Analysis of Leadership Theories

Leadership is complex and, comprises of many definitions and qualities (Grimm 2010). One definition of leadership is ‘a multifaceted process of identifying a goal, motivating other people to act, and providing support and motivation to achieve mutually negotiated goals’ (porter-O’Grady 2003). Back in 1939 Kurt Lewin researched to identify different styles of leadership. According to his research, there are three major styles of leadership. Authoritarian or autocratic, participative or democratic and delegative or laizzes-fair. These three styles remain influential today. According to educational leaders.govt.NZ, leadership is about empowering, transforming and working together to meet schools and 21st century (www.tki).There are many leadership theories and from leadership theories comes leadership styles. the educational leadership model according to www.educational leaders.govt.nz identifies four qualities that build a leader 's capability to enhance teaching and learning outcomes for the school: manaakitangi- leading with moral purpose, pono- having self-belief, ako- being a learner, awhinatanga -guiding and supporting.

Leadership is an influential factor in the success and failure. If an organization is failing, look at the leader, not the economy; not the market; look at the leader. The movements and influence of a leader determines the fate of those under her or him. The importance of leadership cannot be underestimated. The importance of leadership has constantly been debated and a part argumentative discussion. There is no one approach to leadership, however leadership theories try to make sense of various approaches to leadership. James G. Clawson is considered an authority in leadership theories. His Level III leadership theory is about managing energy, first in leader, and then in those around the leader.

Furthermore, field theory emphasized the comparison of three leadership styles, and determined which one was the most productive. The three leadership styles were democratic, laissez-faire, and autocratic (Burnes, B., & Cooke, B. (2013).

Furthermore, there are different theories which give insights about why some leaders lead the way they do. One of these theories is the behavioral theory, it emphasized on what leaders do and their leadership styles. The behavioral theory explains three different types of leadership styles namely: autocratic, democratic, and laissez-faire. An autocratic leader makes plans, gives direction on how to execute them, and makes decisions for the group. These type of leaders are highly power control. They give little or no freedom to the members. Whatever they say is final. On the other hand, democratic leaders allow members to participate in the decision making. They seek opinions of the members. On the other hand, laissez-faire leaders allow members to do whatever they like. This type of leaders does very little planning or decision making thus fail to encourage others to do it (Weiss and Tappen, 2015 p.

Fiedler’ model is considered the first highly visible theory to present the contingency approach. It stated that effective groups depend on a proper match between a leader’s style of interacting with subordinates and the degree to which the situation gives control and influence to the leader (Fiedler, 1967). Fiedler argued that the leadership style could be indentified by

Though the theories of leadership glorify factors, such as personal significance, timing, special skills, responsiveness, or power, as the qualities of a leader, I believe that neither of those factors are as essential as being personable. I believe being personable is the greatest determinant since a leadership position requires public speaking, either in the form of one-to-one conversations or to an audience. I believe that a leader should create an impression that will motivate and inspire others. Therefore, they should be able to create an impressive and enduring impression. Leaders should speak to others in a way that is respectful, friendly, and relatable. If they are unable to do so, then no matter how powerful or significant the individual, not a single person will follow, admire, or respect them.

it is being a leader who is ethical and who goes beyond self-interest to help the group. This questionnaire affects my own leadership because it tells me that I have the problem of being too laissez-faire when there are situations where I need to be more direct.

“Some of the traits central to the lists of almost all the researchers studying trait leadership over the years are intelligence, drive, integrity, and sociability” (Khan, 2013, p.831). While, past research has not proven trait theory to be all that accounts for good leadership, recent research has made trait theory relevant again (Khan, 2013, p.832). Robbins (2009) states that research efforts to find a set of universal leadership traits failed. Behavioral theory is different from trait theory in many ways. “Behavioral theories support the idea that individuals can be trained to be leaders” (Satterlee, 2013, p.105). The manner in which a person reacts in a situation with others is what behavioral theorists looked at. Behaviors are not set in stone, behaviors can be modified meaning that leaders can be made. Both theories try to explain what makes one person over another a success leader.

The outcome of this constructive conservation was a list of 1,800 items describing various facets of leader behavior. Afterward, the different items were assigned, and a questionnaire was composed consisting of 150 questions for describing leader behaviors, the so-called “Leader Behavior Description Questionnaire (LBDQ)”, (p. 76).

This paper will describe and provide examples surrounding various leadership theories and leadership styles that sustain the definition of a public leader. First, this paper will provide a definition of a public leader. Next, it determine two leadership theories and two leadership styles that support the definition of a public leader. Also, this paper will assess the effectiveness of the two leadership theories. Subsequently, it will assess the effectiveness of the two leadership styles. Further, this paper will utilize proper in-text citations and references, as well as integrate effective techniques of quoting, paraphrasing and summarizing. Finally, it will provide information in a clear, coherent, and consistent manner, using logic to support all ideas.

Chapter sixteen discusses various leadership theories which can implemented by leaders to achieve success. The choice of leadership theory differs from leader to leader as they possess different vision and way of managing. A theory isn 't always perfect in itself, it is the endless effort of the leaders which makes the theory a perfect one. Two approaches of leadership that I prefer are Situational Leadership Theory and Servant Leadership Theory. Among many theories I prefer these two because I tend to practice those principles most of the time and I assume these are theories that I truly tend to continue in a long run.

There are many theories concerning leadership, and how these theories classify various individuals and their particular style of leadership. Leaders throughout the ages have led in different ways, shown unique attributes, and accomplished their tasks or missions in a way that many have found to be one of a kind (Northouse, 2016). Leadership theories such as transactional and transformational leadership have been used to classify many of our leaders of the past (Leadership Theories - In Chronological Order. (n.d.). Other leadership theories exist and offer the same explanation of the types of leaders who shape and have shaped our world. Here we will explore four of them which are; The Great Man Theory, LMX, or Leader Member Exchange Theory, as well as Trait and Contingency Theory.

To truly understand leadership and management a person has to understand what is the core of management. Henri Fayol was the most famous theorist to define functions of management and there principles of management. He recognized these functions and principles as universal and that each of these applied to each manager in the daily functions. Division of Work: Fayol believed specialization according to a person’s skills and abilities to be the best way to utilize human resources at any organization. He believed that work should be divided among the workers to make sure that each of them are doing what they excel at, and to ensure that attention and effort of the workers remain focused on their special tasks. Authority: Authority according to Fayol is the right of the manager to delegate orders and the power to give them instructions. Authority and responsibility are closely associated concepts, and he also believed that responsibility and accountability comes naturally with authority. Discipline: Any organization requires common efforts of the workers to succeed. Discipline is maintain good behaviors in workers, and to charge penalties in case of violation against common effort. Unity of command: This means that there should be one manager through which workers should receive orders and it keeps a uniform system in the management. Unity

The best leaders are those have the adaptability to flex their behavioral style, and choose the right style suitable for each situation. According to this theory, people can learn to become leaders through teaching and observation and certain behavioral patterns may be identified as leadership styles. Advantages of Behavioral Theory of Leadership: Behavioral theory promotes the value of leadership styles with an emphasis on concern for people and collaboration. It promotes participative decision making and team development by supporting individual needs and aligning individual and group objectives. It helps managers evaluate and understand how their behavioral style as a manager affects their relationship with the team and promotes commitment and contribution towards organizational goals. This theory helps managers find the right balance between different styles of leadership, and helps them decide how to behave as a leader, depending on concerns for people and for productivity. Criticism / Arguments against - Behavioral Theory of Leadership: As there were inherent limitations with the Trait approach to leadership, when early researchers ran out of steam in their search for traits, they turned to what leaders did, how they behaved and came with behavioral theory of leadership. This became the dominant way of approaching leadership within organizations in the 1950s and early 1960s but this

The theoretical review is discussed in the theory and model which provide the guidance for this research. The theories that will be discussed are Trait theory leadership and Situational theory leadership while the model discussed is Contingency model.