LEADERSHIP

THEORIES

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Leadership Theories
I. Blake and Mouton’s Managerial Grid
Robert Blake and Jane Mouton (1960s) proposed a graphic portrayal of leadership styles
through a managerial grid (sometimes called leadership grid).
The grid depicted two dimensions of leader behaviour, concern for people (accommodating
people’s needs and giving them priority) on y-axis and concern for production (keeping tight
schedules) on x-axis, with each dimension ranging from low (1) to high (9), thus creating 81
different positions in which the leader’s style may fall.
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The five resulting leadership styles are as follows:

1. Impoverished Management (1, 1): Managers with this approach are low on both the
dimensions and exercise minimum effort to get the work done from subordinates. The
leader has low concern for employee satisfaction and work deadlines and as a result
disharmony and disorganization prevail within the organization. The leaders are
termed ineffective wherein their action is merely aimed at preserving job and
seniority.

2. Task management (9, 1): Also called dictatorial or perish style. Here leaders are more
concerned about production and have less concern for people. The style is based on
theory X of McGregor. The employees’ needs are not taken care of and they are simply
a means to an end. The leader believes that efficiency can result only through proper
organization of work systems and through elimination of people wherever possible.
Such a style can definitely increase the output of organization in short run but due to
the strict policies and procedures, high labour turnover is inevitable.

3. Middle-of-the-Road (5, 5): This is basically a compromising style wherein the leader
tries to maintain a balance between goals of company and the needs of people. The
leader does not push the boundaries of achievement resulting in average performance
for organization. Here neither employee nor production needs are fully met.

4. Country Club (1, 9): This is a collegial style characterized by low task and high people
orientation where the leader gives thoughtful attention to the needs of people thus
providing them with a friendly and comfortable environment. The leader feels that
such a treatment with employees will lead to self-motivation and will find people
working hard on their own. However, a low focus on tasks can hamper production and
lead to questionable results.

5. Team Management (9, 9): Characterized by high people and task focus, the style is
based on the theory Y of McGregor and has been termed as most effective style
according to Blake and Mouton. The leader feels that empowerment, commitment,
trust, and respect are the key elements in creating a team atmosphere which will
automatically result in high employee satisfaction and production.

II. House’s Path Goal Theory

The theory was developed by Robert House and has its roots in the expectancy theory of
motivation.
The theory is based on the premise that an employee’s perception of expectancies between
his effort and performance is greatly affected by a leader’s behaviour. The leaders help group
members in attaining rewards by clarifying the paths to goals and removing obstacles to
performance.
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They do so by providing the information, support, and other resources which are required by
employees to complete the task.
House’s theory advocates servant leadership. As per servant leadership theory, leadership is
not viewed as a position of power. Rather, leaders act as coaches and facilitators to their
subordinates. According to House’s path-goal theory, a leader’s effectiveness depends on
several employee and environmental contingent factors and certain leadership styles.
All these are explained in the figure 1 below:

III. Path-Goal Leadership Theory

Leadership Styles
The four leadership styles are:
1. Directive: Here the leader provides guidelines, lets subordinates know what is
expected of them, sets performance standards for them, and controls behaviour when
performance standards are not met. He makes judicious use of rewards and
disciplinary action. The style is the same as task-oriented one.

2. Supportive: The leader is friendly towards subordinates and displays personal concern
for their needs, welfare, and well-being. This style is the same as people-oriented
leadership.

3. Participative: The leader believes in group decision-making and shares information

with subordinates. He consults his subordinates on important decisions related to
work, task goals, and paths to resolve goals.
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4. Achievement-oriented: The leader sets challenging goals and encourages employees

to reach their peak performance. The leader believes that employees are responsible
enough to accomplish challenging goals. This is the same as goal-setting theory.

According to the theory, these leadership styles are not mutually exclusive, and leaders are
capable of selecting more than one kind of a style suited for a particular situation.
Contingencies
The theory states that each of these styles will be effective in some situations but not in
others. It further states that the relationship between a leader’s style and effectiveness is
dependent on the following variables:
1. Employee characteristics: These include factors such as employees’ needs, locus of
control, experience, perceived ability, satisfaction, willingness to leave the
organization, and anxiety.
For example, if followers are highly skilled, a directive style of leadership may be
unnecessary; instead, a supportive approach may be preferable.

2. Characteristics of work environment: These include factors such as task structure and
team dynamics that are outside the control of the employee.

• For example, for employees performing simple and routine tasks, a supportive
style is much effective than a directive one.
• Similarly, the participative style works much better for non-routine tasks than
routine ones.
• When team cohesiveness is low, a supportive leadership style must be used
whereas in a situation where performance-oriented team norms exist, a
directive style or possibly an achievement-oriented style works better.
• Leaders should apply directive style to counteract team norms that oppose the
team’s formal objectives.

IV. Great Man Theory of Leadership

Assumptions
• The leaders are born and not made and possess certain traits which were inherited
• Great leaders can arise when there is a great need.

Historian Thomas Carlyle who commented on the great men or heroes of the history saying that “the
history of the world is but the biography of great men”.

According to him, a leader is the one gifted with unique qualities that capture the imagination of the
masses.
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The great man theory of leadership states that some people are born with the necessary attributes
that set them apart from others and that these traits are responsible for their assuming positions of
power and authority. A leader is a hero who accomplishes goals against all odds for his followers. The
theory implies that those in power deserve to be there because of their special endowment.
Furthermore, the theory contends that these traits remain stable over time and across different
groups. Thus, it suggests that all great leaders share these characteristics regardless of when and
where they lived or the precise role in the history they fulfilled.

V. Trait Theory of Leadership

The trait model of leadership is based on the characteristics of many leaders - both successful
and unsuccessful - and is used to predict leadership effectiveness. The resulting lists of traits
are then compared to those of potential leaders to assess their likelihood of success or failure.
Successful leaders definitely have interests, abilities, and personality traits that are different
from those of the less effective leaders. Through many researchers conducted in the last three
decades of the 20th century, a set of core traits of successful leaders have been identified.
These traits are not responsible solely to identify whether a person will be a successful leader
or not, but they are essentially seen as preconditions that endow people with leadership
potential.
Among the core traits identified are:

• Achievement drive: High level of effort, high levels of ambition, energy, and initiative
• Leadership motivation: an intense desire to lead others to reach shared goals
• Honesty and integrity: trustworthy, reliable, and open
• Self-confidence: Belief in one’s self, ideas, and ability
• Cognitive ability: Capable of exercising good judgment, strong analytical abilities, and
conceptually skilled
• Knowledge of business: Knowledge of industry and other technical matters
• Emotional Maturity: well adjusted, does not suffer from severe psychological
disorders.
• Others: charisma, creativity, and flexibility

VI. Leadership-Member Exchange (LMX) Theory

According to the theory, leaders form different kinds of relationships with various groups of
subordinates.
One group, referred to as the in-group, is favoured by the leader. Members of in-group
receive considerably more attention from the leader and have more access to the
organizational resources.
By contrast, other subordinates fall into the out-group. These individuals are disfavoured by
the leader. As such, they receive fewer valued resources from their leaders.
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Leaders distinguish between the in-group and out-group members on the basis of the
perceived similarity with respect to personal characteristics, such as age, gender, or
personality. A follower may also be granted an in-group status if the leader believes that
person to be especially competent at performing his or her job.

The relationship between leaders and followers follows three stages:

• Role taking: When a new member joins the organization, the leader assesses the
talent and abilities of the member and offers them opportunities to demonstrate their
capabilities.
• Role making: An informal and unstructured negotiation on work-related factors takes
place between the leader and the member. A member who is similar to the leader is
more likely to succeed. A betrayal by the member at this stage may result in him being
relegated to the out-group

In-group followers tend to function as assistants or advisers and to have higher quality
personalized exchanges with the leader than do out-group followers. These exchanges
typically involve a leader’s emphasis on assignments to interesting tasks, delegation of
important responsibilities, information sharing, and participation in the leader’s decisions, as
well as special benefits, such as personal support and support and favourable work schedules.

VII. Transformational Leadership Theory

Transformational leadership may be found at all levels of the organization: teams,
departments, divisions, and organization as a whole. Such leaders are visionary, inspiring,
daring, risk-takers, and thoughtful thinkers. They have a charismatic appeal. But charisma
alone is insufficient for changing the way an organization operates. For bringing major
changes, transformational leaders must exhibit the following four factors:
Model of Transformational Leadership
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Inspirational Motivation: The foundation of transformational leadership is the promotion

of consistent vision, mission, and a set of values to the members. Their vision is so
compelling that they know what they want from every interaction. Transformational
leaders guide followers by providing them with a sense of meaning and challenge. They
work enthusiastically and optimistically to foster the spirit of teamwork and
commitment.

Intellectual Stimulation: Such leaders encourage their followers to be innovative and

creative. They encourage new ideas from their followers and never criticize them publicly
for the mistakes committed by them. The leaders focus on the “what” in problems and
do not focus on the blaming part of it. They have no hesitation in discarding an old
practice set by them if it is found ineffective.

Idealized Influence: They believe in the philosophy that a leader can influence followers
only when he practices what he preaches. The leaders act as role models that followers
seek to emulate. Such leaders always win the trust and respect of their followers through
their action. They typically place their followers needs over their own, sacrifice their
personal gains for them, ad demonstrate high standards of ethical conduct. The use of
power by such leaders is aimed at influencing them to strive for the common goals of the
organization.

Individualized Consideration: Leaders act as mentors to their followers and reward them
for creativity and innovation. The followers are treated differently according to their
talents and knowledge. They are empowered to make decisions and are always provided
with the needed support to implement their decisions.

VIII. Transactional Leadership Theory

The transactional style of leadership was first described by Max Weber in 1947 and then by
Bernard Bass in 1981. This style is most often used by the managers. It focuses on the basic
management process of controlling, organizing, and short-term planning.
Transactional leadership involves motivating and directing followers primarily through
appealing to their own self-interest. The power of transactional leaders comes from their
formal authority and responsibility in the organization. The main goal of the follower is to
obey the instructions of the leader. The style can also be mentioned as a ‘telling style’.
The leader believes in motivating through a system of rewards and punishment. If a
subordinate does what is desired, a reward will follow, and if he does not go as per the wishes
of the leader, a punishment will follow. Here, the exchange between leader and follower takes
place to achieve routine performance goals.
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These exchanges involve four dimensions:

Contingent Rewards: Transactional leaders link the goal to rewards, clarify expectations,
provide necessary resources, set mutually agreed upon goals, and provide various kinds
of rewards for successful performance. They set SMART (specific, measurable,
attainable, realistic, and timely) goals for their subordinates.

Active Management by Exception: Transactional leaders actively monitor the work of

their subordinates, watch for deviations from rules and standards and taking corrective
action to prevent mistakes.

Passive Management by Exception: Transactional leaders intervene only when

standards are not met or when the performance is not as per the expectations. They may
even use punishment as a response to unacceptable performance.

Laissez-faire: The leader provides an environment where the subordinates get many
opportunities to make decisions. The leader himself abdicates responsibilities and avoids
making decisions and therefore the group often lacks direction.

Assumptions of Transactional Theory

• Employees are motivated by reward and punishment.

• The subordinates have to obey the orders of the superior.
• The subordinates are not self-motivated. They have to be closely monitored and
controlled to get the work done from them.

Difference between Transactional and Transformational Leaders

Transactional leadership Transformational Leadership

Leadership is responsive Leadership is proactive

Works within the organizational culture Work to change the organizational culture by
implementing new ideas

Transactional leaders make employees Transformational leaders motivate and empower

achieve organizational objectives employees to achieve company’s objectives by
through rewards and punishment appealing to higher ideals and moral values

Motivates followers by appealing to Motivates followers by encouraging them to

their own self-interest transcend their own interests for those of the
group or unit
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IX. Continuum of Leadership Behaviour

The leadership continuum was originally written in 1958 by Tannenbaum and Schmidt and
was later updated in the year 1973. Their work suggests a continuum of possible leadership
behaviour available to a manager and along which many leadership styles may be placed.
The continuum presents a range of action related to the degree of authority used by the
manager and to the area of freedom available to non-managers in arriving at decisions. A
broad range of leadership styles have been depicted on the continuum between two
extremes of autocratic and free rein.
The left side shows a style where control is maintained by a manager and the right side shows
the release of control. However, neither extreme is absolute and authority and freedom are
never without their limitations.
The Tannenbaum and Schmidt continuum can be related to McGregor’s supposition of Theory
X and Theory Y. Boss-centred leadership is towards theory X and subordinate-centred
leadership is towards theory Y.

A manager is characterized according to degree of control that is maintained by him.

According to this approach, four main styles of leadership have been identified:
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1. Tells: The manager identifies a problem, chooses a decision, and announces this to
subordinates. The subordinates are not a party to the decision-making process and
the manager expects them to implement his decisions as soon as possible.

2. Sells: The decision is chosen by the manager only but he understands that there will
be some amount of resistance from those faced with the decision and therefore
makes efforts to persuade them to accept it.

3. Consults: Though the problem is identified by the manager, he does not take a final
decision. The problem is presented to the subordinates and the solutions are
suggested by the subordinates.

4. Joins: The manager defines the limits within which the decision can be taken by the
subordinates and then makes the final decision along with the subordinates.

According to Tannenbaum and Schmidt, if one has to make a choice of the leadership style
which is practicable and desirable, then his answer will depend upon the following three
factors:
Forces in the Manager: The behavior of the leader is influenced by his personality,
background, knowledge, and experience.
These forces include:

• Value systems
• Confidence in subordinates
• Leadership inclinations
• Feelings of security in an uncertain situation

Forces in the subordinate: The personality of the subordinates and their expectations from
the leader influences their behaviour.
The factors include:

• Readiness to assume responsibility in decision-making

• Degree of tolerance for ambiguity
• Interest in the problem and feelings as to its importance
• Strength of the needs for independence
• Knowledge and experience to deal with the problem
• Understanding and identification with the goals of the organization
If these factors are on a positive side, then more freedom can be allowed to the subordinate
by the leader.
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Forces in the situation: The environmental and general situations also affect the leader’s
behaviour.
These include factors like:

• Type of organization
• Group effectiveness
• Nature of the problem
• Time pressure

When the authors updated their work in1973, they suggested a new continuum of patterns
of leadership behaviour. In this, the total area of freedom shared between managers and non-
managers is redefined constantly by interactions between them and the environmental
forces. This pattern was, however, more complex in comparison to the previous one.
Conclusion
According to Tannenbaum and Schmidt, successful leaders know which behaviour is the most
appropriate at a particular time. They shape their behaviour after a careful analysis of self,
their subordinates, organization, and environmental factors.

X. Likert’s Management System

Rensis Likert and his associates studied the patterns and styles of managers for three decades
at the University of Michigan, USA, and identified a four-fold model of management systems.
Characteristics of different types of organizations.
The four systems of management system or the four leadership styles identified by Likert are:
System 1 - Exploitative Authoritative: Responsibility lies in the hands of the people at the
upper echelons of the hierarchy. The superior has no trust and confidence in subordinates.
The decisions are imposed on subordinates and they do not feel free at all to discuss things
about the job with their superior. The teamwork or communication is very little, and the
motivation is based on threats.
System 2 - Benevolent Authoritative: The responsibility lies at the managerial levels but not
at the lower levels of the organizational hierarchy. The superior has condescending
confidence and trust in subordinates (master-servant relationship). Here again, the
subordinates do not feel free to discuss things about the job with their superior. The
teamwork or communication is very little, and motivation is based on a system of rewards.
System 3 - Consultative: Responsibility is spread widely through the organizational hierarchy.
The superior has substantial but not complete confidence in subordinates. Some amount of
discussion about job related things takes place between the superior and subordinates. There
is a fair amount of teamwork, and communication takes place vertically and horizontally. The
motivation is based on rewards and involvement in the job.
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System 4 - Participative: Responsibility for achieving the organizational goals is widespread

throughout the organizational hierarchy. There is a high level of confidence that the superior
has in his subordinates. There is a high level of teamwork, communication, and participation.
The nature of these four management systems has been described by Likert through a profile
of organizational characteristics.
In this profile, the four management systems have been compared with one another on the
basis of certain organizational variables which are:

• Leadership processes
• Motivational forces
• Communication process
• Interaction-influence process
• Decision-making process
• Goal setting or ordering
• Control processes

On the basis of this profile, Likert administered a questionnaire to several employees

belonging to different organizations and from different managerial positions (both line and
staff). His studies confirmed that the departments or units employing management practices
within Systems 1 and 2 were the lease productive, and the departments or units employing
management practices within Systems 3 and 4 were the most productive.

XI. Hersey Blanchard Model

According to this model, the leader has to match the leadership style according to the
readiness of subordinates which moves in stage and has a cycle. Therefore, this theory is also
known as the life-cycle theory of leadership.
The theory, developed by Paul Hersey and Kenneth Blanchard, is based on the ’readiness’
level of the people the leader is attempting to influence. Readiness is the extent to which
followers have the ability and willingness to accomplish a specific task.
Ability is the knowledge, experience, and skill that an individual possesses to do the job and
is called job readiness. Willingness is the motivation and commitment required to accomplish
a given task. The style of leadership depends on the level of readiness of the followers.

The readiness(R) is divided into a continuum of four levels which are:

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R1 - low follower readiness - refers to low ability and low willingness of followers i.e.
those who are unable and insecure

R2 - low to moderate follower readiness - refers to low ability and high willingness of
followers i.e. those who are unable but confident

R3 - moderate to high follower readiness - refers to high ability and low willingness of
followers i.e. those who are able but insecure

R4 - high follower readiness - refers to high ability and high willingness of followers i.e.
those who are both able and confident

The direction is provided by the leader at the lower levels of readiness. Therefore, the
decisions are leader directed. On the other hand, the direction is provided by the followers at
the higher levels of readiness. Therefore, the decisions in this case are follower directed.
When the followers move from low levels to high levels of readiness, the combinations of task
and relationship behaviours appropriate to the situation begin to change.
For each of the four levels of readiness, the leadership style used may be a combination of
task and relationship behaviour.

• Task behaviour: Extent to which the leader spells out the duties and responsibilities
of a follower which includes providing them direction, setting goals, and defining roles
for them. Usually a one-way communication exists which is meant to provide the
direction to the followers.

• Relationship behaviour: Extent to which the leader listens to the followers and
provides encouragement to them. Here, a two-way communication exists between
the leader and the follower.

By combining the task and the relationship behaviour, we arrive at the following four different
styles of leadership which correspond with the different levels of readiness

S1 - Telling: This style is most appropriate for low follower readiness (R1). It emphasizes
high task behaviour and limited relationship behaviour.

S2 - Selling: This style is most appropriate for low to moderate follower readiness (R2). It
emphasizes high amounts of both task and relationship behaviour.

S3 - Participating: This style is most appropriate for moderate to high follower readiness
(R3). It emphasizes high amount of relationship behaviour but low amount of task
behaviour.
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S4 - Delegating: This style is most appropriate for high follower readiness (R4). It
emphasizes low levels of both task and relationship behaviour.

XII. Fiedler’s Contingency Model

Fred E. Fiedler’s contingency theory of leadership effectiveness was based on studies of a
wide range of group effectiveness and concentrated on the relationship between leadership
and organizational performance.
This is one of the earliest situation-contingent leadership theories given by Fiedler. According
to him, if an organization attempts to achieve group effectiveness through leadership, then
there is a need to assess the leader according to an underlying trait, assess the situation faced
by the leader, and construct a proper match between the two.
Leader’s trait
In order to assess the attitudes of the leader, Fiedler developed the ‘least preferred co-
worker’ (LPC) scale in which the leaders are asked about the person with whom they least like
to work. The scale is a questionnaire consisting of 16 items used to reflect a leader’s
underlying disposition toward others.
The items in the LPC scale are pleasant / unpleasant, friendly / unfriendly, rejecting /
accepting, unenthusiastic / enthusiastic, tense / relaxed, cold / warm, helpful / frustrating,
cooperative / uncooperative, supportive / hostile, quarrelsome / harmonious, efficient /
inefficient, gloomy / cheerful, distant / close, boring / interesting, self-assured / hesitant,
open / guarded. Each item in the scale is given a single ranking of between one and eight
points, with eight points indicating the most favourable rating.

Friendly Unfriendly
8 7 6 5 4 3 2 1

Fiedler states that leaders with high LPC scores are relationship-oriented and the ones with
low scores are task-oriented.
The high LPC score leaders derived most satisfaction from interpersonal relationships and
therefore evaluate their least preferred co-workers in fairly favourable terms. These leaders
think about the task accomplishment only after the relationship need is well satisfied.
On the other hand, the low LPC score leaders derived satisfaction from performance of the
task and attainment of objectives and only after tasks have been accomplished, these leaders
work on establishing good social and interpersonal relationships.
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Situational factor
According to Fiedler, a leader’s behaviour is dependent upon the favourability of the
leadership situation.
Three factors work together to determine how favourable a situation is to a leader. These
are:

• Leader-member relations - The degree to which the leaders is trusted and liked by the
group members, and the willingness of the group members to follow the leader’s
guidance
• Task structure - The degree to which the group’s task has been described as
structured or unstructured, has been clearly defined and the extent to which it can be
carried out by detailed instructions
• Position power - The power of the leader by virtue of the organizational position and
the degree to which the leader can exercise authority on group members in order to
comply with and accept his direction and leadership

With the help of these three variables, eight combinations of group-task situations were
constructed by Fiedler. These combinations were used to identify the style of the leader.
Correlation between leader’s LPC scores and group effectiveness

Leadership Effectiveness
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The leader’s effectiveness is determined by the interaction of the leader’s style of behaviour
and the favourableness of the situational characteristics. The most favourable situation is
when leader-member relations are good, the task is highly structured, and the leader has a
strong position power.
Research on the contingency model has shown that task-oriented leaders are more effective
in highly favourable (1, 2, 3) and highly unfavourable situation (7, 8), whereas relationship-
oriented leaders are more effective in situations of intermediate favourableness (4, 5, 6).
Fiedler also suggested that leaders may act differently in different situations. Relationship-
oriented leaders generally display task-oriented behaviours under highly favourable
situations and display relationship-oriented behaviours under unfavourable intermediate
favourable situations. Similarly, task-oriented leaders frequently display task-oriented in
unfavourable or intermediate favourable situations but display relationship-oriented
behaviours in favourable situations.

This is all from us in this eBook of Leadership theories.

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