Applying Leadership Theories

Leadership theory

Description

Behavior theory

Individual conduct presents a broader approach in assessing specific measures that improve efficiency and commitment within a given context. Behavioral leadership theory asserts that the success of any leader is based on their behavior rather than natural traits. Thus, it comprises the ability to observe and evaluate leaders' actions and how they respond to varying situations (Behrendt et al., 2017). This leadership theory emphasizes the aspect that leaders are made and not born. It is possible to learn leadership traits and become a well-renowned leader who understands the needs of their population, which is essential in shaping the level of change. Building a more critical context for change in this context presents a broader basis for improved performance and commitment to the followers' needs and well-being within a given context.

A leader should have good judgment, which defines a vital context for improved change while shaping the level of commitment. In this context, judgment is defined as the capacity to integrate personal attributes with appropriate knowledge to generate conclusions that aid in better decision-making (Cook et al., 2020). As a result, excellent judgment has been regarded as the foundation of effective leadership. Successful leaders are supposed to facilitate change and facilitate a smooth transition. Trust, learning experience, separation, alternatives, and delivery are some of the key topics discussed in this case. These are the faces of sound judgment that assist people in making well-informed decisions.

This theory illustrates that a leader must be willing to learn and use the experience gained to improve performance. Learning explains the willingness to take proper actions while controlling potentially redefined bad attitudes. The essay demonstrated that good judgment is comprehensive and includes a better comprehension of better factors for successful decision-making. It ensures that knowledge accumulated through time or within a particular context is well understood and provides a higher perspective that aids in increasing efficiency (Langford et al., 2017). Leaders who rush to make decisions cannot effectively examine available data and guarantee that various processes that define a good level of organization are appropriately considered.

Contingency theory

Contingency leadership emphasizes that there is no one-size-fits-all approach to leadership. Leaders may make better judgments and successfully define a higher level of attention on essential factors that affect effective organizational development. The contingency theory of leadership is a behavioral theory that evaluates a manager's leadership, decision-making, and rules formed in response to a specific event. The level of organization and management of organizational needs is a well-structured framework that aids in understanding the various concepts that determine the degree of change (Suharyanto & Dwi Lestari, 2020).

Creating positive measures within an organizational setting has an impact on the organization's performance. The contingency theory's core concepts emphasize the statement that organizations are open systems that require invaluable management to satisfy and balance internal wants and assist in creating a highly changed system that defines change development. It also emphasizes that there is no one-size-fits-all approach to organization.

Contingency theory of leadership is an all-inclusive theory that considers crucial aspects that define change and help shape individual growth. It is imperative to help create a more comprehensive understanding of specific processes that influence individual well-being and level of interaction (Hartnell et al., 2016). All stakeholders' participation is based on the overall management of various conditions that aid in promoting good relationships. Establishing a better system is based on a broad understanding of the platform used to improve development. Public awareness, communication, and creating positive connections among stakeholders are some of the primary tactics used to increase stakeholder participation.

Transformational leadership theory

Transformational leadership is a theory that emphasizes leaders working with teams to identify and implement the needed change. This involves creating a guiding vision that aims to guide the change through inspiration while ensuring that the proposed change is implemented in conjunction with the team. The focus in this context is to transform and implement better strategies that can help modify organizational performance. It is imperative to define change and ensure a broader perspective on organizational performance (Moradi Korejan & Shahbazi, 2016). Leaders, in this case, guide individual well-being and focus on communicating the needed change to achieve the needed outcome.

Leaders in an organization play a critical role in determining crucial changes that define better concepts and help define better changes within the organization's framework. Influence in leadership is a crucial technique that assists leaders in implementing key concepts that help them achieve more outstanding results. Leaders' influence on their followers determines an organization's growth. It helps to achieve better improvements, which helps to evaluate better critical procedures that determine better outcomes.

A transformative leader is supposed to possess a wide range of abilities necessary for defining a higher level of concentration on changing leadership environments (Hassan, 2019). Because there is a need to adjust to the corporate environment depending on the ability of followers, which is vital in establishing essential outcomes, the way leaders behave has a significant impact on performance. Leaders who can make decisions depending on the current situation are the best. Flexibility is an important personality trait determined by how a person interacts with others while focusing on delivering high-quality results (Coffie & Coleman, 2018). Ensuring that different team members who have different personalities and views conform to the perceived change is complex. Thus, it is essential to understand the underlying processes that improve efficiency and level of change.