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Evolving Leadership Models: Contrast Two Models

Recent theoretical developments in leadership paradigms seem more inclined to frame leadership concepts within the context of moral philosophy, interpersonal growth and spiritual values, topics discussed in business leadership models. Some examples include transformational leadership (Burns, 1978; Bass, 1990), Servant-Leadership (Greenleaf, 1977), Relational Leadership (Brower, Schoorman, & Hwee, 2000) and Spiritual Leadership (Vail, 1998).

Conduct a preliminary search of these models, and select one that resonates best with your own leadership style. Using the business article search engines in the Cybrary and other credible sources, respond to the following questions regarding the model you have selected:

Select two and compare and contrast these two models, with particular emphasis on the implications of these models for the leader follower-relationship and the organizational culture.

To what degree do these models represent a theory that is grounded in experience or fact, or just a "fad"? Defend your arguments with academic sources.

Solution Preview

Conduct a preliminary search of these models, and select one that resonates best with your own leadership style.

1. Select two and compare and contrast these two models, with particular emphasis on the implications of these models for the leader follower-relationship and the organizational culture.

Transformational leader
Leader follower-relationship raises our level of awareness, our level of consciousness about the significance and value of designated outcomes, and ways of reaching them.

Organizational culture: - gets us transcend our own self-interest for the sake of the team, organization or larger polity.
Leader follower-relationship:--Alters our need level (after Maslow) and expands our range of wants and needs.
(Based on Bass, B. M. (1985) Leadership and Performance Beyond Expectation, New York: Free Press and Wright, P. (1996) Managerial Leadership, London: Routledge)

Bass (1985) was concerned that Burns (1978) set transactional and transforming leaders as polar opposites. Instead, he suggests we should be looking at the way in which transactional forms can be drawn upon and transformed. The resulting transformational leadership is said to be necessary because of the more sophisticated demands made of leaders. van Maurik (2001: 75) argues that such demands 'centre around the high levels of uncertainty experienced by leaders, their staff and, indeed, the whole organization... today'

Relational Leadership Model
The Relational Leadership Model is a reciprocal leadership approach. Leadership is defined as "a relational process of people coming together attempting to accomplish change or make a difference to benefit the common good." The five principles of relational leadership are:
Leader follower-relationship becomes inclusive - of people and diverse points of view
Leader follower-relationship emphasizes on empowering - of others
Organizational culture becomes process-Oriented - the way the group establishes itself and how it accomplishes its purpose
Organizational culture becomes ethical - makes ...

Solution Summary

In an 1180 word solution, the response provides detailed information about leadership styles. It examines traits and expresses conclusions about whether they are grounded in fact or experience.

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