Trait Theory Of Leadership
Trait Theory of Leadership is frequently criticized nowadays because it is based on the belief that a person can only be born a leader but not become one. This approach entirely overlooks the idea that the personality may be a social construct, in other words, the identity of an individual is shaped by society. So the qualities of an individual heavily depend on the environment in which he or she lives. In addition, many scholars find it quite difficult even to enumerate the properties of a good leader or manager, because his or her functions are extremely diverse (Northouse, 1997).
The properties of a good leader
In this section, we have tried to single out those traits and skills which are considered to be essential for a leader (Manning & Curtis, 2002, p 17; Northouse, 1997). This attempt demonstrates one of the major drawbacks of trait theory. We may say that this list can be easily continued and it is possible to add new points. Finally, good managers may not possess these qualities but they still can do their job quite effectively. Thus, the question arises which of these traits are absolutely necessary. Certainly, much depends upon the situation, for instance, the size of the company, or organization, and the key objectives which must be achieved.
Kouzes and Posners Approach
The model which has been developed by James Kouzes and Barry Posner stems from Trait Theory. The major contribution of these scholars is that they classify the traits of the leader according to the main functions or duties which he performs, for instance, developing a vision, setting an example to subordinates, allocating tasks to the team members empowering them and so forth. The major advantage of their approach is that it is based on empirical data, in particular statistical surveys. The authors try to construct the image of an ideal leader by analyzing the best practices established in different organizations or even countries. This enables them to mark out some common features, which are compulsory practically to every manager who wishes to achieve success (Kouzes & Posner, 2007, p ).
The peculiarities of Kouzes and Posners approach
As it has been noted in the previous section, the model worked by James Kouzes and Barry Posner resembles Trait Theory. Its major peculiarity lies in the following: the scholars reject the belief that these traits are innate. From their perspectives, it is quite possible to nurture and develop them. Secondly, they strive to classify them according to such criterion as the duties of the manager. Finally, approach is more beneficial to that extent that it can be utilized by educators.
McGregors Theory of Leadership
Douglas McGregor does not focus on the qualities of that the manager should have. Instead, he pays close attention to the leaders relationships with employees. For example, if this person thinks that his subordinates dislike their job or duties, lack initiative, then he will choose authoritative managerial style, which is based on supervision and command. In turn, if the leader thinks that his employees may be self-motivated and initiative he would be more liberal with them. He would give them more autonomy and allow them to participate in the decision-making process (McGregor as cited in Manning & Curtis, 2002, p 142).
The Key Tasks of the manager according to Douglas McGregor
The major point which McGregor makes is that a good manager should always maintain equilibrium between authoritativeness and liberalism. In other words, he must not act like a tyrant but at the same time he should not take liberties with his subordinates (Pedler et al, 2004). The scholar believes that employees must be given higher degree of autonomy as it makes them more engaged and motivated (McGregor as cited in Manning & Curtis, 2002, p 143).
The Peculiarities of McGregors Theory
It is rather difficult to compare Trait Theory of Leadership and McGregors approach. The representatives of Trait Theory just enumerate those skills which are necessary for success, in his turn Douglas McGregor identifies the main tasks of the leader. So, they just discuss different aspects of the same question. But one cannot say that they contradict one another. Both these approaches may be used quite effectively.
Conclusions
Judging from these leadership theories one can conclude that:
- The qualities of a good leader can be identified and classified according to his or her functions.
- Mere possession of appropriate traits is not enough for becoming a good manager because these skills must be nurtured and improved through training.
- The concept of a successful manager is changeable and dynamic.
- None of existing leadership theories can be dismissed as each of them studies the same phenomenon from different angles.
- Leadership may be both inborn and acquired.
References
Kouzes, J.M. &. Posner, B. (2007). The leadership challenge. New York: John Wiley and Sons.
Manning, G. & Kurtis, K. (2002). The Art of Leadership. New York: McGraw-Hill International.
Northouse, P, G (1997). Leadership: theory and practice. London: Sage Publications.
Pedler M., Burgoyne, J., Boydell, T. (2004). A manager’s guide to leadership. Maidenhead: McGraw-Hill.