Behavioral leadership Approaches
A firm can make a lot of difference depending on the leadership of the organization, more so if the leader is well versed with the various approaches to behavioral type of leadership. The behavioral leadership style fosters the task oriented behavior which emphasizes on production. (Daft, 2014). In production the manager or leader would focus on assigning, coordinating, planning and implementing organizational tasks to the employees. To this extent, the leader is interested on organizational behaviors that increase the level of productivity amongst employees. Conversely, the second behavioral trait of a leader would be the employee oriented approach which emphasizes more on the employees` interpersonal relationships and that the inner employees` needs are fully satisfied to enhance production. As such the behavioral leadership on employee focus would be encouraging, listening, mentoring, coaching, and observing. Need oriented approach is another critical point in the leadership behavior that impacts employees and meeting desired results. The manager should be able to identify the needs of the workforce like psychological, safety, self-actualization and love or belonging. When such needs are identified and adequately met, the people would be exited and motivated hence increased productivity in a firm.
Prominent leader and their leadership style
Jeffrey Preston Bezos is the founder and CEO of the Amazon Company which deals with the online sales of books. He is a leader who is using the transformational leadership style to lead his technology based company. As a leader, Bezos was able to start his company from the garage and using a small loan from his parents to expand the company. To date, he has been able to acquire most firms and employ many employees at his company. The transformational leadership comes in place to the extent that he has been able to mentor and teach other workers how to be able to meet the needs of the organization (Mulki, Caemmerer, & Heggde, 2015). In addition, the dream of the company has been transferred to other branches of the firm and different departments. Transformational leadership in Jeff Bezos has been able to inspire the workforce to attain remarkable and unexpected results. He has been able to give employees autonomy to make decision on his behalf at their various job designations, and autonomy to employees to undertake their functions independently after their respective trainings.
Transactional and transformational Leadership Styles
Northouse (2018) posits that transformational leadership is able to rise above the daily operations or activities of a company to inspiring and motivating the team, and setting the strategies and objectives that can take the organization to greater levels of success and performance. As such, a transformational leader would focus organizational team building and bonding, collaboration and motivation. In addition, transformational leaders are able to set goals and subsequent incentives which will compel the subordinates to high performance levels. At the same time, employees would be mentored and develop personal growth and professional development. Conversely, transactional leadership is involved in the maintaining the daily operations of the organization hence termed as keeping the ship afloat. Per se, both transactional and transformational leadership traits are advanced to be qualities of best leaders. Transactional leaders are able to combine various types of incentives to inspire performance (Northouse, 2018). For instance, at some point the leaders would use the punishment approach to prevent, stop or manage a problem from happening. In other instances, the leaders would use incentives to inspire hard work and mentoring or training to advance the skills of the workforce to yield positive desired results by the company. The leader will be able to better motivate the employees b rewarding performance through better pay. It is thus said that best leaders have transformational and transitional leadership qualities since both entities are focused on motivating employees to yield positive results and drive the firm`s growth agenda through empowering the employees by incentives or rewarding performance.
Situational Leadership Approaches
Fiedler Contingency Model is based on the assumption that there isn’t any best style of leadership, thus the effectiveness of any particular leader is dependent on the prevailing situation of the leadership style and the favorableness of a situation. The goal path theory on the other hand is based on an assumption that a leader`s behavior greatly affect the employees` perception between their efforts and performance. The leader is therefore a vessel of removing obstacles to good performance, facilitator and coach to the subordinates.
Advantages over the behavioral leadership
The advantages the situational traits have over behavioral leadership style is that the leadership is not a power position but servant leadership which facilitates avenues of better performance (Nguyen, Mia, Winata, et al., 2017). In addition, the situational leadership traits addresses prevailing circumstances and problems as opposed to the general leadership expectations. The situations are such that not all the times will be problems, at times it would need behavior change while at times.
Behaviors of transformational leaders
Idealized Influence. The transformational leader can have an idealized influence within the organization being a role model to other employees to an extent that the followers or the junior employees would be impressed to imitate their leader. For instance, the transformational leader would establish a standard of operation and code of practice that would be the pass mark of operations. As such, he/ she can decide to have set of values in line with the organization that would make other employees want to identify with his/her operations. The influence of the manager/leader would thus be idealized by other employees.
Inspirational Motivation. The leader in a behaviorist aspect would be able to instill a sense of motivation to the team members by inspiring confidence, motivating the employees by giving them a sense of purpose in the organization. The employees would be given a reason to work in the organization and feel satisfaction in the input they give.
Intellectual stimulation. Transformational leader should be one who shapes the opinion of employees and instill creativity and innovation in the workforce. He should be able to help employees come up with solutions to the problems they detect without criticizing much. The transformational leader will be supportive of the employees and involve such followers even at the decision making level.
Individualized Consideration. At workplace, various people have varying motivations for working and in life. As such, a transformational leader should be having the capacity to identify personal traits and needs of the followers. The leader would initiate plans and strategies to reach personal needs of the people and establish mechanisms of meeting such needs to increase productivity.
Daft, R. L. (2014). The leadership experience. Cengage Learning.
Mulki, J. P., Caemmerer, B., & Heggde, G. S. (2015). Leadership style, salesperson’s work effort and job performance: the influence of power distance. Journal of Personal Selling & Sales Management, 35(1), 3-22.
Nguyen, T. T., Mia, L., Winata, L., & Chong, V. K. (2017). Effect of transformational-leadership style and management control system on managerial performance. Journal of Business Research, 70, 202-213.
Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.