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Leadership Students name University Leadership Understanding various types of leadership is very important, as it leads to the leadership development. The paper dwells on four major types of leadership, such as transformational, transactional, charismatic, and visionary leadership styles. The term transformational leadership was first coined by J. V. Downtown in 1973 and first introduced by James Burns in 1978.
It is generally defined by Burns as the leadership style that occurs when one or more persons engage with others in such a way that leaders and followers raise one another to higher levels of motivation and morality. Transformational leadership implies a clear collective vision. These leaders are able to effectively communicate the vision to their followers. Transformational leaders act as role models and inspire the followers by their own example to put the good of the company above personal interests.
Transformational leaders encourage the followers to be more innovative. These leaders are not afraid to take risks and use non-traditional methods to motivate their followers and to achieve collective vision. Transformational leaders are able to articulate the vision of the future and to inspire the employees to undertake all efforts in order to achieve it. They use symbols and stories in order to communicate the message and the vision. Transformational leaders place high emphasis on the importance of acting together, and having a collective mission. They talk with enthusiasm and optimism and express confidence that the collective goal will be reached.
Transformational leaders transform their employees, as they win the respect and trust of their followers by doing the right things rather than doing the things right. Finally, transformational leaders take into consideration all ethical and moral consequences of their decisions, and talk about the most important values and beliefs. They spend time coaching, teaching and training, considering each employees needs and aspirations. In such a way, transformational leadership style can be considered the most efficient one.
In contrast to transformational leadership, where every person is treated as the individuality, transactional leadership style is based on the use of external motivators. It means that transactional leadership adheres to the principle that the employees should motivated by the reward and punishment. This leadership style was first developed by Bass, who advanced the hypothesis that the followers are motivated through a system of punishments and rewards. As it was already mentioned, transactional leaders use the external motivators. Although the punishment is not always mentioned, it is always well-understood by the employees.
Therefore, the relationships between the transactional leader and the followers was described as quid pro quo (or this for that) relationship. It means that if the follower does something bad, he will be inevitably punished, but if the follower does something good, he will get some reward. The leaders, who adhere to these principles, usually create defined structures with a clear chain of command, and when the employees have agreed to do something, they usually cede the authority to their leader (the manager). Therefore, transactional leaders are usually dominating persons with strong authoritative style of management. Transactional leaders imply a by the book approach, where the person works within the specific rules, and usually work within the existing boundaries. Transactional leaders are ineffective change agents, because transformational leadership itself is based on quiet acceptance of the situation by the followers.
This type of leadership is quite often seen in bureaucratic or large companies. Charismatic leadership style is significantly different from transactional leadership. Charismatic leadership is defined by Weber as resting on devotion to the exceptional sanctity, heroism or exemplary character of an individual person, and of the normative patterns or order revealed or ordained by him. To put it differently charismatic leader is the person with charisma (a specific quality that sets the person apart from the ordinary men and treated as "endowed with supernatural, superhuman, or at least specifically exceptional powers or qualities." Charismatic leaders are dominant. They have strong desire to affect and change other people's lives. They are self-confident and have strong sense of people's moral values.
According to Jay Conger, charismatic leadership can be classified as the four-stage model, comprising of continual assessment of the environment and formulating a specific vision; communication of this vision to the followers through motivation and persuasion; building commitment and trust, as the followers should support their leader's goal, that may be achieved also through personal risk taking, or self-sacrifice; and, finally, achieving the vision through the use of role modeling, unconventional tactics, and empowerment. Charismatic leadership style has positive implications, as it usually leads to the relatively strong level of obedience from the side of the followers. It may be extremely useful in difficult circumstances. It may be very effective, if the vision is right, and, finally, charismatic leadership is energetic, exemplary and unconventional.
Yet, there are some limitations of the charismatic leadership style, as due to high level of obedience it may lead to tendency gather weak personalities around the leaders. It may also lead to the lack of accountability, as the values of charismatic leader are above all, while the charismatic leadership style implies freedom from inner moral conflicts. Finally, charismatic leaders are unpredictable, and, thus, may be potentially dangerous to the organization, if the vision of such a leader is wrong. Finally, the visionary style of leadership is, probably, one of the most effective ones, as it implies strategic vision and other important values.
The visionary leader takes a long view, as he initiates changes to move the company toward the future. Visionary leader builds the vision with his followers and uses interpersonal skills, advocacy and communication, in order to effect desired changes and promote the company's mission. Visionary leaders increase the effectiveness as they move decision-making responsibility to the frontline. They achieve desired efficiency with limited supervision, as they give the followers a possibility to develop necessary decision-making skills. Visionary leader trusts his followers and never limits decision making to management, in contrast to the transactional leader. Visionary leader develops a strategic plan that embraces the goals and performance measures, and consistently monitors and evaluates his followers' achievements.
He creates a culture of ethical standards within the company and facilitates the creation of shared vision and ethical values within the organization and uses these conceptions to guide his followers actions in order to achieve the desired goal. Visionary leader coaches, trains and inspires, motivates, and encourages his followers, and adapts the leadership style as required for different situations. Finally, he develops new insight into situation, searches and applies innovative solutions, and organizational improvements, thus making the visionary leadership style one of the most effective styles available. References Dunham, R. B. (1984). Organizational Behavior.
Homewood, Illinois: Richard D. Irwin. Bedeian, A. G. (1983). Management. Chicago: Dresden Press.
Starratt, R. J. (2004). Ethical Leadership. San Francisco, CA: Jossey-Bass.
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Research essay sample on Order To Achieve Charismatic Leadership
