There are several leadership theories that various organizations adapt depending on its structure. This paper will be focusing on two leadership theories, namely participative and relationship theories. The participative leadership theory is a style that is adapted by an organization whereby the input of the employees is put into account by the management (Northouse, 2009).
Through the application of this leadership theory, the management team encourages other employees to participate and contribute towards various factors in the organization.
When an organization is making use of this leadership theory, the employees feel more relevant and part of the organizations decision-making process. When the employees are given the chance to express their ideas concerning the improvement of the organization, there is a high probability of the relationship between the employees and the management to be improved (Northouse, 2009).
Through the process of exchanging the ideas, the management and the employees interact freely which a positive move towards the achievement of the organizations objectives. The inputs of others assist greatly to define the areas that have problems and various ideas of overcoming the challenges are introduced.
The other type of leadership theory is management theory, which is also referred to as transactional theory. This theory mainly concentrates on the areas of supervision, organization, and the overall performance (Northouse, 2009).
The policies that require to be implemented in this theory are about the rewards and punishments that are associated with it. In most of the organizations, these policies are applied whereby the successful employees are recognized and rewarded in front of the other employees.
On the other hand, when an employee does something wrong against the rules and regulations of the organization, they are punished.
In case they are not punished, these employees are reprimanded to ensure that such a behavior is never repeated in the organization. The culture of rewarding and punishing is very important as it makes everyone to take full responsibilities of his or her actions (Northouse, 2009).
When employees are responsible and taking their work seriously, there is likelihood of improving their relationship with the management team to ensure the goals of the organizations are realized at the end of the specified period. As a result, good results in the productivity of the employees are managed by the organization hence improving the whole productivity of the organization.
Reference
Northouse, P. (2009). Leadership: Theory and Practice. New York: SAGE.