Professional Documents
Culture Documents
Grace S. Thomson
University of Phoenix
A Review of Transformational 2
and technological resources, logistics, and human capital. These factors are put together to
achieve the desired goals consistent with the corporate mission. In this context, firms are in
constant seeking of the best individuals who will lead and carry out this journey to success.
These individuals are expected to have special characteristics that ensure that their actions will
turn out into positive results for the organization. These extraordinary individuals are the leaders.
This document will present a discussion of four leadership theories, their similarities and
differences and their relationship with the Scholarship/Practice/Leadership (SPL) model. The
first section of this paper will present the components of the SPL model and the way they
interrelate. The second section will explain the characteristics of four selected leadership theories
using as focal point the behaviors of leaders and their impact on organizational outcomes. The
third section of the document will address how each theory fit within the SPL model. Finally, in
the fourth section this work presents a discussion about contemporary leadership issues and
discussion of leadership styles and outcomes, as it offers a three-fold perspective that leaders
At one hand leaders need to have a scholarly view of the issues that organizations face.
Having a scholarly view means applying critical thinking when making decisions. Critical
thinking is defined as “skillful, responsible thinking that facilitates good judgment” (Lipman,
2002). By using critical thinking, leaders are able to critically analyze theories and methods that
Leadership Theories 3
could be useful to address a problem in their organizations, and beyond that they will have the
ability to think about their own thinking process and self-correct it, in order to develop effective
On the other hand leaders have to show ability to incorporate these views in a practical
way. They then become practitioners who connect the results of their research to their practice,
challenging their assumptions and triggering new ideas to change their strategies and actions
(Winter, Griffiths & Green, 2000). Scholarly work offers innovative insights and facilitates a
clear articulation between research and practice, adding value to the performance of practitioners
and leaders (Winter et al., 2000, p.32). The SPL model offers a relevant framework to analyze
Leadership theories
The leadership literature is extensively rich of theories, models and research approaches.
Some authors have classified these theories using different criteria. Clawson (2006) for example,
identified 26 models and theories within six research approaches: (1) trait approach (2) behavior
approach (3) power and influence (4) situational approach (5) charismatic approach, and (6)
This document will address four of these theories and models, comparing them based on
characteristics of leadership behavior and leadership outcomes. The theories and models chosen
Leadership Theory model (FRLT) and Schein’s model of organizational culture and leadership.
House’s theory of charismatic leadership had its origin in Weber’s work (1947). House’s
view contrasted the former Weberian view characterized by high power, low affiliation and
demanding responsibilities that followers had to fulfill (Antonakis & House, 2002). House
(1976) presented an alternate view of charisma which he called organizational charisma where
the core element was “an extraordinary relationship between an individual (leader) and others
how leaders lead organizations to accomplish extraordinary results in critical situations, and how
they obtain overwhelming followership (House, 1999). House identified five behaviors of a
charismatic leader: (1) goal articulation, (2) role modeling, (3) image modeling, (4) high
House’s theory has been criticized for the apparent limited scope of action restricted to
the leader/follower interaction, however, House showed that charismatic leaders possessed
consistent communication skills that influenced their followers’ beliefs in different contexts,
whether it was a nation or a corporation’s agenda (Fiol, Harris and House, 1999).
In a contemporary approach Kim, Danserau & Kim (2002) used the five behaviors stated
by House and correlated them with three dimensions of behavior of charismatic leaders: (a)
The concept of charisma and the five behaviors of charismatic leaders were later used by
predictor of leadership effectiveness (Antonakis & House, 2002). Charisma and vision become
common elements in both transformational and charismatic leadership theories, however, the
different factor is the inclusion of organizational climate missing in the transformational theory
and included in the Charismatic model. Other of the limitations of House’s theory is the absence
Leadership Theories 5
of discussion about how charismatic leaders achieve specific goals in their organizations, which
transactional and charismatic leadership styles occurs when Bass proposes the Full-Range
The transformational leadership theory originated with the work of Burns (1978) and was
later supported by the research of Bass (1985), Tichy & Devanna (1990), Shamir (1993), Kark &
Shamir (2002), Conger and Kanungo (1998) and others (Antonakis & House, 2002).
Bass (1985) made the original concept of Burns’s about transformational leadership more
operational. Bass and Avolio (1998) created a set of five categories based on Bass (1985) to
behavior that moves followers from their self-interest to a major purpose. Idealized influence or
behavioral charisma is the leader’s sense of mission that drives the ethics and moral of the
the unreachable. Intellectual stimulation is what makes leaders challenge the status quo and
influences the intellect of the followers. Lastly, individualized consideration ensures that leaders
The transformation is triggered by these five behaviors that “raise followers’ awareness
of the significance of designated outcomes and gets them to transcend their self-interests for the
good of the organization” (Wittington, 2004) provoking a dual effect on behavior and
performance.
Leadership Theories 6
transformational leaders. However, they differ because charismatic leadership has a sociological
component derived from the original Weberian proposal. Criticisms to the model relate to the
however, Bass (1998) has proved the validity of the model in different settings, especially in
organizations in crisis where transformational leaders are needed to challenge the status quo
(Antonakis & House, 2002). Another important criticism related to the incapability of
transactional leaders. Bass and Avolio (1994, 1997) would create the Full-Range Leadership
1978. The basis of this theory is the relationship between leaders and followers, which is
(Whittington, 2004).
Bass (1985) and Bass & Avolio (1997) expanded Burns’s theory and defined
contingent reward leadership, (b) management by exception (active) and (c) management by
followers and leaders where leaders clarify the roles and desired outcomes of the process
(active) is a relationship where leaders monitor any deviations from the norm and focus on errors
and mistakes acting appropriately to solve the problems. Lastly, management by exception
Leadership Theories 7
(passive) operates by acting on errors or mistakes only when they occur (Antonakis & House,
2002).
Bass (1998) argued that management by exception (active) appeared necessary in risky
situations where the correction of errors was necessary to meet the outcomes. However, an
overuse of this style might create dissatisfaction and stress in the followers. Management by
exception (passive) has been found effective in cases when leaders had to supervise large number
performed as a routine or in poorly structured organizations where leaders are needed to create
The most severe criticisms to this leadership style relate to the limited motivation it has in
creative followers. Even though pre-determined goal helps followers to stay focused on its
achievement, it might discourage extra efforts as these would not be rewarded (Bryant, 2003). In
such cases a transformational leadership style that praises creativity and outstanding performance
is more suitable to reinforce the performance of these creative individuals (Spinelli, 2005).
could be integrated in a different model. This expansion opposed Burns’s position who viewed
Bass and Avolio (1994, 1997) developed the Full Range Leadership Theory (FRLT)
integrating nine leadership factors taken from the transformational and transactional style, to
enhance the effectiveness of leaders. Table 1 shows five factors (scales) related to
transformational leadership, three factors related to transactional leadership and one related to
Table 1 Full-Range Leadership Theory. Components of the Bass & Avolio (1997) Model
Studies conducted by Bass and Avolio (1997) show strong positive correlations between
transformational and contingent reward scales and effectiveness, and negative or zero
correlations for the controlling styles of transactional leadership and laissez faire and
effectiveness (Spinelli, 2005). Bass proposes that effective leaders use both transformational and
Yukl (1999) has strongly criticized the transformational model because of the overlap
between individualized consideration and inspirational behavior. Beyer and Yukl (1999) have
also argued the confusion created by the model when concepts such as charismatic, visionary and
This model of leadership is based on the premise that a leader is a culture manager whose
leadership style is a two-fold function of the stages of organizational development and strategic
issues (Schein, 2003). Schein makes a distinction of leadership styles in different stages of the
Leadership Theories 9
organization. In growing organizations the leader is a culture creator, whereas in the midlife
stage leaders are culture enhancers and supporters; in maturity, leaders are who renew the
Schein argues that new leaders coming in organizations have to learn to notice changes in
the organization and find ways to address them before attempting to change the culture. In this
sense Schein views leaders as perpetual learners who are required to meet the following
expectations: (1) New perception and insights; (2) Motivation, (3) emotional strength, (4) skills
in analyzing and changing assumptions, (5) involve others and (6) learn the insights of the
The model proposed by Schein appears flexible and dynamic enough to address the
influence of information age in the development of effective leaders. Using an extensive research
in American corporations during the 70s and 80s, Schein concluded that the main role of a leader
-a learning leader for that matter- is to be aware of changes and be able to guide the organization
Schein bases most of his assertions in the theory of transformational leadership and in the
charismatic leadership style (Schein, 2003). The expectations about learning leaders include
elements of motivation and emotional strength that are similar to the elements of inspirational
motivation included in Bass’s theory and charisma and inspiration included in House’s
charismatic theory (Antonakis & House, 2002). An element that is not clear in Schein’s theory is
how a cultural manager (leader) plans and designs strategies to achieve specific outcomes. What
is visible in Schein’s Theory is the inclusion of the organizational context, the global context and
the inclusion of contemporary issues that other theories do not have (Schein, 2003).
Each of the leadership theories addressed in this document has important implications in
the SPL model in a dual manner. First, the adaptability of the SPL model provides leaders with a
three-fold perspective to assess the impact of leadership theories in their own performance.
Second, the leadership theories receive potential effect from the SPL model, when
proposal of attributes of scholars, practitioners and leaders critically derived from the articles
This section presents an analysis of the leadership theories from the three-fold
perspective of SPL.
The inspiring vision of the charismatic theory allows leaders to exercise profound
changes in their followers to accomplish success in their organizations (House, 1999). A leader
with scholarly view possesses critical thinking skills that assist in determining the limitations of
the charismatic approach for cases where inspiration has to be complemented by measurable
Creativity, innovation and self-motivation are characteristics of knowledge workers that make
them very difficult to deal with. Transformational leaders are the perfect fit for these cases
(Bryant, 2003). When leaders are also scholars and active practitioners of their fields of
Transactional leadership is a style that stresses the importance of rewards and detailed
goals to ensure that followers meet predetermined outcomes. This was reflected in a study
conducted in 2004 in a hospital in Pennsylvania that tested the perceptions of 150 subordinate
managers about their CEOs leadership style using FRLT. The results replicated the findings of
Bass & Avolio (1997). The author used his role as a leader and a practitioner in Healthcare to
identify leaders that had both transactional and transformational characteristics (Spinelli, 2005).
Schein affirms that leaders are culture managers, able to adapt to the changing
environment and the leaps in cultural settings. In his work, Schein cites Atari and the failed
attempt of their new president – marketing executive from the food industry- a transactional
leader who used incentives to elicit profitable inventive ideas from the engineers. What he did
not know is that in computing fields, team work is the common culture and not individual
protagonists (Schein, 2003). He could have been more successful by using a scholarly approach
to learn about the new organization, and adapt his practitioner expertise to the new setting.
Leaders who are scholars are able to identify opportunities of research and enhance the
results of models, or propose new theoretical models that respond to the development of the
societies.
The four theories cited in this document have the potential to face the following
Globalization
their markets. Leaders and managers will be not only responsible for comparing their end-of-year
Leadership Theories 12
results to their own record, but to their competitors' (Schein, 1990). This requires both
Information age
The relevance of the Internet and virtual work teams as a new culture of the organizations
organizations, especially in the information technology and computer-related fields, show that
2003). A clear example of this is Michael Dell and his inspiring vision that drives his company in
a dynamic industry generating $5 billion per year for Dell (Tichy & DeVanna, 1990).
Changes in corporate governance and levels of accountability arisen after Enron and
Worldcom’s scandals for the past seven years have provoked changes in the profile of managers.
Now, CEOs need to have a combination of transformational style to reduce the tensions created
at all levels of management, and a transactional style to work with followers in meeting the
Conclusions
The goals of the organizations expressed in profits, growth in the market, or innovation
are met through a combination of resources that are organized and mobilized by leaders.
Leadership theorists have proposed a myriad of characteristics, behaviors and styles to profile
goals, cultural adaptation, and knowledge. Leadership styles change with the type of
Leadership Theories 13
organization, the characteristics of followership, the relationship between followers and leaders,
the resources used to generate actions from the followers and environmental factors.
explanation of how they fit into the Scholarship/Practice/Leadership (SPL) model. The SPL
model offers leaders a tri-fold perspective of their role in the successful achievement of
organizational goals, by providing them with critical thinking skills to objectively analyze
leadership theories, reflect on their adaptability and choose from the different styles the one or
Leaders who have assumed their role as scholars have the possibility to augment current
theories and propose new ways to impact their followers, their behavior and their performance.
Leaders who have additionally incorporated their practitioner side to their leadership style are
more adaptive to change by using the findings of existing research to improve their performance.
Due to the changes that contemporary organizations face, such as globalization and
strong competition, technology advances and corporate governance, leaders have to use their
different leadership styles to adapt to these changes and guide their followers to an enhanced
References
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Transformational and charismatic leadership: The road ahead. New York: Elsevier.
Bryant, S. (2003). The role of transformational and transactional leadership in creating, sharing
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Fiol, M., Harris, D., & House, R.(1999). Charismatic leadership: Strategies for effecting social
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Leadership Theories 16
Appendix A
1. Trait approach (2): The Great Man Theory of Leadership, Stogdill's Leadership Traits,
2. Behavior approach (5): Mintzberg's Ten Managerial Roles, Kotter's Leadership factor,
Results-Focused Leadership.
3. Power and Influence approach (5): Two faces of power, Winter's Theory of Leadership,
The West Point Way of Leadership, Social Exchange Theory, Strategic Contingencies
Theory.
and Leadership.
Leadership Theories 17
Appendix B
fields