Leadership Theories


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Leadership Theories


From the “great man” theory to the ‘transformational’ theory, the theories of leadership have evolved over time. They have evolved from being leader centered to incorporating the followers of the leader. It has been proven that the latter evolvement has played a crucial role in achieving results from the subjects. The transformational theory or the relationship theories have successfully executed this concept. This theory focuses on the present connection between the followers and the leaders. The transformational leadership is the most effective in most organizations.

Apply one of the leadership theories from the course text to the organization. Explain how the theory works, including an example.

Transformational Leadership

            As earlier identified, today, leadership is not only about achieving the targeted goals or results but it also about making the followers achieve their individual potentials. The transformational theories emphasize on this concept. Transformational leaders are thoughtful thinkers, inspiring, risk-takers, daring and visionary (Woods 64). In other words, their appeal is particularly charismatic. A transformational leader is concerned with creating a positive change in those following him/her. He/she encourages the followers to take care of the interests in every individual. In transformation leadership, being charismatic is not enough. Inspirational motivation, intellectual stimulation, idealized influence and individual consideration are very significant (Woods 65).

Explain the effect of power and influence on followers that the leader of the organization has. Are the followers receptive? Would you recommend another strategy? Explain. If not, why not?

The role of inspirational motivation is to promote consistent mission, visions and values to the followers. These factors enable the leaders to bring the significant changes necessary for a leader to be as effective as he/she is supposed to be. For the leaders, their vision becomes so compelling they are able to identify their interest from every interaction. These leaders give the followers a sense of challenge and meaning. The leaders work with a lot of enthusiasm and optimism, fostering the spirit of commitment and teamwork.

Intellectual stimulators encourage the followers to be both creative and innovative. These leaders do not discourage, criticize or look down upon those ideas that are not up to the required standard. Instead, they guide and point out on the areas of improvement as they encourage the followers to be more creative or imaginative. As the followers do these activities, they are able to realize their own potentials and areas of interest as they develop the business, organization or institution.

Idealized influencers believe that a leader should do what he says. Leaders should lead by actions rather than leading by words. This will enable them to set a good example for the followers to follow. These leaders are the followers’ role model. By doing this, the leaders win the respect and the trust of the followers, which makes it easier for them to lead these followers. The leaders use power aimed at influencing the followers to work hard in order to achieve the organization’s goals.

Each follower is unique and thus he/she should be rewarded for his/her own achievements. Individualized consideration focuses on the followers as individuals thus the leader acts as a mentor to each follower. The followers are empowered to make their own decisions, and they are given the support needed to make these individualized decisions.

A good example of where transformational leadership is practiced is at my work place where I work as a sales representative. The job is particularly challenging as most sales jobs are but my manager has made it quite interesting and fruitful. He is very inspirational and motivational to the members of my team (the company divides the representatives into different teams, each group being headed by a manager). In fact, our leader is so good that we have been the best performing team since last year. He started leading our team last year, and he was given an award for the best manager.

Evaluate the role and effectiveness of transformational and transactional leadership in the organization.

Transformational and transactional leaders have proved to be the most effective when achieving the targets set and in the development and growth of any business. While transactional leadership focuses on an individual’s need to accomplish a job and earn from it, transformational leadership focuses on an individual’s need for meaning. Transactional leadership focuses on benefits, politics and position while the latter focuses on daily affairs (Ng & Greg 15). Additionally, the former is supportive of systems and structures, which establish and implement the core concepts, capitalize on efficiency and secure short-term profits. On the other hand, the later leadership supports internal systems and structures in order to strengthen overarching goals and values.


Both types of leadership dwell on different aspects of an organization. While the transactional type of leadership is more organization (as a structure) centered, the transformational leadership is follower/employee centered. In the example given, the type of leadership in my place of work is transformational. My manager capitalizes on improving the ability in the individual employees so that they can benefit the organization as a whole. In Barclays, a banking institution, which was first founded in Britain, the leadership used is transactional leadership. The management focuses on the structures and systems of the organization. Although the employees are significantly important to the organization, the management focuses on providing the ‘tools’ necessary in achieving the goals.

Assess the traits and characteristics of an effective team leader within the organization

Power and influence are highly significant to any organization. When a leader leads by example, the followers gain confidence in him/her. This becomes remarkably easy for him/her to influence the followers in the direction that will benefit the organization. When followers achieve the desired targets and goals, they can be easily rewarded. For example, my manager takes up the initiative of going out to make a sale even though he is not obligated to. By doing this, he is highly influential when he tells us that we can reach the sales target within a specific period. He has reached the target himself.

Explain how the leadership supports vision, mission, and strategy in the organization

One way the leadership in my workplace supports the vision, mission and strategies of the organization, is by making us believe in them (Elgamal 168). He makes us believe that it is possible to achieve the vision, mission and goals. He also makes us believe in the abilities and the potentials we convey. This is a significant factor, which shows the followers that the leader is in support of the organization. In order to show the total support, the team is able to accomplish most, if not all, of the goals and targets of the organization. After all, the only aim of being motivational and inspirational is to enable the organization achieve its vision and mission.

If you were the leader in the organization, what would you change and why?

If I were the leader, I would make it compulsory for all the leaders in the organization to use the transformational theory. In this way, the followers perform well not because they have to, but because they feel good about it and themselves.


The transformational leadership is the best to use on the current followers. Unfortunately, all the team leaders have not yet adopted the transformational form of leadership even though it has been highly advocated by the top management. Some team leaders still practice the contingency and the situational types of leadership. These types of leadership are organizational centered therefore they leave out on the needs of the individual followers. When employees are motivated and inspired, it reaches a point where they start becoming self-motivating. Every organization needs this.

Works cited

Elgamal, Mahmoud. “The Direct and Mediating Effects of Transactional and Transformational Leadership: a Comparative Approach.” Journal of Transnational Management Development. 9 (2004): 149-169. Print.

Ng, Eddy S. & Greg J. Sears. “CEO Leadership Styles and the Implementation of Organizational Diversity Practices: Moderating Effects of social Values and Age”. Journal of Business Ethics, 2012, 105: 14-52. Print. Doi. 10.1007/s10551-011-0933-7.

Woods, T.J. “Motivating Faculty Through Transactional and Transformational Leadership Strategies.” Journal of Leadership Studies Wiley. 1.2 (2007): 64-74. Print.

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