Authentic leadership

Authentic leadership

It is an approach that gives extra weight on the validity of a leader by creation of truthful connections with imitators of the leader which appreciate their contribution and moral uprightness basis (Lussier, 2015).

Components of authentic leadership

Self awareness

Relates to the understanding of oneself both inner and outer qualities. Self acknowledgement may be expressed in ways such as certainty of one’s potency and inadequacy of a quality, studying the influence a person has on other people and creation of an incessant assessment of one-self on development he or she is making (Antonakis 2017).

Incorporated ethical outlook

Refers to doing the right thing where the leader is supposed to set a good example to his or her followers.

Fair processing

The leader has to maintain fairness in making decisions and the beliefs of each person are considered important which help in achieving diversity.

Relationship openness

Leaders are supposed to be transparent in all their acts and when communicating with others which hence create a comfortable environment for the junior.

Strengths of authentic leadership

  1. Bring about trust and the working together of people in a particular setting.
  2. Ability to establish valuable relationships since the leader is able to listen to the views and ideas of people without bias which lead to satisfaction of the followers (Arends, 2014).
  3. High morally approved behavior. Authentic leadership enhances good behavior among people (Arends, 2014).

Weaknesses of Authentic Leadership

  1. Low development of the theory since different authors come up with different ideas relating to what they think authenticity is. Therefore, analyzing benefits and nature of authentic leadership is cumbersome.
  2. Conflicting objectives. The leader may not adhere to the set objectives which will cause conflicts with the shareholders in case of an organization setting.
  3. Hindrance to making swift decisions in an organization since the leader has to listen to the ideas of subordinates so as to avoid bias (Antonakis 2017).

Transformational Leadership

Refers to where the leader works together with juniors to establish the change needed and acknowledging the vision which leads to commitment among people (Lussier, 2015).

Components of Transformational Leadership

1.      The leader acts as a role model who manipulates others to follow his steps. He has influence.

2.      Motivation where the leader can infuse the minds of his or her followers

3.      Concern of the needs of imitators which motivates them to bring out their best

4.      Provoke invention among the followers which boosts creativity.

Strengths of Transformational Leadership

  1. Superiority in the skills of people since they are engaged by the leader.
  2. Ability to retain employees and customers since there is satisfaction of their needs which result to big savings for any organization (Northouse, 2017).
  3. Creation of more effectiveness in employees since the leader is able to build positive behaviors thus high performance.

Weaknesses of Transformational Leadership

  1. Abuse of manipulation power by leaders where they can use their influence for selfish gains (Northouse, 2017).
  2. Losses of motivation in the long run since employees are aware of everything they are supposed to do.
  3. Favor of some individuals who are more productive than the others which reduces morale of the other employees.

Transactional Leadership

Relates to leadership through use of rewards and punishments hence followers focus on elimination of defects (Northouse, 2015).

Components of Transactional Leadership

  1. Rewarding of employees due to their services
  2. Management-by-exception where leaders interpose to enhance quality in performance of juniors.

Strengths of Transactional Leadership

  1. Rewarding of employees due to their exceptional performance
  2. Helps to achieve short term goals with ease since employees are motivated
  3. Clarity of rewards and punishments to juniors

Weaknesses of Transactional Leadership

  1. Lowered creativity since there are already set objectives to be achieved
  2. There are no rewards to employees who invent new things
  3. Rewarding is mostly practical such as issue of money

References

Northouse, Peter G. Leadership: Theory and practice. Sage publications, 2015.

Lussier, Robert N., and Christopher F. Achua. Leadership: Theory, application, & skill development. Nelson Education, 2015.

Antonakis, John, and David V. Day, eds. The nature of leadership. Sage publications, 2017.

Arends, Richard. Learning to teach. McGraw-Hill Higher Education, 2014.

Northouse, Peter G. Introduction to leadership: Concepts and practice. Sage Publications, 2017.

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