Leadership Theories and Styles
Leadership Theories and Styles
Effectiveness of substitutes for leadership:
There were many objectives during our week four team discussion that stroke our interest. The topic we focused and spent much time discussing was substitutes for leadership. Before researching and acquiring knowledge of the theory, our first thoughts were that there are no substitutes for leadership. We were of the belief that managers and leaders use the same strategies and techniques to manage individuals in a team. Our assumptions were incorrect, we learned that an effective leader can adapt to his or her team member’s learning capacity and even with much effort there will be times when leaders have limited influence on an individual’s performance. Leadership is often compromised or altered based on the characteristics of the job, employee duties, and the organizational structure.
Self-motivation is a substitute for leadership more effective than leaders themselves. When individuals are committed to achieving a goal, there are no barriers or obstacles that he or she will not overcome, without the presence or influence of a leader. Many times individuals make the decision and are responsible for their fate, but we did agree that leaders are not only prevalent, but also relevant.
There are many other factors that alter the need for a leader or a substitute. We realized when a leader has managed a group for a long period there would be dynamics within the organization that will warrant a change in leadership style. Changes of leadership in organizations are needed at times and are vital substitutes for the turnaround of an organization. It is difficult to evaluate the effectiveness for leadership, especially when there is no solid or quantitative measure for the effectiveness of leadership influence. Many researchers evaluate the influence on an individual, group, team, or an organization (2010). For example, an individual, group, team, or organization were attained, and
Effectiveness of substitutes for leadership:
There were many objectives during our week four team discussion that stroke our interest. The topic we focused and spent much time discussing was substitutes for leadership. Before researching and acquiring knowledge of the theory, our first thoughts were that there are no substitutes for leadership. We were of the belief that managers and leaders use the same strategies and techniques to manage individuals in a team. Our assumptions were incorrect, we learned that an effective leader can adapt to his or her team member’s learning capacity and even with much effort there will be times when leaders have limited influence on an individual’s performance. Leadership is often compromised or altered based on the characteristics of the job, employee duties, and the organizational structure.
Self-motivation is a substitute for leadership more effective than leaders themselves. When individuals are committed to achieving a goal, there are no barriers or obstacles that he or she will not overcome, without the presence or influence of a leader. Many times individuals make the decision and are responsible for their fate, but we did agree that leaders are not only prevalent, but also relevant.
There are many other factors that alter the need for a leader or a substitute. We realized when a leader has managed a group for a long period there would be dynamics within the organization that will warrant a change in leadership style. Changes of leadership in organizations are needed at times and are vital substitutes for the turnaround of an organization. It is difficult to evaluate the effectiveness for leadership, especially when there is no solid or quantitative measure for the effectiveness of leadership influence. Many researchers evaluate the influence on an individual, group, team, or an organization (2010). For example, an individual, group, team, or organization were attained, and