Educational Leadership Styles Paper

8715 Words35 Pages
The capacity and implementation of various educational leadership styles has been critical to the organizational and instructional makeup of educational institutions since their inception. Various types of leadership have developed over the past 60 years and unique trends have emerged in the pursuit of creating and implementing changes in process and philosophy; specifically, improving teacher collaboration. Leadership styles frequently identified as charismatic, transactional, transformational, shared/distributed, and self/laissez-faire have emerged at the forefront of educational leadership theory. The role of the administrator (principal) in secondary schools and their exhibited leadership styles set the tone for staff and students in their…show more content…
Northouse (2013) identifies this leadership sub-factor as contingent rewards and describes it as “an exchange process between leaders and followers in which effort by followers is exchanged for specified rewards” (p. 195). Transactional leaders reward their followers if they do what is expected of them and penalize them if they deviate from expectations (Bass, 1990). In order to monitor the progress of employee’s, transactional leaders must monitor all deviations from outlined programs and goals. Because transactional leadership handles the day-to-day tasks, it constitutes the foundation of effective leadership behavior in organizations (Bass, Avolio, Jung, & Berson, 2003). Bryant (2003) outlined a third characteristic of transactional leaders. Being responsive to the immediate self-interests of workers if their needs can be met while getting the work done. This leadership sub-factor is known as management-by-exception (Bass & Riggio, 2006; Northouse, 2013). Leaders establish parameters for their organizations and incentives or rewards are offered in return for conformity and obedience to those established parameters coupled with task completion. Corrective measures are also utilized if conformity or task completion is not…show more content…
However, this is not always the case as some studies showed employee uncertainty and resistance against this type of discretion at work (Cordery, Morrison, Wright & Wall, 2010; Maynard, Mathieu, Marsh, and Ruddy, 2007). As a result, follower’s perceptions of leaders might not always be positive, and they raise the question of whether empowering leadership might sometimes be perceived as laissez-faire leadership, leading to a less effective leadership perception (Wong & Giessner,
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