Introduction
There are numerous views regarding how leadership functions, what qualities make for successful managers, and how to perform productively. Administrators can use a variety of management philosophies, and their effects change depending on the company they are in charge of and the sector they work in (Alloubani & Akhu-Zaheya, 2018). The leadership theories illustrate how various leadership philosophies function successfully inside an organization. I must comprehend these many leadership theories and how they affect my managing and supervisory approach because I am training to be a corporate manager.
Discussion
The ideas center on the personality qualities and conduct that I can employ to improve my management skills. I consider the following qualities to be among the most important for effective leadership:
- Sound ethical principles and beliefs
- Excellent administrative abilities
- Being a competent learner
- Encouraging employee development
- Encouraging affinity and bonding
The participatory theory has influenced me considerably because I take pride in producing more when collaborating with others. In the workplace, participative leadership is less prevalent. This leadership philosophy, often known as democratic leadership, proposes that employees participate actively in organizational judgment calls (James et al., 2018). Finding the optimal course of action is easily accomplished by fostering a dialogue and then considering all the proposals.
Management theory is a different theory that interests me and is crucial to comprehend. This philosophy, also known as transactional leadership, emphasizes structure, management, and team productivity. Business frequently employs transactional leadership, a system of incentives and sanctions. Managers commend their staff for a job well done. They might be penalized if they do not meet the required threshold set. Transactional incentives and penalties are applied based on the assumption that folks primarily perform actions to receive a reward. They believe that only actions motivated by the prospect of reward may motivate people to act effectively. And this reward promise is all that brings out the best in people in a company as it encourages competition among the employees, which in return scales the organization to greater heights (Paais & Pattiruhu, 2020). Knowing how good leadership affects psychology and society does help me decide what type of leader I want to be.
For progress to be seen in any organization, there must be some interaction between the managers and employers. And with that, I would emphasize relationship theory as an impactful leadership trait in any organizational setup. Managers primarily focused on their relations with colleagues are the subject of the relationship theory of leadership. They frequently serve as advisors for staff members, making time to speak with them and attempting to fulfill their requirements (Mohd Adnan & Valliappan, 2019). These leaders are concerned with creating a favorable work atmosphere and actively trying to make work delightful for many people in the company. Research indicates that many workers can benefit most from this style of leadership conduct (Paais & Pattiruhu, 2020). Relationship-focused managers frequently see improved performance from their staff.
When a company or movement is successful, people want to be associated with it directly or indirectly. It is irrefutable not to credit a company’s scaled success heights on the leader of the organization who worked jointly with employees to reach that successful point (Alloubani & Akhu-Zaheya, 2018). This is why the behavioral theory of leadership tends to be the one that I refer to often. Behavioral leadership theory concentrates on leaders’ behaviors and supposes that others can adopt their behaviors. The style theory, as it is sometimes known, contends that successful leaders may be developed through teachable conduct rather than being born with it. The behaviors of a leader are extensively emphasized in behavioral theories of leadership (Mohd Adnan & Valliappan, 2019). The theory contends that observing a leader’s behavior is the best indicator of how successful their governance will be. The behavioral learning hypothesis emphasizes performance instead of traits. Ultimately, the theory defines accomplishment based on a leader’s practical deeds.
Having worked in the branding and marketing field for not less than five years, interacting with people from all walks of life is all that has molded me into who I am at this point. In this industry and generally, in life, it is vital to keep an open mind to new ideas that will help push one’s limits but keep one’s virtues and morals intact while trying these new ideas. Amongst the many leadership theories that are there, those that I have implemented and are still crucial to me are both participatory and management theories (Mohd Adnan & Valliappan, 2019). This was evident when pushing a new brand to a contemporary society required my colleagues and me to choose the best course of action. Upon arriving at a conclusion, which included giving out tokens to the team that would register and signs up the highest number of clients, we covered the area in separate groups. By the end of our stay there, we had surpassed the set limit in creating brand awareness.
Focusing on the behavioral leadership theory, my mentor and role model, my father, majorly implemented this. Having hailed from a humble background, he was always goal-oriented and always kept a positive mindset despite his awful situation. He built his bakery company from the ground up, and many employees adored working for him. He always said, “The world has good things to offer and good things will not stop being offered. Even though you do not get what you wished for today, tomorrow you receive something better. Focusing on the goal is all needs to be your drive and garnering as much knowledge as you can.” This was majorly contributed by reading books written by great men, for example, the late Myles Monroe.
The most effective theory on the work motivation paradigm would be the management leadership theory. Expecting people to work for their good and that of the organization would be less effective than providing incentives to those who show great productivity in the company. It is virtuous for a leader to keep close to the organization’s subjects as the mere act of communicating and offering advice occasionally is impactful to the employees (James et al., 2018). Therefore, the relationship leadership theory being in effect in the paradigm mentioned earlier would highly boost the morale of a company’s employees.
Conclusion
Understanding leadership theories and whether they affect one’s leadership approach is crucial for every prospective strategic manager. One can decide how to become the most astute leader attainable by defining their preferred leadership technique or the theory they wish to implement. It is essential to know the different leadership theories and philosophies used in the enterprise one works for and know what one can do to advance or better each one.
References
Alloubani, A., & Akhu-Zaheya, L. (2018). Leadership styles and theories. Leadership Styles and Nursing Care Management, 1–23. Web.
James, C., Crawford, M., & Oplatka, I. (2018). An affective paradigm for educational leadership theory and practice: Connecting affect, actions, power and Influence. International Journal of Leadership in Education, 22(5), 617–628. Web.
Mohd Adnan, S. N., & Valliappan, R. (2019). Communicating shared vision and leadership styles towards enhancing performance. International Journal of Productivity and Performance Management, 68(6), 1042–1056. Web.
PAAIS, M., & PATTIRUHU, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics and Business, 7(8), 577–588. Web.