Leadership Behaviors

Task and Relations Leadership

Here, a leader is driven by the desires to accomplish tasks and concerned with delegating roles and tasks to the employees. A leader, in this case, creates procedures and policies and informs the subjects about them and establishes criteria for measuring success. In most cases, they organize their time around events and schedules which have to be completed within a day. They also draw motivation from their relationship with people. According to Nahavandi (2016), they can act as mentors to their subordinates and also indulge in the incorporation of employees' feedback as a solution. They attempt to make the working environment enjoyable by fostering positivity. With regards to leadership effectiveness, a task and relations leadership will get the best out of the employees through motivation that comes out of an exemplified leadership and the positive working environment. An example could be a scenario where a supervisor delegates duties to office cleaners by assessing their strengths and weaknesses.

Change-Oriented Leadership

A change-oriented leader will always strive to make explorations of new and better styles of doing things and may also be involved in uncovering the unseen potentials in people, situations, and things. They attempt to work for a better future without necessarily knowing what the future will hold. The introduction of change is based on the fact things can always improve due to the hidden potential in them. Some of their initiatives for change might succeed while others might eventually fail. The interventions that succeed are furthered to pursue a long-term change that can bring success to the organization. The importance of this kind of leadership is that it can also get the best out of people by uncovering their potentials. It can also result in the overall change in culture to conform to the current demands of an organization hence leading to the realization of goals. An example would be a new Chief Executive Officer who wishes to change the organizational culture of outsourcing commodities. 

Participative Leadership

The participative leadership is a category that demands input from employees in making critical decisions in the company. The staff members are given information concerning the organization issues whereby the majority vote carries the day. It might be slower but possesses several significant advantages in promoting effectiveness in leadership. First, it promotes acceptance, especially where policies are passed because the employees themselves participated in decision making. When employees are given the opportunity to be part of the organization's decision-makers, their sense of morale increases hence leading to improve input. Creativity will also ensue as there will be a pool of ideas postulated by the staff members. An example of this leadership in action is whereby employees vote to decide the company in which they will give a tender.

Transformational Leadership

Du et al . (2013) asserted that transformational leadership attempts to inspire individuals to achieve remarkable and unexpected leadership. Workers are given autonomy and authority to make decisions depending on whatever they have been trained. It is important in promoting leadership due to its various characteristics such as inspiration and mobilization. When subjects are inspired, they can get into a position where they employ better ways in achieving their goals. Mobilization will get individuals into groups which will foster the spirit of teamwork. Through motivation, people can have an increased morale and rapport that will also help in resolving conflicts. Examples include where a business owner gives his children total control of the business to carry it in a way that best befits them.

External Leadership

External leadership utilizes external resources to achieve an organizational development. It is important especially when internal expertise is missing or is in short supply. It is an innovative-based kind of leadership as it involves bringing in technology from outside sources to enhance activities within the organization's premise. It might also involve the use of people from other areas coming into the organization to offer resourcefulness. In developing leadership effectiveness, this system can be important in promoting technological advancement that will better the operations of the company. It will bring diversity in various ways in a manner that cannot be achieved when using resources from the inside. Examples here would be hiring a resource person to give a talk on how to maximize the profits. 

References

Du, S., Swaen, V., Lindgreen, A., & Sen, S. (2013). The roles of leadership styles in corporate social responsibility. Journal of business ethics , 114 (1), 155-169.

Nahavandi, A. (2016). The Art and Science of Leadership -Global Edition . Pearson.