Compare and Contrast Select Leadership Theories
Compare and Contrast of Select Leadership Models
Leadership comes in different forms and in different aspects of life from private business to government entities (Wren, 1995, p. 5). The models of leadership used are dependent upon the individual attributes of the leaders, for example traits, values, self-identity, skills, and competencies (Yukl, 2013, p. 136). A close look at select leadership models and how they compare and contrast with each other provides insight into the types of leadership that might be employed within organizations as they face various leadership issues and challenges.
In this paper, we will review four leadership models: charismatic, servant, situational, and transformational. A separate discussion describing similarities and differences between the models as they apply. As similarities and differences are identified, we will discuss how contemporary leadership issues and challenges are addressed within the scope of each leadership model.
Leadership Models
Charismatic Leadership A charismatic leader has three key dimensions that Weber (1968) identified as concepts of charisma that include vision or mission, extraordinary or exceptional qualities, and recognition (as cited in Avolio and Yammarino, 2013, p. 167). Transformational leadership closely resembles charismatic leadership as both are vision related and empowering; however the main difference deals with the expectations set by the leader. Charismatic leaders typically set unrealistic expectations based on their vision and ability to motivate and energize their followers (Wren, 1995, p. 110). Transformational leadership changes followers thinking and empowers them to realize that the expectations can be exceeded (Wren, 1995, p. 106). Servant leadership does not possess a strong vision behavior (Avolio &Yammarino, 2013, p. 176), unlike charismatic leadership. Charismatic leadership and situational leadership are very different. Situational leadership requires the
Leadership comes in different forms and in different aspects of life from private business to government entities (Wren, 1995, p. 5). The models of leadership used are dependent upon the individual attributes of the leaders, for example traits, values, self-identity, skills, and competencies (Yukl, 2013, p. 136). A close look at select leadership models and how they compare and contrast with each other provides insight into the types of leadership that might be employed within organizations as they face various leadership issues and challenges.
In this paper, we will review four leadership models: charismatic, servant, situational, and transformational. A separate discussion describing similarities and differences between the models as they apply. As similarities and differences are identified, we will discuss how contemporary leadership issues and challenges are addressed within the scope of each leadership model.
Leadership Models
Charismatic Leadership A charismatic leader has three key dimensions that Weber (1968) identified as concepts of charisma that include vision or mission, extraordinary or exceptional qualities, and recognition (as cited in Avolio and Yammarino, 2013, p. 167). Transformational leadership closely resembles charismatic leadership as both are vision related and empowering; however the main difference deals with the expectations set by the leader. Charismatic leaders typically set unrealistic expectations based on their vision and ability to motivate and energize their followers (Wren, 1995, p. 110). Transformational leadership changes followers thinking and empowers them to realize that the expectations can be exceeded (Wren, 1995, p. 106). Servant leadership does not possess a strong vision behavior (Avolio &Yammarino, 2013, p. 176), unlike charismatic leadership. Charismatic leadership and situational leadership are very different. Situational leadership requires the
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