Leadership Theories: the Effectiveness of an Organizational - Essay Example

Theories of Leadership and How they Promote Effective Leadership Unit Courtesy of research, many leadership theories have been developed over the years to help leaders in the effective execution of their roles. In addition, these theories have been used by organizations in identifying their employees. There are eight categories of theories that have been advanced over the years to help in effective management of organizations and governments. These are relationship theories, contingency theories, behavioral theories, management theories, participative theories, ‘Great man’ theories, situational theories, and traits theories. Each of these theories is based on certain principles that have been used to define effective leaders. It is well known that there are individuals that have leaders naturally even without any form of training. However, there are those that require training in order for them to have leadership attributes. This essay will focus on the trait, behavioral and transformational theories of leadership. In addition, it will further address how these theories are applicable in practical leadership. Effective leaders naturally possess certain attributes that enables them to execute their roles effectively and efficiently. According to the trait theory, people are born or made to have certain qualities that facilitate their discharge of leadership roles. Ralph Stogdill advanced this theory in 1974 (Irvin 2007). An effective leader is obliged to exhibit certain traits such as being creative, have a sense of responsibility, be intelligent, be decisive, and have self-control among other important qualities. This theory argues that behavior modification is paramount for effective leadership. This indicates that a leader ought to conform to good values and attributes that will enable them to discharge their roles effectively. Through an analysis of the mental, physical, and social attributes, a leader can be identified through the values and attributes they exhibit and encourage in their respective jurisdictions. Upon the realization of the general traits that makes successful leaders, it becomes very easy to identify potential leaders. This indicates that an individual that endeavors to be an effective leader will strive to cultivate leadership values (Epstein 2010, p.7). Several traits have been identified as influencing the effectiveness of a leader. If such traits are embraced they can help a leader become more effective. While advancing the trait theory, Stogdill conducted a study in which he identified ten types of traits that are associated with effective leaders. First, a leader should have the drive for responsibility while ensuring they effectively complete tasks. Secondly, a leader should have vigor and be persistent as they endeavor to reach their goals (Youngjohn 1999, p.147). Thirdly, when solving problems, a leader should demonstrate originality and should be adventurous. Fourthly, there is need to have initiative for a leader. Another important aspect is that a leader should know their personal identity and should demonstrate self-confidence in the execution of their tasks (Marques 2008). This ensures that a leader is able provide guidance to others. A person that is not confident and does not understand their identity is unlikely to perform as a leader. In addition, upon making decisions, a leader should expect to face the circumstances that arise from the leadership position. Consequently, a leader should be ready to engage others, interpersonal skills are necessary. Patience should be part and puzzle of a leader; one should learn to accommodate all types of people, including their delays and frustrations. Consequently, a leader that is put in charge of people should be at a position of influencing them. Finally, it is paramount that the traits of a leader enable them to have social interactions that conform to a specified purpose (Jogulu & Wood 2006, p. 238). The deeds of a person act a good indicator of their leadership attributes. The behavioral theory provides a very practical way of identifying a leader. This is because as opposed to the trait theory, the personality theory looks at a leader as a person that is capable of demonstrating behavior that is acceptable before people such that people. Depending on the prevailing situations, effective leaders are required to have a change in their behavior. It is paramount for a leader to understand a given situation well and goes ahead to develop workable solutions that help them conduct themselves appropriately. The success of a leader is determined by the behaviors that they exhibit (Grover & Walker 2003, p.8). Some leaders are known to be task oriented while others people oriented. All these are perspectives that an effective leader ought to consider at different times in order to ensure that the followers are motivated while at the same time tasks are successfully executed. The followers are able to condition their behavior so that there is efficiency in what requires to be done. A leader that is capable of understanding situations and adjusts appropriately will definitely be at a position of being an effective leader. Through a change in behavior, a leader can be quite effective in various ways. The leader becomes task-oriented. In this case, the leader is able to organize a team so that it is able to meet the anticipated productivity. In such a scenario, the leader develops behaviors that enable him/her and the followers to achieve their set goals. The leader is able to have specific focus that is based on the prevailing situation. Productivity is highly revered and the leader ensures that he facilitates the people to reach their goals (Hamlin & Patel 2012, p.238). The leader can also develop a people-oriented approach, in which case, the leader takes into consideration that their behavior should be people-centered at every point. A leader at every instance should adopt this behavioral trait in order to enhance productivity while keeping the followers motivated. On the other hand, the behavior of a leader should change appropriately when it comes to giving directives. It is not business as usual for a leader when they want to impose a directive. A change in behavior is very necessary. When a leader wants to make a centralized decision without any participatory engagement, they have to give a directive that is final and holds. In this case, the leader should act diligently to ensure the opinions of the followers are not entertained. The leader can adopt a participative approach, in which they use the opinions of the followers in arriving at the final decision. In this case, the leader recognizes that the input of the followers is very important and has to be put into consideration (Politis 2006, p.214-215). The transformational leadership theory can also be used in the practical application of enhancing efficiency and effectiveness in the workplace. This theory is based on interpersonal relationships and the ability to create networks and relationships (Shivers-Blackwell 2004, p.42). An effective leader is able to do that; therefore, they outdo others through winning the hearts of followers and other leaders. There is a high level of trust there is created through transformational leadership. This result to a highly motivated team; both the followers and the rest of the leaders feel motivated in what they do (Riaz, Ramzan, Hafiz, Muhammad & Karim 2012). The leader is a charismatic individual that inspire their followers to perform and reach their goals. There are strict rules that characterize this form of leadership hence the freedom makes the followers to have a reason of embracing the leadership. In addition, every follower and the other leaders exhibit a sense of belonging hence loyalty. There is an emphasis on the completion of tasks on a friendly platform while ensuring that integrity is upheld (Berrett 2009). The leader endeavors to uphold higher human values in which they instill to the followers. Sustainability is also emphasized, in which case the leader works with his team in developing long-term goals, which get to be implemented. The leader enjoys a lot of stability because the followers have a lot of confidence in them. This theory has been instrumental in shaping leaders that transform the followers and the organization or the body being led. Transformational leadership has facilitated the development of structures that has enhanced the success of the leadership. People are provided by tasks that serve as impetus to their motivation (Masi & Cooke 2000, p. 25; Yammarino & Dubinsky 1994). Their individual interests are laid aside for the sake of the common good. This is based on the propositions and deeds of the leader. Transformational leadership is founded on the need to live together as a community that respects one another and engages in their activities diligently. Leaders have been on the forefront in promoting this form of leadership in their organizations in order to promote efficiency and productivity (Emmanuel & Ugochukwu 2013, p.30). In conclusion, leadership theories provide a very important background of understanding the effectiveness of an organizational leadership. The traits of a leader as captured in the trait theory ensure that leaders are sought from people that have leadership traits and capabilities. On the other hand, the behaviors that are depicted by the leaders are very significant in ensuring that an organization is led well. A leader ought to change their behavior depending on the prevailing circumstances so that they serve to either motivate the employees or otherwise cause the achievement of certain results. A leader should adopt behaviors that enable them to be proficient in their service while ensuring they are sensitive to the tasks at hand. On the other hand, through the transformational theory, the leader is viewed as the source of transformation, in which case they are able to influence their followers to embrace community by facilitating cooperation. References Berrett, B. R. 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