Leadership and Management: Trait Theory, Situational, Servant and Transformational Leadership Style

This article discusses the trait theory of leadership, identification of leadership traits, effectiveness of self-leadership, situational, servant and transformational leadership style, identification of a leader, and personal management and leadership profile.

Running head: LEADERSHIP AND MANAGEMENT
LEADERSHIP AND MANAGEMENT
Name of the Student
Name of the University
Author Note

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Trait Theory
1. Identification of three leadership traits from the Trait theory with examples
The trait theory of leadership is based on the concept that different people possess
different traits at the time of their birth. These traits are further associated with the effective
leadership style of these people. The five major traits which are associated with the trait
theory include, honesty, inspiration, competency, forward-looking and intelligence. The three
major leadership traits that I possess include, honesty, intelligence and forward-looking
(Leadership Theories., 2013). For example, when I had faced a dilemma based on managing
the team which was operating under me, I was able to solve the different issues which were
faced by the team. The three traits which I have possessed like, intelligence, honesty and
forward-looking approach have been helpful in solving the issues of my team in an effective
manner. Honesty has helped me in being transparent with the teammates, intelligence has
helped in developing the solutions and forward-looking approach for taking effective
leadership approach (Margida, 2016).
2. Identification of one trait which does not belong to Trait theory
One important trait which is a not a part of the trait theory and I am able to depict the
same is collaborative nature. I have been able to collaborate with my team members in an
effective manner in order to face different situations which occur in the work process. This
collaborative nature has been quite helpful for me to increase the innovative approach
towards any situation which has taken place in my organization (Spector, 2014).
3. Effectiveness of self-leadership based on the analysis
According to the analysis, the traits that I possess which include, honesty, forward-
looking approach and intelligence have been helpful for me to develop effective leadership.

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These qualities will be further helpful for me in the future as well in order to manage the
teams which will operate under me. The traits will thereby be highly useful for me in order to
manage the different issues which can be faced by my team and the organization (Hannah,
Sumanth, Lester & Cavarretta, 2014).
Situational, servant and transformational leadership style
1. Definition of transformational, situational and servant leadership
Transformational leadership is considered to be theory based on leadership according
to which a leader is able to work with the teams in order to identify changes that are needed.
The leaders are able to create a vision in order to guide the changes with the help of effective
levels of inspiration and execution of the changes as well (Wilson, Cosgrove, Baran, &
Barratt, 2017).
Situation leadership based theory or model of situational leadership is a model that
has been suggested by Ken Blanchard and Paul Hershey. This theory was established with the
name of “life cycle theory of leadership”. The main point of situational leadership is based on
the best style which will be effective for the task or the situation.
Servant leadership based theory is a traditional style which is related to the exercise of
power on an individual basis from the top of the pyramid. The servant leaders are able to
share the power and further place the needs of employees at the topmost priority (Parry &
Meindl, 2002).
2. Most effective leadership approach of the three
The most effective of three leadership styles which have been discussed earlier is the
transformational style. This style of leadership is mainly based on the ways by which the
leader is able to share his vision with others within the organization. Transformational leaders

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are able to inspire others and take risk in different situations as well. This proves to be helpful
in different organizational processes and decision making situations as well (Gardner, Avolio
& Walumbwa, 2005).
3. Reflection of own experiences with example
My boss under whom I had worked in my previous organization had depicted the
transformational leadership style and had shared his vision of expanding the operations with
us. We had taken part in the expansion process in an active manner and had also helped in
making it successful.
Identification of a leader
1. Identification of a leader who used influence and power in a powerful manner
A major example of a leader who had used power in a harmful manner is Martin
Winterkorm who is the CEO of Volkswagen. The leader had used the power in the illegal and
unethical installation of the software which had failed to report the emissions of vehicles.
Another example of a leader who have used the power in an effective manner is
Howard Schultz who is the CEO of Starbucks. The CEO had been able to take the
organization on a whole new level with the help of his effective leadership style.
Leadership based scenarios
1. Using the Hershey Blanchard model
The leadership style which is the most suitable for the new employee based on
Hershey Blanchard model is coaching. This process will be effective for the leader to
complete the tasks effectively. I will be able to train the new employee so that he is able to
complete the tasks that have been assigned to him. The levels of readiness of the new

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employee can be named as R2, where the level of motivation is high and capability is low
(Khorakian & Sharifirad, 2018).
2. Using the Path Goal Model
The leadership style which can be used for the important project and providing
responsibility to different employees who are competent in nature is achievement-oriented.
The team is highly competent and capable as well. However, the lack of motivation is a major
reason behind the lack of progress in the project. I will provide challenging goals to the
employees and the achievement of short term goals will further ensure the completion of the
project (Hickman, 2010).
3. Using the Path Goal Model
According to the Path Goal Model of leadership the supportive style of leadership will
be most effective for me to make the employee complete the new project. I have been able to
analyse that the employee is creative in nature and is able to make effective judgements as
well. This will be able to play a major role in the ways by which she will complete the new
task that I am thinking of assigning to her. The ability which the employee possesses of
completing the tasks effectively will be enhanced further with the help of supportive
leadership (Rahn, Jim, Barbara, & Stone 2010).
4. Using the Hershey Blanchard Model
The leadership style which I will follow in order to motivate the employee is
supporting style. The employee in this case is competent, however is not committed towards
the work. I will therefore participate in the work process and help him to improve his work
process as well. The level of readiness in which the employee is standing at this point of time
is high capability and low motivation which is R3 (Rahn, Jim, Barbara, & Stone 2010).

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5. Using the Hershey Blanchard Model
The leadership style that I will follow in order to manage the team in which the
members are highly competent is delegating style. My supervision based level will be at
lowest level and the results that will be achieved will also be high. I will delegate the tasks to
these employees according to their capability and levels of competency (Hickman, 2010).
Personal management and leadership profile
1. Development of leadership and management profile based on previous knowledge
According to the analysis which has been made in the discussion earlier has been able
to prove that the leadership style which will be most suitable for me in the future is
transformational style. The three major traits which have been analysed in the discussion
including, honesty, intelligence and forward-looking approach are important for the future
leadership approach which will be depicted by me. The major values that are a part of the
leadership style that will be depicted by me in the future will be based on the inspiration that I
will provide to the others within the organization. The traits which have been analysed in the
discussion earlier will also play a major role in leadership qualities developed by me. The
theory based on transformational leadership and vision which can be shared by me with
others in the organization will be important for me in the future.
The learning based on the analysis that has been made in the discussion above has
been able to develop the leadership qualities which can be helpful for me in the future. The
traits play a major role in the ways by which the leadership based style can be developed in
the future. The major learning has been gained by me based on transformational style of
leadership and different personality based traits as well. The traits have thereby proved to be
most important for the ways by which leaders are able to develop relationships with the

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others in the organization. The core values of leadership are also based on the ways by which
I can become an effective manager or leader. My professional life will also be affected in a
huge manner by the leadership style that I will be able to develop in the future. The proper
analysis of personality traits that are developed by me and the leadership style is important
for managing the others in the organization effectively. The most effective style of leadership
which has can be helpful for me in the future has been transformational style.

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References and Bibliography
Gardner, W., Avolio, B., & Walumbwa, F. (2005). Authentic Leadership Theory and
Practice Origins, Effects and Development.
Hannah, S., Sumanth, J., Lester, P., & Cavarretta, F. (2014). Debunking the false dichotomy
of leadership idealism and pragmatism: Critical evaluation and support of newer
genre leadership theories. Journal of Organizational Behavior, 35(5), 598-621.
Hickman, G. (2010). Leading Change in Multiple Contexts Concepts and Practices in
Organizational, Community, Political, Social, and Global Change Settings.
Khorakian, A., & Sharifirad, M. (2018). Integrating Implicit Leadership Theories, Leader–
Member Exchange, Self-Efficacy, and Attachment Theory to Predict Job
Performance. Psychological Reports, 33294118773400.
Leadership Theories. (2013). The AMA Dictionary of Business and Management.
Margida, A. (2016). Leadership theories. Smart Business Akron/Canton, 26(6), 9.
Parry, K., & Meindl, J. (2002). Grounding Leadership Theory and Research Issues,
Perspectives and Methods.
Rahn, D., Jawahar, Jim, Dastoor, Barbara, & Stone, Thomas. (2010). The Role of Follower
Self-concept and Implicit Leadership Theories in Transformational Leadership and
Leader-member Exchange, ProQuest Dissertations and Theses.
Spector, P. (2014). Introduction: The problems and promise of contemporary leadership
theories. Journal of Organizational Behavior, 35(5), 597.

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Wilson, A., Cosgrove, Preston, Baran, Mette, & Barratt, Ruth. (2017). Measuring the Impact
of Implicit Leadership Theories on Leadership Efficacy and Developmental
Readiness, ProQuest Dissertations and Theses.