Broadly speaking, leadership plays an integral role in organizations. Through leadership, groups can be guided and mobilized so that organizational objectives can be realized. In this regards, leadership refers to the process by which individual influences the thinking, behavior and attitude of people (Singh, 2015). As such, leaders (selected or elected) ought to demonstrate strong interpersonal skills to influence the team they are directing. Nonetheless, leaders adopt different leadership models depending on the manner in which they intend to lead their groups. In that respect, this paper will provide a brief discussion of the various leadership models and a detailed explanation of the theories that the writer of this article finds to be sound and those the author deems obsolete.
Leadership Theories
As aforementioned, different models have been put forward to explain the various types of leadership theories that exist. These are:
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Skills Theory
This theory states that leaders have specific skills that make them effective leaders. The theory provides a set of competencies namely human, technical and conceptual that leaders need to possess (Northouse, 2009). However, this model is biased. It does not provide an opportunity for new leaders to be developed.
Trait Theory
According to this theory, leaders have specific characteristics that are inborn or rather inherited. This theory is biased since it implies leadership is confined to a particular family (Northouse, 2009). It, therefore, discourages some group of individuals from becoming leaders. However, the traits that it speculates leaders need to possess are realistic.
Behavioral Theory
This model suggests that there are particular learnable behaviors that a leader needs to possess. This model contradicts with the trait leadership theory which states that leadership is inborn thus leadership is family specific (Singh, 2015).
Situational Theory
This model argues that leaders need to understand the strengths of all the leadership models so that they can apply the appropriate one based on the situation at hand (Singh, 2015). This theory is integral since it offers the leaders with adaptive skills, flexibility and ability to motivate their workers. However, it is faced with the challenge of confusion, wrong perception and demoralization where the employees fail to have the insight of what is required of them.
Path-goal Theory
This model provides a leadership style or rather norms that are particular to the employees or the work environment (Northouse, 2009). This model is beneficial since it empowers, motivates and increase job satisfaction among the employees. The weakness of this model includes increased chances of collapse where the employees over depend on the leader. Besides, the leaders may be irrational. Finally, the employees may fail to be independent.
Leader-member exchange Theory
This is a relationship-based theory. It focuses on the leader-follower relationship (Northouse, 2009). The strength of this model includes increased trust, respect and emotional support among the involved parties. Nevertheless, there is an assumption that the employees started at the same baseline. Furthermore, the theory does not address the effects of the leader-follower relationship from a broader perspective.
Transformational Theory
This model requires the leader to empower the followers. It leads to increased morale, motivation, and empowerment (Singh, 2015). The demerit of this model is that there are increased cases of confusion and the leader may use his/her power to become a dictator or corrupt leader.
Authentic Theory
This leadership model advocate for the creation of a legitimate leadership via the building of a leader-follower relationship that is honest (Northouse, 2009). As such, there is increased openness, trust, and motivation between the leader and the followers. This model is faced with resistance and critics believe that its applicability is questionable.
Adaptive Theory
This model suggests that the employees ought to be equipped or rather empowered with the necessary skills s that they will be able to deal with various difficult situations in their workplace (Northouse, 2009). Therefore, this model is vital since it empowers the employees to be innovative, independent and increases the ability of the employees and organization to thrive. Nonetheless, little research has been done regarding the effectiveness of this model. It is also too wide-ranging and does not give the behaviors that a leader needs to demonstrate.
Servant Theory
This theory suggests that a leader is the one who is willing to serve. In that regards, servant leadership enriches individuals and builds a better organization. Besides, it creates a better working environment since the leader can understand the needs of the followers. The critics of this model associate it with the lack of authority, demoralization as well as limited vision since the leaders are so much attached to the followers hence they are more like them.
Psychodynamic Theory
This theory is particular for emotionally disturbed persons. It aims at developing the personality of such individuals (Northouse, 2009). Nevertheless, this model neglects the biological components of the problems at hand. This may include inherited traits or mental illness.
My Leadership Style
The writer’s leadership style has always been behavioral, situational and transformational oriented. In that regards, the author has always demonstrated the norms that are leadership based in addition to approaching various situations based on the circumstances at hand. Finally, the writer believes in providing the employees with the necessary information to make them competent hence boosting their confidence level.
Preferred Models
Behavioral Theory
This model appeals to the writer of this article since it perceives that leaders can be made. Besides, it explicitly shows the behaviors that a successful leader needs to demonstrate. Of essence, such behaviors are learnable (Singh, 2015). In that regards, this model provides individuals with a chance to develop the needed skills for them to become leaders. This contrasts the trait leadership model, which states that a leader possesses some inherited traits that make them stand out.
Situational Theory
Apparently, at the workplace, various situations exist that require the manager to be flexible to succeed. In regards, situational leadership is the most applicable since it argues that no particular model is universal (Singh, 2015). As such, a leader needs to weigh the situation and apply the most appropriate model that suits the situation. In other words, it offers some flexibility to the leaders as opposed to other theories which confine the leader to particular traits.
Transformational Theory
In any working environment, it is imperative for leaders to make their followers realize their full potential. In that respect, this model turns out to be the best since it offers the employees with incentives (such as empowerment) that give them some form of autonomy hence they become independent and finally innovative (Singh, 2015).
Non-Preferred Theories
Trait Theories
The trait theories have ceased to function in the modern days. This is because leadership qualities can be imparted to individuals who do not hail from families who have a leadership history. Notably, after the acquisition of such skills, an individual can end up being a better leader in his/her area of specialization. Apparently, this is the gist why the behavioral theories are more applicable in the modern global.
Servant Theories
Servant theories are vital when it comes to ensuring the followers understand the basics. The present world requires a leader and the employees to focus on their fields of work while adhering to the vision of the organization. Nevertheless, when a leader becomes too much involved with the followers, his effect to the group might be diluted. In that respect, the writer of this article does not fancy this type of leadership since the leader looks more of a servant than a leader hence his/her vision for the organization may be during the interaction.
Activity
In a healthcare setting, the leader and the employees play different roles but often have a common objective that is to provide better healthcare. For success to be realized in such environment, various leadership models ought to be exercised. For instance, a leader ought to apply transformational leadership to empower the nursing staff. This will make them operate independently hence enabling them to become innovative individuals. Apparently, they will be more satisfied with their jobs, and that will make them provide quality services to their clients.
Conclusion
Concisely, leaders not only ensure that the group members are cheered up. Rather, they ensure that the group they are leading remain together and steer them to achieve specific organizational goals. During this process, the employees are motivated and become committed to ensuring that organizational productivity is not only realized but also sustainable. In so doing, they will be helping the organization to increase its productivity hence operating more profitably. Apparently, many scholars have come up with many models to explain the concept of leadership. The established models have their strengths and weaknesses. As such, leaders need to embrace a model that suits their working environments to better their results.
References
Northouse, P.G. (2009). Introduction to Leadership: Concepts and Practices. (3rd edition) . SAGE Publication, Inc. ISBN-13: 978-1452259666
Singh, K (2015). A Conceptual Study on Leadership Theories and Styles of Managers with the Special Emphasis on Transformational Leadership Style. International Journal of Advanced Research, 3 (10):748-756
