Leadership Theories and Their Application in Organisations

This article discusses the importance of different leadership styles in organisational success. It explores the advantages and disadvantages of transformational, democratic, and transactional leadership approaches. The author shares personal experiences of working with different leaders and concludes that situational leadership that brings on board the three approaches of leadership would help satisfy the followers and ensure that the organisation attains its productivity.

Running head: LEADERSHIP THEORIES 1
Leadership Theories
Student Name
Institutional Affiliation

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Leadership Theories
The application of different leadership styles is important for organisational success.
Nanjundeswaraswamy & Swamy (2014) says that the productivity of an institution depends on
the adopted style of leadership. There are various types of leadership including transformational,
democratic, transactional leadership approaches among others. I have worked in several
institutions, and I have seen the way my top-level and first-leaders use the different styles of
leadership. Notably, in my current organisation, there is a notable difference in how the two-
level leaders apply leading approaches. Mostly, the top-notch leaders have executed the
transformational leadership approach where they emphasise on creating an enabling environment
for work. This approach necessitates the followers to feel motivated and produce their best
(Rees, 2017). On the other hand, the first-level managers are more transactional in their leading
role as they apply motivational gears to enhance the performance of their followers. Therefore,
the first-level leaders have embraced the rewards and punishment system to ensure that their
juniors produce their expected outcomes. However, the two categories of leaders have one thing
in common because they use the democratic approach. Notably, they ensure that they agree with
one another before instituting a rule to make sure that everyone knows the repercussion awaiting
them when they fail to meet the agreed deal.
Notably, the transformational leadership approach is more effective in an organisation
regardless of the level of practice. Unlike democratic and transactional leaders, transformational
leaders have a broader vision, and they bring the available resources together to ensure that there
is effective management (Al-Asfour & Lettau, 2014). Democratic and transactional leadership
approaches rely on agreements between the leader and the follower almost occasioned by
sanctions in case the minor party does not conform to the agreed terms. Therefore, top-notch

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leaders have attracted more appeal from the followers compared to the first-level leaders
implying that the transformational style of leadership is better than the other two.
There is the need for the organisation to embrace a one-approach leadership. Notably,
success depends on the effectiveness of the leaders. All leaders despite their calibre in the
institution have a role to play, and in case there are discrepancies in the execution of their
mandate, the business may face challenges in its operation (Keskes, 2014). The organisation
must realise that all workers need to feel appreciated for what they do through effective
guidance. Thus, transformational leaders will lead by example and necessitate the followers to
find it easy to perform their duties.
In my view, it is not possible to have a one-fits-all leadership approach within an
organisation. Therefore, it is important to know where a particular leadership style works better
and when it requires execution. Indeed, followers are different and depending on the nature of
their work; they need a different approach for them to function effectively (Al-Asfour & Lettau,
2014). Therefore, I would find the situation under which a particular style of leadership is
competent and apply it to solve the impending challenges because the goals of an organisation
are important as employee concerns. Thus, situational leadership that brings on board the three
approaches of leadership would help me satisfy the followers and ensure that the organisation
attains its productivity.

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References
Al-Asfour, A., & Lettau, L. (2014). Strategies for leadership styles for multi-generational
workforce. Journal of Leadership, Accountability and Ethics, 11(2), 58.
Keskes, I. (2014). Relationship between leadership styles and dimensions of employee
organizational commitment: A critical review and discussion of future
directions. Intangible Capital, 10(1).
Nanjundeswaraswamy, T. S., & Swamy, D. R. (2014). Leadership styles. Advances in
management, 7(2), 57.
Rees, T. (2017). AN INVESTIGATION ON HOW DIFFERENT LEADERSHIP STYLES AFFECT
THE MANAGEMENT OF MILLENNIALS (Doctoral dissertation, Cardiff Metropolitan
University).