The Core Leadership Theories Kehinde Adebowale ✓ Solved

The Core Leadership Theories Kehinde Adebowale

One section of your dissertation will be a literature review, which will be the foundation for your research. A literature review summarizes and synthesizes arguments and ideas of others without adding new contributions. The assignments in this class will provide you the opportunity to learn how to write a literature review as you analyze, evaluate, and synthesize existing literature on leadership constructs.

This example paper/template has sections for each of the assignments in Weeks 1 through 7, and collectively will be the final paper due in Week 8. Each week after you receive instructor feedback you are expected to make all needed revisions in preparation for submitting the final paper in Week 8.

For Week 2, provide a short introduction to historical leadership, and discuss the Great Man Theory, comparing and contrasting it with other historical leadership theories. Discuss Trait Theory in similar detail.

In Week 3, cover Behavioral Theory and Skills Approach, comparing and contrasting them with other historical leadership theories.

For the Week 4 assignment, provide a short introduction to Contemporary Leadership and discuss Situational Leadership, Transactional Leadership, Transformational Leadership, and Servant Leadership, comparing each to other contemporary leadership theories.

In Week 5, provide a short introduction and a substantiated discussion on Followership.

For Week 6, provide a short introduction and discussion on Leadership Ethics, and for Week 7, focus on Team Leadership and Decision-Making.

In Week 8, provide a short introduction and a discussion on a leadership topic relative to your professional field, evaluating if a leadership theory/model is best suited for your field, addressing effectiveness of your leadership style, and potential effectiveness in a different field.

The final paragraph needs to include a summary and conclusion.

Paper For Above Instructions

Leadership is a dynamic and multifaceted concept that plays a critical role in shaping organizations and societies. Understanding various leadership theories provides insights into how leaders can effectively inspire, motivate, and guide their teams towards achieving organizational goals. This paper will explore the core leadership theories, spanning historical to contemporary frameworks, while examining their characteristics, strengths, criticisms, and applications in various contexts.

Historical Leadership Theories

Great Man Theory

The Great Man Theory, which emerged in the 19th century, posits that leaders are inherently born rather than made. It suggests that extraordinary individuals possess unique traits that predispose them to leadership roles. Proponents argue that historical figures such as Mahatma Gandhi and Winston Churchill exemplify the innate qualities of great leaders (Uzohue, Yaya, & Akintayo, 2016). However, critics assert that this theory overlooks the significance of situational factors and the development of leadership skills over time (Landis, Hill, & Harvey, 2014).

Trait Theory

Trait Theory builds upon the Great Man Theory by identifying specific personal characteristics that differentiate leaders from non-leaders. Traits such as intelligence, self-confidence, and sociability are often cited as essential for effective leadership. While this theory provides a framework for understanding potential leaders, it is criticized for being overly simplistic and failing to account for dynamic environments that can influence leadership effectiveness (Badshah, 2012).

Behavioral Theory

Behavioral Theory shifts the focus from inherent traits to observable behaviors and actions of leaders. This theory suggests that effective leadership can be learned and improved upon through training and experience. It emphasizes the importance of interaction, communication, and the ability to develop relationships. However, critics argue that it may not sufficiently address the complexities of human behavior in leadership contexts (Uzohue, Yaya, & Akintayo, 2016).

Skills Approach

The Skills Approach introduces the idea that effective leaders possess specific skills, such as technical, human, and conceptual abilities. This theory highlights that leadership is not solely based on personal traits but rather on the development of competencies that can be cultivated over time. Critics suggest that while the Skills Approach is broader, it lacks predictive validity regarding leadership performance (Landis, Hill, & Harvey, 2014).

Contemporary Leadership Theories

Situational Leadership

Situational Leadership Theory posits that effective leaders adjust their leadership styles based on the situation and the readiness of their followers. This approach emphasizes flexibility and adaptability, allowing leaders to provide the appropriate guidance depending on the circumstances (Uzohue, Yaya, & Akintayo, 2016). However, some argue that this theory may lead to inconsistency in leadership behavior.

Transactional Leadership

Transactional Leadership focuses on the exchanges that occur between leaders and followers. Leaders provide rewards or punishments based on performance, which can motivate compliance and productivity. Although effective in structured environments, critics believe it may stifle creativity and limit intrinsic motivation among followers (Badshah, 2012).

Transformational Leadership

Transformational Leadership seeks to inspire and motivate followers to exceed their own self-interests for the sake of the organization. Leaders using this style foster a shared vision, encourage innovation, and create an environment of trust (Landis, Hill, & Harvey, 2014). While widely praised for its effectiveness, it may require significant emotional energy and personal commitment from leaders.

Servant Leadership

Servant Leadership prioritizes the needs of followers and emphasizes serving others as the primary role of a leader. This approach cultivates a supportive environment and focuses on the growth and well-being of team members. Critics argue that it may not always align with organizational goals or decision-making processes (Uzohue, Yaya, & Akintayo, 2016).

Conclusion

In examining both historical and contemporary leadership theories, we observe a spectrum of approaches that reflect different understandings of leadership. Historical theories like the Great Man and Trait Theories emphasize innate qualities, while Behavioral and Skills Approaches recognize the potential for development. Contemporary theories like Transformational and Servant Leadership challenge traditional views by emphasizing the importance of relationships and collective growth. Understanding these theories enriches our insight into effective leadership practices and their applications across various fields.

References

  • Badshah, S. (2012). Historical study of leadership theories. Journal of Strategic Human Resource Management, 1(1), 49.

  • Landis, E. A., Hill, D., & Harvey, M. R. (2014). A synthesis of leadership theories and styles. Journal of Management Policy and Practice, 15(2), 97.

  • Uzohue, C., Yaya, J., & Akintayo, O. A. (2016). A review of leadership theories, principles, styles and their relevance to management of health science libraries in Nigeria. Journal of Educational Leadership and Policy, 1(1), 17-26.

  • Northouse, P. G. (2018). Leadership: Theory and Practice. Sage publications.

  • Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior. Pearson.

  • Kirkpatrick, S. A., & Locke, E. A. (1991). Leadership: Do traits matter? The Executive, 5(2), 48-60.

  • Yukl, G. A. (2013). Leadership in Organizations. Pearson.

  • Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.

  • Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.

  • Greenleaf, R. K. (1977). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Paulist Press.