Authentic leadership is a form of leadership that does not have a solid definition. This form of leadership is newly being researched, but the main focus is on how true or genuine the leader is. Because this leadership style is still in the formative stages of development, the description of this style is likely to change with more research in the upcoming years (Northouse, 2013). There are two main approaches when it comes to this form of leadership. These approaches include Robert Terry’s Authentic Leadership approach and Bill Georges Leadership Approach (Northouse, 2013).
Traditional theories of leadership, especially those derived from psychological orientations are embedded in a logical positivist framework. As a result they emphasize the relationship between leader and follower as unidirectional, with power centered in the leader’s role. One early theory is the “great person” theory. According to this theory, great leaders are born, not made. The great person theory of leadership assumes that leaders possess a special cluster of traits that sets them apart from followers (Judge, 87).
Human Capital Management and Leadership Styles Mary Carroll Colorado Technical University Professor; Cynthia Sobotka 11\16\2014 Phase1 Discussion Board 2 Explain details about the type of leadership styles in which John and Shawn portray. Laissez-faire leadership, furthermore recognized as delegative leadership, is a form of Leadership style whereas managers are hands-off along with authorizing individual to make decisions.Laissez-faire leadership is considered to be someone such as John, a person that is lacking supervision. John Dawson the Chief Executive Officer and the (COO) appears to give his employees, without restrictions to be decisions makers. Leaders should be responsible for the implementation and resources required. Individual followers are required to find a method of dealing effectively with complications without assistance (Cherry, n.d.).
This research will try to explain the relevance of the leader’s role in the effective governance organisations and how depending the role-played can alter the organizational outcomes. As a second aim, this essay will introduce the concepts “leadership” and “governance” showing the similarities and differences of both concepts to distinguish between its role and development. For this reason, research pretends to discuss these concepts to full understand the significance of governance and leadership within companies. In addition, a third aim was to expose the differences between a manager and a leader because both concepts are interrelated but also
ABSTRACT This paper has sets of two questions it addressed. The first part of the academic essay defines both transactional leadership and transformational leadership and throws more light on their individual attribute which makes up what a contemporary leader should display in the name of Full Range Leadership. The second aspect of the paper work deals with the weaknesses contemporary organizations face in the charismatic and great man style of leadership. This study will examine how contemporary transformational leadership practitioners have mitigated these weaknesses. INTRODUCTION Transactional leadership theory takes a behavioral approach to leadership by basing it on a system of rewards and punishments (Bass & Avolio 1993).
More recent conceptualisations of leadership include contingency theory (), and transformational leadership (). Each of these theoretical models has a contribution to make in forming a comprehensive understanding of the relationship between leadership and organizational change and we shall explore how adopting a definition for leadership or organizational change infers the role of the other. However we define leadership, the concepts of organizational change and leadership can be argued to be inextricably linked. If a leader was not able to effect any change within an organization then it is hard to imagine a way in which such a leader could be effective in their role. Thus organizational change is at the very heart of a leader’s role.
Participative leadership, also known as democratic leadership, is a style of leadership that consists of inviting subordinates to share thoughts and ideas in the decision making in order to gain organizational goals and objectives. A participative leader consults with subordinates, obtains their ideas and opinions, and integrates their suggestions into the decisions about how the group or organization will proceed (Northouse, 2013). According to this definition, participative leadership can be seen as a leadership style that relies heavily on the leader functioning as a facilitator rather than basically issuing tasks or making assignments. Since it is identified as a democratic leadership, researchers have found that it is usually one of the most effective and leads to higher productivity, better contributions from subordinates or followers, and increased group morale. In our democratic society whose essence is that everyone has a say in what happens to and around them, this style of leadership suits best to our society.
Transformational Leadership The world of leadership has changed from focusing on qualities of distinguishing leaders and their followers to focusing on other variables, e.g., situational factors, skill levels, etc. At the onset of the Leadership theories revolution, Traditional leadership theories were clustered into different theories: Dispositional theorists taught that if one possesses certain attributes, then they could be a great leader. Behavioral theorists believed that great leadership was based on what one does and emphasized that leadership capabilities are not innate, they could be learned. Contingency theorists stressed that the ability to be a leader was dependent on various situational and environmental factors e.g., the leader’s preferred style or the capabilities and behaviors of their followers. Contemporary theorists believed that leadership was influenced by social power, context, and
2 Introduction As a leader, one has to continue to improve on one’s ability to be a successful leader. It is very important that every leader gain an understanding of their personality type, leadership style, and leadership skills. The purpose of this paper is to evaluate my leadership style and to work with my mentor to identify my leadership characteristics. In this paper, and using leadership theories, I will analyze my selected leader to identify features and provide specific examples of leadership qualities that contributed to that person's success. I will also explain my leadership style and my ideas and plans to develop my leadership qualities based on my comparison with an admired leader and work with my mentor.
Leadership Theory and Practice There are several theoretical approaches to what creates an effective leader. Four main approaches are identified for this report; they are the Trait Approach, the Skills Approach, The Style Approach, and the Situational Approach. For over a century researchers have been trying to define what makes an effective or good leader, there are several theories with the most common question appearing to be are good or effective leaders born or bred. Our book, Leadership Theory and Practice, treats leadership as a complex process having multiple dimensions. (Northouse, 2013).