There are several theories of leadership than you can shake a stick at. Theory evolved from the “great man” and “your” theory of leadership “Transformational”-each with a different set of speakers, and focus.
Early theories tend to focus on the characteristics and behaviors of successful leaders, while more recent theory to examine the role of followers and contextual nature of leadership.
Here is an overview of management theories-but first here are 2 quick questions for you: (1) to see if you can spot the Genghis Khan and which applies to Mother Teresa; and (2) trying to figure out which of these theories better describes the style you feel would be most appropriate for your initiative variations?
(1) big man theory is founded on the belief that the leaders are exceptional people born with leadership and was destined to lead.It reflects the views of masculine leadership that prevailed until the end of the 20th century.
(2) Trait theories-is based on a comprehensive list of all the qualities or characteristics associated with management.
(3) Behaviourist theories-accent from the managers actually doing rather than to their various behaviours observed and classified as leadership styles.
(4) Situational leadership-see Guide as a situation where complies the context in which it is a style guide.
(5) contingency theory is situational theory-on situational variables that will determine the most appropriate or effective manner, taking into account the specific circumstances at the time.
(6) Transactional theory-stresses the importance of a transaction or communication-what’s going on between management and the leader.Focused on the perceived benefit derived from those relations, when a Manager allocates favours tangible or intangible Award for commitment to loyalty, or at least that his or her followers.
(7) Transformational theory-central concept here is the change and the role of leadership in the introduction and implementation of change management
(8) Servant leadership-emphasizes the managers of his followers-Guide, thus arises from the desire to serve and not to lead.This practical philosophy, which supports people who prefer to serve first, and then lead the way to expand services for natural and legal persons. He suggested that collaboration, trust, forecasting, listening and ethical use of energy and empowerment.
(9) Dispersed leadership-’ informal ‘, ‘ emerging ‘ or ‘ dispersal ‘ leadership, this approach maintains less formal models of management, where the role of leaders in isolation from the organizational hierarchy of individuals at all levels of the Organization and all roles can be influenced by management of their colleagues and thus influence the overall direction of the organization.
(10) a primal leadership-refers to the emotional aspect of leadership is formulated a message that resonates with their emotional reality with their sense of purpose-and so for the movement of people in a positive direction.
I know it is fashionable and politically correct voting theory 6-10, and that for years, it was fashionable to assume that inherited traits were much less important than situational factors in lessons and these people, serves as the leader. Nevertheless, the science and study of behavioral genetics is gradually shifting attention to the fact that a lot more to do with our genes and inherited traits and characteristics than yourself, or taken over several decades.
So I have to say that recent research on genetics seem to indicate that I have long thought-namely that leaders are born did-so that I would go to a theory 1 with Genghis Khan: I’m not sure how the Mother Teresa’s Room 8 style is intended for business environment? but can be in 7 and 10 are members of this?
Obviously, there are strong in all types of leadership, but in the present circumstances the turbulent I personally will nail polish my colors to the mast and select blending type 7 and 10-because Transformational and primal leadership applied within the context of managing change are ideal for a holistic and inclusive terms of program-based approach for the management of change and, therefore, will be key elements for successful change management strategy.
And make sure that you use the successful change management strategy is appropriate for your organization, you need to know how to apply: () transformational and primal leadership styles, and (b) how to implement a programme of support for management based on processes-this will allow you to avoid catastrophic failure rate of all business initiatives.
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