They studied the relationship with two leadership styles: transformational and transactional. They studied the impact on academic staff of a community college in Malaysia. Though earlier studies had established a relationship between leadership styles and turnover yet their study showed contradictory results. They felt that the result differed due to the nature of work. Since academicians in higher education work mostly by themselves to impart knowledge to their students, there was little impact of leadership styles on their turnover intentions.
Title: Influence of leadership styles on project outcomes Problem Statement: Leadership is about motivating and guiding people to understand their potential, and to achieve more challenging organizational goals. A manager’s leadership style and competence is key to successful performance in project, and many studies have confirmed a correlation between these and the performance of organizations and companies. The focus of this study is to investigate the influence of leadership styles such as Engaging, Involving and Goal-oriented on the project outcomes. Objectives of the study: The aim of the study is to find that whether the project success is influenced by leadership style. To realize it, three objectives are set: • To review
Twenty-first century researchers believe that leaders need to focus on talent acquisition, creativity and innovation, and leading effective change in order to generate new products, improve services, discover unconventional revenue streams, and coach others in order to maintain a competitive advantage (Boneau & Thompson, 2013). However, for the past 30 years, the leadership styles that have been dominant in research are transactional and transformational leadership (Keskes, 2014). Transactional leadership. Transactional leadership is described as managerial leadership because it emphasizes the supervisory role, as well as the organization and group’s performance (Odumeru & Ifeanyi, 2013). Transactional leadership is also described as an exchange of the leader’s interest and followers’ expectations involving commitment, respect, and trust (Paracha, Qamar, Mirza, Hassan, & Waqas,
Agreeing to this theory, a leader with this style of leadership is the efficient leader as the leader can concentrate along the task hand, communicate clear expectation to their followers in order to make decisions effectively (Eberlin & Tatum, 2008; Tatum et al., 2003). Consistently, as pointed out by Muhammad Naveed and Muhammad Tahir (2014), leader with this trend of leadership also tend to use rationality and very systematic in participating decision making as the leader will give attention to detail, focus on solid information as well as adopting step-by-step approach in decision making process. In the context of empirical perspective, finding of this hypothesis also got supported by the research conducted by several researchers (see Abdullah et al., 2014; Mosley, 2014; Syagga, 2012) that revealed transactional leadership style have a relationship towards decision making participation even though the target population is totally different. As a conclusion, since the finding of this hypothesis got supports from theoretical perspectives as well as empirical perspective, it’s revealed that the transactional leadership style has a relationship with decision making
Leadership literature review confirms that the concept of leadership embraces series of evolving of thought from the oldest great man and trait theories to the recent -transformational leadership. While early theories tend to focus upon the characteristics and behaviors of successful leaders, later theories begin to consider the role of followers and the contextual nature of leadership in an organization. 2.2.1. Great Man Theory of Leadership Great man theory, as the earliest approach to studying leadership, asserts that the capacity for leadership is inherent in that great leaders are born, not made. This theory often describes leaders as heroic, mythic and destined to rise to leadership when needed.
The example of activity utilized by various people decides authority potential and style. In this way behavioral hypothesis concentrate on distinguishing basic behavioral determinant of leadership that can inturn be utilized to prepare individuals to end up great leaders. The behavioral leadership is mostly divided into two types; - Task oriented leadership: in this type of leadership a leader decides the goal and assigns task to the team members in order to achieve the specific goals. This results in high level of productivity and performance. - Relationship oriented leadership: in this type of leadership a leader takes input from all of his team member and then works accordingly with them.
In many cases, leaders are accountable for transformation in an organization. Leader-follower dynamics should be explored from the two varying viewpoints, digital natives and digital immigrants, to further understand the preferences of leadership styles in higher education. To further grasp the effectiveness of leaders based upon the perception of its followers, the evolution of leadership styles should be explored. Recent leadership concepts including transformational, charismatic, transactional, and Theory X and Theory Y facilitates an investigation of leader-follower associations. Robert Blake and Jane Mouton’s Managerial Grid model of leadership, based on Theory Y, will expound upon consideration referred to behavior reflecting respect for subordinates’ ideas and
Evaluate your leadership practices using a scholarly leadership theory Being part of a large organization and belonging to several functional and task groups within the healthcare sector as a leader, I have to adapt accordingly and at times practice several leadership traits. Considering the nature of the group I’m involved in oftentimes I see myself relating to situational leadership. Situational-contingency theories are related to the factors affecting particular situations. It purports that the ability of a leader to lead depends on the situation where the leadership is taking place (Taylor, 2009). According to this theory, there are three significant areas that determine leadership, that is, the situation, the leader and the follower.
The results concluded that every leader is relatively affective but it can be expected that practical and unity leaders could do even better than uncaring leaders. Leadership can make contribution of employee’s behavior towards innovation and it has a significant impact on it. DeJong and Hartog (2007) explored the fact that leaders’ behavior could strongly affect employees’ innovation behavior. They stated that managers’ can motivate employees to think differently, make innovations, generate new ideas, by their day to day activities and behaviors toward employees’ and encourage them to apply those ideas
Rather than everyone scrambling to figure out which part of the assignment is theirs to do, someone in that group can show leadership by accordingly assigning everyone a job they’re content with. Now that may be easier said than done because not everybody is a leader, but leadership is a personality trait, it comes from within and cannot be forced. Leadership takes strong will, motivation, voice and an open mind. A leader is willing to listen to what everyone wants, staying away from only their perspective. A trait effective leaders show is being socially aware of their community.