The document discusses four leadership theories (charismatic, transformational, transactional, and Schein's organizational culture model) and their relationship to the Scholarship/Practice/Leadership (SPL) model. It describes the key components of each leadership theory, including their similarities and differences. It then explains how each theory fits within the three components of the SPL model, which emphasizes scholarly, practical, and leadership perspectives. The theories are analyzed in terms of how leaders can apply critical thinking (scholarship), connect research to practice, and accomplish goals (leadership).
Transformational Leadership Forum provides leadership workshops and speaker forum on contemporary leadership issues. Managing Director oversees operations.
⢠Transformational Leadership Forum (TLF) provides leadership growth and opportunities through hosting of conferences, workshop, classes, speakers, mentoring, networking, and group forums.
⢠The forum discussions provide insights and understanding on the importance and value of Christian leadership.
⢠The forum emphasizes the importance of the servant and transformational leader:
Admired, respected and trusted.
Stimulate their followers to be creative and innovative.
Motivate and inspire those around them.
Give attention to each individual follower's needs for achievement and growth.
Serve others in humility and love.
⢠The forum provides discussions on the need, mission and witness of Christian leaders in today's postmodern culture.
⢠The forum provides discussions on contemporary issues of leadership.
Tlf8, tfl8, Transformational Leadership Forum, knowing God, Prayer, Prayer Request, Bible Studies, Leadership, Training, Youth, believers, character of God, Strong Leadership, 8 Core Values, Appearance, Character, Life, Invest in You, Mentoring, Conferences, workshop, classes, speakers, networking, group forums, API, smartphone application, forum discussions, Christian leadership, Christian, servant leader, Admired, respected and trusted, Stimulate their followers to be creative and innovative, Motivate and inspire those around them, Give attention to each individual follower's needs for achievement and growth, Serve others in humility and love, mission, witness, contemporary leadership, Gospel, Robert Fomer, blogtalkradio, Breakfast Talk, religion, family, Transform Leader
Transformational Leadership program now offered in Arizona. TRANSACTIONAL Leadership, also known as managerial leadership, focuses on the role of supervision, organization, and group performance; transactional leadership is a style of leadership in which the leader promotes compliance of his/her followers through both rewards and punishments. Transactional, or management leadership, is sufficient to keep you and your company operating effectively. It is very good at maintaining the status quo.
TRANSFORMATIONAL leadership covers a wide range of aspects within leadership. There are no specific steps for a manager to following. Becoming a transformationa leaders is a process and requires conscious effort to adopt a transformational style.
Transformational Leadership Forum provides leadership workshops and speaker forum on contemporary leadership issues. Managing Director oversees operations.
⢠Transformational Leadership Forum (TLF) provides leadership growth and opportunities through hosting of conferences, workshop, classes, speakers, mentoring, networking, and group forums.
⢠The forum discussions provide insights and understanding on the importance and value of Christian leadership.
⢠The forum emphasizes the importance of the servant and transformational leader:
Admired, respected and trusted.
Stimulate their followers to be creative and innovative.
Motivate and inspire those around them.
Give attention to each individual follower's needs for achievement and growth.
Serve others in humility and love.
⢠The forum provides discussions on the need, mission and witness of Christian leaders in today's postmodern culture.
⢠The forum provides discussions on contemporary issues of leadership.
Tlf8, tfl8, Transformational Leadership Forum, knowing God, Prayer, Prayer Request, Bible Studies, Leadership, Training, Youth, believers, character of God, Strong Leadership, 8 Core Values, Appearance, Character, Life, Invest in You, Mentoring, Conferences, workshop, classes, speakers, networking, group forums, API, smartphone application, forum discussions, Christian leadership, Christian, servant leader, Admired, respected and trusted, Stimulate their followers to be creative and innovative, Motivate and inspire those around them, Give attention to each individual follower's needs for achievement and growth, Serve others in humility and love, mission, witness, contemporary leadership, Gospel, Robert Fomer, blogtalkradio, Breakfast Talk, religion, family, Transform Leader
Transformational Leadership program now offered in Arizona. TRANSACTIONAL Leadership, also known as managerial leadership, focuses on the role of supervision, organization, and group performance; transactional leadership is a style of leadership in which the leader promotes compliance of his/her followers through both rewards and punishments. Transactional, or management leadership, is sufficient to keep you and your company operating effectively. It is very good at maintaining the status quo.
TRANSFORMATIONAL leadership covers a wide range of aspects within leadership. There are no specific steps for a manager to following. Becoming a transformationa leaders is a process and requires conscious effort to adopt a transformational style.
The Full Range Leadership Model - a one page overviewRichard Fryer
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Provides a summary of the full range of leadership styles from transformational, transactional, laisez-faire and avoidant. Articulates the key behavioural indicators of leadership characterizing each style. MLQ is the 360 (or self report) inventory to use in conjunction with this model. Extensive peer-reviewed work exists supporting the value of this model of leadership in organizations.
Anti-corruption and Judiciary Excellence: The Role of Transformational Leader...Francis George
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Anti-corruption and Judiciary Excellence: The Role of Transformational Leadership. How Transformational Leadership contributes to combating Corruption and enhancing Judicial Excellence.
This Presentation describes Characteristics of Transformational Leadership and attributes required for the same.Four Elements of Transformational Leadership is highlighted.
A quick overview (not exhaustive) of the history of the leadership from an academic/scientific perspective. The notes are critical and all citations listed in references (APA) for further reading.
What is Transformational Leadership?
Charismatic, visionary leaders who transform organizations through empowering followers. Leaders who bring out the best in followers and develop them into leaders. Leaders who motivate and challenge teams to perform at levels beyond expectations.
Learn what transformational leadership is, the qualities of a transformational leader, how they transform themselves, others, organizations, the world! Discover the impact that your being a transformational leader can have on bringing about a change in the world that we need to see that is in the best interest of everyone, a moral change.
The Full Range Leadership Model - a one page overviewRichard Fryer
Â
Provides a summary of the full range of leadership styles from transformational, transactional, laisez-faire and avoidant. Articulates the key behavioural indicators of leadership characterizing each style. MLQ is the 360 (or self report) inventory to use in conjunction with this model. Extensive peer-reviewed work exists supporting the value of this model of leadership in organizations.
Anti-corruption and Judiciary Excellence: The Role of Transformational Leader...Francis George
Â
Anti-corruption and Judiciary Excellence: The Role of Transformational Leadership. How Transformational Leadership contributes to combating Corruption and enhancing Judicial Excellence.
This Presentation describes Characteristics of Transformational Leadership and attributes required for the same.Four Elements of Transformational Leadership is highlighted.
A quick overview (not exhaustive) of the history of the leadership from an academic/scientific perspective. The notes are critical and all citations listed in references (APA) for further reading.
What is Transformational Leadership?
Charismatic, visionary leaders who transform organizations through empowering followers. Leaders who bring out the best in followers and develop them into leaders. Leaders who motivate and challenge teams to perform at levels beyond expectations.
Learn what transformational leadership is, the qualities of a transformational leader, how they transform themselves, others, organizations, the world! Discover the impact that your being a transformational leader can have on bringing about a change in the world that we need to see that is in the best interest of everyone, a moral change.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
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International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This study seeks to examine the impact of leadership traits on public organizational performance.
The views presented by scholars and practitioners in the social sciences argued that there is no relationship
between transformational leadership traits and organizational performance in the public sector organizations.
The study used correlation and regression analysis to identify the gap that exist within the variables under
investigation
Leadership is one of the most discussed topics in management. Everyone has a couple of points to illustrate and a type to support. Here is a comparison between a few leadership models.
1 The Evolution of Leadership Theory Although the pra.docxaryan532920
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1
The Evolution of Leadership Theory
Although the practice of leadership has changed considerably over time, the
need for leaders and leadership has not (Bass, 1990a; Kouzes & Posner, 1995).
Already in 1990, Bass (1990a) found a proliferation of leadership books (over 3,
300). Since the publication of Burnsâs (1978) seminal work on transforming
leadership the number of leadership programs at various higher education
institutions has grown to over 900 (Mangan, 2002). Clearly, interest in the field
remains high. This review, although not exhaustive, traces the historical evolution
of leadership theory from its initial focus on Great Man and trait theory to the
contemporary study of transformational leadership theory offered by Bass.
Although the theoretical underpinnings of leadership theory have changed over
time, in many ways the basic functions of leadershipâproviding direction, decision
making, establishing goals, communicating, resolving conflictâhave not (K. E.
Clark & Clark, 1990). Examining the historical development of leadership theories
provides some necessary perspective as well as context within which to appreciate
the increasing interest in transformational leadership (Bennis, 1976).
Leadership Traits
The historical evolution of the study of leaders and leadership derives from
Galtonâs Great Man theory (K. E. Clark & Clark, 1990). Royalty, battlefield
heroes, and other wealthy and successful individuals were thought to possess
inherent talents and abilities that set them apart from the population at large and
2
which enabled them to achieve great success. Great Man theory subsequently gave
rise to trait theory in the 1920s and 1930s, which generally unsuccessfully
attempted to identify traits that made leaders different from other individuals. The
underlying assumption of the theory was that leaders surely had to possess some
universal characteristics that made them leaders. For the most part, traits were
viewed as âgivensââsomething that was there at birthâinborn, fixed, and
applicable to, and in, any circumstance. The shortcomings of the theory though,
were that it did not take into account the myriad different circumstances faced by
leaders nor the vast differences in the types of individuals being led. Likewise, no
attempt was made to actually measure the leaderâs performance (Hollander &
Offermann, 1990). Researchers in the field subsequently refocused their efforts
away from who a leader was to what leaders did and attempted to identify
observable leader behaviors (Sashkin & Burke, 1990).
Leadership Behaviors
The behavioral approach makes an effort to identify exactly what good leaders
do on the job and then draws correlations between those specific behaviors and
their leadership effectiveness (Yukl, 2002). Research in this area basically
identified two different dimensions of leadership behavior (although labeled
differently depending on ...
Gadjah Mada International Journal of Business - September-DecDustiBuckner14
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Gadjah Mada International Journal of Business - September-December, Vol. 22, No. 3, 2020
250
Gadjah Mada International Journal of Business
Vol. 22, No. 3 (September-December 2020): 250-275
*Corresponding authorâs e-mail: [email protected]
ISSN: PRINT 1411-1128 | ONLINE 2338-7238
http://journal.ugm.ac.id/gamaijb
Leadership Styles and Organizational
Knowledge Management Activities:
A Systematic Review
Nabeel Al Amiri*a, Rabiah Eladwiah Abdul Rahima, Gouher Ahmedb
aUniversity Tenaga Nasional, Malaysia
bSkyline University College, United Arab Emirates
Abstract: Leaders play a critical role in the success or failure of their organizations. Leaders can
be effective in implementing changes, building their organizationâs capabilities, and improving its
performance, or the opposite, they could be ineffective. In this systematic review, the authors aim
to summarize the findings of previous quantitative research, published between the period from
2000 to 2018, to identify the effect of various leadership styles on organizational Knowledge
management (KM) capabilities and activities. The authors reviewed 50 articles found in well-
known databases included Emerald, ScienceDirect, Taylor and Francis, Ebsco, Google Scholar,
and others, concerning the impact of leadership when implementing KM in business organiza-
tions. The review revealed that transformational, transactional, knowledge-oriented leadership,
top executives, and strategic leadership have evidence of their constant and positive effect on the
KM process. The authors encourage organizations to use a combination of those styles to max-
imize the effect of leadership on KM. The authors also recommend conducting further studies
on the effect of the remaining leadership styles, such as the ethical and servant leadership styles
on KM and the other specific KM activities.
Keywords: leadership, leadership styles, knowledge, knowledge management, organization
JEL Classification: M000, M100, M150
Al Amiri et al
251
Introduction
According to the literature, KM has
a significant impact on organizational per-
formance and innovation. Researchers have
found a strong link between KM and differ-
ent aspects of management innovation that
provide an organization with a competitive
advantage. KMâs implementation in business
organizations could be affected by sever-
al factors, such as the organization culture,
budget, infrastructure, technology, and lead-
ership.
The impact of leadership on business
and organizational management has been
recognized as a significant factor that could
make a difference in organizational perfor-
mance. The academic gurus proposed sev-
eral theories, such as the great man theory,
various behavioral theories, Lewinâs theory,
the contingency theory, the situational lead-
ership theory, the transformational theory,
the transactional theory (or managerial lead-
ership), and many others.
Based on the existing literature, the out ...
Leadership effectiveness a multi-factorial model dr. m. roussety mba, m led,...jameskandi
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Dr. Maurice Roussety is an Executive Consultant at DST Advisory and Lecturer in Small Business, Franchising and Entrepreneurship at Griffith University in Queensland, Australia. Maurice holds a PhD from the Griffith University in Intellectual Property and Franchise Goodwill Valuation. He also holds a Masterâs degree in Leadership and a Master of Business Administration.
Relationship between transformational leadership, Innovation, Learning and Gr...Editor IJCATR
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The main purpose of this paper is to justify and discuss the relationship among transformational leadership, innovation,
learning and growth, internal process within government organizations. Transformational leadership style consists of five components
namely vision, intellectual stimulation, inspirational communication, personal recognition, and supportive leadership. Besides,
innovation, learning and growth, and internal process are considered as three main perspectives of organizationâs performance.
Man, the different situations in which he finds himself, the diversity of aims, objectives and functions that he purpose and that are laid down for him and the many types of frames of reference in which he finds himself, are all together so complex and complicated that we cannot evolve anything like a universal formula for leadership. In fact the most that we can say and we can say it all generic elements of administration â is that the success of leadership in the final analysis is determined by the knowledge of the leader and of the people he leads. This knowledge includes knowledge of things outside the groupâs own frame of reference. All this constitute the subject â matter of this article.
The Study is titled âLeadership Styles: A Case Study of Syriaâ. The main objectives of the research work are to identify and then analyze the political leadership style in Syria, to generate a profile of past, current and emerging leaders of Syria, to study the reasons that led to the uprising in Syria and to assess the future consequences of the decisions taken by the Political Leadership. The study will be descriptive in nature. Keeping in mind the objectives of the study, appropriate data will be collected from people and organizations from both, official and non-official, taking a look at the current and emerging leadership Styles in Syria. Survey for the political, security and economic situation will be carried. Both primary and secondary sources of data will be used for present research. For analysis and conclusion of the results of the survey, appropriate statistical tools and analysis will be done
A Systematic Literature Review of Servant Leadership Theoryi.docxransayo
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A Systematic Literature Review of Servant Leadership Theory
in Organizational Contexts
Denise Linda Parris ⢠Jon Welty Peachey
Received: 20 February 2012 / Accepted: 8 April 2012 / Published online: 22 April 2012
ďż˝ Springer Science+Business Media B.V. 2012
Abstract A new research area linked to ethics, virtues,
and morality is servant leadership. Scholars are currently
seeking publication outlets as critics debate whether this
new leadership theory is significantly distinct, viable, and
valuable for organizational success. The aim of this study
was to identify empirical studies that explored servant
leadership theory by engaging a sample population in order
to assess and synthesize the mechanisms, outcomes, and
impacts of servant leadership. Thus, we sought to provide
an evidence-informed answer to how does servant leader-
ship work, and how can we apply it? We conducted a sys-
tematic literature review (SLR), a methodology adopted
from the medical sciences to synthesize research in a sys-
tematic, transparent, and reproducible manner. A disci-
plined screening process resulted in a final sample
population of 39 appropriate studies. The synthesis of these
empirical studies revealed: (a) there is no consensus on the
definition of servant leadership; (b) servant leadership
theory is being investigated across a variety of contexts,
cultures, and themes; (c) researchers are using multiple
measures to explore servant leadership; and (d) servant
leadership is a viable leadership theory that helps organi-
zations and improves the well-being of followers. This
study contributes to the development of servant leadership
theory and practice. In addition, this study contributes to the
methodology for conducting SLRs in the field of manage-
ment, highlighting an effective method for mapping out
thematically, and viewing holistically, new research topics.
We conclude by offering suggestions for future research.
Keywords Leadership ďż˝ Leadership theory ďż˝ Servant
leadership ďż˝ Systematic literature review
Introduction
Leadership is one of the most comprehensively researched
social influence processes in the behavioral sciences. This is
because the success of all economic, political, and organi-
zational systems depends on the effective and efficient
guidance of the leaders of these systems (Barrow 1977). A
critical factor to understanding the success of an organiza-
tion, then, is to study its leaders. Leadership is a skill used to
influence followers in an organization to work enthusiasti-
cally towards goals specifically identified for the common
good (Barrow 1977; Cyert 2006; Plsek and Wilson 2001).
Great leaders create a vision for an organization, articulate
the vision to the followers, build a shared vision, craft a path
to achieve the vision, and guide their organizations into new
directions (Banutu-Gomez and Banutu-Gomez 2007; Kotter
2001). According to Schneider (1987), the most important
part in build.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
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Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, youâll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Building Your Employer Brand with Social MediaLuanWise
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Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement â helping to position your organization as an employer of choice in today's competitive talent landscape.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
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This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
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Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
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Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
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Youtube â https://www.youtube.com/startuplviv
FB â https://www.facebook.com/pmdayconference
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
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Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
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Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Training my puppy and implementation in this story
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A Review Of Transformational Leadership Models
1. A Review of Transformational 1
Running head: A REVIEW OF TRANSFORMATIONAL
A Review of Transformational Leadership Models and its linkage
to the Scholarship/Practice/Leadership Model
Grace S. Thomson
University of Phoenix
2. A Review of Transformational 2
Leadership Theories and the Scholarly/Practice/Leadership Model
The success of organizations is the result of a combination of factors: financial, material
and technological resources, logistics, and human capital. These factors are put together to
achieve the desired goals consistent with the corporate mission. In this context, firms are in
constant seeking of the best individuals who will lead and carry out this journey to success.
These individuals are expected to have special characteristics that ensure that their actions will
turn out into positive results for the organization. These extraordinary individuals are the leaders.
This document will present a discussion of four leadership theories, their similarities and
differences and their relationship with the Scholarship/Practice/Leadership (SPL) model. The
first section of this paper will present the components of the SPL model and the way they
interrelate. The second section will explain the characteristics of four selected leadership theories
using as focal point the behaviors of leaders and their impact on organizational outcomes. The
third section of the document will address how each theory fit within the SPL model. Finally, in
the fourth section this work presents a discussion about contemporary leadership issues and
challenges that might be addressed using the cited leadership theories.
The Scholarship/Practice/Leadership model
The Scholarship/Practice/Leadership (SPL) model is a pertinent framework for the
discussion of leadership styles and outcomes, as it offers a three-fold perspective that leaders
may incorporate in order to be more effective in their organizational performance.
At one hand leaders need to have a scholarly view of the issues that organizations face.
Having a scholarly view means applying critical thinking when making decisions. Critical
thinking is defined as âskillful, responsible thinking that facilitates good judgmentâ (Lipman,
2002). By using critical thinking, leaders are able to critically analyze theories and methods that
3. Leadership Theories 3
could be useful to address a problem in their organizations, and beyond that they will have the
ability to think about their own thinking process and self-correct it, in order to develop effective
criteria for their decisions (Lipman, 2002)
On the other hand leaders have to show ability to incorporate these views in a practical
way. They then become practitioners who connect the results of their research to their practice,
challenging their assumptions and triggering new ideas to change their strategies and actions
(Winter, Griffiths & Green, 2000). Scholarly work offers innovative insights and facilitates a
clear articulation between research and practice, adding value to the performance of practitioners
and leaders (Winter et al., 2000, p.32). The SPL model offers a relevant framework to analyze
the impact of leadership theories and their fit to the model.
Leadership theories
The leadership literature is extensively rich of theories, models and research approaches.
Some authors have classified these theories using different criteria. Clawson (2006) for example,
identified 26 models and theories within six research approaches: (1) trait approach (2) behavior
approach (3) power and influence (4) situational approach (5) charismatic approach, and (6)
transformational approach. An expansion of this list is included in Appendix A.
This document will address four of these theories and models, comparing them based on
characteristics of leadership behavior and leadership outcomes. The theories and models chosen
are: Houseâs Theory of Charismatic Leadership, Bassâs Theory of Transformational Leadership,
Bassâs Transactional Leadership Theory, a short reference to the integrative Full-Range
Leadership Theory model (FRLT) and Scheinâs model of organizational culture and leadership.
Houseâs Theory of Charismatic Leadership
4. Leadership Theories 4
Houseâs theory of charismatic leadership had its origin in Weberâs work (1947). Houseâs
view contrasted the former Weberian view characterized by high power, low affiliation and
demanding responsibilities that followers had to fulfill (Antonakis & House, 2002). House
(1976) presented an alternate view of charisma which he called organizational charisma where
the core element was âan extraordinary relationship between an individual (leader) and others
(followers) based on shared deeply-held ideological valuesâ (House, 1999).
In 1997, House introduced the Neo-Charismatic Leadership Paradigm (NLP) to explain
how leaders lead organizations to accomplish extraordinary results in critical situations, and how
they obtain overwhelming followership (House, 1999). House identified five behaviors of a
charismatic leader: (1) goal articulation, (2) role modeling, (3) image modeling, (4) high
expectations and (5) confidence in the followers.
Houseâs theory has been criticized for the apparent limited scope of action restricted to
the leader/follower interaction, however, House showed that charismatic leaders possessed
consistent communication skills that influenced their followersâ beliefs in different contexts,
whether it was a nation or a corporationâs agenda (Fiol, Harris and House, 1999).
In a contemporary approach Kim, Danserau & Kim (2002) used the five behaviors stated
by House and correlated them with three dimensions of behavior of charismatic leaders: (a)
vision-related behavior, (b) personal behavior and (c) empowering behavior.
The concept of charisma and the five behaviors of charismatic leaders were later used by
transformational leadership theorists to explain the concept of idealized influence as one
predictor of leadership effectiveness (Antonakis & House, 2002). Charisma and vision become
common elements in both transformational and charismatic leadership theories, however, the
different factor is the inclusion of organizational climate missing in the transformational theory
and included in the Charismatic model. Other of the limitations of Houseâs theory is the absence
5. Leadership Theories 5
of discussion about how charismatic leaders achieve specific goals in their organizations, which
is an element present in the transactional theory of leadership. An indirect reunion of
transactional and charismatic leadership styles occurs when Bass proposes the Full-Range
Leadership Theory addressed in the following sections.
Bassâs Theory of Transformational Leadership
The transformational leadership theory originated with the work of Burns (1978) and was
later supported by the research of Bass (1985), Tichy & Devanna (1990), Shamir (1993), Kark &
Shamir (2002), Conger and Kanungo (1998) and others (Antonakis & House, 2002).
Bass (1985) made the original concept of Burnsâs about transformational leadership more
operational. Bass and Avolio (1998) created a set of five categories based on Bass (1985) to
characterize a transformational leader: (a) idealized influence or attributed charisma, (b)
idealized influence or behavioral charisma, (c) inspirational motivation, (d) intellectual
stimulation and (e) individualized consideration (Antonakis & House, 2002).
Idealized influence or attributed charisma is the emotional component of leadersâ
behavior that moves followers from their self-interest to a major purpose. Idealized influence or
behavioral charisma is the leaderâs sense of mission that drives the ethics and moral of the
followers. Inspirational motivation is an intangible behavior that impresses confidence to reach
the unreachable. Intellectual stimulation is what makes leaders challenge the status quo and
influences the intellect of the followers. Lastly, individualized consideration ensures that leaders
become coaches and counselors to their followers (Bryant, 2003).
The transformation is triggered by these five behaviors that âraise followersâ awareness
of the significance of designated outcomes and gets them to transcend their self-interests for the
good of the organizationâ (Wittington, 2004) provoking a dual effect on behavior and
performance.
6. Leadership Theories 6
The similarities of transformational leadership and charismatic leadership are expressed
by the inclusion of the concept of charisma, inspiration, and stimulation as behaviors of
transformational leaders. However, they differ because charismatic leadership has a sociological
component derived from the original Weberian proposal. Criticisms to the model relate to the
apparent absence of organizational context as a relevant factor in leadership effectiveness,
however, Bass (1998) has proved the validity of the model in different settings, especially in
organizations in crisis where transformational leaders are needed to challenge the status quo
(Antonakis & House, 2002). Another important criticism related to the incapability of
transformational leaders to make their followers meet certain outcomes, an attribute of
transactional leaders. Bass and Avolio (1994, 1997) would create the Full-Range Leadership
Theory (FRLT) to respond to these observations.
Bassâs Transactional Leadership Theory
The study of transactional leadership was introduced by James MacGregor Burns in
1978. The basis of this theory is the relationship between leaders and followers, which is
supported by exchanges or contingent rewards defined by the leader to praise accomplishments
(Whittington, 2004).
Bass (1985) and Bass & Avolio (1997) expanded Burnsâs theory and defined
characteristics of this transactional relationship, proposing three styles of leadership: (a)
contingent reward leadership, (b) management by exception (active) and (c) management by
exception (passive). Contingent reward leadership is based on a constructive transaction between
followers and leaders where leaders clarify the roles and desired outcomes of the process
motivating them to meet these outcomes contingent to a reward. Management by exception
(active) is a relationship where leaders monitor any deviations from the norm and focus on errors
and mistakes acting appropriately to solve the problems. Lastly, management by exception
7. Leadership Theories 7
(passive) operates by acting on errors or mistakes only when they occur (Antonakis & House,
2002).
Bass (1998) argued that management by exception (active) appeared necessary in risky
situations where the correction of errors was necessary to meet the outcomes. However, an
overuse of this style might create dissatisfaction and stress in the followers. Management by
exception (passive) has been found effective in cases when leaders had to supervise large number
of followers. Transactional leadership may be prevalent in organizations where activities are
performed as a routine or in poorly structured organizations where leaders are needed to create
policies and procedures (Antonakis & House, 2002).
The most severe criticisms to this leadership style relate to the limited motivation it has in
creative followers. Even though pre-determined goal helps followers to stay focused on its
achievement, it might discourage extra efforts as these would not be rewarded (Bryant, 2003). In
such cases a transformational leadership style that praises creativity and outstanding performance
is more suitable to reinforce the performance of these creative individuals (Spinelli, 2005).
In 1988 Bass proposed that transactional and transformational leadership competencies
could be integrated in a different model. This expansion opposed Burnsâs position who viewed
transformational and transactional leadership as substitutes (Spinelli, 2005).
The full-range leadership theory (FRLT) model.
Bass and Avolio (1994, 1997) developed the Full Range Leadership Theory (FRLT)
integrating nine leadership factors taken from the transformational and transactional style, to
enhance the effectiveness of leaders. Table 1 shows five factors (scales) related to
transformational leadership, three factors related to transactional leadership and one related to
non-leadership (Laissez-Faire) that make this model operational.
8. Leadership Theories 8
Table 1 Full-Range Leadership Theory. Components of the Bass & Avolio (1997) Model
Leadership Leadership scales of FRLT
Theory
Transformational 1. Idealized influence or attributed charisma
Leadership 2. Idealized influence or behavioral charisma
3. Inspirational motivation
4. Intellectual stimulation
5. Individualized consideration
Transactional 6. Contingent Reward
Leadership 7. Management by exception (passive)
8. Management by exception (active)
Laissez-Faire 9. Laissez-Faire
Studies conducted by Bass and Avolio (1997) show strong positive correlations between
transformational and contingent reward scales and effectiveness, and negative or zero
correlations for the controlling styles of transactional leadership and laissez faire and
effectiveness (Spinelli, 2005). Bass proposes that effective leaders use both transformational and
transactional competencies with the following hierarchy of frequency: Transformational,
contingent reward, management by exception active, management by exception (passive) and in
rare cases, laissez-faire (Antonakis & House, 2002)
Yukl (1999) has strongly criticized the transformational model because of the overlap
between individualized consideration and inspirational behavior. Beyer and Yukl (1999) have
also argued the confusion created by the model when concepts such as charismatic, visionary and
transformational are used indistinctly (Khatri, 2005).
Scheinâs Model of organizational culture and leadership
This model of leadership is based on the premise that a leader is a culture manager whose
leadership style is a two-fold function of the stages of organizational development and strategic
issues (Schein, 2003). Schein makes a distinction of leadership styles in different stages of the
9. Leadership Theories 9
organization. In growing organizations the leader is a culture creator, whereas in the midlife
stage leaders are culture enhancers and supporters; in maturity, leaders are who renew the
cultural paradigms and search for new values (Schein, 2003).
Schein argues that new leaders coming in organizations have to learn to notice changes in
the organization and find ways to address them before attempting to change the culture. In this
sense Schein views leaders as perpetual learners who are required to meet the following
expectations: (1) New perception and insights; (2) Motivation, (3) emotional strength, (4) skills
in analyzing and changing assumptions, (5) involve others and (6) learn the insights of the
organization (Schein, 2003)
The model proposed by Schein appears flexible and dynamic enough to address the
influence of information age in the development of effective leaders. Using an extensive research
in American corporations during the 70s and 80s, Schein concluded that the main role of a leader
-a learning leader for that matter- is to be aware of changes and be able to guide the organization
at the same speed of information and changes in technology (Schein, 2003).
Schein bases most of his assertions in the theory of transformational leadership and in the
charismatic leadership style (Schein, 2003). The expectations about learning leaders include
elements of motivation and emotional strength that are similar to the elements of inspirational
motivation included in Bassâs theory and charisma and inspiration included in Houseâs
charismatic theory (Antonakis & House, 2002). An element that is not clear in Scheinâs theory is
how a cultural manager (leader) plans and designs strategies to achieve specific outcomes. What
is visible in Scheinâs Theory is the inclusion of the organizational context, the global context and
the inclusion of contemporary issues that other theories do not have (Schein, 2003).
The Scholarship/Practice/Leadership (SPL) Model and Leadership Theories
10. Leadership Theories 10
Each of the leadership theories addressed in this document has important implications in
the SPL model in a dual manner. First, the adaptability of the SPL model provides leaders with a
three-fold perspective to assess the impact of leadership theories in their own performance.
Second, the leadership theories receive potential effect from the SPL model, when
leaders/scholars/practitioners reflect, challenge and propose new theories. Appendix B presents a
proposal of attributes of scholars, practitioners and leaders critically derived from the articles
used in this document.
This section presents an analysis of the leadership theories from the three-fold
perspective of SPL.
Charismatic Leadership Theory and the SPL model
The inspiring vision of the charismatic theory allows leaders to exercise profound
changes in their followers to accomplish success in their organizations (House, 1999). A leader
with scholarly view possesses critical thinking skills that assist in determining the limitations of
the charismatic approach for cases where inspiration has to be complemented by measurable
outcomes (Fiol, Harris, House, 1999).
Transformational leadership theory and the SPL model
Transformational leadership is a style of leadership that fosters freedom of creativity.
Creativity, innovation and self-motivation are characteristics of knowledge workers that make
them very difficult to deal with. Transformational leaders are the perfect fit for these cases
(Bryant, 2003). When leaders are also scholars and active practitioners of their fields of
expertise, they are able to recognize these individual needs.
Transactional leadership theory and the SPL model
11. Leadership Theories 11
Transactional leadership is a style that stresses the importance of rewards and detailed
goals to ensure that followers meet predetermined outcomes. This was reflected in a study
conducted in 2004 in a hospital in Pennsylvania that tested the perceptions of 150 subordinate
managers about their CEOs leadership style using FRLT. The results replicated the findings of
Bass & Avolio (1997). The author used his role as a leader and a practitioner in Healthcare to
identify leaders that had both transactional and transformational characteristics (Spinelli, 2005).
Scheinâs model of organization culture and leadership
Schein affirms that leaders are culture managers, able to adapt to the changing
environment and the leaps in cultural settings. In his work, Schein cites Atari and the failed
attempt of their new president â marketing executive from the food industry- a transactional
leader who used incentives to elicit profitable inventive ideas from the engineers. What he did
not know is that in computing fields, team work is the common culture and not individual
protagonists (Schein, 2003). He could have been more successful by using a scholarly approach
to learn about the new organization, and adapt his practitioner expertise to the new setting.
Leaders who are scholars are able to identify opportunities of research and enhance the
results of models, or propose new theoretical models that respond to the development of the
societies.
Leadership Theories and Contemporary Leadership Issues and Challenges
The four theories cited in this document have the potential to face the following
contemporary leadership issues and challenges successfully:
Globalization
Organizations have to be ready to face aggressive competitiveness and globalization of
their markets. Leaders and managers will be not only responsible for comparing their end-of-year
12. Leadership Theories 12
results to their own record, but to their competitors' (Schein, 1990). This requires both
transactional and transformational styles to manage internal changes, and a combination of
culture management to open the organization to new markets, as proposed by Schein.
Information age
The relevance of the Internet and virtual work teams as a new culture of the organizations
will create an impact in leaders (Bryant, 2003). Studies conducted in knowledge-based
organizations, especially in the information technology and computer-related fields, show that
transformational leadership is an appropriate style to stimulate creativity and innovation (Bryant,
2003). A clear example of this is Michael Dell and his inspiring vision that drives his company in
a dynamic industry generating $5 billion per year for Dell (Tichy & DeVanna, 1990).
Corporate Governance and pressures in accountability
Changes in corporate governance and levels of accountability arisen after Enron and
Worldcomâs scandals for the past seven years have provoked changes in the profile of managers.
Now, CEOs need to have a combination of transformational style to reduce the tensions created
at all levels of management, and a transactional style to work with followers in meeting the
organizational goals of profit (Tichy & Devanna, 1990).
Conclusions
The goals of the organizations expressed in profits, growth in the market, or innovation
are met through a combination of resources that are organized and mobilized by leaders.
Leadership theorists have proposed a myriad of characteristics, behaviors and styles to profile
effective leaders. Leadership is a dynamic concept, is about transformation, inspiration, vision,
goals, cultural adaptation, and knowledge. Leadership styles change with the type of
13. Leadership Theories 13
organization, the characteristics of followership, the relationship between followers and leaders,
the resources used to generate actions from the followers and environmental factors.
This document presented a discussion of four leadership theories: Charismatic,
transformational, transactional and organizational culture and leadership and provided an
explanation of how they fit into the Scholarship/Practice/Leadership (SPL) model. The SPL
model offers leaders a tri-fold perspective of their role in the successful achievement of
organizational goals, by providing them with critical thinking skills to objectively analyze
leadership theories, reflect on their adaptability and choose from the different styles the one or
ones that pertain to their reality or practice.
Leaders who have assumed their role as scholars have the possibility to augment current
theories and propose new ways to impact their followers, their behavior and their performance.
Leaders who have additionally incorporated their practitioner side to their leadership style are
more adaptive to change by using the findings of existing research to improve their performance.
Due to the changes that contemporary organizations face, such as globalization and
strong competition, technology advances and corporate governance, leaders have to use their
different leadership styles to adapt to these changes and guide their followers to an enhanced
state of well being.
14. Leadership Theories 14
References
Antonakis, J. & House, R. (2002). The Full-Range Leadership Theory: The way forward.
Transformational and charismatic leadership: The road ahead. New York: Elsevier.
Bryant, S. (2003). The role of transformational and transactional leadership in creating, sharing
and exploiting organizational knowledge. The Journal of Leadership and Organizational
Studies, 9 (4). Retrieved April 15, 2007, from EBSCOhost database.
Clawson, J.G. (2006). Level Three leadership. Getting below the surface (3rd. edition). Upper
Saddle River: Pearson.
Fiol, M., Harris, D., & House, R.(1999). Charismatic leadership: Strategies for effecting social
change. Leadership quarterly, 10(3), 449-482. Retrieved April 13, 2007, from
EBSCOhost database.
House, R. (1999). Weber and the neo-charismatic leadership paradigm: A response to Beyer.
Leadership quarterly,10 (4), 563-574. Retrieved April 13, 2007 from EBSCOhost
database.
Kark, R. & Shamir, B.(2002). The dual effect of transformational leadership: priming relational
and collective selves and further effects on followers. Transformational and charismatic
leadership: The road ahead. New York: Elsevier.
Khatri, N. (2005). An alternative model of transformational leadership. The Journal of Business
Perspective, 9(2). Retrieved April 13 2007 from EBSCOhost database.
Kim, K., Dansereau, F. & Kim, I.(2002). Extending the concept of charismatic leadership: An
illustration using Bass's (1990) categories. Transformational and Charismatic
Leadership: The road ahead. F.J. New York. Elsevier.
Kinkead, C. (2006). Transformational leadership: A practice needed for first-year success.
Online Submission, 14. Retrieved April 5, 2007 from EBSCOhost database.
15. Leadership Theories 15
Lipman, M. (1995). Critical thinking: What can it be? In A. L. Ornstein, & L. S. Behar (Eds.),
Contemporary issues in curriculum. Retrieved April 12, 2007 from EBSCOhost.
McFadden, Ch., Eakin, R., et al.(2005). Major approaches to the study of leadership. Academic
Exchange Quarterly, Summer, p. 71. Retrieved April 5, 2007 from Thomson Gale
PowerSearch database.
Schein, E. (2003). The learning leader as culture manager. Business Leadership: A Jossey-Bass
reader. San Francisco. Jossey-Bass.
Spinelli, R. (2005). The Applicability of Bassâs Model of Transformational, Transactional, and
Laissez-Fair Leadership in the Hospital Administrative Environment. Hospital Topics.
Retrieved April 13, 2007 from EBSCOhost database.
Tichy, N.M. & Devanna, M.A.(1990). The transformational leader. New York: John Wiley &
Sons.
Winter, R., & Griffiths, M. (2000). The academic qualities of practice: What are the criteria for a
practice-based PhD? Studies in Higher Education 25, 1-13.
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Problems and Perspectives in Management, (3). Retrieved February 15, 2007 from
EBSCOhost.
16. Leadership Theories 16
Appendix A
Clawsonâs classification of leadership theories based on research approach
1. Trait approach (2): The Great Man Theory of Leadership, Stogdill's Leadership Traits,
2. Behavior approach (5): Mintzberg's Ten Managerial Roles, Kotter's Leadership factor,
Stewart's Three-part Theory of Management, Kouzes and Posner's Leadership Challenge,
Results-Focused Leadership.
3. Power and Influence approach (5): Two faces of power, Winter's Theory of Leadership,
The West Point Way of Leadership, Social Exchange Theory, Strategic Contingencies
Theory.
4. Situational approach 6): Hersey and Blanchard's Situational Theory of Leadership,
House's Path-Goal Theory of Leadership, Fiedler's Contingency Model of Leadership,
Leadership Substitutes Theory, The Multiple-Linkage Model, Cognitive Resources Theory.
5. Charismatic approach (3): House's Theory of Charismatic Leadership, Attribution Theory
of Charisma, Self-Concept Theory of Charismatic Leadership.
6. Transformational approach (5): Warren Bennis's Theory of Leadership, James McGregor
Burns's Theory of Leadership, Bass's Theory of Transformational Leadership, Tichy and
Devanna's Transformational Leadership process, Schein's Model of Organizational Culture
and Leadership.
17. Leadership Theories 17
Appendix B
Table 2 Proposed attributes of scholars, practitioners and leaders in the Business
fields
Based on leadership theories
Attributes of a scholar Attributes of a practitioner Attributes of a leader
(Faculty and manager)
Analytical Constant developer of skills for Agent of change
the job
Collaboration Constant learner Challenging
Commitment Globally-oriented Charismatic
Constant learner Goal achiever Coach
Critical thinker High standards of performance Constant learner
Effective communicator Organizer Driven
Globally-oriented Outgoing Empowering
Highly-Cognitive skills Planner Globally-oriented
Inquisitional spirit Problem âsolver Honest
Objective Profit-seeker Inspiring
Open to new knowledge Responsible for learning process Intellectual
Persistence Results-oriented Risk-taker
Team worker Skilled Role model
Team worker Self-determined
Stimulators
Transactional
Visionary