goal achievement, gain personal satisfaction by escalating opportunities (House, 1971).According to these theories key occupier is that the effectiveness can be measured through the behaviours of different leaders that will be influenced by situational variables. In broader sense it focused on initial arrangement and reflection behaviour of leaders just later it extended in the form of participative and leadership behaviours in terms of achievement oriented (House and Mitchell, 1974).there are two major assumption on path-Goal theories of leadership-(Leadership change by Linda L. Neider, Chester Schriesheim, IAP, 2002, page-116)Firstly, it concerns with the suit mightiness of leaders behaviour to the subordinatesSecondly, it concerns with the motivational factors of leader (House and Mitchell, 1974).Suitability Leader behaviours need to be suitable for the subordinates so that it helps them to fun ction well with different situation. This good behaviour of leader enhances the overall satisfactions of subordinates.Motivation The piece of a leader is important in motivating of employees for particular task to increase the overall performance.Fiedlers Contingency theoryManaging organizational behaviour Henry, Neal P. Mero, John R. RizzoWiley-Blackwell, 2000 pages.461, 467In 1971, Feidler proposed clarification on that how group performance can be affected through the relations of leadership orientation, group setting and personal line of credit organization characteristics. Leaders situation can measure though various extents like relationships between leaders and members, structure of production line and position power (Fiedler, 1978).The relationship between leader and member This refers to how the leader is liked by the group members. When good relationship exists between leaders and members then all are get laid-back satisfaction in work and organisations values is a chieved through individual values. If the relation is going spoiltly then there is lack of common trust. Another important term group cohesiveness, it is very difficult to make all the employees work together when it low. If it is high but bad relation with leader then group works together to harm the organisation as well as leader.Structure of jobs It is categorised in two ways like high task and low task structure. In high task job structure leader should know what the goal is and how to achieve that. In low task structure job leader must make a decision how to perform task every time to get it done.Position power In high position power leader has authority to take any important decisions without informing anyone to higher organisation trains. In low position power, leader has limited authority.The Vroom-Yettons model of leadershipThis model is widely used in the sproutment of leadership in corporate nitty-gritty and also gets enough support from practitioners. (Industrial and organizational psychology linking theory with practiceBy Cary L. Cooper, Edwin A. Locke, page-151,152)The most important aspects of this model is that legitimates both the autocratic and democratic leader behaviour and matching that is suitable in meticulous situations. This model also provides fruitful information about what would be the perfect time of using groups or opposed to personality decision making. This model has some limitations like leaders are always drive home to take decision in choosing of leadership styles, it considers each decision in term of situation but it does not depend on previous factor.Cognitive resource theoryCognitive Resource theory is the modification of Feidlers Contingency theory. This theory focused on personality, manners and situational properties. Cognitive resource theory integrates cognitive resources like personal acumen, practical knowledge and skill, job capability, into original model.Assumptions1) Plans and strategies are communicated th rough directive behaviour by mangers.2) Experienced and smarter leaders bedevil more priority on decision making or else than less experienced and less smart leader.The main limitation of this theory that it is not well thought-out the ability of leader.The Hersey Blanchard TheoryThis situational theory developed by bang-up of Minnesota Hersey and Kenneth Blanchard and it focuses on activity and operational environment of the organisation. Their main approach was that followers will always get favour from the leader about their willingness to do the job. In this approach leaders engender to understand about the followers properly and have to identify their stage of development and according to that apply the leadership style. With fetching help from Ohio State studies and develop quaternity leadership styles that is available for palmrs-(Leadership in Organizations There Is a Difference between Leaders and Managers by David I. BertocciUniversity Press of America, 2009 ,pages. 39,40) directive or tellingCoaching or sellingParticipating or supportingDelegatingDirecting or telling Job responsibilities is defined by the leader and inform to followers about when to do that and where to do it and how can it be done.Coaching Its a two way communication here leader gives supportive direction to followers and sometimes ask for ideas or suggestion from followers as well.Supporting or participating The leader and follower partake in decision accordingly to achieve a maximum values like what will be the best to compete with high worth jobDelegating Followers get little support from the leaders.Implications of this theory one problem is that it does not matter how hard leaders try but they are against to change from one style to another.Behavioural Theories of LeadershipIn this theory mainly focus on behaviour of leaders in the direction of the followers and this became a leading mode of leadership approaching within the organisation. Diverse patterns of manners wer e grouped together and categorized as styles. These activities of management through reproduction became very famous. Basically these styles are-Task concern-Here leaders give important on inclinationives accomplishment through high level productivity, and ways to manage people and activities for achieving those objectives. tribe concern-Here leaders focus on their followers as people what their inescapably, interests, what their problems, how it can be development and so on. They are not simply units of production or direction to an end.Directive leadership. This style is considered by leaders make decisions for others and desiring all the followers or subordinates will pursue that directions.Participative leadership. Here leaders take part in decision-making by sharing among others.(Wright 1996 36-7)http//www.infed.org/leadership/traditional_leadership.htm, 6.00pm, 27th Aug 10Wright, P. (1996) Managerial Leadership, London Routledge.page-36-37Charismatic LeadershipThis theory is defined by Max weber and mainly focuses on leaders charismatic characteristics. Through these characteristics leaders influence the followers and they can change anything. It is not possible to access these qualities by mediocre people generally they are extraordinary. They are like magic leaders they got special power to handle complex situations.Transactional Theories(Introduction to educational leadership organizational behavior theory into practice,Patti L. Chance, Chance, 2002,page.94)Ok -Leadership in Organizations There Is a Difference Between Leaders and Managers, David I. Bertocci, University Press of America, 2009, page-48,49This approach of leadership was most popular at that time and this is defined by Gibson, Ivancevich and Donnelly. It has some similar features with situational theories. Its a kind of leadership where leaders find out what the need of followers to achieve organisational performance as a means of rewards. In this theory has several assumptions lik e it motivates people through reward and get punishment for the cause of mistakes, followers know what they have to do according to direction for the purpose of getting rewards. Sometimes they use management by exception techniques. The transactional leader sometimes use Path-Goal theory as a framework but leader take all the responsibilities for setting goals, mission for gaining effectiveness.Transformational TheoriesFollowers are motivated and inspired by the transformation leaders and to achieve results more than desired. This is the most recent theories of leadership. This leadership ability based on different personality factors like charisma, person attention and rational merriment (page-49). Introduction to educational leadership organizational behavior theory into practice-By Patti L. Chance, Edward W. Chance, 2002, page-90, 95There are several effects of transformational leadership defined by Bernard Bass and Bruce Avolio (1994) .These are as follows-Motivating others to involve them in work from new perceptionConsciousness about what the mission of the organisationDeveloping ability of others to achieve performance at exceeds levelInvolved in determining the pull aheads of the organisations by motivating the beyond their attention as they could have.Theory X and Theory Y of LeadershipIn 1960, Douglus and McGregor described this leadership theory that the activities of leaders are based on their thinking and considerations about the individuals at work. He also described the behaviour of leaders in two contrasting sets of bliefs.These are theory X and Theory Y.The assumptions of Theory XAverage individual do not like work and avoid if they canIndividual need to keep pushing for achieving desired objectives by directing, controlling and threatening through better-looking punishmentThis approach can take actionsThe assumptions of Theory YPeople will work in their own responsibilities and control according to how they are committed.In common people have some qualities like creativeness and imaginativenessThe average individuals are not only accepted but look for objectives.Leadership models currently using in different organisationsNow a day, most of the organisations are focusing on leaders behaviours, skills and attitudes that they must have and it is possible to develop those qualities. There are many leadership theories that have gained recognition in different organisational perspective. These are as follows-Situational leadershipTransformational leadershipBehavioural leadership(The leadership pocketbook, Fiona Elsa Dent 2003, page.09)Qualities of people in leadership positionsThere are three levels of leadership positions in an organisation. These are strategic level, operational level and team level. A good leader should possess some good qualities to handle this position effectively and tactfully. These are as follows-Good characterGood personality devotednessSelf confidence- this will help them to identify subordinat es talent basically that will help the business to go upGood communication capability- it is very important for any business to run effectively without this it is impossibleGood learner it will help them to developRisk taking abilityProblem understand capabilityRelationships-this qualities need to maintain positive relationship in all areasCreative minded-this qualities help them to bring any change when there is esteem needs in order to sustain in the business for achieving high level of successPositive attitudesServant leadership-decision making ability through considering the opinion magnet with business vision by stimulating the followersBraveryInnovativeGood motivation powerLeadership approaches for 21st centuryhttp//www.accessmylibrary.com/ name-1G1-65357214/behavioral-approach-leadership-implications.html,753pm,26th Aug 10http//www.strategy-business.com/article/19405?gko=3b347,9.00pm,26th,july2010Main points considering different leading organisations in US for the 21st cen turyInternationalization and Change in information Technology though change in organisational variety show.Todays most dominant leadership model is situational, transformational leadership model but these theories ignored behavioural approach. Most of the organisations now focusing on main diversity initiatives and it can tackle through behavioural approach of leadership. These diversity initiatives can only be implemented through behavioural approach in todays or tomorrows in the organisations.The main leadership challenges for 21st centurys are forces in market, issues of people and competencies of leadership.Forces in marketThe organizational change at a macroeconomic level is mainly depends on market forces and as a result these forces will require further keep in eye from organizations and leaders. For these purposes, so these market forces create an impact on behaviours and desires of those in the market either in terms of beseeching or supplying a good or service. These for ces consist of increase in globalization as well as the formation of progressively more huge multinational organizations through mergers and takeovers.In compared to larger organizations, most industries grow economies of denture by distributing overhead expenses through production of more units. Through globalization organisations is now offering products and services in different countries and cultures, the market size is increasing and they are serving lot. The overall cost of reaching these global is reduced on the cause of technological advancement.Issues of peoplePeople issues involve interaction with the lag of an organization. With the beginning of the 21st century, these people are involving in conventional full-time. People are now more interested on part-time jobs. Every class more and more people will be self-employed, temporary or part-time. In United States dependent work force the total issuing of full time worker is reducing day by In future, staff will have diff erent hope and demands on their organizations. Mainly, the organisation will have to focus more on the employee-employer relationship than it did in the 20th century. With their increased complexity and globalization, organizations are demanding skills and abilities from their leaders that are only beginning to be understood, neer mind mastered. One of the most important of these will be the ability to balance employee wants and customer requirements globally and effectively in upcoming years. Talent benignant capital will be the prime sources of success.Competencies of leadershipIn 21st century world is going to be more competitive, more complex situations. Leaders must have to focus on vision and goals of the organisation. They will have to tackle situations on day-to-day basis, have to identify stakeholders for the purpose of developing people, have to devote in service.Another explanation of competencies will consist of development and communication ability for maintaining it in a dynamic market and stimulating others to sully into it helps in decision making by guiding employees at all levels committing to a culture while aligning individual and corporate goals, gaining knowledge about development.Another new leadership approach for 21st century is Cross Enterprise Leadership.Cross Enterprise LeadershipCross-Enterprise Leadership that can generate, capture and advance worth not only in company but all over the network of companies. Secondly, this enterprise-leadership also meets the challenges of complex and dynamic enterprises. Thirdly, it is not possible to manage enterprise by one leader, so consequently it needs to be distributed. Finally, this approach requires changes to leadership and that must be possessed by conventional business leader.http//www.iveybusinessjournal.com/view_article.asp?intArticle_ID=629(10.00pm,26th aug10 )The current all the theories mainly focus on physical, mental interactions of human in the organisations but spirituals contains.Spiritual leadershipThis leadership supplies hope and belief in the organizations vision that will generally help followers to look forward to future. In other ways it can be described through the attitudes and behaviour of leaders that generates sense membership. In operational field, spiritual leadership deals with the values, attitudes, and behaviours of leaders that are indispensable to inherently motivate ones self and others.http//www.iispiritualleadership.com/spiritual/theory.php,8.0 pm,27th aug10Comparison Of Leadership TheoriesComparison Of Leadership TheoriesLeadership is the personnel ability which unites power and influence. It means that leadership not only needs power that position given but also needs inner influence that can attract the followers, change their behaviour, inspirit performance and final lead to achieve organizational goals. In the olden half century, leadership theory has gone through sots of changes with continue development and improvemen t of trait theory, behavioral theory, contingency theory and transformational theory(Naylor.J). These four theories have existent different in definitions However,there is a progressive relationship that means the performance has increased though developing leadership theory. This essay will compare four leadership theories and take examples to comprehend clearly.Trait theoryThe trait theory in the earlier time was tend to researched some common characteristics or step of outstanding leaders. The personal trait of the leader is the key factor of decision effectiveness of leadership.In other word, the leadership efficiency depends on the leaders traits. it has made a standard of leaders traits. therefore, an enterprise s effort could go toward this standard when cultivateleaders.Afterward,the employees will get reasonable development and the enterprise would gain benefit as well.However,as the trait theory ignore the subordinates needs, did not specify the relative importance betwe en all kinds of characteristics , lacking of the distinction between cause and effect,and ignoring the situation factors, causes failure in explaining the leadership behavior.Example of Trait theoryAs a manager of a enterprise,Steve Jobs leads apple team beginning with only1300$ of Working capital to a development of Market value with 762 million dollars by the year of 2011.And from a family workshop with two people developed to nearly 50000 employees in the global.The success of Jobs is near linked with his personal traits.In 1997,when he Became a chief executive of apple company,he made a vital decision which turn the crisis situation that he decrease the types of products from 350types to only 10types. Focus on research and development of 10 types product elaborately ,the company profit increased with high quality of productions.The leadership trait of assertiveness and decisiveness are fully presented though this example,and his intelligence, controlling with crisis can not be ignored as well.2. Behavioural theory behavioral theory emphasize the behavior of treating subordinates, it focus on concerning of people and production as well as the angle of superiors control and subordinates participation. Based preference of concern, it concludes manoeuvre main types of leadership which are Autocratic,Democratic and Laissez-faine.(Naylor.J)Contrast with trait theory, behavioral theory marks the leadership transformation that from single study for leaders characters tend to a wider range of leadership research.However,compare with contingency theory,behavioral theory seems less concern about the needs of situation, the influence of culture and the expectations of subordinators which are its shortage of leadership.Example of Behavioural theoryA ordinary example of Autocratic leadership is STRONG company which is currently the worlds largest sales enterprise of jelly, pudding ,seaweed and other recreational kind of food.it has strict production chain,and concern more about production than staffs.In the workshop, the staffs just need to follow the strict standard during their work, its target is to product high quality and High product of food. Contrast to Autocratic leadership, the Democratic leadership is more friendly, an example is McDonald.Today the McDonald not only is a food industry but also a service industry,leaders need to communicate with staffs to meet their demands then they would work with enthusiasm and satisfaction, thus,gain better profit to company,staffs get more reward as well.3.Contingency theoryAs the scrimpy study of Trait theory and Behavioral theory , they have a common defect that ignoring the situational factors leads to disrupt in theory and practicality.Therefore,Contingency theory scholars in the study of the leadership taken situational factors into consideration. It though the interaction of personal leaders traits, behavior and work environment to explain the phenomenon of leadership.Contingency theory ha s the following three researches which are typical 1)Fiedlers contingency theory 2Vroom and Yetton contingency theory,3)Pathgoal theory(Naylor.J). To a great extent, it closes the distance between leadership theory and the actual of leadership as well as meet the actual executives needs to leadership theory. While,there also are sots of situation need to take into the concern ,for example, the ability of leaders influence the subordinates and the role leaders play expected by subordinates.Example of contingency theoryLeaders need to analysis situation elements of the different conditions and adopt different leadership to motivate subordinates, then realize effective management. For example,In the military,leaders have higher power , strict sense of discipline and high morale.The effective leadership is forge upon layer decree to make subordinate clearly of mission objectives. However, in a cooperative type of organization,using the way of commanding tasks would not work.Another exa mple is Foxconn which is a high and new technology enterprise .Based on large scale of enterprise and hundreds of thousands of workers,it dose not have good interpersonal relations between subordinates and it have to put clearly task structure to different levels in the company, also need strong position power to lead such large number of workers. Due to these factors ,Foxconn have a military method and the task-orientated leader would be suitable to lead its workers.4.Transformational leadershipTransformational leadership theory links the role of leader and subordinates, it tries to improve both power and the moral level among leader and subordinates as well. Leaders who own transformational leadership though their behavior model like charisma, inspiration, talented stimulation and concern about subordinates to optimize members interaction of organization, then achieve their target and expectations. Therefore, transformational theory emphasize that leaders concern about individual demand levels and inspire work motivation of members to make maximum benefit. Since this theory attaches great importance to the human factor of management,however, human is a complex research object that means there are a lot of things worth our further to study.Example of Transformational leadershipTransforming the role of leader and subordinates is a characteristic of transformational leadership that means leaders fully know their subordinates demands also though inspiration to obtain high expectation. McDonalds is one of the biggest and the most famous fast food groups its success is closely linked with perfect human resource management, before managers choosing inspiring method, leadership style, they set up the humanist management idea and fully understand the rest between the employees demands to give full play to the initiative ,enthusiasm and creativity.Afterwards,subordinates would feel individual consideration and satisfaction with their works.eventually,McDonald would gain the benefit though its leadership.ConclusionBased on above all analysis and comparison of leadership theory, it is clearly that leadership theory has been boosted a lot from the tait theory to the latest transformational theory with the development in the past half centaury. From Trait theory which just focus on researching leaders characteristics, turn to behavioral theory which tend to concern the influence of leaders behavior to their subordinates,while the contingency theory take the factor of different situations into leadership research that fill the gap of trait theory and behavioral theory,However, transformational theory is more comprehensive and flexible than other three theories.However, refer to changeful situations, leaders should choose appropriate theory to manage their subordinates. Moreover, the research of leadership is not stop, to be more systematic is the research direction in the future.