THEORIES OF LEADERSHIP 1
Theories of Leadership
Adriana Sandoval
School of Behavioral Sciences, Liberty University
Theories of Leadership
Situation
Enhancing lives through evidence-based therapies requires effective leadership in
Applied Behavior Analysis (ABA). Effective leaders motivate their organizations, foster an
empathetic culture, and produce favorable outcomes. According to Jex et al. (2024), an effective
leader is one who not only successfully inspires people but also directs them toward a shared
organizational goal. To accomplish these goals, leaders in organizations that provide ABA
therapy should cultivate the essential character qualities and behaviors required for effective
team leadership and impact.
THEORIES OF LEADERSHIP 2
In its quest to increase job satisfaction, My ABA, a well-known Applied Behavior Analysis
(ABA) therapeutic company, has neglected dedication to leadership development for their
Board-Certified Analysts (BCBAs) who also serve as supervisors. Elevated levels of job
dissatisfaction, mostly by their Registered Behavior Technicians (RBT), are emphasized by a
negative work environment. They believe their accomplishments are not enough acknowledged,
which makes them feel underappreciated at work and leads to low employee engagement.
Although some supervisors recognize that staff morale and performance are declining and are
affecting therapeutic outcomes, BCBAs find it difficult to make the required adjustments to
enhance the workplace and boost employee satisfaction.
Research and Practical Application
Transformational leadership, which seeks to inspire and motivate people while
generating a common vision, must be prioritized while developing a leadership competency
model (Jex et al., 2024). The desire to devote time and effort to the group's objectives is
increased when leaders show that they genuinely believe in their team members and lead them
toward a higher cause. The ability of the organization to provide integrated and efficient care is
increased by leaders who stress the value of teamwork and promote open, honest
communication between Board Certified Behavior Analysts (BCBAs), Registered Behavior
Technicians (RBTs), and other team members.
According to Fauji and Nurhadian (2024), combining transformational leadership
methods with effective communication strategies can improve employee’s performance. This
presents a realistic approach to improve operational efficiency and employee engagement
through targeted leadership and communication initiatives. Communication and teamwork are
essential components of successful Applied Behavior Analysis (ABA) therapy. In addition to
improving therapeutic results, this strategy creates a positive work atmosphere. Creating a
positive work environment, where all employees can make significant contributions, increase
both therapeutic interventions and job satisfaction.
THEORIES OF LEADERSHIP 3
In an industry that mostly relies on trust and evidence-based practices, success in the
ABA sector is driven by possessing the proper leadership traits, which foster a positive work
atmosphere that benefits both clients and workers. According to Hoekx et al. (2024), the CEO's
transformational leadership contributes to the creation of a psychologically secure workplace,
which raises employee engagement and job satisfaction. Promoting open and continuous
communication is essential to fostering trust within the team. Effective communication requires
leaders to actively listen to staff concerns and provide constructive feedback to ensure that all
team members are aware of the company's goals and standards.
Organizations looking to increase worker productivity and job satisfaction must
comprehend the connection between motivation and task performance. Transformational
leadership has a favorable influence on task performance, as rated by supervisors, via a
sequence that includes both task significance and work engagement (Vila-Vázquez et al., 2024).
These findings highlight the necessity of supervisors implementing a transformational
leadership strategy that can guide employees both directly and indirectly, not just promoting
employee engagement by recognizing the importance of their jobs but also improving their
overall performance. In addition to encouraging direct interaction, this leadership style helps
staff members see their work as having greater purpose, which raises productivity and job
satisfaction levels all around. Through encouraging an awareness of the importance and worth
of their work assignments, RBTs can devote more attention and energy to their jobs.
Discussion
Transformational leadership is a style designed to inspire and motivate employees,
especially during challenging times. It emphasizes personal interactions between leaders and
team members to foster a culture of trust and collaboration. This leadership style hinges on the
necessity of building strong relationships with families, clients, and employees to encourage
trust and cooperation, key factors in the ABA field. Effective communication is also a critical
component in enhancing employee performance, as leaders who understand the unique needs
THEORIES OF LEADERSHIP 4
and concerns of their team members can better address challenges. A key focus for
organizational leaders is to create opportunities for continuous learning to maintain and
enhance their workforce's competencies. This can be achieved by encouraging participation in
workshops, obtaining relevant certifications, and staying updated on the latest developments in
Applied Behavior Analysis (ABA) research. Additionally, it is important to recognize that the
interplay between personality traits and job characteristics can significantly influence
employees' engagement levels at work.
References
Fauji, H. H., Nurhadian, A. F., & Nurhadia, A. F. (2024). Influence Of Transformational
Leadership And Work Motivation On Employee Performance. Jurnal Ekonomi, Bisnis &
Entrepreneurship., 18(1), 64–70. https://doi.org/10.55208/jebe.v18i1.564
Hoekx, L., Lambrechts, F., & Vandekerkhof, P. (2024). The influence of family firm CEOs’
transformational leadership on employee engagement: The mediating role of
psychological safety. Journal of Family Business Management, 14(6), 1316-
1335. https://doi.org/10.1108/JFBM-12-2023-0298
Jex, S. M., Britt, T. W., & Thompson, C. A. (2024). Organizational psychology and organizational
behavior: Evidence-based Lessons for Creating Sustainable
Organizations. John Wiley & Sons.
Vila-Vázquez, G., Castro-Casal, C., García-Chas, R., & Álvarez-Pérez, D. (2024). How
transformational leadership shapes employee task performance? A sequential mediation
model. Leadership & Organization Development Journal, 45(7), 1122-
1141. https://doi.org/10.1108/LODJ-01-2023-0027
