Leadership Theories By Steve Wolinski on April 21, There is a wide and ever growing variety of theories to explain the concept and practice of leadership.
Leadership styles affect people in different ways, and they are an important thing to consider when developing your own skills as a business leader.
Understanding leadership theories and how they affect employees, both positively and negatively, may help you craft your message in a way that motivates and inspires your team.
Transactional Leadership This is a traditional and natural leadership theory to use in some situations. Leaders in this category tend to micromanage employees, making sure that every detail is done in accordance with the orders.
This style of leadership uses rewards and punishments as the tools to motivate employees. If you adopt this style as your primary leadership style, you are telling employees what to do, with the full expectation that they will comply.
Transactional leadership is effective for short-term goal achievement, helping employees learn new skills and getting non-performing employees back on the track to success. Used too much, however, this style leads to a complacent workforce, fearful of punishments rather than excited about rewards.
You are not a micromanager, but instead, you are an involved part of the community who inspires those around you.
Great transformational leaders gets employees to transcend self-interests and join the collective mission of the company. Transformational leadership is effective in bringing in new ideas to a company and to help build a positive corporate culture in which employees enjoy coming to work.
Trait Theory Trait theory is less of a style of leadership as it is a way to predict leadership success or failure. It reviews behavioral competencies in a person to make educated guesses about whether that person will be an effective leader or not.
Competencies are traits a person naturally exhibits; these are discovered via behavioral and situational questions such as, "What would you do if an employee was caught skimming money from the cash register?
This theory suggests that leaders favor some employees more than others; not everyone is treated the same. Often, there is an in-group and an out-group. Those situated within the in-group are given more resources and attention by the leader. This could lead to poor morale among other employees, further reducing productivity, and it could lead to legal action, if someone feels that he is not being provided the same opportunities for growth and success that others in the company are.
This could lead to discrimination complaints. References 2 Benedictine University: Five Leadership Theories and How to Apply Them About the Author Kimberlee Leonard has been helping businesses for more than 17 years with business planning, team development and sales training.
She lives in Hawaii with her son and dog.An evaluation of the key management and leadership theories Ronald Hifets first of all discovered the train theory that defines describing behavior types and personality trends linked with leadership.
A Review of Leadership Theories, Principles and Styles and Their Relevance to Educational Management ph-vs.com This study was motivated by the premise that no nation grows further than the quality of its educational leaders.
Management and Leadership Introduction Management and leadership are two separate skills needed to control the function and direction of task. Separating the definition of leadership and management .
why a number of leadership scholars think the Process Theory of Leadership is a more accurate than the Trait Theory of Leadership. Various forces will affect these four factors. There are a range of theories of leadership and management. Theories of leadership I looked at included the ‘Trait theory’ – this theory suggests that people are born with a range of traits (qualities or attributes), and that some of these traits are ideally suited to leadership.
Leadership Management: Principles, Models and Theories KNOW human nature. Examples: Human needs, emotions, and how people respond to stress.
KNOW your job. Examples: be proficient and be able to train others in their tasks.
KNOW your organization. Examples: where to go for help, its climate and culture, who the unofficial leaders are.