Literature Review On Leadership

The theory of leaders can be autocratic, a person who doesn’t consider the person undertaking the task only getting the results. A democratic leader takes opinions of the staff and understands how they believe the best results can be achieved, whereas Laissez-faire style leaves the experienced staff to implement the work processes.

It is characterized by the collective decision-making of its followers. Democratic leaders offer their followers choices and support. They hold no formal position of power and gain their authority through active participation and delegation of tasks and responsibilities. This style reflects democratic principles that include inclusiveness and equal participation. Democratic style of leadership works best in a public university, a democratic nation or a close-knit neighborhood. As discussed during the presentations, some of the past leaders known for their democratic style of leadership are George Washington or Tommy

In addition, Burns et al., (as cited by Lavoie-Tremblay, et al., 2015) defined a transformational leader as “a leader who can extend and elevate the interests of staff, who can facilitate the commitment of staff to the mission and values of the organization, and who can lead staff to rise above their personal interests” (p. 582). Further, Broome (2013) identified transformational leaders as “proactive and hold core beliefs about the potential for development of both individuals they work with and their organization” (p. 327). Samad et al.(2015), connecting transformational leadership to servant leadership and authentic leadership reported, “transformational leadership is also congruent with regards to fostering higher levels of motivation among the followers’ and leaders’ ability to visualize the unforeseen” (pp.

These types of leaders, according to Avolio (1991) possess the characteristics of individual consideration, intellectual stimulation, inspirational motivation, and idealized influence. This paper will examine the outcomes that are a direct result of transformational leaders who exhibit these types of traits such as job satisfaction and organizational commitment, job stress, safety, supervisor satisfaction, team, performance, and general.

Democratic leadership usually requires votes. In a democratic leadership, everyone's participating, and everyone is aware of the decision made (Myers, D., 2012). Therefore, avoiding qualms about the decision. It is easier to change leadership positions providing everyone with an equal opportunity at leadership role in this system. If the decision made is incorrect everyone takes the equal responsibility (Myers, D., 2012). Another

Transformational leaders express a clear vision, inspire others and work together with their team to identify common values and goals (Marquis and Huston 2009). They also recognise followers’ potential, assist them to develop their strengths and identify individual differences (Bass 2008).

The democratic leadership is an all-inclusive decision making leadership where the group participation to solve problems is highly valued, even though the leader makes the final decision. People always feel like they are part of the team and their opinion or suggestion(s) matter in the growth and development of the organization (Nunnery,

This influential work on “A Vivid Illustration of Leadership: Principals” Actions Propel Struggling Schools Turnaround work grew out of an urgent need to transform a high poverty high school. The author of this research discovered a framework between leadership, classroom teacher and learning. And so, this article discloses research that indicates the effectiveness of leadership and the kind of leadership needed to improve student achievement. Therefore, a leader must be a visionary and move with urgency to transform the learning environment. The purpose of this study was to explain the impact of effective leadership on school reform and to show how effective leadership methods are used to improve a high poverty high school. Because the leader

Anderson, R. C. (1959). Learning in discussions. A resume of the authorian and democratic studies(29), 201-212.

Leaders transform followers by increasing their awareness of the importance of task outcomes, and to put their own self-interests aside for the sake of the organization. Because of this influence, trust and respect are felt for the leader and they feel motivated to go beyond what they normally would do. Transformational leaders work to empower and uplift followers so they are dedicated and enthusiastic (Yukl, 1989).

“democratic leadership Involves a team guided by a leader where all individuals are involved in the decision-making process to determine what needs to be done and how it should be done. The group 's leader has the authority to make the final decision of the group.”

Over the years, a great deal of time, and research has been dedicate to the study of leadership. Even with extensive data on the topic, many still disagree on what leadership really means. Hence, leadership is a word that has many different meanings and different researched theories associated with it. On a basic level, leadership involves having and establishing a clear vision, sharing that vision with followers, respecting followers, and leading an organization with excellence while ensuring that everyone is part of the team. Leadership is also a method by which a leader uses his or her influence towards getting a group of followers to take ownership or buy into a vision.

In this article, the researcher intends to address the motivational factor behind transformational leadership. The study indicates that transformational leadership has a direct relationship with motivating employees in a workplace if well implemented. The study also reveals how managers can achieve the above theory in a place of work. According to Grant, engagement in charismatic and visionary behaviors motivates followers, resulting in enhanced job performance. On the other hand, the research focuses on the relationships between beneficiary contact and the transformational leadership. Also, the author addresses the role of pro-social impact on beneficiary contact,

The use of an authoritarian style in a democratic culture is disastrous: resistance is inevitable. Similarly, democratic management in an authoritarian culture leads to the chickens-without-heads syndrome. People who have worked in an authoritarian climate will have been discouraged from using their own initiative in doing their jobs. They have not felt free to question constraints, and have not sensed that top management will support them if they have made poor decisions. They have not been allowed to develop entrepreneurial traits that enhance innovation and ultimately productivity. Ensure that the management style suits the culture.

As pointed out by Keskes I. (2014), fundamentally, the empirical and meta-analytic studies suggest that subordinates working with transformational leaders are more committed to their organizations and demonstrate fewer withdrawal behaviours (Bono & Judge, 2003). Besides, Bass and Avolio (2004) maintain that transformational leaders perceive the strategic goals of the organization. They argue that transformational leaders are more sensitive to their environment and thus formulate and disseminate strategic goals that capture both the attention and the interest of their followers. Besides, managers who have a transformational leadership style will focus on the big picture of the organization and try to encourage the employees to have the same