Professional Documents
Culture Documents
Pro's
A leader can make a positive difference in a person's life and Bass Transformational
Leadership Theory may be a solution in various cases.
The "Multifactor Leadership Questionnaire" (MLQ) presents itself as more of a
precise or measured way of assessing leadership factors and how an audience is
transformed.
Con's
In any test, such as the "Multifactor Leadership Questionnaire" (MLQ), there is a
problem of "test effect", where you cannot get valid results with subsequent testing.
A different test version may help in some cases, but this type of test would be
difficult to overcome. Also, if one knows the scoring method, it is rather easy to see
in what factor categories the questions fall, and one taking the test could "test out"
according to a predetermined classification.
How "transformational" is transformational? When does that transformation occur
and to what degree? How is it assessed? How does one know if there has been a
transformation and, if so, how long lasting is it? Is it just an ephemeral feeling?
Overview
As the word "transformation" suggests, Bass Transformational Leadership Theory is
one of a set of various Transformational Leadership Theories. More information of a
general nature about these can be found in the article Transformational Theories.
Burns originally said that leaders can transform the life of followers by altering their
perceptions, aspirations, expectations, values, and so forth. Qualities within the
leader her or himself are behind the changes. The leader demonstrates,
communicates, and does whatever it takes to get the audience see a vision and
exhort them to do things. Bass main contribution in 1985 to Burns' original theory
was describing psychological mechanisms and setting forth ways of measuring the
efficacy of the Bass Transformational Leadership Theory.
Discussion
The Bass Transformational Leadership Theory, Bass in other words, was interested
in the extent to which a leader influences followers. Followers go after a leader
because of trust, honesty, and other qualities and the stronger these are, the
greater loyalty they have for the leader. The leader transforms the followers
because of her or his having these qualities. Not only is the leader a role model but
she or he exhorts the following to challenging the existing order, the revolutionary
being a stark example of this. While the leader may have democratic motives in
mind, s/he can assume a Transaction Leadership style at the same time, directing
the followers to do things. Bass saw these aspects of transformational leadership:
Critique
As with any test, there are problems with test effects. Even though tests may be
spaced apart in time and with different versions, the form of the test remains the
same, and anyone aware of the factor analysis can easily see what questions
correspond to what factor. One could predict what factor should apply to her or him
and test accordingly. Tests are only snapshots, and often they are deficient in the
scope of description as well as facing dynamic considerations. How complete are
they; do they cover all the essential situations? Assuming that the snapshot is valid
for a particular time, how valid is it at another and in what circumstances?
The Bass Transformational Leadership Theory assumes that the leader has decent
set of ethics, but if the theory is applied in a situation where a leader does not, the
results could be disastrous. Cults, such as the Branch Davidians, are prime
examples of where the process of transformation of a group by a deluded leader can
result in terrible consequences. One should not need to say anything about Hitler.
Bass states that Transactional Leadership can be mixed with Transformational
Leadership, but one has to monitor the Transactional part and devise ways of not
only setting limits to its use but build into the theory check mechanisms for when it
gets out of control.
Future of theory
The world is getting more complex, and people are being brought into situations in
which they may not be able to cope. Case in point are the number of Middle Eastern
countries that have been under the thumbs of despots and are in turmoil.
Transformational leaders can be of great benefit if they can prepare the people who
have never experienced democracy for a participatory situation. On the other hand,
the danger lurks of incipient leaders becoming just as despotic as the ones being
overthrown. Such a situation always has existed, especially in revolutionary
situations, but the technology heightens the intensity of the environment. The
emerging leaders must be educated, intelligent, empathetic with the ones being
led, have a noble ethos, and, perhaps most important, have a noble code of ethics.
Across international and cultural boundaries, different versions of the MLQ might be
tried. For example, it seems that a Spanish version, "Results show that the model
that produces the better results with the data consists of four factors:
transformational leadership, developmental/transactional leadership, corrective
Assumptions
Association with a higher moral position is motivating and will result in people
following a leader who promotes this.
Description
Burns defined transformational leadership as a process where leaders and followers
engage in a mutual process of 'raising one another to higher levels of morality and
motivation.'
Transformational leaders raise the bar by appealing to higher ideals and values of
followers. In doing so, they may model the values themselves and use charismatic
methods to attract people to the values and to the leader.
Discussion
Using social and spiritual values as a motivational lever is very powerful as they are
both hard to deny and also give people an uplifting sense of being connected to a
higher purpose, thus playing to the need for a sense of meaning and identity.
Ideals are higher in Maslow's Hierarchy, which does imply that lower concerns such
as health and security must be reasonably safe before people will pay serious
attention to the higher possibilities.
It motivates. If the message cannot energize those hearing it, the would be
visionary leader would be better off teaching economics.
who can do anything that you really put your mind to. You aren't afraid to
answer the following questions:
If you could wave a magic wand and create the perfect situation in every
part of your life, what would it look like?
If you were the very best professional salesperson that you could possibly
be, what additional knowledge, skills, and abilities would you have
developed to a high level?
If you were the best in your business, what sort of products or services would
you sell? And who would you sell them to?
What kind of people skills would you have? What kind of management skills
would you have? Especially, what kind of sales skills would you have?
When you begin the practice of idealization, you can then extend this
exercise to your family, your finances, and your physical health.
When you begin to think like a leader you begin to engage in what is called
"long-term thinking."
Leader of Your Life
Top people are long-term thinkers. Average thinkers think only about the
present, and about immediate gratification. But leaders think about where
they want to be in five and ten years, and what they have to do each hour of
each day to make their desired future a reality.
Leaders inspire others because they are inspired themselves. They are
excited about the possibility of creating an exciting future for themselves.
They get up every morning and they see every effort they make as part of a
great plan to accomplish something wonderful with their lives.
Leaders are optimistic. They see opportunities in everything that happens,
positive or negative. They look for the good in every situation and in every
person. They seek the valuable lessons contained in every problem or
setback. They never experience "failures;" instead, they write them off as
"learning experiences."
Leaders have a sense of meaning and purpose in each area of their lives.
They have clear, written goals and plans they work on every day. Leaders
are clear about where they are going and what they will have to do to get
there. Their behavior is purposeful and goal-directed. As a result, they
accomplish five and ten times as much as the average person who operates
from day to day with little concern about the future.
1.Transformational
Transformational Leadership
The leadership frameworks discussed so far are all useful in different
situations, however, in business, "transformational leadership Add to My
Personal Learning Plan" is often the most effective style to use. (This was
first published in 1978, and was then further developed in 1985.)
Transformational leaders have integrity Add to My Personal Learning Plan
and high emotional intelligence Add to My Personal Learning Plan. They
motivate people with a shared vision of the future, and they communicate
well. They're also typically self-aware Add to My Personal Learning Plan,
authentic Add to My Personal Learning Plan, empathetic Add to My Personal
Learning Plan, and humble Add to My Personal Learning Plan.
Transformational leaders inspire their team members because they expect
the best from everyone, and they hold themselves accountable Add to My
Personal Learning Plan for their actions. They set clear goals, and they have
good conflict-resolution skills Add to My Personal Learning Plan. This leads to
high productivity and engagement.
However, leadership is not a "one size fits all" thing; often, you must adapt
your approach to fit the situation. This is why it's useful to develop a
thorough understanding of other leadership frameworks and styles; after all,
the more approaches you're familiar with, the more flexible you can be.
3. Laissez faire
Laissez-faire Leadership
French lessons aside, when placed into the context of leadership, the term
laissez-faire depicts a leader who allows subordinates to work on their own.
The laissez-faire leader is the opposite of autocratic leadership, where
people have complete control over their employees, much like a
micromanager. Laissez-faire leaders offer their subordinates autonomy,
providing them with all of the resources and information they need to do
their jobs and intervene only by request or when there is a problem.
This leadership style can be highly intentional but also terribly accidental at
the same time. Essentially, some laissez-faire leaders purposefully work to
provide their followers with freedom to manage their own tasks and
deadlines, while other laissez-faire leaders fail to provide their employees
with adequate leadership and structure, leaving them to fend for
themselves.
Effective laissez-faire leaders understand that while they can practice a more
hands-off approach to leadership they still have a high level of responsibility
to their followers. The effective laissez-faire leader still monitors the
performance of their employees and provides them with feedback on a
regular basis. They simply refrain from micromanaging them.
In doing so, the laissez-faire leader is able to promote a higher level of job
satisfaction and productivity as long as the employees themselves are
knowledgeable, experienced self-starters. Monitoring employees is a critical
activity for the laissez-faire leader to identify when subordinates lack the
necessary skills, training, expertise, and motivation to effectively manage
themselves.
Leon the Laissez-faire Leader
To better understand laissez-faire leadership, let's take a look at this
example.
Leon is a laissez-faire leader, and he's in charge of the daily operations at his
family's winery. As a laissez-faire leader, Leon prefers to allow his employees
to manage themselves. The laissez-faire style of leadership is most fitting for
Leon because he runs a family business, so the majority of the workers are
either family or have worked at the winery for an extended period of time.
Leon knows each of the employees are skilled and knowledgeable enough to
handle their responsibilities on their own. Leon only needs to check with his
staff periodically to make sure that they are maintaining a high level of
productivity in whatever tasks they are responsible for at the winery.
He also holds bimonthly performance assessment meetings with each
individual employee to evaluate their performance and goals.
What is Laissez-Faire Leadership? How Autonomy Can Drive Success
Posted November 25, 2014 in Leadership is Learned
Updated January 15, 2016
by Eric Gill
Laissez-faire leadership is based on trust. People who enjoy a wide degree of
latitude in making decisions and working on projects autonomously are often most
comfortable with laissez-faire leaders.
At the opposite end of the spectrum, people who work well in a rigid environment
with clear directives and routine goals typically prefer authoritarian leaders.
Laissez-faire leaders build a strong team and then get out of the way.The short
version of laissez-faire leadership: Do what you want as long as you get the job
done right.
Loosely translated from its French origins, laissez-faire means let it be or leave it
alone. In practice, it means leaders leave it up to their subordinates to complete
responsibilities in a manner they choose, without requiring strict policies or
procedures.
This self-rule style empowers individuals, groups or teams to make decisions. Critics
of this hands-off leadership style contend it is risky to universally delegate decisionmaking responsibility to staff members. Groups and teams do not have the power to
make far-reaching strategic decisions, but laissez-faire leaders allow individuals or
teams to decide how they will complete their work.
Advertising agencies
Product design firms
Startup social media companies
Research and development departments
Venture capital investment companies
High-end architectural and specialized engineering firms
These businesses tend to prosper under leaders with laissez-faire characteristics.
They hire experts and allow them autonomy to make decisions. The end goal is
perfecting products, systems and services through trial and error.
But not all ad agencies, social media and design firms work best under laissez-faire
leaders.
During the creative phase, a laissez-faire management style may work well. Once a
creative campaign or customer service program is launched, however, quality
assurance processes and deadlines require attention to detail that may be better
suited for autocratic leadership.
People who prefer working in environments with strict procedures, checks and
balances work well with autocratic leaders.
People who are self-starters, who excel at individualized tasks and who dont require
ongoing feedback from other team members often prefer working under laissezfaire managers.
Kurt Lewin is often credited with developing the concept of laissez-faire leadership.
Lewin was an early contributor to the study of social psychology. He was one of the
first experts to research group dynamics and organizational psychology. Human
resource experts still rely on Lewins research to assess and manage workplace
productivity.
Along with researchers Ronald Lippitt and Ralph K. White, Lewin identified the
laissez-faire leadership style in the 1930s study Leadership and Group Life. They
recognized laissez-faire leadership as requiring the least amount of managerial
oversight.
Laissez-faire economics
Within the field of economics, the term laissez-faire came into vogue in the 1980s
during the Reagan administration with the rise of libertarian theories. Laissez-faire
economic policies are frequently associated with Alan Greenspan, U.S. Federal
Reserve chairman from 1987 to 2006. But it was Greenspans mentor, economist
Milton Friedman, who popularized the term laissez-faire. Both men espoused
macroeconomic theories that reduce governments role in regulating private
industry, international trade and monetary policy.
Laissez-faire leadership entails giving managers and staff wide latitude in carrying
out their responsibilities.
People who work for laissez-faire leaders are responsible for completing tasks and
identifying issues. Moreover, they are expected to anticipate near-term problems
and spot upcoming opportunities. Laissez-faire leaders usually allow staff to
capitalize on opportunities without having to check in with their superiors.
Expert merchandizing managers and retail buyers are good examples of people who
often work well under a laissez-faire leadership structure.
In business parlance, this is called being nimble. It does not mean laissez-faire
leaders are reckless or blas. On the contrary, successful laissez-faire leaders are
observant. They reward people for their successes and hold them accountable for
their mistakes.
One criticism of the laissez-faire leadership style is that it tends to favor successoriented people rather than those who solve societys most pressing problems.
In other words, laissez-faire leadership tends to serve the needs of the people who
most benefit from it. This can be counterintuitive to the objectives of corporate
responsibility. Other management models, like servant leadership, focus on good
corporate citizenship. The objective is to serve the needs of customers,
communities and disenfranchised groups.
For example, a laissez-faire leader who oversees the R&D division for a
pharmaceutical company or biotech firm may surround herself with highly qualified
experts charged with developing new drugs to treat or cure cancer. A team led by a
laissez-faire leader does not make the managers objectives any less worthy than a
similar group led by a democratic or autocratic leader.
Laissez-faire leadership styles tend to work best near the top of organizational
hierarchies, where executives build teams of experts such as directors and give
them wide latitude to run their departments. Teams focused on research and
development, conceptual or creative projects require autonomy. A laissez-faire
leadership style delegates decision-making to managers and senior staff with
expertise in their fields.
Some people prefer working under autocratic managers because they dont want to
be held responsible for failures. For these people, a laissez-faire leadership style is a
mismatch.
Future laissez-faire leaders
To be successful in an age of daily productivity metrics reporting, laissez-faire
leaders need to establish milestones for staff. This means todays laissez-faire
leaders can no longer be completely hands off.
Contemporary laissez-faire leaders must:
Observe group and individual performance
Track results and stay on top of issues and problems
Give credit where credit is due and encourage individual responsibility
In summary, todays laissez-faire leaders must delegate authority without losing
sight of group objectives and individual performances.
4. Transactional
Transactional Leadership Theory
Question #2
John Adair's
Action Centred Leadership
John Adair has been described by Sir John Harvey-Jones as, "without doubt
one of the formost thinkers on leadership in the world".
So, who is John Adair?
After graduating from Cambridge University, Adair was commissioned into
the Scots Guards. He later became a senior lecturer in military history and
adviser in leadership training at the Royal Military Academy Sandhurst. In
1979 he was appointed the worlds first Professor of Leadership Studies at
the University of Surrey.
John Adair
At the same time, the three elements can conflict with each other. For
example, pressure on time and resources often increases pressure on a
group to concentrate on the task, to the possible detriment of the people
involved. But if group and individual needs are forgotten, much of the
effort spent may be misdirected.
In another example, taking time creating a good team spirit without
applying effort to the task is likely to mean that the team will lose its focus
through lack of achievement.
An approach that a skilled leader might take, in any challenge, is to
balance the needs of all three elements as follows:
Identify and evaluate the requirements of the task.
Communicate these to the group and gain their commitment.
Plan the achievement of the task with the group.
Identify resources within the group and allocate responsibility to
individuals.
Monitor and evaluate progress of the whole group and of individual
members.
Communicate feedback to the group and support, praise, encourage
individuals.
Review plans, and make changes, with the group until the task is
achieved.
One of the best known and most influential of functional theories of
leadership, used in many leadership development programmes, is John
Adair's "Action-Centred Leadership".
John Adair developed a model of Action-Centred Leadership has
connecting circles that overlap because:
the task can only be performed by the team and not by one person
the team can only achieve excellent task performance if all the individuals
are fully developed
the individuals need the task to be challenged and motivated
Adairs model challenged trait theory by focusing on what leaders do. He
showed that leadership could be taught and did not depend on the traits a
person had.
The 8 Functions of Leadership
Adair noted the following 8 key functions for which team leaders are
responsible. (Examples are given in brackets)
Defining the task, (by setting clear objectives through SMART goals)
Planning, (by looking at alternative ways to achieve the task and having
contingency plans in case of problems)
Briefing the team, (by creating the right team climate, fostering synergy,
and making the most of each individual through knowing them well)
Controlling what happens, (by being efficient in terms of getting maximum
results from minimum resources)
Evaluating results, (by assessing consequences and identifying how to
improve performance)
Motivating individuals, (by using both external motivators such as rewards
and incentives as well as eliciting internal motivators on the part of each
team player)
Organising people, (by organising self and others through good time
management, personal development, and delegation)
Setting an example, (by the recognition that people observe their leaders
and copy what they do).
Criticism of the Model
Some people consider Adair's Three Circles Model too simplistic and to be
outdated as it was developed in the 1970s
Implications for the nature versus nurture debate
This question of whether leaders are born or made is part of the whole
question of whether human behaviour is due to nature or nurture. It is a
short leap from functional leadership theory, to the belief that if one
person can do something, then others can also learn to do it. The
implication that leaders are made and not necessarily born with the
necessary traits for leadership, opened up the possibility of leadership
development.