The Theory and Approaches Attributed to Leadership - Coursework Example

LEADERSHIP Name Instructor Subject Date Introduction Leadership has always been a vital part of every society, from the time of Moses, to the contemporary nations where civilization is common. Leaders have always been noted and a major part of history, they have made it in books and their tales are always told from one generation to another. For instance leaders like Napoleon, Alexander the Great, Churchill, George Washington and so forth. This paper is going to look at the various ways in which leadership has played its role in our society and history. The paper will cover the theory and approaches that are attributed to leadership. In addition, the paper will reflect on the author’s own leadership style, and since I possess the integrated psychological approach to leadership, that is what I will be reflecting upon. Leadership theories explained; the theoretical understanding of leadership There are different approaches to leadership and these include the following: Fig. 1 an illustration of trait theory of leadership Source: (Keohane, 2006, p. 63) Early western approach This theory has been relevant since the time of Plato and Socrates teaching, the theory has it that a leader is born possessing the traits necessary for one to lead people. This theory was formulated by Thomas Carlyle, who suggested that leader are born and not developed. According to this scholar, a leader gains his qualities from the blood line he comes from and his family. This means that leadership is hereditary, the proprietors of this theory suggested it since the qualities of a leader were significant and conspicuous in families that had previous leaders. In the mid-1900s a group of scholars started to investigate the theory of traits and found out that some people may possess certain traits of leadership in one field and not in another. This suggested that leadership could be categorized, however the scholars found that there are distinct traits that are possessed by most leaders (Abrashoff, 2012, p. 42). These included intelligence, extraversion, adjustment, conscientiousness, openness to experience and general self-efficacy. These traits were an additional to the theory of traits since the trait found to be possessed even by contemporary leaders are and can be got from people forming relationships with leaders. However, according to (Müller, & Turner, 2010, p. 47) the theory of traits has some defects, for instance, the theory focuses more on the six major personal traits of a leader and pays no attention on the cognitive abilities, a person’s ability to solve problems, their charisma and their values. Secondly, the theory of traits does not consider the patterns of integration of a person and their multiple attributes, thirdly, the theory does not recognize leadership attributes that are malleable with time and those that are shaped by the situation a leader finds himself in. Fourthly, the theory does not also consider leadership attributes that create a diversity that is necessary for effective leadership. Behavioral and style theory With the reemergence of theory of traits, some scholars started studying the traits of a leader in great depths. For instance, David McClelland, who suggested that leadership takes a person with a positive ego and a high esteem that are very essential for one to be a leader. This theory reinforces the managerial grid theory whereby tools like the positive reinforcement are utilized in order to keep employees in check and increase productivity. Most successful firms have been using it for instance, Goodrich, Michelin and for forth. Situational and consistency theory According to this theory, situations bring forth a leader and not the other way around whereby a leader creates a situation. The proprietors of this theory argue that there is no leader who possesses all the qualities of a leader, the situations and need for the intervention of a leader allow it (Dreis, & Studio Three Productions, 2009, p. 139). According to the Fiedler contingency theory, the proprietor Fielder suggests that there are two types of leaders, first the task oriented leader who focuses on accomplishing a task by working hard at it and a relationship oriented leader who creates relationships between colleagues and these relationships accomplish the task. However, when circumstances are changed, task oriented leaders tend to perform better than relationship oriented leaders. There have been a number of theories developed in the course of time trying to elaborate the attributes of leaders in the modern day and in history. Such a model includes the decision model where leadership qualities were related to a situation that the leader might have been going through at the time (Fixico, 2013, p. 64). This idea was effective since it supported the concept that a leader does not have to make all the decisions at given times, he can allow group decision making and also delegate duties. This theory led to the pathway theory that suggested that a leader can conform to the subordinate situation and caters for the deficiencies in a workplace or scenario. This theory identifies four values that are relevant to any environment that a leader is required, they include supportive, achievement oriented, direct and participative. Unlike the Fiedler contingency theory, the pathway model suggests that a leader can possess any attribute they choose to if the situation allows it. The main advantage of this style of leadership is that out of the four qualities that a leader may choose, the employees also possess them at the given time. Attribute pattern approach This approach suggests that a leader is made up of an integrated web of qualities, which means that the five personal skills have to be combined with problem solving skills, charisma, cognition and their personal values. This is according to (Birnbaum, & United States, 2007, p. 138). Functional theory This theory has it that a leader has the duty to see to it that the group accesses whatever they need; therefore it can be argued that the major use of a leader here is finding out what a group requires then mobilizing them to work towards that (Chen, & Lee, 2008, p. 32). The success of such a leader is attributed to the cohesion and unit that the group achieves in their path to getting to their target. According to scholars who have studied this form of leadership, the leader has five attributes that he must perform, these functions include environmental monitoring, organizing subordinate activities, teaching and coaching subordinates, motivating others, and intervening actively in the group's work. In addition, the scholars found out that a leader’s character in the group had a great effect on their motivation and cooperation (Connor, Haimann, & Scott, 2008, p. 58). This book shows that a leader here is expected to be supportive and show concern for a particular person in the group. Just being task oriented does not increase cooperation form ones subordinates. Integrated psychological theory This theory has it that the four concepts and approaches to leadership can be combined and utilized together to strengthen the qualities of a leader. The leader would be developed and equipped with all the four concepts, the functional, the trait theory and the fielder contingency approach. The trait theory has it that leaders are born and this is significant in their selection, but other theories have proved that leaders can be made/ developed as well (Fragueiro, & Thomas, 2011, p. 35). The integrated psychological theory enhances this and shows that if the four concepts are combined a leader would be effective on all the manners and in all fields; whether its task oriented, to relationship oriented leader, or if it is in the utilization of skill sets that are essential for a leader, this theory would suit them absolutely (Certo, & Certo, 2006, p. 56). This theory would have a leader who has the leadership presence in them; this is the attribute that gain attention of people, the attribute that wins peoples trust and confidence in the leader and thus win them over as their followers. This theory offers the guidelines that allow leaders to be able to develop not only their group or organization, but also grows themselves technically and psychologically as leaders. There are three ways of how to go about it; the first to include private and public leadership – these revolve around the idea that a leader ought to be able to motivate and inspire the people around him in order to work towards a given goal (Jones, 2007, p. 54). The acquisition of this trait may not be inborn in some circumstances, however a developed leader ought to work towards achieving it. The third point in the integrated psychological theory deals with the development of personal traits; it involves three major points; 1. The development of one’s knowledge and skills, 2. The development of the right attitude towards people and 3. Psychological self-mastery (Sadler, 2013, p. 90). Self-mastery is the enhancement of one’s positive traits while at the same time eliminating their negative, limiting traits while remaining true to themselves. Leader member exchange theory In this type of leadership a leader engages with his/her subordinates in an individualized level, the leader interacts with them at a personal and formal level. In return, they reciprocate this by offering the leader the need respect and cooperation towards the achievement of a certain goal (Bienen, & Van, 2011, p. 281). However, research has shown that this method of leadership creates divides within the organization whereby the leader tends to interact with some of the employees more than another; this creates the in group and out groups in the organization. In addition the two divides tend to differ in the satisfaction they draw from the organization and their work (Teelken, Ferlie, & Dent, 2012, p. 38). The out-groups tend to be more dissatisfied with their work, according to the qualities of a good leader, such a division should not be encouraged and inspired at any costs. Neo emergent leadership theory This theory has been developed recently by the Harvard school of leadership, it has that a leader can be fostered though their deliberate or someone else’s action of accounting for the information. This is so since in the current time bloggers, writers, authors and other sources of media have possessed information about leaders that make the leaders perceived differently. This information may be true or designed to gratify the subject, thereby making him/her a leader by design (Madsen, & Strong, 2013, p. 34). For instance, the naval Lord Nelson wrote his own version of the wars he had been involved in so that when he got back to England he could be received as a true war hero. Leadership skills in professional work When it comes to leadership in a place of work, the leader is obligated to engage with the employees not only so that they can be friends, but because a good working relationship is essential for the motivation of the employees. The leader is expected to be supportive when a company is facing a downturn and the jobs of the employees are on the line; in such an instance the leader should address them and let them know all is well (Goethals, Sorenson, Burns, 2008, p.190). The leader should play the role of a comforter and at the same time using their wits to ensure the news are delivered in the polite manner (Bush, & Bush, 2013, p. 191). There is a difference between a manager and a leader and according to the scenario illustrated, this is the work of a leader since according to, and managers do things right while leaders do the right things. A professional leader should show great social skills, a vision and the ability to set their minds on the things that merit the attention of the public as well as the employees (Hahesy, 2012, p. 51). In relation to the current workplace trends and leadership, the contemporary leaders are seen to be more participative with their employees this has been illustrated clearly in. For instance, in companies that have come up over the last two decades, for instance, Google, Facebook, Twitter, Linked In and so forth are led by leaders who believe in the collaborative spirit of achieving their given goals (Ritchie, & Walker, 2007, p. 48). This model of leadership has been embraced all over the technology industry with more leaders opting to have their employees' views heard, which was not the case in the 1900s. Authoritarian form of leadership is getting done away with since people have come to the realization that leaders have limits as well. Procedural and bureaucratic forms of leadership are also getting phased out since research has shown that in a bureaucratic environment, employees tend to perform badly in their work due to the reduced motivation due to processes that are not necessary and can be done away with (Hiebert, & Klatt, 2010, p. 174). Laissez-faire form of leadership does apply in some instance of it is not as effective as the other forms since it can only exist informally. It is vital to mention that the most effective forms of leadership today are the transformational and the participative leadership styles. Understanding of models of reflection Reflection can be described as reviewing the experience from practice that it may be illustrated/demonstrated and thereby used to inform and alter future practices. Different people have various views of reflection, however one thing is for sure, that it can be utilized to change the life and give strength to challenges. Like leadership, reflection is also a complex process which has been made up of different approaches form various schools of thoughts. Here they are: Reflection on personal and professional development Leaders as well as their employees should utilize reflective practices to update their skills. In addition, it is vital for one to note that the skills used for critical thinking are the same skills used for reflective thinking, therefore it is true to say that a person who develops skills in reflective thinking develops skills in leadership since critical thinking is a very relevant necessity in leadership (Bach & Ellis, 2011, p. 56). It can be argued that reflection is a tool that facilitates employees to increase their vigilance in their work as well as efficiency in whatever they do at the work place. Consequently, reflection goes on to stress the need for using the practice in all levels of the hierarchy of the organizations as it will produce better decision making and mental wellbeing of the employees. Another important perspective of reflective practice is that, the reflection builds leadership qualities when it is constantly done to understand what is known. Bortan’s model of reflection This model usually involves three methods; 1. The what – this is usually involved in identifying the problem that is involved in the organization and the employees. This is usually a platform for employees to consult and evaluate the underlying problems in their workplace through holding of meeting and communication channels such as memos, phone calls and so forth. 2. So what – this process usually comes down to the conclusion of figuring out what the problem is and how it can be solved. The leader comes to the conclusion of how the problem can be solved and how it could have been avoided in the first place. 3. Now what – this is basically an area of reflection by the leader/employee involved. They seek to find out the areas of improvement that are in relation to leadership, communication flow and follow up that may have lacked leading to the problems (Finlay, 2008, p. 45). Discussion on professional applications and limitations In my reflection of own leadership style I am going to utilize the personal and professional reflection model since its major focus is given to the quality improvement of the system rather than a mistake of an individual in a team; since by the realization of ones errors, so is one able to improve on others by setting a better example. In addition, it also demonstrates that to have integrated psychological approach of leadership and it is found to be highly useful in the workplace. As workplaces demands both personal and staff development, it is of vital importance to possess some of the leadership styles to function both effectively and efficiently (Alimo-Metcalfe, & Alban-Metcalfe, 2008, p. 92). Own leadership style There are many vital and effective leadership styles as described earlier on in this paper, however, it now narrows due to which one I possess. It is important to spell out that the use of a combination of the leadership skills is what I utilize in the workplace. Therefore according to the teachings of (Neider, & Schriesheim, 2012, p. 90), it is true to say that I use the integrated psychological theory, since it advocates for the overall leadership presence that cannot be achieved by just the utilization of one approach to leadership. Like all great leaders I aspire to be task oriented and at the same time to be relationship oriented since this approach ensures that I get to utilize the four skills when it is necessary without seeming like I neglect either of the concepts (Lee, 2014, p. 38). I would consider myself as both a participative and a consultative leader, one who believes in team work and the delegation of duties. Authoritarian leadership comes in handy at times as well since some employees have to be monitored when working on a high pressure task that have minimal deadlines. One of the great qualities of a leader is charisma, I have tried as much as ever to maintain it. According to research done in the US most employees say that their major motivation in their work is not big bonuses but the fulfillment they get from their job. As a leader it is my duty to set the example to the other employees that the workplace is a community intending good for all the employees (Schyns, & Meindl, 2008, p. 289). Charisma can be achieved through the use of the three methods that are encompassed in the integrated psychological theory, especially the self-mastery point that is achieved through self-evaluation and discovery towards one's inner ability. As a leader one has to be self-aware and ready to receive vital information that can be rewarding in their work and also benefit the employees as well (Lynch, 2012, p. 128), in relation to these I meditate and keep psychological health in order to function and make informed decisions in the workplace. I look at the workforce as a single unit that does not only expect me to perform the work, but one that relies on me to offer them the solutions to their problems as well as lead them as one single functional unit (Winkler, I. (2010, p. 147). The main disadvantage of using the participative and consultative leadership skills is that the groups develop automatically without one intending to. Like any other leader, I did not realize the development of the groups in my firm, however, after discovering them, I tended to spend an equal number of time with everyone in order to make sure no one feels left out or as an outsider, it is my role to ensure I treat everyone with equal integrity. This would be the main weakness that I would mention I possessed. When it comes to my strengths I would say that patience and tolerance are some of the best virtues I possess. As a leader one should be able to give everyone a chance to prove their worth and stand out from the rest, I tend to give people a second and a third chance when they are working for me that is how, much I believe in them. One other strength that I possess is the ability to assess a situation and discern the best form of action. I guide my team as a unit and we solve a situation collectively. In the future, I believe I will have to work on some issue if I have to retain the top position as a leader not only of a functional group but also a leader myself. In the past, I have been relating the objectives of the company of the functional group, the company, but in the future (Lee, 2014, p. 38), I realize it is much more effective for me to work on the goal and objectives as my own in order to concentrate all my efforts, energies towards achieving them. It is also vital for me to be leading by taking the extra mile in terms of work and the dedication I put in the work, this acts as an effective motivation to the employees and also as a challenge to myself. Looking at the author’s (Menzies, 2008, p. 57) book, enthusiasm in the work that I do is important without it one loses the passion of doing their work and in the end they become just paycheck collectors. Innovation is an essential part in the future implementation of work and tasks, as a leader I will encourage it and reward efforts towards the positive direction that utilizes innovation. This is to show the employees that improvement of the situation of the workplace or the way work is carried out is of great importance to the firm (Northouse, 2008, p. 43). Conclusion Leaders have always and will always be a great part of the lives of the people in a society. They inspire, they motivate they challenge and they lead the people toward the realization of grater goals. Leaders are needed in every society and the absence of them makes a society fall into chaos due to the power imbalance that automatically develops. In my view a modern day leader has to be intelligent and smart enough to combine all the approaches of leadership into one to become the ultimate alpha leader. 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