Advantages and Disadvantages of the Style of Leadership - Assignment Example

Running Head: LEADERSHIP QUESTIONS Leadership Questions Submitted by: XXXXXXX Number: XXXXXXX XXXXXXX XXXXX1.0 Leadership: Leadership plays a very important role in every business and the success of a business is directly impacted by the leadership within the organization. Here the aim is to identify four main approaches, models and theories of leadership and to discuss how it works and the main advantages and disadvantages of the leadership style (Brooks, 2009). The five styles discussed below include, Trait based, behavioral, situational, transformational and Quinn’s model. 1.1 Trait Based Leadership: The theory assumes that all individuals have some traits and qualities that make them better leaders. The trait theory is identifies certain traits that are generally found in the leaders and also identifies the personality types and behavioral characteristics that are normally shared by the leaders (Mullins, 2007). There are number of disadvantages of this form of leadership. The traits in a number of cases are abstract and are not easily measurable. The main benefit or advantage of this theory is that it focuses on the various traits and helps in narrowing down the type of character and traits of leaders. This is useful in a few instances only and cannot be very accurate in all cases as the trait theory has identified over hundred different traits and it is not possible for leaders to have all of the traits (Brooks, 2009). 1.2 Behavioral Approach: Behavioral approach to leadership is a method which is based on the belief that good and successful leaders are made and not born. This theory implies that leadership skills are not in born and can only be gained by hard work (Schein, 1992). The main focus of this theory is on the actions of the leaders rather than on the internal state and mental qualities of the individuals. The theory claims that leadership is focused on learning through teaching and observation. Kurt Lewin developed a leadership framework where he explained that there are three main styles of leaders, i.e. autocratic, democratic and laissez – faire leaders. The main advantage of this method is that it allows individuals to understand their leadership style and also helps in adjusting to the team needs based on the style (Slocum & Hellriegel, 2006). However a major disadvantage of this style is that the behavior of leaders changes at different times and hence there is cannot be clearly stated behaviors. 1.3 Situational Perspective: Situational leadership theories have been developed by Fiedler and Hersey & Blanchard. Fiedler’s theory highlights that there are three main situational dimensions that impact the effectiveness of the leaders. These he explains include a) the leader- member relations, b) task structure, and c) position power (Mullins, 2007). Another major theory that has been developed is that by Hersey & Blanchard. Here the authors have also identified that there are three main factors that impact the leaders and their effectiveness. They explain these to be: a) leaders show goo task and relationship behavior, b) effectiveness of the leadership is based on how well the leaders and their styles adapt to the situation and c) the willingness of the employees to do a particular task (Brooks, 2009). The benefits of these methods are that it takes into account the leaders and the various external factors that impact the effectiveness of the leaders. However one major drawback of this method is that it lacks an insight into the skills of the leaders themselves. 1.4 Bass Transformational Leadership Model: Bass explains that when leaders tend to change their followers or work on transforming them, then this is referred to as transformational leadership. These types of leaders generally tend to be visionaries, with a courageous outlook to life, and also are value driven with a high belief in people. These leaders are also able to deal with complex situations and tend to be lifelong learners (Bass & Avolio, 1993). The main disadvantage of this form of leadership is that the leaders tend to be very trusting and work with the employees which can in many cases back fire and cause issues within the teams. However a major benefit of this form of leadership is that with the excellent vision and the ability to deal with issues, these leaders tend to be the most effective leaders and are also liked by employees for their strong ability to deal with issues (Bass & Avolio, 1993). 1.5 Quinn Leadership Model: Quinn’s leadership model is based on the computing value framework. The author feels that things like create, collaborate, control and compete are the main values of leadership. He explains that this helps the individual be a better leader and all the values are equally essential for successful leaders (Slocum & Hellriegel, 2006). Each of these values contributes in a significant manner and the values have both positive as well as negative impact. The main benefits of this model are that it considers all the quadrants and all the areas. Also an excellent point made by Quinn is that change is an experience and needs to be experienced before explaining it to others. Also, a true leader is one who understands themselves first before trying to understand and lead others (Schein, 1992). 2.0 Leadership Approaches and Variables: The leadership approach adopted places a major role in the success of the company. Choosing a leadership approach is not a random decision and requires great care and attention to ensure the right and most effective choices are made at all times (Schein, 1992). Here the leaders have a few variables that they need to take into account to ensure that the choice made is accurate and appropriate for the overall working of the teams and the business as a whole. Leadership generally functions on three main variables, i.e. a) the leader and their characteristics, b) followers characteristics, and c) the situation where the leaders and followers are involved and the characteristics (Integrated Publishing, 2010). It has been noted in a number of studies in the past that the effectiveness of a leader is clearly based on how well the leaders are able to relate to the variables based on which the choices of the leadership styles are made (Mullins, 2007). For instance, if a leader needs to lead insecure and highly dependent sailors, then the most appropriate method here will be to use an autocratic style of leadership. Using any other form like democratic leadership will prove to be a grave mistake, and the leader will be not only risking the company but also the lives of the employees as well. Hence, the main characteristic that leaders need to have apart from odd decision making based on the above variables is the psychological strength (Beer, Lawrence, Mills, & Walton, 1985). Leaders need to consider all the above variables to great detail and also need to have a strong awareness of their own reactions and feelings along with high sensitivity and flexibility as well as high levels of emotional maturity (Slocum & Hellriegel, 2006). It is also important to realize that not all employees are the same and leaders need to changes their plans, styles, approaches and strategies from minute to minute, keeping in mind all the variables. The above mentioned variables form the rule book for choosing the right form of leadership style (Bass & Avolio, 1993). Hence to be able to rightly choose the technique, style and method of leading, it is essential that leaders have a sense of social sensitivity as well. This is critical to be able to understand what the other person is feeling and then make informed decisions for the method of leadership. Also, with high levels of maturity, and self awareness, the leaders can easily keep trace of their own biases, anxiety, prejudice and a complete control of themselves (Brooks, 2009). Once this is clearly present, then following the above variables is also a relatively simple task for the leaders as well. Apart from the above variables, the leaders also need to take into account the mission and vision of the company and the main objectives as well. Taking all these factors into account along with a detailed and focused attention to the above mentioned variables, leaders can very effectively lead the followers (Schein, 1992). Keeping in mind their own characteristics s well as employee characteristics and the situation analysis together help the leaders make more informed decisions of their style of leadership. Using this will allow the leaders to not only have the legal authority that they are rightfully due, but will also gain them earned authority and will help them be more successful leaders for a more successful company as a whole. 3.0 Charismatic Leadership: A recent form and a relatively new form of leadership is the Charismatic leadership (Beer, Lawrence, Mills, & Walton, 1985). The following subsections will provide a clear overview of the type of leadership and will also provide an overview of how the leaders need to behave here in this case. Overview of Leadership Style: The term charismatic has been derived from the Greek word ‘kharisma’ which refers to ‘gift from God’. As has been explained by Aristotle, “There are men, so godlike, so exceptional, that they naturally, by right of their extraordinary gifts, transcend all moral judgment or constitutional control: There is no law which embraces men of that caliber: they are themselves law” (Leonard, 2010). These leaders tend to have elusive and indefinable personality which is in a few manners unnatural and to a great extent is supernatural. These individuals tend to have special traits in terms of leading as well as a charm and persuasion power which allows them to influence and inspire their followers to a great extent (Beer, Lawrence, Mills, & Walton, 1985). A number of leaders in the past have portrayed this form of leadership. A few excellent examples of these leaders include, Mahatma Gandhi, Bill Clinton, Winston Churchill, Hitler, Saddam Hussein, John F Kennedy, Bhaktivedanta Swami Prabhupada, Satya Sai Baba, Berg, L. Ron Hubbard, Jesus, Jim Jones and many more (Conger & Kanungo, 1998). Each of these leaders have clearly displayed supernatural personalities and have their natural charisma is so high that people tend to follow them without any doubts. It is also important to focus on the behavioral aspects of the charismatic leaders as well (Leonard, 2010). These will be discussed below. Expected Behavior: According to Conger and Kanungo (1998), there are five main behavioral attributes that make up the charismatic leaders. They explain that these attributes include, a) the vision and articulation of these leaders is high and well focused, b) these leaders tend to be sensitive to their environments and are aware of the environment and the needs of people around them, c) these leaders tend to show high levels of sensitivity to the needs of the members and focus on ways to achieve the needs, d) a common trait of these kind of leaders is the personal risk taking, and e) the unconventional behavior is one of the major traits of these individuals (Conger & Kanungo, 1998). These leaders tend to be recognized with supernatural talents of being charming and persuasive in nature (Beer, Lawrence, Mills, & Walton, 1985). The leasers tend to be focused on both commitment as well as ideological goals and also devote themselves to a great extent to provide motivation to others and also meet the needs of the followers. These leaders are well intended towards others and are also focused on the elevation and improvement of the whole company organization. These leaders also lack any form of selfishness or any form of self focused aims (Leonard, 2010). It is important to also note that if these leaders how any forms of selfish or deceitful behavior they can potentially have very bad impact on the followers both in terms of mental as well as physical levels. Hence these people need to be people oriented and self centered or selfish to be able to effectively lead the teams and bring success to the followers and the company as a whole (Conger & Kanungo, 1998). Effectiveness of Style: The style of leadership has a number of advantages and disadvantages. In terms of the strengths of charismatic leadership, it is clear that the results of these types of leaders are strong and they tend to have unchallenged obedience from their followers. These leaders as discussed earlier tend to be excellent at problem solving and hence they prove to be very useful especially in cases of difficult times where the company requires urgent solutions (Conger & Kanungo, 1998). These leaders are also very effective as they have strong and well developed vision which is used for a more focused leading. Also the rhetorical abilities of these leaders also prove to be an effective trait which helps in bettered overall performance of themselves as well as their followers. Finally the energy, motivation, and clarity, that these leaders tend to portray is exemplary and helps in the overall upliftment of the followers and the organizations as a whole (Conger & Kanungo, 1998). References Bass, B. M., & Avolio, B. J. (1993). Improving Organizational Effectiveness through Transformational Leadership. Sage Publications. Beer, M., Lawrence, P., Mills, D. Q., & Walton, R. E. (1985). Human Resource Management: A General Manager’s Perspective. Glencoe, IL: Free Press. Brooks, I. (2009). Organisational Behaviour: Individuals, Groups and Organisation (4th Edition). Prentice Hall. Conger, J. A., & Kanungo, D. R. (1998). Charismatic Leadership in Organizations. Sage Publications. Integrated Publishing. (2010). Effective leadership. Retrieved December 02, 2010, from http://www.tpub.com/content/advancement/14148/css/14148_46.htm Leonard, R. (2010). More than Super. Retrieved December 1, 2010, from America Magazine: http://www.americamagazine.org/content/culture.cfm?cultureid=44 Mullins, L. J. (2007). Management & Organisational Behaviour. Financial Times Management. Schein, E. (1992). Organizational Culture and Leadership. San Francisco: Jossey-Bass. Slocum, J. W., & Hellriegel, D. (2006). Fundamentals of Organizational Behaviour. USA: Thomson South-Western. Read More