What Are The Advantages And Disadvantages Of Distributive Leadership

Research has shown that the number one school influence on student achievement is teachers. KIPP makes hiring excellent teachers a priority through selective hiring practices and training programs. Teachers provide homework help to students after school by phone, and reach out to parents to encourage engagement. KIPP also ensures teachers are set up for success through continual guidance. Teachers are given access to instructional ‘toolkits’ that cover key classroom practices such as Instructional Coaching. Furthermore, KIPP fosters collaborative learning among their teachers through regularly scheduled teacher group meetings. To ensure teachers are maintaining high quality teaching, instructional coaches conduct classroom observations, videotape teachers, and provide feedback.

The transactional leadership was firstly talked and elaborated in 1947 by Max Weber and described more in 1981 by Bernard M. Bass. It is a style of leadership that leaders provides their subordinates with rewards or punishments. It can be called management theories. This style mainly encourages and directs subordinates or followers by providing incentives. The power of this leadership derives from the control, rules and regulation of companies. Particularly, managers use the transactional style. (Odumeru & Ifeanyi, 2013)

Collective leadership is a recent concept of leadership where individuals are given authority in their own work areas of an organisation which empowers them. Collective leadership is opposite to the well-known system in which members of an organisation or society are ranked according to relative status or authority: As effective

Strategies that are in place are teachers and administration walk-through with feedback for growth. The school also provides support for teachers whose performance was

Transactional Leadership was first described by Max Weber in 1947 and re-described by Bernard Bass in 1981. Recognized a traditional leadership, it focuses on the role of supervision, organization and group performance. Transactional leaders use an exchange model; they promote compliance of followers through both rewards and punishments. Not looking to change the future, transactional leaders are trying to keep everything the same (Odumeru & Ogbonna, 2013).

 The transactional style of leadership is pretty straight forward but it uses rewards and punishments to motivate the team. This is a style of leadership that is similar but not as extreme as the autocratic style. The transactional styles are direct and dominant and spend a great amount of time saying what is expected from the team as a whole. The leaders monitor the work and each and everyone’s individual performance, there is also a clear chain of command.  Transactional leaders are very commonly found within businesses where people are given rewards such as bonuses, training or time off if they show a good demonstration.

Two different leadership styles, which were first identified in 2004 by a noted scholar named Burns, are transactional and transformational leadership (Marquis & Hutson, 2009). Transactional leadership is a more traditional style of leadership and it is where the leader sets goals, gives directions, and uses a reward system to motivate employee’s behaviors related to

In my opinion, the leadership at North River Middle School is a primary example of the transactional leadership style. The principal, Mr. Jameson, school has not attained adequate yearly progress and test scores were down. In his defense, Mr. Jameson had professional development workshops, increased classroom walk through, and talked to departments about the problem. Nevertheless, Mr. Jameson failed to listen to his staff concerning the obstacles that teachers were facing in the classroom. Mr. Jameson practically ignored comments and feedback that did not align with his thinking. As a result, he is facing probable termination of employment if, the school does not show improvement.

Leadership, according to John Kotter, is about “coping with change” (Kotter, 1990, p. 4). By this definition, leadership can be considered the product of change and the different ways that response to this change directs future

Leadership development is a multi-billion-dollar industry in the United States and Europe. This essay discusses the difference in transformational and transactional leadership styles and provide examples. Transformational leadership is developmental and usually begins with a transactional approach. First, transactional leader's behavior approach is management- by-exception. This leader puts out fires by taking corrective actions to solve the problem. Additionally, he/she uses contingent reward behavior: rewards an employee for doing a good job. Both concepts have proven to be effective. Something as simple as a pat on the back brings about a greater

The potential for losing important values is present in any organization. The benefit of a hypothetical division of labor is that every important value has its own watchdog; these watchdogs can guard their respective interests in two ways. First, they may redress damages done by other agencies. Second, they may anticipate and avoid injury before it happens. In the United States, no part of government attempts comprehensive policy overviews on things such as income distribution, yet a policy evolves.

The importance of a leader’s ability to embrace and promote change can not be over stated. It is imperative for a leader to understand and manage changes in the work place in order to promote innovation and therefore creativity from the work force. A leader that promotes innovation promotes an environment of change and with it people that are encouraged to accept changes. The leader’s role is very important because they have a duty to create and atmosphere that promotes innovative ideas and changes (Huber, 2014).

What an organization can do to encourage and support collaborative and adaptive leadership is to always have two leaders on the highest positions with very different backgrounds between each other to provide different points of view, but at the same time will make the leaders work together, learn from each, and provide this example for the followers to learn and work from. This idea comes from a history example provided by the Boston Consulting Group’s Strategy Institute which explained how “embracing opposing views comes from Abraham Lincoln, who deliberately named his rivals to his cabinet“ (Torres, Reeves, & Love, n.d.). By having different leadership perspectives on his cabinet, president Lincoln was able to analyze a problem or a solution

In this case it is possible that a member of the team may show more leader like qualities, this could become disadvantageous to the team as the leader may attempt to dominate the group work and not consider the needs or views of other team members. This again could create conflict and unease amongst group members and will ultimately affect the collaboration of the group project.

Despite the advantages associated with a shared leadership approach, some disadvantages also exist. One disadvantage originates from individual interpretations of teamwork (Baghai & Quigley, 2012). In other words, not all people in a work environment view working together the same, posing a leadership challenge to clearly delineate the organization’s concept of team. Other disadvantages arise when workers chose to bypass or overlook some team members, or when an individual lacks the confidence to exhibit leadership skills resulting in organizational loss of leadership potential (Pearce, Wassenaar, & Manz, 2014).