Leadership Paradigms: A Comparative Analysis of Leadership Styles

This report provides a comprehensive exploration of diverse leadership paradigms, encompassing classical, transactional, visionary, organic, relational, and appreciative leadership styles. It begins by defining leadership and its significance in organizational contexts, emphasizing the ability to influence and motivate individuals toward shared goals. The report then delves into specific leadership styles, analyzing their characteristics, advantages, and disadvantages. Classical leadership, with its autocratic and bureaucratic approaches, is examined, along with transactional leadership, which focuses on exchanges and rewards. Visionary and organic leadership styles, emphasizing communication, innovation, and adaptability, are also discussed. Furthermore, the report explores relational and appreciative leadership, highlighting the importance of positive relationships and collaboration. The analysis incorporates personal reflections and real-world examples to illustrate the practical application of these leadership paradigms. Overall, the report offers valuable insights into the complexities of leadership and provides a comparative analysis of various approaches to effective management.

LEADERSHIP PARADISM
INTRODUCTION:
In this leadership paradism, there ae different types of leadership is defined and reflected.
Some of the leadership style is explained in detailed with my own experience and examples.
Leadership is the prospective to influence behavior of the employees. It is also defined as the
ability to sway a group towards the understanding of a goal. Leaders are essential to develop
future visions, and to motivate the managerial members to want to attain the visions.
DEFINITIONOF LEADERSHIP:
Leadership plays a vital role in an association to increase the efficiency to attain the
management goals.Leaders have toplay heroic action,which leads to symbolism,manipulate the
truth and followers participation.Leaders can deal with change or managing stability for their
subordinates by providing confidence, motivation and guidance to bring the co-ordination to
achieve goals (Avery 2004).
According to Keith Davis, “Leadership is the ability to persuade others to seek defined
objectives enthusiastically. It is the human factor which binds a group together and motivates it
towards goals.”) Stiefel, R. (2012)
CLASSICAL LEADERSHIP:
Classical leadership mainly refers on commanding and controlling people in a business
organization.This leadership thus be constrain or considerate. The domination of the leadership
will be more and the followers should carry the commands of the leader. In this leadership the
followers may find themselves whether they need this kind of dominating leader. This type of
leadership is categorized on one’great person’who can be good enough to exercise initiative.
(Avery, Gayle C.2004)
In classical leadership style, different types of approach take place. One is autocratic or
bureaucratic leadership style. In this, executive is the power-retentive, decision-based, and

authoritarian. The repressive head maintains the overall authority in any team (or individual)
tilting organization. The term autocratic historically suggests that ‘self-determination.’
The autocratic leadership vogue permits for selections to be supported the power of the
administrator during a one atmosphere. During this management vogue it's vital to notice that the
manager does not discussion or contribution from workers. Instead, the autocratic leader’s vogue
is to hand over the orders and requests. Typically, there's a particular and rigid structure of
reward sand punishments.
The bureaucratic leadership style is based on administrative policies and supporting
concept. It is administered ‘by the book’ format to the staff. Whereas, the process of making
decision in a task is acted only by the administration.("Classical Leadership Styles", 2019)
Pros and cons of classical Leadership style
The autocratic leadership reacts to be harsh, however it's not completely pessimistic
approach. This leadership style works best when the employee is new or untrained in the
organization. chiefly in a newly developed organization, it might be the circumstance where
there is lack of understanding which time frame during which they need to be completed. This is
often seen in manufacturing/millwork organizations wherever the protection of the whole facility
is in danger from avertable mistakes. For example, in an instance if the culture of the
organization is lacking the factor of coordination it will change the style of leadership in an
autocratic approach.
The main disadvantage of this leadership style is based on fear or threats of punishment
than the reward or recognition for employee. This leads staff to mistrust. Hence this type of
leadership style cannot be used. Here the creativity or suggestion of the employee is not
encouraged.
TRANSACIONAL LEADERSHIP:

This leadership is mostly depend on leader’s skill, getting some cooperation from the
followers. In this style of leadership they influence the followers for the negotiations. By using
the social skills, the followers can be encouraged, developed, controlled or teach themselves for
influence.(Avery, Gayle C 2004)
In transactional leadership, leader promise employees toprovide some
benefits, rewards on completion of task on time.(Mehran, Yasir 2019).
One of the style in leadership is applied on the top rank of management is in
the transactional section that is referred to as the managerial leadership. In the
year 1947 by Max Weber is examined in the centered to the management as it
involves controlling, organizing and planning the short-term goals.
Transactional managemen is composed of three approaches: contingent
reward, energetic administration-by exception and passive administration-by way
of-exception. Contingent gets the facts and information what they require to
perform and the way the followers provide they get the agreement done by the
leadership style. The practice of management can be done in two ways: one is
passively and the other is actively. (Bass, 1997).Rothfelder, K., Ottenbacher, M., &
Harrington, R. (2012).
MY REFLECTION ON T.L:
Within the circumstance of Maslow's hierarchy of needs, transactional leadership works
at the basis of need satisfaction. Transactional leaders focus on the lower levels of the hierarchy.
With the help of an exchange model, the system of reward will be given for the purpose of good
work and positive outcomes. On the other hand, employee with this leadership style also can
inculcate the behavior of the of the employee who are at fault and correct them in positive
manner. One way the leadership style focuses on lower level needs by emphasizing the task
performance (Hargis et al, 2001). They take up the target of the mix cultural experience that is
present in the institution. The transactional leaders are tend to be directive in nature and are
influenced in action oriented. The transactional leaders are influenced towards the technique and
the influence to negotiate the objectives of the work place. Odumeru & Ifeanyi (2013)

VISIONARY LEADERSHIP:
Waldman et al. (2001) argue that effective communication is use by visionary leaders to change
subordinate attitude that lead to structure transformation. An effective communication is
extraordinarily that is vital for a visionary leader to persuade and maintain the carry the
followers. The lack of communication leads to create vision which makes individuals impassive
to the visualization and objectives of the association (Heath and Heath,2010). According to
Dhammika (2016), found that visionary leadership behavior of leader improves the
organizational citizenship of staff.
Visionary leadership emphasize on making and articulate apparent visions, providing that
requires the purpose to the work of an employee (Nanus, 1992; Sashkin, 1992). Hater & Bass
(1988) distinguished that visionary leadership has its own way to approach a positive
relationship with the perceptions of the employee and of leaders that creates an effectiveness in
the organizational goal and effectiveness and work towards satisfying the needs of the employees
Gmail. (2019).
Visionary task are selected that are served to plan toward innovation and educating a
replacement in the direction for the corporate. Leaders who pledge this trend are assigned with
moving the corporate into a broader course whereas promoting accord and reason to break
through epoch of hesitation. The leader should attempt to authorize the stakeholders who have an
essential condition of winning completion while ensuring that vision of the stakeholder exude
honesty and interior reliability. This can encourage others to be distinctive and artistic.( Ralph
Chiemeka Nwokedi,november 2015)
In my understanding an imaginative leader should be icon and genius which can raise an
association from the normal or perhaps obscurity to an enviable height and achieve his
company’s goals on the far side set targets and company expectations. His leadership vogue
makes him a follower of individuals WHO report back to him. He must therefore strike a balance
between being a follower and being a boss.("What Is Visionary Leadership? 7 Traits of a
Visionary Leader - Status Articles", 2019)

ORGANIC LEADERSHIP:
Organic Leadership is a brilliant affect in the world of Leadership and Organizational
Development. It is the spontaneous action of challenging what any person else is announcing and
advocating a extraordinary thought or direction. There are instances where the entrepreneur is
trying to grab opportunity. (Mitch McCrimmon 2019). Organic leaders capture how difficult it is
to deal with social networks that brings renewal and freshness to their product line. They
additionally recognize and admire what innovative disruption and unpredictability affords and
they have discovered how to manage this circumstance artfully.( Dr. Linda Burrs)
Organic Leadership is a leadership improvement programme for leaders of change. It is a
one-to-one or team programme designed to heighten self cognizance of natural special leadership
Genius and advance an person improvement sketch making use of the transformational
leadership competencies.
In one of the recent articles it is exclusively treated as the organic organization referrers
it because they ''lead by not leading'', which means that they facilitate innovation in others rather
than indicate new instructions themselves. (Mitch McCrimmon 2019).
I consider that a leader wishes to be a part of the group, not separated from it. When the
crew feels as in the event that they cannot simply contact the chief with questions and
recommendations, they are much less possible to take action with a view to maximize
productiveness. Productiveness is essential to a excellent crew, notably in an natural atmosphere.
Without the benefit to communication, it is deferred and then forgotten about. Communique
might be the single primary and potent part to any management model. When the leaders prefer
to built a healthy relationship that can be teamed up as a multiple way. With an entire option and
with the concerned with the daily conversation that is devised.
The quote above does a nice job of explaining some of my personal opinion among
leaders and supporters about problems.Worrying never solves anything, but rather hurts a
company's productivity.I feel this is most related to the theory of situation management and the
theory of leadership styles based on traits.

Situational due to the fact the chief is able to trade approach that based totally on what
wishes to be targeted before the elements are affecting the present situation of the organization.
This is also experienced by the trait style that the behavior which is created is naturally capable
to achieve the target but there also might be a situation of high quality ranking that assist to
overcome the scenario instead of living on it.
In my opinion the leadership pattern is always sensed the away of approach that is
positioned in the place of authority and the place of executing the managerial task. There are
many styles of leadership roles that is relied on the circumstances where there are many of the
leadership styles which are justified ( https://stirlingwalter.wordpress.com/)
My opinion on organic leadership:
We are passionate about supporting people and enterprises re-energies and grow.
To be a successful chief you can only be the fantastic expression of who you are, you cannot be
come any individual else. Our work with leaders starts with this premise. It’s Organic due to the
fact we work with who the leader naturally is instead than trying to use some trick to try to
exchange someone into something they aren’t. When humans and companies intentionally
maximize their strengths transformation can take place. Our function is as a depended on adviser
who can assist humans re-energies and develop and organizations acquire excellent results.
("Richard Izard - Organic Leadership", 2019)
Relational and Appreciative leadership:
Relational Leadership can be termed as the model or perception about the syles of
leadership that can be focused on the idea of leadership that can be effective in nature and the
leader holds the ability to create a positive relationship within the organization. it is treated as the
choice that can be tried to pass kit way from the authoritative and even from the prospect of
individualist. This will lead that the leader is in the presence of constitution where there are
participants in the same organization (Crevani,Lindgren, & Packendorff, 2010).
Appreciative Leadership is a shape of management that shares the conviction that
working together is extra essential than authority (Janse, 2019). This kind of leadership is treated

as a philosophy that is the way of being and the set of strategies that it is pushed to participate in
the different sector such as industries, organizational sectors and in collaborative departments.
(Whitney, Trosten-Bloom, & Rader, 2010)
It involves relational strategies and practices through which people come collectively and
make matters manifest collaboratively. It is a tremendous worldview, based on the trust that
every person, crew and company have positive potential. It recognizes practicable and seeks to
turn it into wonderful power; that is life-affirming results. It creates influence of tremendous
alternate rippling outward (Whitney, Trosten-Bloom, & Rader, 2010).
Strategies:
Inquiry: Raising questions, inclusive of all dimensional aspects, are what gives
momentum to our lives. Positively powered questions make a widespread quantity of difference
because it dictates directive boom closer to aspirational open-ended opportunities. (Nicholson &
Kurucz, 2019).
Illumination: Leaders, Instigation of these wonderful affirmations transforms the
workable to productively advantageous. (Whitney, TrostenBloom, & Rader, 2010).
Inclusion: The trait of mindful inclusion is rather essential in industries thriving to be
innovative. Active funding in ‘co-creative' engagement. This begins with broadening our
thinking technique because the entirety we have done and lost to this day is manifestations of
person and mixed thought processes.
Inspiration: Inspirational moves and phrases of leaders set off the manageable in people.
It gives them the braveness to evolve by means of moving into action. Inspiration at the place of
work can happen through perception and sharing hopes and goals amongst each other. Thereby
evoking the “creativespirit” (Whitney et al., 2010) and lighting hope within fellow associates.
Integrity: Appreciative management resonates with the wholeness of experiences and this
inclusion as nicely as the affirmation of the interconnected of being is the soul of integrity. It
calls to the sustainable choice making, embracing of the interdependent structure of fact and
channeling motion toward a greater and high quality whole.

Challenges
In many ways, both relational and appreciative leadership counter the culturally well-
known norms of chief and leadership. And therefore, it is on the front strains facing, sometimes,
conflicting challenges that are the byproducts of the prior noted culturally and historically
ingrained sensible and messianic perceptions.“ New leadership ideals the place heroic
masculinities can be changed by using much less individualistic and more humane constructs, the
place the workable of leadership in each and every social situation is emphasized”
(Crevani,Lindgren,&Packendorff,2010).
Both relational and appreciative leadership, undoubtedly, are underlined by means of
morals of ethics. And it is clear how moral management of companies can pose a catch 22
situation to these models of leadership, as"irreconcilable tension between countless ethics and
finite practices"(Rhodes & Badham, 2018) where leaders are now notsuccesful of taking care of
the multiple layered ‘ethical demands’ of their followers.These management models are notably
interlinked, two peas in a pod. They optimally embrace sustainability. This meansinterpreting
oneself as no longer justshoppers at the receiving cease of the resources, as an alternative as
human beings engaged in complicatedstages of interactions (Poff, 2010). What is seen to
mandate these two types of management is self-growth main upliftment of fellow persons both
at work and in life. Essentially the ‘ethics of reciprocity' is now notrestricted to a mundane
alternate of resources, its greater established in the propagation of feel of care, a mutual trying
for the welfare of fellow beings (Cunliffe & Eriksen, 2011).
REFLECTION:
I think one of the essential challenges toward implementing appreciative leadership is companies
that are immersed in poor culture. When negativity permeates at a workplace, stakeholders might
also have a very hard time seeing any positive. These agencies would additionally usually have
high turnover and might also no longer have many long term employees. Using a extra
wonderful method in these sorts of organizations will initially create a sense of skepticism and
even distrust, in particular if they have been via preceding failed interventions. Appreciative
Inquiry is a extraordinary method to Organization Development and Change. Its very essence

comprises building a positive tradition that empowers stakeholders to no longer solely seriously
change their agencies however themselves(“What is Appreciative Inquiry | Melissa Brannen—
Organization Development & Change,” n.d.)
CONCLUSION:
Therefore, it can be concluded by saying that the different approaches of leadership style can be
framed by the organization as per the choice and preference of the owner of the company. There are
more theories in the management list that assist in the concern of the leadership designing. These
theories deals with the inculcating the development of the culture and the style of the company.
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