The Theory Of Leadership Styles

Factors that can influence an individual’s choice of leadership in any given situation are many and varied. An individual is likely to have a primary leadership style which they are most comfortable with using. Often the primary leadership style is that which most suits their innate personality traits. For example,

Leadership can be defined as the process of identifying a goal, motivating others, and make them to achieve the mutually goals (Giltinane, 2013). According to Humphreys (2002), successful leaders do this by applying their leadership knowledge and skills. A good leadership is not only good at management, but also use different leadership styles in different situations. A successful corporation must has a good leader who have the flexible ability which can provide a suitable leadership to make the company successful. Furthermore, there have no perfect leadership styles in the world. Different leader have different leadership styles which also have the different strengths and weaknesses (Ali & Waqar, 2013). Leaders need to consider

A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment

Leaders are some of the most influential individuals in any society. They have the ability to influence those around them with various leadership styles including coercive, authoritative, affiliative, democratic, pacesetting, and coaching. Effective leaders consistently adapt to the environment around them to either enhance or correct any situation facing them. Within these leadership styles the most effective style has been considered that of the authoritative style. This style brings individuals together, builds self-confidence, and easily adapts to the environment around it.

When developing a template to assess which leadership styles are best suited to mitigate the effects of a decline in financial compensation, it is imperative to understand leadership theory. One of the first pioneers in leadership theory was Kurt Lewin. Kurt Lewin (1890–1947), was a prominent figure in psychology in his generation. He provided a solid foundation to the teachings of organizational development. In many circles he was known as the father of organizational development. He was best known for the development of field theory. Field theory was essential because it allowed business professionals to understand why undesirable behaviors was produced. It also taught how to bring about desirable behaviors. Field theory was developed in part because Lewin wanted to address organizational employee turnover.

Other forms of leadership styles that are known to exist derive from the Leadership Style Inventory (LSI) developed by Rowe, Reardon, and Bennis (1995). The inventory identifies four basic styles; commanding, logical, inspirational and supportive. The differences in style used by leaders are based on the following two questions: How adaptive are leaders when dealing with the issues they face? How do leaders communicate with, persuade, and energize employees in the process of change?

Leaders have a profound effect on employee performance because they shape workers’ perceptions of the working environment. Consequently, some leadership styles are more effective with meeting particular objectives. Although personal attributes dictate a leader’s natural leadership style, effective leaders recognize the benefits and limitations of each style, understand the impact a style will have on the organization’s environment, and are capable of developing and incorporating a variety of styles to ensure the desired outcome is achieved.

Two approaches to leadership styles classification were used: Full Range Leadership model [1] and six styles of leadership [2].

The styles today are less authoritative and more on trying to get feedback from co-workers. This change is driven by today’s individuals that want to be treated with respect and empowered to be self-driven. Today’s business environment requires managers to constantly evaluate his or her leadership style to maintain the so called competitive edge. Leadership moves through many power roles and how power vs. soft power that relates to managers as they manage people. The types of leaders are described with characteristics, as it relates to each individual. The characteristics styles that leaders show

Leadership is a concept most people feel informed enough to discuss, but that few are truly educated sufficiently to comment on. Therefore, it is instructive to consider the leadership styles of people with very different approaches both to better understand the diversity underlying leadership, as well as to appreciate the effective and less effective strategies that underlie different leadership outcomes. For that reason, this essay will consider the styles of two leaders who are less visible in this highly contentious presidential election season: Jill Stein (the Green Party nominee) and Gary Johnson, the Libertarian candidate. The leadership styles of both are very different, yet they are aligned in the sense that both are outsider candidates struggling to gain momentum from a disaffected electorate. This essay begins with a theoretical discussion of leadership more generally and then turns to the two leaders as case studies, comparing and contrasting them and drawing conclusions about how they both work within the same public sphere and for putatively similar ends (i.e., gaining votes).

An effective leader influences their employees in a desired manner to achieve goals and objectives. Different leadership styles can affect an organization’s effectiveness and performance. The objective of this paper is to analyze the review of literature on various leadership styles over the past years and how effective and ineffective different leadership styles are in the workplace.

As time goes on in the ever-changing world of business, bureaucratic practices are modernizing into “post-bureaucratic” strategies. Originally, the traditional bureaucratic practices used more of a standardized approach. Organizations were very centralized. Bureaucratic employees focused on the task at hand, while post-bureaucratic leaders had compassion and a vision for their work and employees. On that note, there are three classical theories of leadership that have developed with the changing time: trait theories, behavioral theories, and contingency theories. In this analysis, I will be describing the theories, as well as the advantages and disadvantages to each. It is also important to question how the post-bureaucratic leadership strategies have changed since the initial bureaucratic era. I have used work by Colbert, Judge, Choi, and Wang (2012) as well as House and Aditya (1997) to dig deeper into the demographic and psychological attributes of the trait theory. The research then transitions into the behavioral theory; I will support the three main behavioral leadership styles with the writings of Lewin, Lippitt, and White (1939); Bolden and Gosling (2006) also show examples of which countries practice the individual behavioral styles. Blake and Mouton (1964) play a role in describing the behavioral theory with a managerial grid demonstrating the growing concern for people and the production. Furthermore, Simpson, Clegg, and Pitsis (2014) introduce the benefits of a

There are many leadership styles and theories.  Effective leaders are required to possess problem-solving skills, maintain group effectiveness, be dynamic, passionate, and be a motivational influence on others.  There are two leadership approaches that are most popular.  They are Transactional leadership and Transformational leadership.  A transactional leader is the traditional “boss” image (Yoder-Wise, 2015).  In such work environment, employees have an understanding that the superiors make all the decisions and the subordinates have little or no input.  Transactional leadership relies on organizational power and rewards those with high performance and penalizes those with poor performance.  This leadership style is along the lines of an

Leadership, in short, is an art. One needs to be highly skillful and crafty in their leadership styles in effectively influencing and steering a group of individuals towards a common set of goals. This is to suggest that 1) the type of leader, which also refers to the leader’s ‘personality’, characterized by traits and personal qualities, utilized to earn the trust of the people and lead them to undertake the major tasks, and 2) his style of leadership, which describes the competencies and skills that the leader ‘applies’ to guide, facilitate and support the people of the organization in their efforts to accomplish the task, are the determinant factors of an effective leader.

An leadership style is a pioneer 's style of giving guidance, executing arrangements, and spurring individuals. There are three factors shaping leadership style: influence, tolerance, and learning ability. Through the data obtained from leadership style tests, I am likely to be an affinity leader. The style of corporate leadership generally refers to the characteristics of an habitual leadership style. The leadership style is formed gradually in the long-term personal experience and leadership practice, plays a stabilizing role consciously or unconsciously in the practice of leadership, and has a strong individual hue.Every leader has his own style of work, experience, and personality that is distinct from that of other leaders.This style has both advantages and disadvantages. An amiable leader will say. "employees first."". This leadership style is good for employees, whose advocates believe that individuals and emotions are more important than tasks and goals. Affinity leadership never stingy praise for good work. Gives positive feedback on time. I am a leader of supportive leadership,my leadership is open, friendly and approachable, able to create a team atmosphere and treat my subordinates equally. This style of leadership is very useful in building a harmonious team atmosphere, enhancing team morale, improving communication among employees, and restoring trust among people. Of course, this leadership style is also inappropriate