Question:
Describe about the “Leadership theories”.
“Leadership theories” can be referred to as the approach which the manager adopts such that to exercise the authority within the workplace of an organization (Hall, 2013). Every organization requires good leadership approach in their business environments such that for ensuring successful creation of team and efficient management of the business processes. Owing to the advancement in the technology, communication, information, and changes in democracy, politics, social, economic status and the expectations of the customers towards the business organization, the traditional work oriented management style is no longer able to meet the evolving business standards in the market. Thus, it becomes crucial for the business organizations to integrate the leadership and its business environment that meet the needs of the contemporary professional business practices and the expectations and the requirements of the customers as well. The paper discusses about the leadership styles, theories and concepts and identifies the most suitable approach for implementing the same within the business environment of the Crown.
According to Slater, Mohr and Sengupta (2014), leadership has a direct impact on the cause and effect relationship between the organization and its success. The leaders help in determining the culture, values, change, and tolerance and employee motivation as well. The leaders also help in changing the shape of the institutional strategies including their effectiveness and execution. They can appear to any of the levels of an organization and are not too stereotyped for only management functionalities of the business. Successful leaders have been influencing the employees around them in order to provide maximum benefit to the resources of the organization. According to Johnston and Marshall (2016), the leadership quality in the managers help in directing the followers towards meeting the objectives and targets of the organization as outlined in the job descriptions. Moreover, it is the way that the managers have been resolving and discharging the sum of total of responsibilities that are entailed within the management and leadership. The leadership theories have just recently been advanced and well understood. In the earlier times, the literature used for identifying and classifying the leadership theories focusing on the personality aspects which helped in defining the leaders and the followers. It was until 1939, when Kurt Lewin provided a well documented research related to the leadership theories which provided a framework and reference for the future studies in the leadership theories and styles (Leonard, 2015).
The literature of the leadership theories related to the modern organization is varied in terms of the number of major leadership theories. In the organizational perspective, there can be evidence of two common leadership theories. The first style of the leadership is the bureaucratic theory of management in which a manager is required to work all the procedures within the organization in order to complete the business processes in such a way as clearly outlined in the manual of the organization or according to the policy being established. According to Whyte (2013), a bureaucratic leader could be more likely to follow the organizational way of conducting the business processes regardless of the situations. The main disadvantage of this leadership style is that prevents the establishment of any creativity in the workplace which may give rise to work burn out. The bureaucratic approach would be suitable in certain works settings including the lab research where all the variables of the interests are controlled for a getting the desired results. The bureaucratic theory differs from the autocratic style which refers to an approach where a manager runs and maintains an organization with the strength of his power. As the name suggests, autocratic leadership style allows the manager to abide by his own set of laws and thereby compelling the employees to perform at the optical level (Mwangi, 2015). In the autocratic leadership style, the decisions are made at the highest level of the organizational structure which is handed down through the protocols being established in order to implement across the organizational levels by the employees through the procedure which is existing in the organization. According to Hlupic (2014), the autocratic leadership incorporates very minimal or nonexistent motivation for the employees and the techniques which are used within the style promises provisions on benefits for the organization in the least amount.
The second and most innovative leadership style is the transformational leadership style. Transformational leaders represent the most respectable and inspiring form of leaders where they are able to provide the employees with the chance to change transform and develop themselves for contributing to the enhancement of the business processes of the organization (Sadeghi & Pihie, 2012). The transformational leadership is the best leadership outcome which aims at developing the abilities and skills in the people. Moreover, the transformational leadership has no artificial constraints and instead of focusing on getting work done on board, the leaders help in making effective responses to the leadership challenges (Liden et al., 2014). This leadership style is best suited for the organizations implementing the change management in their business processes where the transformational approach would help in achieving the business objectives of the organizations (Carter et al., 2013). Unlike the democratic style, transformational leadership style is also adopted to any organization requiring change process where the leaders use their expertise, vision and knowledge to implement the change within the business environment.
The other type of leadership style is the democratic leadership style which is also known as the “participating style” as it involves the integration of the organization management with the decision making abilities of the employees (Ng’ethe, Namusonge & Iravo, 2012). The democratic leadership involves the manager to ensure that the employees are gaining knowledge and providing valuable contribution towards the management of the business processes of the organization. According to Hunter (2014), quality is important and appreciated in the workplace which is the main factor for the employees to impart for the proper running of an organization which is achieved by implementing the democratic approach. The leadership style involves the employees to take part in the management and decision making which makes important for the organization to groom them in their respective career levels within the organization. However, the democratic style is only effective in organization where the employees are knowledgeable in their respective fields as they are less likely to make work related mistakes that could be proved costly for the organization in the future.
An effective leadership approach as implemented within the business environment helps in improving the business including the Quality Control and Quality Assurance processes for the successful implementation of the tasks. It also provides a comprehensive process that covers all the aspects of the businesses including the infrastructure, associated costs, personnel and customer requirements (Nanda, 2016). The quality assurance process helps in supporting the management of the multiple task orders through the application of the processes, plans, work instructions and procedures in order to provide a framework for implementing and addressing the continuous business improvement processes. According to Nanda (2016), the main aspect of the quality assurance is to handle multiple tasks of the business processes and providing consistent application to the plans for effectively organizing the business and technical aspects of each and every task that the leaders and managers execute. The quality assurance also helps in updating the management information in order to ensure that they are being effectively executed and managed on a daily basis.
The leadership styles and programmers would be helping in providing the opportunity for using the leadership styles which could lead the newly qualified staff to achieve the targets and goals such that to enhance the business performance of the Crown. The approach would be aiming at implementing continuous professional development activities for improving the skills and knowledge in the workforce of the company. The most important leadership style would be the transformational style which could help in increasing the newly qualified employees to attend the continuous professional development programmed. Contrastingly, the democratic leadership style would encourage each individual for gaining new ideas and letting them to decide on their own related to the activities in the continuous professional development. However, democratic leadership style does not allow the individuals to feel motivated and perform at their optimal standard levels. The transformational leadership style would be helping, guiding and coaching the employees such that to develop their skills and provide them with motivation in order to influence the productivity and enhancing their abilities to perform at their optimal level.
Application of the quality assurance would be helping the Crown to identify the business processes which are required for applying the management based on the requirements. The quality assurance also would be helping in determining the sequence and interaction of the business processes of the company. It would also help in identifying the methods and criteria which are required to ensure that the control and operations of the business processes are executed in an effective manner. Moreover, the quality assurance also helps in ensuring the availability of the resources and information which are required to support the operations and management of the business processes (Nanda, 2016). It would also help in monitoring, measuring and analyzing the business processes and implementing the appropriate actions necessary to accomplish the planned outcome. The quality control process would also help the company to improve continuously on the processes and in enhancing the customer service standard in the long run.
Owing to today’s rapid changing and complex business environment, the transformational leadership would be acting as a boon for the organization. This transformational leadership can be helpful in empowering the leadership styles that could be suited for the professional working in the Crown. Transformational leadership can be the most suitable leadership approach that could help in changing the individuals and the societies (Dinh et al., 2014). The approach would be helpful in creating valuable and positive changes in the followers with the ultimate goal of transforming the followers into leaders. The transformation leadership could be enacting as the motivation for enhancing the performance and morale of the employees working in the Crown by the implementation of a variety of approaches. These approaches could be inclusive of the establishment of connection between the employees and their sense of identity with the main objective to complete the mission and goals of the company. A transformation leader could act as a role model for the employees that would help in inspiring them and challenging them to greater ownership for their work (Cameron & Green, 2015). The transformational leader also makes the employees understand their respective strengths and weaknesses such that to align them with the task in order to perform at the optimal level. The transformational leader for the company would be the one who would empower the other fellow members working in the business environment. Empowerment is the process in which the facilitation of the participation of the employees related to the power sharing and decision making (Wong & Laschinger, 2013). This empowerment as gained through the transformational leadership is the redistribution of the decision making which involves the employees and their participation in the business processes of the organization. Proper education and motivation of staff is required for providing them with the transformational leadership qualities which would be helpful for creating strong team building and enhancing their performance level within the working culture of the company.
Conclusion
Thus, to conclude, the leadership style is everything that the Crown needs to revise from the traditional boundaries to the effective and innovative practices within its business environment. The main reason behind the requirement for the improvisation is that the company has been continuously facing great challenges in dealing with the clients with complicated issues which implies that the leaders had to have a good decision making ability to run the business in an effective way. Thus, the company has been adopting the hierarchical models of leadership styles which are limiting the decision making abilities and also preventing the employees to gain confidence and acquire appropriate skills. The implementation of the transformational model of leadership style within the business environment of the company would enable its employees to be effective in the decision making and skillful activities related to the negotiations and assertiveness. Thus, this leadership style should be implemented within business environment of the company such that to enable the employees to gain decision making abilities and enhance their performance level within the business environment of the Crown.
References
Cameron, E., & Green, M. (2015). Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Carter, M. Z., Armenakis, A. A., Feild, H. S., & Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), 942-958.
Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62.
Hall, D. S. (2013, January). LEADERSHIP: THEORIES, STYLES AND VISIONING. In NAAAS Conference Proceedings (p. 36). National Association of African American Studies.
Hlupic, V. (2014). The Emergent Leadership Model: From the Stagnating to the Unbounded Culture. In The Management Shift (pp. 83-115). Palgrave Macmillan UK.
Hunter, C. (2014). Intentional incidental 26 (2), 49-53 learning in the workplace: Implications for adult learning. New Horizons in Adult Education & Human Resource Development, 26, 2.
Johnston, M. W., & Marshall, G. W. (2016). Sales force management: Leadership, innovation, technology. Routledge.
Leonard, H. S. (2015). Understanding the causal path between action, learning, and solutions: maximizing the power of action learning to achieve great results. Action Learning: Research and Practice, 12(1), 22-36.
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434-1452.
Mwangi, M. N. (2015). Influence of principals’ leadership styles on school climate in secondary schools in Ganze district, Kenya (Doctoral dissertation, University of Nairobi).
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Ng’ethe, J. M., Namusonge, G. S., & Iravo, M. A. (2012). Influence of leadership style on academic staff retention in public universities in Kenya. International journal of business and social science, 3(21).
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Whyte, W. H. (2013). The organization man. University of Pennsylvania Press.
Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959.
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