Comparative Analysis of Leadership Theories: Contingency and Trait

This essay delves into the core concepts of leadership by comparing and contrasting contingency and trait theories. It begins by defining both theories and exploring their historical origins, particularly the contributions of Fred Fiedler to contingency theory. The essay then evaluates the strengths and weaknesses of each approach, highlighting the situational aspects of contingency theory and the focus on inherent characteristics in trait theory. Furthermore, it examines the practical implications of these theories within different organizational contexts, including the development of leadership skills and the importance of adapting leadership styles. The analysis incorporates perspectives from various authors, emphasizing the relevance of skill-based models and the significance of leaders in achieving organizational goals. The essay concludes by summarizing the key differences and providing insights into the effective application of these leadership theories.

PRINCIPLES AND PRACTICES
OF MANAGEMENT
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Table of Contents
Introduction .........................................................................................................................................3
Compare contingency theory of leadership and trait theories of leaders. Give definitions as well.4
Historical purpose of contingency theories of leadership and trait theories of leadership.........5
Strengths and Weaknesses of Contingency theories...................................................................6
Strengths and Limitations of Trait theories.................................................................................7
Implications of contingency theory of leadership and Trait theories in different organizations 7
Conclusion..................................................................................................................................8
References..........................................................................................................................................10
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Introduction
Leadership is an important practice in the contemporary management because it helps
organization to integrate all the people in organizational job roles and responsibilities. In the present
research study, different theories and skills are mentioned which are important under leadership
concept. Leadership skills are essential to develop so that organization can manage all the processes
in a proper manner. The concept of leadership is not only limited to direct people but also it is
concerned for developing proper relationship at workplace. The present research study has been
discussing major differences between contingency and trait theory of leadership and along with that
advantages and disadvantages of both the concepts have been stated. Further, the viewpoints of
several authors have been considered regarding the applications of contingency and trait theories in
contemporary scenario.
Further, considering the case approach, leaders working in organizations should emphasize
on competency development theory in which wide range of skills can be developed simultaneously.
As per the present research, leaders are the essential elements of the cited business because it helps
management to carry out the entire course of business in an appropriate and suitable manner for
accomplishing desired objectives and outcomes. The research has discussed the relevance of skill
based model where in leader has to develop social skill, complexity management skill and human
relationship management skill. For developing new projects and processes, it is requisite for the
leaders to focus on proper leadership so that all the aims and objectives can be accomplished.
Further, leadership theories generally emphasize on rendering service to others and this also
focuses on the role for others so that they can create better environment at the workplace (Eyal and
Roth, 2011). In such respect, competency framework has also been discussed in the present study
where in individuals have to respond effectively to the organizational systems as per minimum set
of standards. In the past, HR professionals have tendency to specify a clear distinction amid
competences and competencies. Therefore, from the entire discussion, it is evident that leadership
can be adequately managed with the help of theoretical aspects.
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Compare contingency theory of leadership and trait theories of leaders. Give definitions as well
As per the views of Kotter (1990), leadership can be defined as the ability to adopt new and
useful changes in the business activities for more growth and development. However, on the other
hand, the views of French and Raven stated that leaders can be defined as powers for different
reasons. Considering the definition, leadership is the art of giving rewards to one's ability and it is
also coercive because this comes from the belief that a person can punish others for non compliance
of activities. Further, according to the views of Kirkpatrick, leadership is the ability of influencing
others and for that leader must posses several traits and all such abilities should be used for
organizational management of work processes.
The Contingency Theory of Leadership was proposed by Fred Edward Fiedler and it is
basically dependent on the increasing varied leadership skills in leaders and managers (Cardno,
2005). The contingency approach to leadership was influenced by multiple sets of leadership
behaviors in various organizational contexts. As per the model, leaders are required to be more tasks
motivated so that they can develop the ability to accomplish all the tasks and responsibilities
(Appelbaum and et.al, 2000). The concept also states that leaders are required to develop adequate
relationships with other organizational members in terms of building better environment at the
workplace.
The model states that leader- member relation deals with the general atmosphere of the
group and other attributes such as trust, loyalty and confidence are concerned with the aspects of
leaders. Further, task structure is related to task clarity and it also means to task accomplishment
(Adair, 2010). Leaders are also concerned with position power which is related to reward and
punishment and there in leader has the authority over the members of the group. These three factors
of contingency model determine the favorableness of various situations in the organizations. Some
of the authors have opposed the principles behind the contingency theory because it does not
include flexible aspects in the same approach (Moran, Harris and Moran, 2011).
Further, as per the theory, leaders have to focus on their specific traits of leadership and for
that; they need to believe that universal model is applied for more success. The approach was
groundbreaking because it was the first theory which proposed that same actions are not required in
all the leadership situations. Thus, according to contingency theory, effectiveness of leaders can be
compared as per the relationship status that leader has maintained with others (Nash and Hwang,
2012). Contemporary leaders believe that in order to be successful, he must fit into the overall
culture of organization and he must have to adopt dynamic skills and competencies for the overall
prosperity (Daft and Lane, 2008). Working with numerous people helps leader to perceive the value
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of adequate relationships at the workplace. Leader must have to show respect for all the employees
so that all can handle their roles and responsibilities in a proper manner (King and Nesbit, 2015).
Leaders must try to find their proper place so that accordingly he can succeed in different fields.
This is required so as to manage business situations like poorly structured environment will fare
better promoting with the leaders who have good interpersonal relationships.
On the other hand, Vroom and Jago have stated that the leaders are the most power entities
that leads the business entity to facilitate improvements in the work processes. Many authors have
supported this viewpoint and they have also said that leaders are required to be more task oriented
and they need to develop adequate relationships with the organizational members so that different
activities can be managed. But as per the views of Feidler, transformations are required in leader's
abilities so that all the situations can be adequately managed. As per the theoretical aspects, leaders
should be power oriented, people oriented and task oriented so that employee interest can be
maintained. Thus, Blake and Mouton's Managerial leadership grid is designed because it helps the
organization to reach towards the defined purposes. Two major factors are included such as concern
for production and concern for people where in leader attempts different activities to achieve all the
defined aims and objectives.
Style approach is leadership is another perspective where in leader can learn a lot about
themselves and they can also come across to others by trying to change their behavioral aspects as
per the task and relationship dimensions. However, on the contrary, the theory is criticized by
stating that no universal style of leadership is effective in almost every situation. Contingency
model has been designed in such respect which identifies if leader is task oriented and if he is able
to meet the requirements of organization through his leadership style.
Historical purpose of contingency theories of leadership and trait theories of leadership
In the theory, it is not sufficient to say that managerial actions are dependent on the
organizational situations; therefore theory should provide specific actions for the requisite situations
so that leaders can manage all their aspects. Several research studies have been conducted in this
direction but merely a few of them have satisfied the needs of managers. Further, several leader of
confronts that theoretical framework suggests simple terms where in managers are allowed to react
as according to the needs of situation (Komives and Wagner, 2012). However, when it is put to
practice, it becomes very complex in nature. Essential methodologies are available so that
subsequent theory can be empirically tested. However, methodologies are available but because of
the involvement of too many factors, testing procedure becomes difficult (Pauleen, 2003).
Typical qualities that lie under trait theory are driving ability, intelligence ability, self-
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confidence, extroversion, leadership motivation and ability to see insights. The dilemma with trait
theory of leadership is that it includes extensive list of qualities that emerge repeatedly (Eyal and
Roth, 2011). However, on the other hand, the specific traits that are listed as per the theory permit
successful leader for the quantification or correlation with validation techniques. Articulating the
views of John P. Kotter, the concept of leadership is divergent from management but not for the
reasons most scholars think. The author has specified that leadership is all about adopting different
changes and the reason for which leadership has become more important is that the business world
has become more competitive and more volatile (Nash and Hwang, 2012).
The entire study has confronted that leadership is inherently a distinctly practical venture. In
the modern era, leaders believe to develop varied range of skills and competencies as per the ability;
hence for such purpose, they adopt skill based model because trait theory has been used as a
potential model for comprehending the performance of leader with varied concerned attributes and
abilities (Moran, Harris and Moran, 2011). The skill based model of leader performance is proposed
by Mumford, Jacobs and etc and under this model; skills are seen as developing function which
encourages people to adopt new traits for the better experience (House and Mitchell, 1974). Within
this model, leadership is based on individual's capability for solving the concerned problems within
which leader performs different actions. Leaders of organization are required to define significant
problems and they should also collect information and after that constructive ideas should be
developed along with prototype plans; hence, such aspects will result in solving the problem
(Jogulu, 2010).
In such respect, social skills are included in this aspect so that correct decision and proper
judgment can be made and along with the same, leaders can also contribute in organizational goal
and vision (Eyal and Roth, 2011). The behavior of leader usually differs because of situational
variations; therefore it is difficult for the management to manage diversified aspects in single way
(Murphy, 2008). Hence, from the discussion, it is clear that skill based model of leader performance
does not discount the value of this approach. The entire study has summed up that interdependence
is the chief attribute of modern organizations because entities do not have complete autonomy and
employees are aligned to several work processes, systems and hierarchies. Thus, these aspects
depict challenge when organization attempt to change; therefore during that time adequate
leadership is required (Cardno, 2005).
Strengths and Weaknesses of Contingency theories
Contingency theory can be applied to different work processes and this can also help the
business entities to apply the approach for longer time period. However, the theory seems to be
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broadened the scope of leadership since it understands all the aspects of leadership, but cannot be
applied to all the situations. The theory can be seen from diverse backgrounds since it determines
the type of leadership which is most likely to be effective in diversified situations (Mumford and
Gibson, 2011). Further, it also gives a quick method to identify the best potential leaders for a
particular group. This is also essential in terms of developing adequate relationships with the other
parties.
Nonetheless, the theory seems to be considered as a complex process especially at the time
when it is applied practically to the business situations. It is complex because it depicts issues in
analyzing basic concepts of the theory (Jogulu, 2010). Further, Northouse (2007) has highlighted
that contingency theory is useful for large organizations because there in leaders are not expected to
use all the styles in particular situation. As per the theoretical aspects, leadership focuses chiefly on
human resource planning so that work processes can be adequately managed.
Sometimes, managers are also incapable of comprehending which particular style should be
adopted in specific situation (Jong, 2015). Further, the approach also suffers from inadequacy of
literature; hence it has not adequately spelled out various types of actions which are vital to take in
different business situations.
Strengths and Limitations of Trait theories
The trait approach focuses on the leader not on the followers in any particular situation and
this is mainly concerned with the traits of leaders who have different skills and potential. The theory
also assumes that leader's personality is central to leadership process and it also depicts that right
people are selecting for right purpose for more organizational effectiveness.
It builds specific standards so that leaders can develop adequate skills and capabilities. The theory
states that leaders are quite different; hence it enhances abilities of leaders. Some traits can not be
acquired by training and some may not be inherited; thus leaders may face problems in this situation
(Nash and Hwang, 2012). Contrary to these aspects, the theory also fails to explain environmental
factors which may differ from situation to situation. Another limitation of the theory is that they
require personal observation and this also requires individuals to be introspective enough so that
they can know their own behavior. Thus, here it can be said that personal observation cannot be
implied in all the situations because of involvement of certain critical aspects (Kotter, 1990).
Implications of contingency theory of leadership and Trait theories in different organizations
Contingency theory
Contingency approach considers organizational systems as super systems because it
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constitutes environment and management which changes the way of managing skills (Ulrich, 2012).
Hence, concluding the theory, it is evident that leaders are required to develop such environment at
the workplace where each and every employee can feel comfortable. Since, leaders are responsible
to manage the environment; thus they must make sure that those conflicts and issues are fewer in
the business entity (Komives and Wagner, 2012).
Trait theory
The other most important approach for leadership can be identified with the help of trait
theory. The subsequent theory states that traits of a leader distinguish themselves from others and it
also aids them to develop more skills and competencies for managing people. The traits defined as
per the theory are not responsible solely to identify if a person is successful leader (Nash and
Hwang, 2012). Contradicting the theory, it can be said that the theory is bound with some subjective
judgment in determining who is regarded as good or bad performer (Cardno, 2005).
Competitive theory
The Stackelberg leadership model is a concept in which leader moves first and then
afterwards allows the firm to move sequentially. The theory states that the leader must have
commitment power and he must be confident enough so that he can adopt new things and
procedures for organizational work. Leader must not back out from the step that he takes in any
situation; thus it is clear that leader holds various powers to manage organization.
Conclusion
Concluding the study, it can be said that leaders must be dynamic so that they can adjust in
all the situations. They are also entitled to develop adequate environment at the workplace so that
followers can conduct their roles properly. Competition has been growing in the external market
place; therefore leaders must develop new skills and abilities to enhance the opportunities of growth
and success.
Leadership inevitably requires use of extensive power so as to influence the thoughts and
actions of other people and this is the sole reason due to which leadership is considered as the art of
influencing other people in the organization because through this, people can also be directed to
follow organizational directions. In the contemporary scenario, leadership plays a crucial role in
business entity because people perform all their roles and responsibilities as per the directions
specified by the leaders (Murphy, 2008).
Hence, in simple terms, leadership is an ability which helps the followers to get influenced
by the directions of leaders in order to conduct all the responsibilities enthusiastically so that they
can achieve goals specifically. As per the views of author, great leaders create a vision for an
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organization and they also articulate such vision to all the followers by crafting a path to achieve the
same (Mumford and Gibson, 201).
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