Leadership Theories and Their Applications

This assignment delves into the world of leadership theories, examining both classical and modern approaches. It requires an analysis of provided scholarly articles on topics like self-leadership, cross-cultural leadership, and the impact of leadership on innovation. Students are expected to synthesize information from these sources to demonstrate a comprehensive understanding of different leadership styles and their practical implications.

LEADERSHIP

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LITERATURE REVIEW................................................................................................................1
Importance of leadership.............................................................................................................1
Working of leadership.................................................................................................................2
Strengths and weaknesses...........................................................................................................2
Fits with other theories................................................................................................................4
Behavioural theory assists managers..........................................................................................5
Why I have chosen this theory....................................................................................................5
Empirical evidence......................................................................................................................6
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Leadership can be defined as a role which is played by an individual to drive organization
towards success. Leader is the person who guide individual so that employees in the venture can
achieve their personal and professional objectives. In presence of effective leadership, venture
grows faster and also at rapid pace. Further, leaders apply various principles and theories of
leadership which help business enterprise to achieve their mission and vision and also help them
to have smooth flowing of their business activities (Neck and Manz, 2010).
Leadership is also considered as an activity of leading a group of employees and plays an
important role more than a manager in the venture. Leadership also include establishment of
clear vision and sharing that particular vision with workers so that they will focus on the same.
Leaders have different traits which makes them unique as compared to other people because they
have a unique concept and style to perform a particular task or duty.
LITERATURE REVIEW
According to Crevani, Lindgren and Packendorff (2010) leaders are the people who do
the right things and managers are the people who do the things right. They act as a morale
booster for employees and direct them to achieve their individual as well as organizational goals
and objectives. Leaders has an effective role to play and they contribute their best in the
development of employees and organization (Crevani, Lindgren and Packendorff, 2010).
Therefore, all the successful ventures has effective leadership body who give their best so that
organization mission and vision is accomplished within desired time period. However,
Lunenburg and Ornstein (2011) argued that leaders are those who create the change and
implement the same in the business venture. They also take the responsibility of work and
accomplish the same with their talented workforce.
Importance of leadership
It is crucial as it helps individuals to move forward in order to achieve both individual as
well as organizational goals. Leadership is essential to be developed by every individual in order
to manage the people effectively and efficiently. Leaders play a significant role in guiding the
individual to follow proper mission and vision and attain desired targets.
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Working of leadership
Leadership works effectively within organization through considering important skills
and abilities and thus attain successful results. Leaders or managers of firm need to improve their
capabilities to create a change within firm so that employees can be trained to achieve
organizational goals. Leaders are much important than the managers and they implement the
ideas, develop teams, take responsibility of work and give power to employees so that they can
accomplish the task with best of their efficiency and capability.
Moreover, managers and leaders has different roles to play and their working style and
attitude differs from one another. Gill (2011) stated that managers are those who has good ideas,
direct groups, take credit of work, exercise power on employees, etc. They frame the plans and
polices and employees within the venture need to give their best to achieve their goals and
objectives. On the other side, Keskin and Metcalf (2011) argued that leaders are much important
than the managers and they implement the ideas, develop teams, take responsibility of work and
give power to employees so that they can accomplish the task with best of their efficiency and
capability.
Strengths and weaknesses
Leaders possess effective strengths such as encouraging people to work towards common
goals. They also helps in achieving the mission and vision of firm. Leaders are also required to
develop their communication and interpersonal skills in order to develop best relationship with
each other. Leaders also possess the ability to delegate the tasks to others so that best work can
be carried out as per the ability of subordinates. While, the weaknesses of the leaders is that
sometimes they become autocratic and takes crucial decisions by themselves. Also, they are not
able to deliver good results in proper timely manner.
Furthermore, leaders are the role model or mentor for many people as they consider them
as their idol and follows their path in order to get successful. Further, leaders have the long term
perspective and they direct the workforce to achieve them without any problem or pressure. They
eventually focus on people and consider their needs and wants so that they will be able to
contribute their best. Leaders further challenges the tough situation and are dedicated towards
that and focus on solving them. They further act as an innovator and focuses on making certain
changes within the passage of time (Pellegrini, Scandura and Jayaraman, 2010). Different
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leadership theory persist in the academic study and leaders focuses on some major ones so that
organization mission gets accomplished.
Moreover, they focus on boosting the morale of their workforce so that they contribute to
their best in order to achieve their individual as well as organizational goals and objectives.
Further, different motivational theories are implied by the leaders so that they work with best of
their dedication. Policies are prepared in such a manner so that employees are able to cope up
with both personal and professional life. Freedom in working is given and employees are
directed only at one aim. Workforce are also skilled and leaders develop them more by giving
them effective training and development session. Therefore, role of leaders within the
organization is important as they give their best with the support of employees and achieve
organizational objectives (Leadership Theories, 2016).
Furthermore, from the view point of Huang and et.al (2010) there exist different theories
in order to see the effectiveness of leader and each and every model differ from the another.
Different leadership theories shows different attributes and leaders have to imply one of the same
in order to have effectiveness in the operations (Huang and et.al., 2010). Moreover, leaders have
to consider each and every theory effectively so that they can easily and practically implement in
the business venture. With this they will be able to maintain uniformity and consistency within
the business venture.
If prior description is made then Derue and et.al., (2011) stated that trait theory is the
oldest theory and it has been implemented for centuries in the business venture. This leadership
theory is based on characteristics of different leaders both successful and unsuccessful in order to
see and predict the leader's effectiveness (Derue and et.al., 2011). This theory contains different
approaches which are based on psychological, demographic, social characteristics, task related,
etc. Müller and Turner (2010) argued that successful leaders have interests, abilities, and
personality traits which eventually differs from less effective leaders. There also exists some
major traits which leader should have in order to have effective operations within the business
venture. They should be driven as effective leaders as they need to have high level of efforts,
ambition, energy and initiative. Leaders further need to have broad minded, trustworthy and also
reliable. Further, leaders also differ in terms of knowledge as they also need to have intense
knowledge of industry as well as other technical matters (Derue and et.al., 2011). Apart from
this, maturity level also matters as leader should not have any sort of psychological disorders.
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Leaders in order to become role model should believe in self, on their ability so that they can
achieve their goals and objectives effectively and efficiently.
Therefore, these are the major components of trait theory of leadership and this practice
is the oldest one and many organizations still rely on the same. However, Chemers (2014) stated
that with the passage of time, there were many changes in the business policies, rules and
regulations and thus it has lead towards expansion of different leaders as well. Trait theory
having different other characteristics which leaders possess and all these traits cannot be
concluded as some of them are quite general. Thus, different other leadership theories come into
play and these are Behavioural, Contingency, Authentic, Charismatic, etc.
According to Winkler (2010) behavioural theory of leadership suggests that leadership
needs a strong personality with well-developed positive ego, self-confidence and attitude. Their
behaviour is majorly based on metal, physical and social traits. Researches have identified the
behaviour of successful leaders and on the basis of that, they have identified broad leadership
style (Winkler., 2010). Moreover, management grid model is also based on the behavioural
theory of leadership which consists of five major leadership styles. The leaders who belongs to
this category focuses in having group decision making, praise employees, taking relevant
feedback, etc. Moreover, Hallinger (2011) argued that positive reinforcement occurs when
positive stimulus is present in response to a behaviour as it increases the likeliness of that
behaviour in coming time period. This positive enforcement by leader develops employee’s and
with that they able to achieve their individual and organization goals and objectives. In this
leadership theory if praise is taken as motivational factor then it has positive impact on
employee. Here, leaders appraise the performance of employees every day because of the
productive results they have given whole day long. Further, workforce also show leaders the
work which they have done as soon as they finish them. Due to this, employees tend to come to
organization on time because they love to get appraised by the leaders. This develops a positive
attitude and effective bond between the leaders and employee’s and with this, the organization
mission and vision gets accomplished within certain time period.
Fits with other theories
It can be assessed that implementing behavioural theories helps in fitting with other
relevant theories so that desired success can be attained. It is essential for leaders to adopt
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specific theory in relation to lead the team and build success. Therefore, behavioual theory
effectively fits with other theories and achieve organizational goals.
From the view point of Dinh and et.al., (2014) trait theory and behavioural theory of
leadership differs from one another and there exist various differentiations. Trait theory was the
first development in the leadership theories and this theory focuses on certain traits and
characteristics of person. Research done in this filed has shown the positive relationship between
leaders and different personality characteristics like intelligence, extroversion, openness, etc.
Apart from it, trait theory has different characteristics and there are more than 100 traits which
makes leader different from other. Further, Yang, Huang and Wu (2011) argued that each and
every organization is in need of leader so that particular individual can motivate the workforce
for accomplishing their desired goals.
Behavioural theory assists managers
Behavioural theory focuses on how leaders behave in certain situations and by solving
that problem with best of the knowledge will make them efficient leader and with that
employee’s morale will be boosted up as well. This theory also suggest that leadership need
strong personality with well developed positive attitude, ego and self confidence, etc. Leader
behaviour makes all the difference and their attitude towards employees and organization
influence the organization performance as well.
Why I have chosen this theory
Further, I have chosen this theory because it helps me to learn different skills and thus
implement Behavioural theory of leadership helps in believing that a person can become a leader
by the process of teaching, learning and varied observations. In order to gain specific knowledge,
person can also focus on training, practice and experience.
Apart from it, Shondrick, Dinh and Lord (2010) stated that leaders are born and not
made. Great man theory and trait theory support this statement as they believe that person has
certain traits which make them suited for leadership (Shondrick, Dinh and Lord., 2010). Further,
there also exist inborn characteristics which appreciate people to become successful leader.
Shamir (2011) argued that there exist a difference in learning a particular skill and having
mastering in one. This is implied in the leadership situation as well that individual possess
amazing skills and he/she can be master in that field. They might be master in their field but at
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times when they have been put into some situation then they might be struggling to get out of
that situation.
Empirical evidence
For instance, leaders are required to adopt democratic leadership style in order to involve
employees in decision making and thus achieve desired results. Therefore, there is a strong
connection between different theories with each other and improves the leadership styles to
attain desired results. Implementing behavioural theory among leaders help them to overcome
the problems and improve their knowledge and skills in regard to attain desired targets.
Moreover, there is also a statement that leaders are made and not born. Behavioural
theory of leadership believes that a person can become a leader by the process of teaching,
learning and varied observations. In order to gain specific knowledge, person can also focus on
training, practice and experience. It is also treated as a lifetime activities and efficient leader
emphasize on learning new skills so that they will be able to give best of the output to the
business venture.
According to Jogulu (2010) behavioural theory focuses on how leaders behave in certain
situations and by solving that problem with best of the knowledge will make them efficient
leader and with that employee’s morale will be boosted up as well. This theory also suggest that
leadership need strong personality with well developed positive attitude, ego and self confidence,
etc. Leader behaviour makes all the difference and their attitude towards employees and
organization influence the organization performance as well (Behavioral Theories of Leadership,
2016). If employees are directed towards the achievement of organizational goals and objectives
then prior changes have to be made as leader just can't force them. Employees need to be
motivated and directed for the same so that employees get enthusiastic. On the contrary side,
Miner (2015) argued that there are two types of behavioural leaders; one is task oriented leaders
and other are the people oriented leaders. Task oriented leaders are those who focus their
behaviour on the organization structure and also emphasize on keeping control on the same.
These leaders are concern with the staff motivation although if it is not in their concern. Further,
these leaders are majorly lined with initiating, organizing, clarifying and gathering of
information. There also exist people oriented leaders who focus their behaviour on ensuring
internal needs of employees so that they get satisfied. Therefore, leaders will try to motivate their
staff with the help of developing effective human relations. Moreover, they will also emphasize
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on task as well as result. Here, leaders with their workforce in organization will focus on
encouraging, observing, listening, coaching and mentoring.
According to Van Wart (2014) behavioural leadership approach will play a crucial role
for leaders in order to conduct effective operations within the business organization. This
leadership theory is quite descriptive and unique when compared with other theories of
leadership. Leaders behaviour within the organization need to be positive as they must be
fulfilled with high attitude so that employees will be directed in order to achieve the
organizational goals and objectives (Van Wart., 2014). Further, leaders must have strong
personality, positive ego and self confidence in order to accomplish stated vision and mission for
the venture. However, Rosing, Frese and Bausch (2011) argued that leader's behaviour differ
from one leader to the another and they have their own perception to direct employees for
achieving certain task and objectives. Some leaders focus on centralizing on little workforce as
they found them most suitable and appropriate while others are those who concentrate on whole
team in order to accomplish certain objectives.
Leaders are not born, they are made because they have complete knowledge in certain
field and they also focus on extending the same in order to improve their skills and efficiency.
Moreover, leaders also acts as a morale booster for employees as they direct them positively so
that efficiency is developed and their personal goals are achieved. Apart from it, Bolden (2011)
stated that leaders need to improve some skills which will play a crucial role in their self
development as well as for the organization. These are listening skills, communication skills,
conceptual skills, development skills, interpersonal skills, etc. Interpersonal skills plays crucial
role as it will help leaders to develop strong interpersonal relationship so that they will have
strong bond with their workforce in order to accomplish stated mission and vision.
Communication skills is also necessary as without that leaders will not be able to easily
communicate with their workforce. If leaders do not have this skill then there will be dispute and
conflicts within the venture and the revenue and productivity will surely fall.
Furthermore, from the view point of Yukl and Mahsud (2010) behavioural theory focus
on how leaders behave within the organization and their behaviour influence the result and also
the motivational level of employees. Workforce need to be dedicated towards their work so that
they are able to balance their personal and professional life. If employees will not corporate then
leaders will not be able function well within the venture. Further, Kurt Lewin has developed a
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framework which focuses on leadership behaviour. Gill (2011) stated that there are three
different types of leaders who imply different leadership style in order to achieve their goals and
objectives. Firstly, there are autocratic leaders who do not consider their employees in decision
making process within the enterprise. Further, this leadership style is more appropriate when
decisions need to be quickly made for effective and better outcome. However, Hallinger (2011)
argued that employees are not in favour of this sort of leadership style as they are not involved in
the decision making process. Moreover, employees been forced to work with more of their
efficiency and capability to achieve the desired result. Due to this, labour turnover within the
venture will get increased and organization will not be able operate well in the dynamic
environment.
From the view point of Yang, Huang and Wu (2011) there are democratic leaders who
focus on taking employee's suggestion before making any decision for the success of business
venture (Yang, Huang and Wu., 2011). Necessary suggestions will be considered in decision
making of the organization and with this employee's morale will be boosted up and they will be
able to work with best of their efficiency and capabilities to achieve goals and objectives.
Winkler (2010) argued that participation of employees plays a crucial role as nowadays firm is
focusing on recruiting skilled and multi talented employees. They have all the knowledge of the
field for which they are recruited. Therefore, leaders must consider their potential staff in order
to have effective decision making within the venture. This will give them competitive advantage
over the ventures who persist within the industries. Further, it is important when team agreement
matters but at times it becomes a subject of concern when there are lots of different perspectives
and ideas which are given by the employees. At that time, leader need to scrutinize the best
valuable suggestion and should imply the same in better policy making as well as in making
decision.
Moreover, Miner (2015) stated that there also exist laissez-faire leaders. These are the
leaders who do not interfere in the working of employees and they give them autonomy so that
they able to work with freedom and best of their knowledge. This works effectively when team is
highly capable and is fully motivated to achieve the desired goals and objectives. However,
Müller and Turner (2010) argued that this type of leadership do not give much benefit to the
venture and many a time it leads towards increase in cost for the venture regarding the resource
so utilized. This type of leadership style only possible when the firm has dedicated, multi skilled
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and talented employees who have complete knowledge regarding the works they are dealing
with. Moreover, they can take relevant suggestion from their leaders whenever they stuck into
any sort of situation and leader can also give them necessary feedback whenever it is required
for.
From the above description is evident that how leaders behaviour and response affects the
performance of employees. Further, researchers have realized that many of these leadership
behaviours are suitable at different situations. Therefore, a great leader is one who uses different
behavioural styles and imply right style for each and every situation. According to Jogulu (2010)
leaders need to evaluate their performance and should make relative changes whenever it is need
of. Further, they can upgrade their skills and knowledge by continuous learning which will help
organization to get best of the results. Behavioural leaders are much concerned for task and they
focus on achieving certain objectives within specified time period. They eventually look for
higher productivity and arrange the workforce in such a manner so that goals are achieved. Apart
from it, behavioural leaders also concern for employees as they emphasize on boosting their
morale so that they work with best of their efficiency and capabilities to achieve desired result
(Jogulu., 2010).
Furthermore, there are different leaders who imply different practices so that employees
are directed towards a common goal. No one cannot easily become a leader as attitude of
individual, their knowledge and self confidence really matters. Apart from it, they cannot force
individual to achieve a particular thing within specific time period. But by guiding them
effectively will easily make that thing. Bolden (2011) argued that employees consider some great
leaders as their role model; therefore, it is necessary for new leaders to set an example for
individuals. Further, each and every global organization has different leaders and their way of
working differ from one another.
According to behavioural leadership theory is the best theory in today's market place as
leaders have to imply best of the style so that employee's morale get boosted up and they get
directed to achieve organization vision and mission. By continuously interacting with employees,
they can take the necessary feedback and solve their major problems. This will motivate them
and they will be able to share their experiences as well. Thus, behavioural leadership style is
much important in today's dynamic environment.
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CONCLUSION
From the above report, it is clearly evident that leadership is necessary within the
business organization and leaders must direct workforce so that goals and objectives are
achieved within certain time period. This document showcases the theory which is best suited for
leaders in today's dynamic environment. Further, this report also reveals behavioural theory in
detailed manner so that the reader will have best of the knowledge. This document also reveals
different styles like autocratic, democratic and laissez-faire. This document also reveals the
application of particular leadership style in the organization so that firms mission and vision
gerts accomplished.
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REFERENCES
Journals and Books
Bolden, R., 2011. Distributed leadership in organizations: A review of theory and research.
International Journal of Management Reviews. 13(3). pp. 251-269.
Chemers, M., 2014. An integrative theory of leadership. Psychology Press.
Crevani, L., Lindgren, M. and Packendorff, J., 2010. Leadership, not leaders: On the study of
leadership as practices and interactions. Scandinavian Journal of Management. 26(1). pp.
77-86.
DeRue, D.S. and Ashford, S.J., 2010. Who will lead and who will follow? A social process of
leadership identity construction in organizations. Academy of Management Review. 35(4).
pp. 627-647.
Derue, D.S. and et.al., 2011. Trait and behavioral theories of leadership: An integration and
meta‐analytic test of their relative validity. Personnel Psychology. 64(1). pp. 7-52.
Dinh, J.E. And et.al., 2014. Leadership theory and research in the new millennium: Current
theoretical trends and changing perspectives. The Leadership Quarterly. 25(1). pp. 36-62.
Gill, R., 2011. Theory and practice of leadership. Sage.
Gill, R., 2011. Theory and practice of leadership. Sage.
Hallinger, P., 2011. Leadership for learning: Lessons from 40 years of empirical research.
Journal of educational administration. 49(2). pp. 125-142.
Huang, X. and et.al., 2010. Does participative leadership enhance work performance by inducing
empowerment or trust? The differential effects on managerial and non‐managerial
subordinates. Journal of Organizational Behavior. 31(1). pp. 122-143.
Jogulu, U.D., 2010. Culturally-linked leadership styles. Leadership & Organization
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Keskin, N.O. and Metcalf, D., 2011. The current perspectives, theories and practices of mobile
learning. TOJET: The Turkish Online Journal of Educational Technology, 10(2).
Lunenburg, F. and Ornstein, A., 2011. Educational administration: Concepts and practices.
Cengage Learning.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Müller, R. and Turner, R., 2010. Leadership competency profiles of successful project managers.
International Journal of Project Management. 28(5). pp. 437-448.
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Neck, C.P. and Manz, C.C., 2010. Mastering self-leadership: Empowering yourself for personal
excellence. Pearson.
Pellegrini, E.K., Scandura, T.A. and Jayaraman, V., 2010. Cross-cultural generalizability of
paternalistic leadership: An expansion of leader-member exchange theory. Group &
Organization Management. 35(4). pp. 391-420.
Rosing, K., Frese, M. and Bausch, A., 2011. Explaining the heterogeneity of the leadership-
innovation relationship: Ambidextrous leadership. The Leadership Quarterly. 22(5). pp.
956-974.
Shamir, B., 2011. Leadership takes time: Some implications of (not) taking time seriously in
leadership research. The Leadership Quarterly. 22(2). pp. 307-315.
Shondrick, S.J., Dinh, J.E. and Lord, R.G., 2010. Developments in implicit leadership theory and
cognitive science: Applications to improving measurement and understanding
alternatives to hierarchical leadership. The Leadership Quarterly. 21(6). pp. 959-978.
Van Wart, M., 2014. Dynamics of leadership in public service: Theory and practice. Routledge.
Winkler, I., 2010. Contemporary leadership theories: Enhancing the understanding of the
complexity, subjectivity and dynamic of leadership. Springer Science & Business Media.
Yang, L.R., Huang, C.F. and Wu, K.S., 2011. The association among project manager's
leadership style, teamwork and project success. International journal of project
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Yukl, G. and Mahsud, R., 2010. Why flexible and adaptive leadership is essential. Consulting
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Online
Behavioral Theories of Leadership. 2016. [Online]. Available through: <http://www.leadership-
central.com/behavioral-theories.html#axzz46LKQ73r4>. [Accessed on 20th April 2016].
Leadership Theories. 2016. [Online]. Available through:
<http://www.leadership-central.com/leadership-theories.html#axzz46LKQ73r4>.
[Accessed on 20th April 2016].
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