Modern Leadership Styles and Culture

Question: Identify at least fourminority leaders (in any industry) that exhibit traits from each modern leadership style. First, construct a matrix (chart) that lists each of the leaders on the y-axis and the four modern leadership styles across the x-axis. Provide concrete, evidence-based examples (found in press releases, news articles, websites, etc.) of traits from these leadership styles for each leader and add them to the matrix. Add this matrix to your paper following the introduction section? Answer: Introduction Work place environment in any Organization might involve various styles of leadership and work styles. There are various advantages and disadvantages associated with these individual styles. The culture and the objectives of an Organization determine the type of leadership style which suits a specific Organization (Martin, J. E., Sinclair, R. R., Lelchook, A. M., Wittmer, J. S., Charles, K. E 2012). Various Organizations offer specific leadership styles within their Organizations dependent on the essential tasks which they have to complete in the departments. In this article we would evaluate different leadership styles and its traits which have an effect on the Organizational Culture (Wang, D., Waldman, D. A., Zhang, Z (2014). There has been a considerable research which was conducted by Burns (1978) and Bass (1990) related to the formal concepts of transformational leadership. The research was also joined by Tichy and Devanna (1986) who have contributed to the research in a considerable way. The critical factors which were found during the research were transformational leadership occurs in situations where the leaders broaden their scope and motivate their employees to enhance their skills. Such situations happen when a specific level of awareness is created and felt within the Organization within the employee base (Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., Ferris, G. R (2012). In some situations leadership can serve as a continual process with two factors associated with it like the transactional leadership and transformational leadership Bass (1990) has conducted studies which confirmed that transactional leadership is a process which takes place when leaders give out rewards to the peers in their Organization. The entire process usually happens in concurrence with the Management of an Organization. A Transactional Leader as per Daft (2002) recognises various needs of the followers and decides the exchange process for achieving those needs (Tracey and Hinkin 1998). In a process of exchange transaction the leader and the follower benefit to a great extent. Transactional Leadership is dependent bureaucratic authority where its main focus is on task delivery and it also focusses on rewards. The forms of leadership are different in their own ways even in respect to transformational ways of leadership and transactional ways. The two ways of leadership complement each other in their own ways. Transformation leadership differs from transactional leadership where it is related to progress and development. Transformational leadership also enhances the ability of transactional leadership on its followers (Bass 1985b). Transformational Leadership however acts in an explicit way where it helps in transforming the values of its implementers in order to provide the required growth to an Organization. This type of leadership focusses on building trust in relationships and establishing a culture filled with trust based on which vision of the Organization can be shared (Bass, 1985a). There are four major types of behaviours which constitute transformational leadership like Influence based on ideology Motivation which can elevate people Stimulation filled with intellectual thoughts Consideration of all the individuals Servant Leadership Robert Greenleaf (1904 1990) has conducted a considerable research on servant leadership and in his opinion leadership should necessarily be focussed on others than on individual self. The role of a leader in this context becomes that of a servant. Self interest is teamed with this type of a leadership however it should not be used as an enhancement to create a superior level of motivation (Greenleaf 1977). The primary objective of this type of leadership is to serve others and achieve the needs of others. This should be the optimal motive of leadership. Servant Leaders develop people, help them strive, provide vision and achieve the trust from its followers (Farling et al., 1999). The servant leadership is a well known concept of leadership where it is a practical model of leadership (Tims, M., Bakker, A. B., Xanthopoulou, D 2011). Transformational Leadership Attributes Servant Leadership Attributes Charismatic influence Levels of motivation and influence A proper vision Vision centricity Respect and Trust Trust Ethics Credibility in terms of a brand Integrity Skills Ability to share risk Delegation Authority Honesty and Respect Transformational Leadership model and Servant Leadership model have various characteristics in common as they are people oriented leadership styles. These leadership styles emphasise on the respect which they can offer people. The Servant Leaders gain influence in a non - traditional way. In implementing this type of a leadership they allow the extra freedom for the departmental employees to implement their skills based on their individual abilities. This method also enables them to place the extra trust in their followers than in any other case of the leadership. The striking difference between these varied styles of leadership is that the servant leadership model focusses on the type of service which is given to their followers. The Transformational Leader is someone who exhibits his nature of concern for enabling the followers to participate and support the Organizational Objectives (Morrison, E. W 2011). In an ethical model of leadership apart from such styles being implemented they are also influenced by the various values of conduct (Tracey and Hinkin 1998). Traits which these Leaders exhibit Idealized Influence Transformational Leaders are the trend setters and they have created a respect in the world for themselves. The Followers of such Leaders relate their potential ideas with those of the others and they would implement them in various ways. Inspirational Motivation Most of the Leaders behave in various methods as they follow various styles of leadership and in a way they contribute by generating motivation to the others and also help in instilling motivation in various sets of people. They are also knownS for communicating expectations and they also exhibit objective oriented vision. Intellectual Stimulation Transformational Leaders actively participate in giving new ideas for implementing their ideologies. These leaders are known for motivating others and they never criticise anyone publicly. Individualised Consideration Transformational Leaders are concerned about the needs of others for developing the potential of others. These leaders establish a culture which is supportive and can avoid any individual differences and concerns (Bass 1998). Issues related to minorities (based on gender, ethnicity, and sexual orientation) Variations in social and cultural contexts in terms of lived experiences of the leaders and the followers in any community or an organization have a great influence on the nature of the leadership. There are various lived experiences related to race, discrimination, age, culture and gender within various communities especially the minorities. The cultural affiliated groups result in most of the domination amongst the minority status across various social identities. These differences result in the increase of issues related to power and privilege or status which has posed several barriers in the past amongst leader from various diverse social communities (Fassinger, Shullman, Stevenson 2010). Research conducted by Eagly Carlis (2007) has suggested that gender does not influence the exercise of leadership. There is quite a difference between women leader role and leadership roles which has led to various judicial appraisals of women leaders than the men (Eagly Karau 2002). Most of the leadership studies have confirmed that inclusive of diverse leaders the women leaders are treated as special cases than treating them as potential sources for theorizing them as critical social contexts (Ospina Foldy 2009). Many a times even race has been considered as a factor to create political issues amongst the minority communities. Minority Leaders and their leadership styles - Matrix Chart Four Leaders whom we chose are Winston Churchill, Abraham Lincoln, Martin Luther King Jr. and Rosa Parks and they are known to possess some unique leadership qualities. Charismatic Leadership Winston Churchill was a leader where people had immense trust in him because he was the one who led well with a direct attitude. He was always honest about the situation and he has always managed to explain things to his team with a lot of clarity. His team was greatly attracted to him. Transformational and Servant Abraham Lincoln was an exemplary Leader where his opinion is a lot different from the lessons of leadership. Lincolns Leadership was constitutional where he has practiced governing with respect to forms which is governing as per rules and processes. He cared about the policies than the outcomes in various cases. Being self restraint is one of the main policies of Lincoln. He has always managed to leave some of the cases out of political control. In a way the leadership style of Lincoln is almost transformational and ethical as he had a charismatic influence and a great trust on his people. Transformational Martin Luther King Jr. was a leader who had a distinct ability where he had a great support of his people in terms of sharing his vision however was sure that they wouldnt talk in front of him. He has always motivated people to act on their beliefs and stand up for themselves. He has gone around and has given speeches to people in order to motivate them in the right sense and he has never asked his people to follow him (Tracey, J.B. and Hinkin, T.R 1998). Ethical The Ethical Leaders are those who dont talk about much however they are inspiring about people, their practices, their lives and their beliefs (Ardichvili, A., Mitchell, J.A., Jondle, D 2009). These are the leaders who respond to situations and they feel responsible about a situation and they respond to it. They gain a lot of followers through these actions who can inspire others to follow their practices and implement them (Bowers, D. G 1963). Rose Parks was a woman who knew to stand up for herself and she has always stood for her rights. A small example is where she didnt give up her seat as she was tired after a tough day though she was asked to get up. She became known as an international icon as she had the bravery to stand up for herself. Need for diversity in organizational leadership, factoring in organizational culture, ethics, and leading diverse workforces Work place diversity is a factor which almost all the Companies should have if they would like to have social, economic, political and cultural advantages. Diversity conveys a sense of understanding and accepting the values and cultural differences of people belonging to various communities irrespective of their age, gender, class, physical and mental ability (Esty, Griffin, and Schorr-Hirsh, 1995). By setting the proper ground for diversity in an Organization the companies would interact at a different level with their employees and their Clients. This helps increase the creativity in the employees which would enhance the spirit of motivation in order to perform high and would also increase their productivity (Ardichvili, A., Mitchell, J.A., Jondle, D 2009). This type of an attitude is suitable for all the Organizations and Communities where they can overcome any issues related to gender, race, age and class. By being open to diverse cultures and diversity in all aspects people can learn new languages, skills, cultural differences and customer managing ability which would help them achieve greater heights in their life (Eagly, A. H., Johnson, B. T. (1990). The Organizations which dont focus on diversity in their work environment find themselves less attractive to the other vendors or competitors which might slower their growth process. In order to avoid such situations the Organizations should cultivate a new working style where they attract and retain all types of skills and employees with diverse backgrounds in order to achieve a higher growth. References Bass, B.M. (1985a) Leadership and Performance beyond Expectations, The Free Press, New York, NY. Bass, B.M. 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