The Leadership Theories and Its Effectiveness - Essay Example

?Leadership Effectiveness Introduction: Leadership & its effectiveness Traditional theorist believes that leadership theories are the main reasons behind the growth and development of an organization. It is believed that the growth of the nations depends upon the leadership strategies followed by the managers (Ozaralli, 2003). It is also believed that leadership gives the employees the ability to adapt to a particular changing marketing environment and dynamics. The success of the employees in an organization and the individual in nation is totally dependent on the exhibited leadership behaviours. The importance and the usefulness of leadership strategies depend upon the traits and characteristics of the managers which will help in increasing the organizational output and improving the existing managerial systems. Leadership helps in developing a positive organizational structure and solving complex organizational problems. It helps in addressing the basic organizational problems which would help in understanding complex interpretation of problems. Traditional theorist regarded leadership theories as an integrated approach which would help in the smooth execution of business activities and also attainment of goals and objectives (Pimentel, Kuntz and Elenkov, 2010). Later, the contemporary theorists regarded the theory instrumental in the attainment of goals and also the ability to influence the followers (Evans, 2003). The contemporary leadership theories believed that the present day employer employee relationship should be replaced by superior subordinate relationship instead of a man servant relationship. The leadership theories constitute of various groups and the employees work together in unification towards the attainment of a common shared goal. These theories help the employees in providing and environment which would help in inspiring the employees by providing them with financial motivators like rewards, incentives, benefits etc. However, the contemporary theorist also believes that the leadership theories should enable the alignment of the organizational goals with their personal interests (Groves, 2006) Leadership functions enable the managers and the employees to attain their goals and objectives and also the development of strategies and directions which can increase the organizational outcome. The study will deal with various facets and dimensions of the leadership theories and its effectiveness. The author of the study will also give an insight into the impact of the leadership theories in varied managerial situations. The prime objective of the study will also give certain highlights to the characteristic portrayal and the traits of the managers and its execution abilities. Finally, the study will conclude with the comparison between the traits, situational and transformational theories. Trait theory and its Implications In the earlier part of the twentieth century it was assumed by the theorists that the varied leadership characteristics and traits cannot be separated from each other. The individuals were largely influenced by leadership theories that focussed on the maintenance of the influential power of the superiors. According to the trait theory developed by the Ralph Stodgill in the year 1974 it was observed that the qualities of most of the leaders were directly associated with a definitive set of identified traits. The same set of identified traits will help in bringing cooperativeness and likeness among the employees of the organization. As per the theory developed by Shaw and Fraser in the year 1978 it was observed that the leaders tend to score high marks based on the ability, intelligence, relevance and verbal ability of the managers (A.G Canen & A. Canen, 2000).Traditional trait approach focused on the personality attributes of the managers and contributed to managerial effectiveness. Traditional theorists developing the traits approach believed that every manager should have a unique set of characteristics that would set it apart from the other managers. It was believed that only a set of characteristic in managers would help them in managing a particular crisis and also contributing effectively in accomplishment of tasks and objectives. A list of characteristics was developed by traditional theorists who would distinguish certain traits from its other manager like assertiveness, intelligence, ambition, creativity and motivation. The traits also focussed on the physical ability, stamina and also on the other factors like emotional intelligence, courage, resolution, task competence etc. It was observed that the traits for the different leaders contributed significantly to the leadership effectiveness and a large part is contributed solely because of the cultural factors. The leaders who possess a distinctive set of traits and characteristics are usually affected by the relationship or task oriented leadership theories (Mart??nez-Leon and Mart??nez-Garc??a, 2011). These theories were based on the assumption that behaviours were measured or taught and had different effects on the followers and the performance of the employees. In the trait theory the task oriented leaders focused on the construction of the organizational structure and the schedules were clearly defined and also encouraged the members to work in cooperation. Relationship oriented leaders are basically more focused on their approach rather than changing the existing system and procedures of the organization (Stamm, 2009). It has also been observed that successful leadership is basically the outcome of the interaction between the traits and characteristics of the leader and the situation itself which is regarded as the contingency theory. Although there is difference between the traits and the contingency there has been a marginal difference between both of the theories. As per the trait theory there are two extraordinary factors like extraversion and neuroticism traits. Extraversion theory is directly associated with sociability and the positive attitude of the managers. The neuroticism theory deals with the emotional intelligence and the negative aspects of the managers. The theory also lays emphasis that traits and characteristics of the managers are very descriptive and sometime may vary according to the situation. This is one of the prime reasons that the traits theory is almost parallel to the situational or contingency theory which may incorporate the two taxonomies between the lower and higher order factors (Svensson and Wood, 2008). Situational or Contingency Theory Although, one of the main objectives of the traditional leadership theories was to lay emphasis on the behavioural theories which focused on increasing the organizational output it was observed that certain theorist believed that a singular leadership theory cannot suitable in managing a situational crisis. The situational theories were developed by the traditional theorist to indicate that the managerial and leadership style were dependent on the factors like situation, task and the organization itself (Dastmalchian & Blyton, 2000). There are also other factors which are responsible for the development for leadership theories which helped in developing a congenial organizational climate (Bolden, 2004). According to the theory developed by Fiedler in the year 1967 there is no singular definition of leadership and there is no particular singular way of dealing with a particular situation. A leadership approach should be selected as per the situation. Although Fielder helped in distinguishing between relationship and task oriented managers it was observed that the task oriented managers focused on the current job in hand rather than the god leader member relationships which helped them fare better in managing a particular situational crisis. These managers spent a large amount of time in developing a well structured task and also their positional power. These kinds of managers exceed well in their performance when they possess a well positional power and cannot define or develop a well laid out structured task format (Lucas and Kline, 2008). The leaders tend to display a certain kind of authority and a certain kind of directive style. Relationship oriented leadership style have more focus on developing solutions in all kinds of situations and exhibit a leadership approach which is almost similar to the participative leadership. According to Hershey and Blanchard leadership theory developed in the year 1977 (and modified in the year 1988) the managers could adopt a leadership approach as per their style according to the situation. They also proposed that the developmental style of leadership had the most profound effect on the subordinates and is one of the greatest leadership styles which are almost suitable in almost every managerial situation. This theory helps in sharpening the technical and non technical skills of the employees which indirectly helps in increasing the organizational outcome. Training in development skills helps in increasing the organizational output and the employees can contribute a large amount of their time to improve their efficiency levels (Sadler, 2003). As per the situational leadership theory formulated by John and Adair it was observed that a leader has the capability of balancing the needs and requirements of the task, team and the individual themselves. Transformational Leadership Theory As per the transformational leadership theory developed by James MacGregor it was observed that the concept of transforming leadership was required at that moment. According to him transformational leadership is based on the relationship of mutual trust and stimulation that permitted the concept of making employees as followers and turning them into moral agents (Xenikou and Simosi, 2008). As per this theory transformational leadership is significant when two or more members engage with other employees in such a way that leader and the members help in raising each other’s morale. The main crux of this leadership theory would be to inspire and motivate the employees and also increase their morality (Xenikou and Simosi, 2008). The leaders could have motivated the employees and followers in such a way that the employees are able to empower the followers by delegating them responsibility and task according to the situation. Then main objective of transformational leadership approach would be to transform employees in such way that the followers are able to change their attitude and accomplish the tasks and objectives in a structured format (Theimann, April and Blass, 2002). However, the main focus would be to change the outlook and attitude of the employees as per the task structure and not on changing the demoralizing effects of the organizational structure. The transformational leadership is almost synonymous with the charismatic leadership traits which helped in removing the problems in the existing organizational systems (Hautala, 2008). Transformational leadership would not only focus on changing the outlook of the employees but also helps in transforming their negative attitudes into positive approach (Koslowsky and Stashevsky, 2005). The transformational leaders would help in developing their attitude and personality by enhancing their professional workforce, hierarchical structure and wider distribution network to increase the organizational outcomes. Apart from raising each other’s moral level the main focus on the theory would be to impart training to the employees which would benefit the employees by changing their outlook and also increasing their organizational commitment (Carneiro, 2008). According to renowned theorist, Bass, the transformational leadership would focus on exhibiting charismatic leadership which would include components like individual consideration, intellectual development and inspirational leadership (Dastmalchian and Blyton, 2000). The transformational leadership help the managers in developing a smooth relationship with their subordinates and would also help in developing a common vision. This common vision would help in attaining objectives in unification as well as developing a theoretical framework which would guide all the employees in aligning their professional and personal goals (Jogulu, 2010). As per certain examples it was observed that the employers who motivated and influenced the employees were able to reach their personal goals and also deliver superior performance. It is one of the fewest theories which helped in bringing about innovation and is also concerned with positive organizational change and development. Leaders who brought about transformations within the organization had exhibited this leadership style and had also brought about changes while creating a new vision. More than future oriented thinking the leaders were more focussed on being practical and bringing rationality into the organization by developing a unique innovative method in the current management system. Comparison & Contrast between the Trait, Situational & Transformational Leadership theories Increasing the organizational outcome is directly related with the acquiring of knowledge systems and also understanding the important role of knowledge by imparting training to the employees for accomplishment of tasks and objectives. There is no particular leadership style which helps in imparting knowledge and skills to the employees effectively and also by contributing significantly to the innovation procedure of the organization. No singular leadership style primarily focuses on imparting among the employees and improving the relationship between the employer, employees and directors. The above mentioned theories contributed significantly to the understanding of personal traits, characteristic, control and negotiation. The aforementioned theories also help in facilitating spontaneity and also resolving the complexity of problems. It was observed that the transformational leadership brought about innovative capabilities in the present organizational system and helped in designing goals for team which were directly related to the organizational goals. Unlike situational and trait theory the transformational leadership theory helped in influencing the followers and also encourages self expectation among the members of the organization. Transformational theory helps in inspiring the employees with their participative and charismatic leadership and also developing correlation relationship between the mangers and the employees (Erkutlu, 2008). Task oriented leaders are more possessed with the knowledge acquisition and also help in increasing the self observation so that all the team members can self monitor their activities and can contribute significantly to the reinforcement activities effectively. The structure and the various dimension of the transformational, trait and situational leadership theory is almost the same however they vary is certain aspect like the procedure of initiation structure and providing intellectual consideration is quite different from each other. The utility of leadership theories also help in accelerating the growth of the company by motivating the employees to work in unification an also help in improving the existing procedures of the organization (Mullins and Linehan, 2005). These leadership theories need to be clearly sorted and requires the guidance of the managers which have the ability to understand and implement the strategies effectively. However, these theories may have certain weak elements which make the employees distracted from accomplishing their goals and objectives like negative impacts of the leadership culture, negative control over the employees. However, the prime focus of situational leadership theory would be to transform the weak traits of the employees into positive and unexpected individualistic action into an existing web of relationship. Conclusion Thus, it is observed that the usefulness of the leadership theories will help in setting a benchmark for the employees to attain the goals and objectives in a smooth manner. The leadership theories help in achievement of goal oriented activities and also in delivering superior performance. Most of the time, transformational leadership theories help in bringing about innovative capabilities to the current process and also delivering high level of performance. Although, it is very difficult to evaluate leadership theories and the behaviour exhibited by the mangers, the effects of the transformational, situational and trait theory would be more influential if the subordinate self monitor their performances. These theories will help in increasing the organizational outcome and also promoting congenial work environments for the betterment of the employees. Reference List Bolden, R., 2004. What is leadership? South West of England, pp.01-38. Canen, A.G. & Canen, A., 2000. Logistics and cultural diversity: Hand in hand for organizational success. Emerald Group Publishing Limited, 6(1), 01-08. Carneiro, A., 2008. When leadership means more innovation and development. Business Strategy Series, 9(4), pp.176-184. Dastmalchian, A. and Blyton, P., 2000.Organizational structure, human resource practices and industrial relations. Personnel Review, 21(1), pp.58-67. Erkutlu, H., 2008. 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