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Functional leadership theory (Hackman & Walton, 1986; McGrath, 1962) is a theory for addressing specific leader behaviors expected to contribute to organizational or unit effectiveness. This theory argues that the leader's main job is to see that whatever is necessary to group needs is taken care of; thus, a leader can be said to have done ...
The autocratic leadership style particularly emphasises the distinction between authoritarian leaders and their followers. These types of leaders make sure to create only a distinct professional relationship. [citation needed] They regard direct supervision as fundamental in maintaining a successful environment and followership.
The research concluded that there is no single "best" style of leadership, and thus led to the creation of the situational leadership theory, which essentially argues that leaders should engage in a healthy dose of both task-oriented and relationship-oriented leadership fit for the situation, and the people being led. [2]
There is no consistent, overall definition of leadership performance. [132] [full citation needed] Many distinct conceptualizations are often lumped together under the umbrella of leadership performance. [130] "Leadership performance" may refer to the career success of the individual leader, performance of the group or organization, or even ...
In reviewing the older leadership theories, Scouller highlighted certain limitations in relation to the development of a leader's skill and effectiveness: [3] Trait theory: As Stogdill (1948) [4] and Buchanan & Huczynski (1997) had previously pointed out, this approach has failed to develop a universally agreed list of leadership qualities and "successful leaders seem to defy classification ...
The four relational models are as follows: Communal sharing (CS) relationships are the most basic form of relationship where some bounded group of people are conceived as equivalent, undifferentiated and interchangeable such that distinct individual identities are disregarded and commonalities are emphasized, with intimate and kinship relations being prototypical examples of CS relationship. [2]
Leader development is described as one aspect of the broader process of leadership development (McCauley et al., 2010). Leadership development is defined as the expansion of a group's capacity to produce direction, alignment, and commitment (McCauley et al.), in contrast to leader development which is the expansion of a one's ability to be effective in leadership roles and processes.
The original theory had already proposed moderators that act as substitutes and moderators that act as neutralizers. Howell and colleagues added enhancers to these. [12] Substitutes for leadership theory was a heavily researched area until the late 1980s when transformational leadership became the focus of the majority of leadership research. [13]