Theories of Leadership and Management

According to Maxwell, everyone has the capability to climb up the five different levels of

STATEMENT 1: THEORIES OF LEADERSHIP PROVIDE PRACTICAL ADVICE ON HOW TO BE AN EFFECTIVE LEADER. EVALUATE THIS STATEMENT WITH REFERENCE TO AT LEAST TWO THEORIES OR MODELS OF LEADERSHIP.

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.

Eventually organizations led by a level 1 leader will fail as subordinates don’t take measures beyond their scope of responsibility to ensure success. An effective leader must demonstrate a degree of compassion and higher level of Emotional Intelligence (Brasfield) that will result in his subordinates wanting to follow them and leading them to the next level of leadership, where a subordinate follows a leader because they want to, (Maxwell) or their “referent power.” (Brasfield)

Level II leadership is based around the idea that people or mature and rational adults it focuses on rationality, gathering information, data, rationale, arguments, and applies these things to inspire or persuade others (Clawson, 2012). Leaders who practice level II leadership attempt to influence the way others think by convincing them to change their mind based on the evidence that they are presented with. This is similar to a transactional leader who solves problems using rationality and logic (Riaz & Khalili, 2014). Level II leadership tries to persuade its employees thinking by getting them to use rational decision-making, which is

According to this research, there are five levels hierarchy of leadership. These levels are highly capable individual, contributing team member, competent manager, effective leader, and level five executive. The team found that the level five leaders have modest, willful, humble, and fearless personalities. Due to these leader’s work abilities and ethics, ten of them promoted from within the company. These leaders will credit their success to other members of their team and will take the blame when things are failing. There is potentially a bunch of level five leaders, but we have to know what we are looking for. The final portion of the disciplined people stage is the first who… then what

The first section of this report will summarise three guest speakers’ presentations on leadership in terms of their leadership journey, leadership perspective and leadership approach. The guest speakers that will be examined include Peter Higgins, John Acklerley and Mumtaz Bashir. The aim of this section is to identify the individual’s personal viewpoint on leadership, by drawing out key themes and to determine how they apply their approach in the organisational world they inhibit.

Leadership has been an emerging topic, where over the last twenty to thirty years research has shown it to be of critical value. According to DeRue (2014), the depth and richness of existing literature has produced an array of important insights about leadership in organizations. While the development of leadership is not just about developing knowledge and skills, it is also about it is also about developing people’s motivation to lead, their awareness concerning the risks and rewards coupled with leadership, as well as their identity as leaders, and thought processes on what it means to participate in the a leadership process. With that being said, the servant leader approach places focus on leadership from the leaders point of view, emphasizing their attentiveness on the followers concerns, empowering them, all the while helping them to grow and develop through encouragement (Northouse, 2013).

Merriam Webster has many definitions for the term theory. For example, Merriam Webster (2017), defines the term a,” abstract thought or a belief, policy, or procedure proposed or followed as the basis of action (Merriam-Webster, 2017). There are many different leadership theories ranging from many decades to the present. Everyone can relate to a specific or multiple leadership traits. I relate to the transformational leadership theory. James McGregor Burns a leadership expert introduced the idea of transformational leadership in his 1978 book “Leadership”. In the book, Burns described transformational leadership as a development where "leaders and their followers raise one another to higher levels of

Some researchers address leaders based on leading individuals, some according to leading a team, while others focus only on specific leadership theories practiced in an organizational environment (Yukl, 2012). Leadership processes and practices have an impact (positively or negatively) on the work habits and performance of individuals, teams, and an organization as a whole. According to Mætrîx (n.d.a), an individual’s ability to effectively lead can be grouped into three major categories; technical qualifications, cognitive abilities, and emotional intelligence (EI). Regardless of how well-developed an individual’s leadership skills appear to be, there is always room for improvement. One approach that a leader can take

Leadership has moved well beyond its humble origins of innate traits and skills. The effective leader is now described in terms of a full range of leadership that encompasses transformative, transactional and passive styles, each with a slew of subtypes. Where once this full range of leadership was thought to be a range of extremes, with transformative leadership existing at one extreme and transactional leadership on the other, a more complex understanding of leadership now exists. This new understanding recognizes leaders who are neither fully transformative nor fully transactional, but depend upon on a combination of behaviors that cannot be adequately described by a single, static style of leadership. Adding to this

Leadership theories are implemented in order to help increase the organizations productivity. There is not one right leadership theory, it varies depending on the organization and what job need to be done. Most managers use a combination of multiple theories depending on the job at hand. There are numerous theories that exist, however the three main fall under early leadership theories, contingency theories, and contemporary theories.

According to Hanly (2016) many theories of management and styles of leadership exist. In the end, none of them are right and none of them are wrong. Different people respond better to different styles of leadership, however Hanly (2016) explains that to be a truly skilled leader a manager needs to be aware of the needs of their staff and adapt their leadership style to nurture the most productivity in employees. Riley (2016) describes three leadership styles and these are autocratic, paternalistic and democratic. However, Hanly (2016) expresses psychologist Kurt Lewin 1930’3 frame-work and it provided the styles autocratic and democratic but includes laissez-faire as the third leadership style.

chosen for a position is only the first of the five levels every effective leader

The success is achieved through the inversion of the traditional management principles (Brown & Duguid, 1991). This means the effective leadership is very necessary for the development and growth of the organization. In learning organization, the effects of leaders are very long lasting (Buj, 2012). The change in the policies is another point for the company to make remarkable success through innovation in the industry. However, there is no such kind of the problems associated with leadership and organizational behavior. Tough there are some potential points that can be a problem or issue for the company (Forsyth, 2009).