Leadership Theories

Research has unveiled the many different aspects of the increasingly applicable and popular phenomenon-Leadership.The leadership styles, traits and theories, all are the result of the variety of analysis and different experiences.
The leadership theories are the result of such great effort. There lie the diversities of theories, depending on the varying situation and circumstances; the three most distinct are the trait theory, behavioral theory and contingency theory.
Trait Theory Of Leadership
Trait theory is derived from the “Great Man” theory and, it is based on the characteristics of people. It gives the impression that the effectiveness of leadership depends on the individual’s leadership characteristics. It deals with the personality, character and skills of the leaders.
Studies has shown that the effective leadership is deeply connected to the mental alertness of the leader, communication skills, confidence, thinking, time management and the persistence in his actions and plans.The more visionary the leader, the higher the probability is of success. The theory also emphasizes on the responsible behavior of the leader.
However, the trait theory is not universally applicable for the recent studies have unveiled the weak link between the leadership traits and the effective leadership. Moreover, the more advanced research are conducted, the different traits crop up. There can not be made the clear cut line of what traits a leader should acquire.
Also, the statistics reveal that the effective leader of the history did not possess all those traits and skills. It can be said that the choice of traits and skills to be exercised varies with the situation but, this theory does not outline these traits.
Based on this theory, it is concluded that leadership is the in born capability rather than the acquired one.
The leadership traits long with some necessary skills if applied well, keeping in view the situation leads to the overall success. Overall, there needs to be balanced approach in applying those possessed skills.
Behavioral Theory Of Leadership
Behavioral theory of leadership deals with the behavior of the leaders towards its subordinates.The autocratic leadership style, the democratic style, the employee-centered style etc; all are based on this leadership theory.
This theory focuses on the actions of the leaders rather than mental capabilities of the leader or their general traits. This theory creates the impression that the leadership is “learning” process. It leads to the idea of the “leadership Development” process.
This theory is universal for it highlights the behavior to be adopted subjected to different challenging situations and, the success factor can be well analyzed and can be polished for greater outcome.
Contingency Theory Of Leadership
The trait theory and the behavioral theory have not catered best to the diversified needs of the today’s fast-pace developing world as the time proved that the effective leadership does not only rely on the personality traits and behavior on an individual, the surrounding situation matters too. This evolved the contingency theory of leadership which concludes that the leadership styles to be adopted, differs with varying situations.
The leaders can not exercise the particular traits or behavior when dealing with all the situations, there needs to be change in the approach and the behavior based on the situations for an effective leadership. The situational variables include the extent of power granted to the leader; the nature of task, i.e. whether the goals are well explained or distorted and, the relationship between the leader and the followers.
Based on this theory, these situational factors are analyzed. If the power to be exercised by the leader is greater and the relationship between the followers and the leader consists of mutual understanding and good communication and the goal is clearly outlined, the democratic style is to be preferred. If there lays the contrary situation, the theory advises the leader to adopt the autocratic style.
However, if the situation is overall favorable with one missing element i.e. the authority to be exercised by the leader ranges widely and the communication between the followers and the leader is appreciable, too; and the goal is not well defined, then the employee-centered style is generally preferred, which focuses on the human relationships to attaining the task.

Assessing The Leadership Skills In A Job applicant

The present world is constantly emerging as more competitive and demanding. In order to cope with up with the fast emerging trends, it has become immensely necessary to have the employees which posses the best leadership skills that are essential for job since, the competent, effective leadership is the necessity at all the levels.
Since creative leadership traits have become an increasing demand of all the organizations, here are some tests that would enable the employer to finely judge the leadership skills in the employee for the best selection.
The Psychological Test
It consists of a series of question and answers that allow perceiving the character and thinking of the employee. It includes a series of some group versus individual tests. It helps the employer to evaluate that how much the employee is inclined to have good communication and understanding between him, his team mates and the subordinates. The proper assessment of one’s character is essential as it gives the idea of how much flexible he is in his approach.
If the job requires the participative or employee-centered style to be implemented, this test is indispensable as it gives the idea of how much he is task oriented and good at human relations, the main prerequisite of the styles.
The Ability Test
This test is not basically the test of any required leadership skill but since the good knowledge of the job ensures the right guidance by the leader, this test is essential. Also, if the employee is the subordinate of any leader, the good knowledge is vital to come up with the challenging, creative ideas in participative leadership.
The Personality Test
This test examines the behavior and actions of the person when subjected to different situations. A leader has to be optimistic and remain cool even in the tense, hot situation. This is essential as it infuses the feeling of confidence and trust among the subordinates, required for the optimum efforts by the subordinates.
The test involves some group activities, with the tough deadlines. The employees are keenly observed through out the task to judge the confidence, sharpness and the decision-making ability of the leader.
Emotional Intelligence Test
This test is aimed at evaluating the ability of an employee to control his feelings and emotions. The leadership styles that demand the good social relations between the subordinates and the leader, the positive emotional intelligence tests are then rightly demanded.
It facilitates the employee to ascertain the social and communication skills of the employee and how much he is aware of the surroundings and could well control his impact on others. This test helps to examine the balanced approach of the employee in getting the assigned work from the subordinates and exercising his leadership authorities on them.
Integrity Test
Integrity is one the exceptionally important leadership trait. Every good leader is found to possess this tremendous skill. This test gives an idea of whether the person will indulge in any unfair means. The honesty, sincerity and commitment of the employee could be well ascertained through this test.
The test includes some activities and leadership questionnaire to assess the sincerity and honesty in his words and actions. If there lies the deep, closer link between what he answered in the questionnaire and what he does in the practical task, the person possess integrity, the most imperative leadership skill.
Interview
The last but not the least is the interview test which allows the leader to figure out the confidence and the communication skills of the employer. If the interview is structure based, with some challenging questions, the employee can well discover the decision-making capability of the individual.
The effective leadership requires the good decision-making ability. Hence; the structured interview will help the employee to ascertain leadership characteristic in the individual. Once all these tests are properly performed, the authentic leadership can be easily figured out among the masses.

Top Five Leadership Styles

The well popular and the immensely important concept of leadership unveils with itself many approaches, leadership styles and skills which if truly applied and are well integrated ,keeping in view the reality and the depth of goal, will ensure the positive, promising environment for success. These leadership styles are emerged from the different theories put forwarded after the thorough research.

There lies a broad spectrum of leadership styles, ranging from the classic, old and bossy styles to the modern, participative and thoughtful styles, successfully catering the needs of as diverse situations as the styles possibly are. It covers all the areas of leadership, ranging from a small school to a corporate organization, from the coaching of athletes to running a successful business; only the apt selection of leadership style and proper application of it, ensures the effective leadership across the board.

The following are the most common leadership styles

Authoritarian Or Autocratic Style

This sort of leadership style mainly revolves around the power of the leader where the leader, solely, exercises all the powers and the subordinates are only expected to complete the designed job without any questioning. Since all the activities are controlled by leader and the subordinates are not taken in to confidence, so they are highly uncertain of their future. This results in high absenteeism and staff turnover. The leader does not participate in the group and, just come up with directions to the subordinates. Hence; this style lacks creativity and innovation of new ideas and techniques that come up if young subordinates are given at least a little free hand. These budding minds then feel like being bottled- up and are totally confined.

This style is generally viewed as the bossy or dictatorship style.

It is helpful only in the situation when the leaders possess the excellence in knowledge or there is lack of decision-making time.

Democratic Or Participative Style

This type of leadership style is truly creative as it permits all the subordinates to participate in the decision making process by coming up with ideal suggestion and creative ideas. Here, the subordinates are fully involved in the task, from decision-making process to working on it with commitment and, hence they are highly certain of their future and can visualize their success in near future. This impulse acts as a source of motivation.

Since, this style encourages the maximum participation on both sides; there lies the good communication and friendliness between the leader and the subordinates. Hence, this style could be well applied in the situations which are task-oriented and, at the same time demands the good, comprehensible communication.

It minimizes the aggression, hostility and grievances among the group members and paves way to the greater satisfaction and high morale. It ensures the personal development of subordinates, too.

Employee-Centered Style

The employee-centered style is little bit more freedom oriented than democratic style. The leaders just designed the achievable goals and, articulately explain it to the employers. The rest is the job of the subordinates to follow any possible strategy that paves the way to success. The leaders then focus on the human aspect of the subordinates and motivate them in the application of their useful thoughts.

This style is best applied on the subordinates who possess the considerable knowledge about the task.

Production-Centered Style

The style is quite contrary to the employee-centered style where the focus is on the production rather than on the human aspect. The employers are kept pushed to meet the deadlines without giving deserved attention to the assigned task. The focus is mainly on the increased productivity and the best use of employers is made to attain this target.

This style can no longer be applied in today’s scenario where the subordinates are not willing to be directed and pushed all the time. In fact, today’s scenario portrays that the subordinate is more leader than the leader himself.

Supportive Style

This style is linked with the psychological relation between leaders and subordinates, which springs from the good mutual understanding and good communication skills. Leader, when adopting supportive leadership, appreciates and truly acknowledges the work of subordinates, does not force the worker to do beyond his capacity and often keeps in mind the problems of subordinate. In fact the leader appears more as a source of help to the subordinates. More than that, he always stand up for the rights and efforts of the subordinates and, do not criticize them harshly or even in front of others. The leader is willing to get influx of ideas from the subordinates and, often appreciates and rewards them for their extraordinary thinking.

When such a strong, motivated and appreciably good relationship exists between them, they subordinates feel motivated and always endeavor to do the best.

However, this relationship can not be solely applied. It has to be integrated with the employee-centered style or participative style, the required perceived results can then be guaranteed.

The leadership styles are extremely diverse and their effective application is totally subjected to the situation. The hallmark of a true leadership is that it analyzes the changing attitudes, values and the situation appropriately and then implements the blend of leadership styles, which reflect those changes, that eventually ensures the good outcome at the end.