Leadership Theories for Transnational and Trait - MyAssignmenthelp

Question: Discuss about theLeadership Theories for Transnational and Trait. Answer: Leadership is a dynamic aspect of human life due to changing needs and demands that emanate among people. It therefore implies that leadership types, styles and methods are always evolving as a response to these forces. However, most in particular is the influence of human behavior in ensuring that these changes are part of the leadership model that is adopted in any social, political or economic set up. In light of this, charismatic leadership stands at the center of any societal pressure that leads to the birth of any system in play. As aforementioned, styles, behaviors, creativity and most of all traits will inform the degree that the change can be expected with respect to the leadership theories. Based on this, the essay will identify and discuss the areas that have to be developed in order to become an effective leader at work. The paper will draw scores of academic material with particular interest in the leadership theories such as transformational, transactional, behavioral, trait, great man and contingency in order to provide a credible viewpoint. Assertiveness and the need to be a good communicator is vital in development of a leader. Primarily, an effective leader is one who is able to put across the message to the followers particularly during the hour of need. Such a person is able to command a lot of respect among the followers. Most importantly is his/her dedication to put his people ahead and beyond any personal fulfillment. Furthermore, fulfillment comes from having to serve his people. When leaders are able to make decisions and stick with them for better and for worse, it also improves their image across their followers (Odumeru Sickerel, 2015). More so, it gives them more confidence to handle more challenging ventures. Assertiveness is particulalrly related to the leadership trait that is championed by the trait theory. According to this theory, leaders can be differentauted from non-leaders through sieving through the inherent characteristics that associates them with responsibility. That is bearing the burden of the people that they are leading. In other words, effective leaders are generally thought to carry similar characteristics that will perhaps determine if they can pull through the murky leadership waters. They share a common personality. Moreover, leaders have to change the traits that are proposed by these theory as associated with leadership in order to develop as better leaders both in the present and the future. Here, leadership is innate and such instinctive qualities will provide them with more stable ground to wield their power to their diverse followers. One cannot acquire such traits or rather change them if they do not show any indications that they are nailed to grow into able leaders. It is therefore important to change these traits to be an effective leader or rather realize a rather a big scale of their acquisition. Essentially, good decision making skills, assertiveness as mentioned before, integrity, empathy and likability have to be factored in the question for any level of effective leadership to be developed otherwise nothing much can be achieved (Avolino, Walumbwa . Such traits are vital for leading others. In essence, traits are external behaviors that usually emerge from a diverse range of things going on within the minds of human beings. It is therefore these internal beliefs and processes that are significant for development of an effective leadership as well. Development of leadership requires leaders to forge cooperation and have involvement of a diverse group of individuals who can act as agents to spread the message to the larger area. Leaders can only be developed if they are listened. Having teams involved in their message delivery mainly plays the role of appealing for support and acceptance. This calls for a change in the behavior of the leaders. As a result, behavioral theory emerges from the necessity to have people change in order to harness the best ways that leaders have to act (Kibbe 2015)... Based on this theory, leadership can be developed from any individual who is willing to make a big change in their present behavior. Behaving in a certain way will propel one to be a good leader while on the flipside, certain behavior will also lead to failure (. From the manner in which leaders behave, a number of leadership styles will emerge. For instance autocratic leaders who will often make decisions without consulting anybody. How ever, the importance of this leadership style can be handy when decisions have to be made rather quickly and so there is no need for input because it will make no big difference (Cummings et al 2010). Another important outcrop of behavioral change as reflected by the behavioral theory of leadership is the democratic leadership. In this case, the degree of input actually varies from one leader to another. It is also important when the decision that has to be made has to maintain a larger input (De Vries, 2010). Development of leadership must therefore involve managers recognizing the importance of their subordinates as well as their fellow seniors. One aspect that has to be developed is dynamism which influences the manner in which leaders have to respond to the urgent needs. Prioritization is a key factor in leadership being up to the task. In other words, situational awareness has to be reinforced for development of effective leadership in particular. Contingency leadership theory comes in handy for development of a leader who recognizes the importance of situations and the need to have periodization when things crop up. Such leadership is actually vital in certain circumstances (Mallrat 2010). For a better leader, questions that relate to the need to be either task oriented or rather people-oriented should always crop from time to time. However, there is need to have a leader who is able to espouse all of them (Margaret, 2017). This will mean that recognizing how one situation affects another and in turn the effect it will have on the leadership itself. Leadership must always have an input of integrity and a robust inspiration for the future. The vision to have a better future will always form the basis upon which the tenets of proper leadership can be pinned. Such an approach indicates a transformative theory of leadership. In other words, it tries to bridge the gap between the existing leadership and the need to have a better tomorrow best on the events of the previous day. It should then motivate people to achieve the best vision for the future by proper management of delivery process and lead to building of a proper and a prosperous teams. Primarily, in order to develop an effective and leadership that touches the needs of the people, it must be able to overhaul its style. In other words, it is important to be adaptive. This means numerous situations are able to fit into the different approaches can be instituted. Adaptive leadership has to be a vital component. Leadership must be based on the intrigue, control and compromise indicating a closer look at the transactional leadership theory. While ensuring that control of the people in organization is compulsory, leaders have to apt with the cost-benefit orientation. When costs and benefits are clear enough which then calls on for conformity to the expectations. For instance, managers in the organizations will be keen to have compromise being arranged in order to have their end of the deal being taken care of soon enough. Furthermore, having a more cost-benefit orientation towards leadership implies that leaders are able to concentrate more on the rewarding effort appropriately which eventually creates behavioral conformation. While transformative leadership is bent on having changes on the status quo, transactional leadership is a lot more conservative which also pays homage to respecting the institutions that are in place. In other words, leadership can be developed through only putting in p lace a bit of changes on the existing system without actually upsetting the existing framework which may be requiring quite a lot of time to overhaul it. Nonetheless, transformational leadership offers a very effective method that a manager can use to minimize problems. Self-confidence, self-esteem and self-determination portray are important aspects that should be identified in a leader and hence leadership should be pinned on the same. Such leadership will be primarily paying homage to the Great Man theory of leadership. Such existence means it is only such men who can be good enough for leadership positions (Kibbe, 2015). Encompassing all these aspects in the face of leadership means that individuals must be possessing the characteristics that sets them apart from the rest of the people. In essence, development of leadership is very challenging and this calls for heavy investment on the part of the theoretical approach that a person looks more favorable for his life and leadership platform (Van Mart, 2003). However, each particular theory as established in the paper has specific approach to leadership. Behavioral seeks for a change in an individual behavior pattern, traits theory calls for identifying those traits that are associated with leaders and changing them as well to suit the needs that are advocated by the followers (Proctor, 2004). The other theories are identical in their differences. For example, transformative model indicates a more change in the status quo but in the right in the direction while maintenance of the status quo is advocated for by the trancational theory for the chief reason of preventing the unsettling effect that it could put across. Nonetheless, it is still vital that development of leadership is recognized with regard to the leadership theories. References Margaret, J. (2003). Leadership style and its relationship to individual differences in personality, moral orientation and ethical judgment - a Ph.D. proposal. Of American Academy of Business, Cambridge, 3(1/2), 104. Proctor, S I. (2004). Leadership: The skill most needed. Chemical Engineering Progress, 100(6), 52-57 VanWart, M. (2003). Public-sector leadership theory: An assessment. Public Administration Review, 63(2), 214-229 Kibbe, M. R. (2015). Leadership Theories and Styles. In Leadership in Surgery (pp. 49-57). Springer International Publishing. Cummings, G. G., MacGregor, T., Davey, M., Lee, H., Wong, C. A., Lo, E., Stafford, E. (2010). Leadership styles and outcome patterns for the nursing workforce and work environment: a systematic review. International journal of nursing studies, 47(3), 363-385. Odumeru, J. A., Ogbonna, I. G. (2013). Transformational vs. transactional leadership theories: Evidence in literature. International Review of Management and Business Research, 2(2), 355. De Vries, R. E., Bakker-Pieper, A., Oostenveld, W. (2010). Leadership= communication? The relations of leaders communication styles with leadership styles, knowledge sharing and leadership outcomes. Journal of business and psychology, 25(3), 367-380. Avolio, B. J., Walumbwa, F. O., Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Annual review of psychology, 60, 421-449.