The impact of the latest leadership theory on the organization Essay

Leadership Theory in Organizations
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Contents TOC \o "1-3" \h \z \u Introduction to Leadership theories PAGEREF _Toc42166940 \h 3Traditional theories of leadership PAGEREF _Toc42166941 \h 4Behavioral theory of leadership PAGEREF _Toc42166942 \h 4Situational approach on leadership PAGEREF _Toc42166943 \h 5Role approach of leadership PAGEREF _Toc42166944 \h 6Contemporary theories of leadership PAGEREF _Toc42166945 \h 6Charismatic approach theory of leadership PAGEREF _Toc42166946 \h 7Transformational approach PAGEREF _Toc42166947 \h 8Quantum approach on leadership PAGEREF _Toc42166948 \h 8Relational theory of leadership PAGEREF _Toc42166949 \h 9Emerging theories on leadership PAGEREF _Toc42166950 \h 9The great man theory PAGEREF _Toc42166951 \h 10References PAGEREF _Toc42166952 \h 11
Introduction to Leadership theories
A leader is an individual who can influence other people to attain specific set goals, particularly in an organization. Leadership is the art of changing other people to perform given tasks, preferably in a managerial setting, to achieve desired goals (Scott et al., 2018, p. 450). Some leaders are successful, while others are less successful because leadership is an art, and there are no set fixed features that make other good and other corrupt leaders. Leadership theories are thoughts put forward to illustrate how and why some people become better leaders than others. The methods examine the behaviors and traits that people can adopt and boost their leadership capabilities. These three classes of leadership theories are traditional theories, contemporary and emerging approaches. Some people believe that emerging methods are the best for sustainable innovation, whereas others believe that modern theories are still the best. Few people still hold on to the traditional approaches, and they are still lagging because the world is continuously transforming, change is inevitable (Nawaz and Khan, 2016, p. 4).
Theories surrounding leaders and leadership continue to advance/develop as the complexity, scope of organizations shift from command-and-control structures to more flexible arrangements for managing change. In today’s environment, the pace of disruptive innovation is fast-tracking, which is forcing organizations to rely on the latest leadership theories to keep organizations competitive in rapidly changing markets.
I agree with the above statement that leadership is continuously evolving, and there is a need for the leaders to develop with the dynamics of leadership to foster sustainable innovation. According to the emerging theories on leadership, there is a need for change to ensure organizations cope with new inventions in the business world (Nawaz and Khan, 2016, p. 4). Adaptability, technological advancements, and organizational structure are continuously changing, and thus, leadership roles are also changing. The traditional theories of leadership should be abolished to give room for expansion and exploration of the emerging trends, which will ease governance and managerial practices in offices. To accept the change, people need to embrace generation shifts, adjust theories on leadership, work on resistance to change, and budget or barriers.
Traditional theories of leadership
Traditional theories of leadership include the trait approach, contingency or situational approach, behavior approach, and role approach. In a trait approach, the direction is measured by examining the characteristics of a person. People with specific desired features such as team building, good strategic manager, creativity, and impulsive would be awarded the position to lead the others. Individuals that presented with excellent team-building skills would be selected as the best leader. In contrast, those that showed creativity and impulsiveness were treated as ineffective leaders (Ketprapakom and Kantabutra, 2019, p. 2629).
Contrary to the current transforming world, the traditional theory of leadership did not focus on creativity. With the dynamics in business and innovation, leadership requires people that can think critically and have a systematic approach to matters. Today’s administration should reject traditional theories to remain competitive in the rapidly changing markets.
Behavioral theory of leadership
Another traditional theory, the Behavioral approach, involves the determination of excellent leadership based on employee satisfaction and task accomplishment (Ketprapakom and Kantabutra, 2019, p. 2629). Organizations should note that their crucial determinant should be consumer satisfaction and innovative sustainability. Determining leadership skills based on employees may be misleading, and they might make significant losses because, with the dynamics in the business world, everything evolved. We no longer use the traditional approaches which are old-fashioned and the changing consumer needs. They should also note that for sustainability, the firms need to blend in employee-satisfaction and task accomplishment to ensure excellent performance. The major limitation of the Behavioral approach theory is that people can learn specific behaviors and practices and act as the best leaders (Aithal et al., 2019, p. 80). By practicing the actions, they cannot efficiently deliver on the changing world needs from managerial positions. Theorists came up with a list of characteristics in which people often associated with leadership. They include managing change, dealing with individuals, sharing information, making decisions, and showing compassion amongst other features. The features are outdated since managerial positions have shifted from individual decision making to group decision processes.
Situational approach to leadership
In an attempt to enhance Behavioral theory, theorists came up with a situational model that aimed at increasing the interactions between leadership behaviors, variables, and styles in situations for effective leadership (Aithal et al., 2019, p. 80). In situational approach does not hold any universal approach to leadership but instead states that effective leadership can be examined and ruled out based on situations that vary over time. The current leadership theory borrows much from situational theory because leadership in the modern world is seen as the ability to solve current and future problems for sustainable innovation. For sustainable innovation, creativity and determination are key (Aithal et al., 2019, p. 85). A leader will be successful if they are TQ-oriented with a correct blend of their managerial styles and the features of their followers.
Role approach to leadership
In a role approach, theorists argue that leaders have to perform particular tasks to be termed, effective leaders. The theory takes into situational factors, just like trait and Behavioral approaches (Ketprapakom and Kantabutra, 2019, p. 2629). Thus, leaders at top levels of organizations may be frequently contacted or called upon to mediate between the company and the external environment or take the role of the company’s spearhead in conferences. In such situations, leadership has been measure in levels that determine individual functions and can hinder room for innovation because individuals will be concerned with particular task delivery rather than creativity. As much as role theory sets standards in a firm, role conflicts may arise. This is because some leaders may perform specific roles in which the employees feel they should not be playing, and the result is inefficient production. In today’s environment, the pace of unsettling innovations is fast-tracking, which is driving organizations to rely on the latest leadership theories to keep themselves competitive in rapidly shifting markets (Aithal et al., 2019, p. 83). Therefore, organizations should adopt the contemporary approaches of leadership while staying flexible for the emerging leadership theories which are suitable for innovation and sustainability for the world’s vision 2030 goals.
Contemporary theories of leadershi...