The style of leadership
Leadership is an inevitable part of an organization if it wants to be successful in the sphere of its functioning. Being closely connected with human resources, leadership is related to communication as the main way for achieving the desired goal. Depending on the staff and the company needs, it is important to apply to one of the leadership styles developed in the business world.
Thus, there are three main leadership styles, transformational, transactional, and laissez-faire, which differ using the leader behavior and the tasks he/she is to implement. Transformational leadership style refers to ideas and moral values of the employees.
This style of leadership may also be explained as the desire to support the mission and vision of the employees. Involving the values, transactional leadership refers more to the self-interest of the employees. The motivation of this leadership style is provided based on rewards and personal benefit. Laissez-faire leadership style does not presuppose any kind of control and allows the employees to perform their tasks by personal desires (Mehmood, & Arif, 2011).
Similarities and differences between the different types of leadership style
Considering the similarities and differences of these leadership styles, it should be referred to the motivation as the main factor for encouraging employees to perform their tasks perfectly.
However, the very motivation was different. Ethical values, personal interest and the possibility to perform the task freely, without any control, are the motivational issues which may be applied on employees depending on situation and people who are working in the company. It is important to refer to the individualities and their characters to understand which type of leadership style is to be applied. Thus, the main difference in the leadership styles is the way the employees are motivated (De Vries, Bakker-Pieper, & Oostenveld, 2010).
Each company may have samples of each of the leadership styles. Thus, depending on the tasks employees are to perform and the results the manager is waiting for, the heads of the department may be impacted by the laissez-faire leadership style as the heads of the departments know their responsibilities, and they are not to be controlled.
Providing the head managed with the results of their work, the head managers are motivated to work better to avoid further control. The team which has been working in the company for several months should be personally motivated, while the interest of some employees who have been working in the company for years may be more directed at the company vision and mission (Morhart, Herzog, & Tomczak, 2011).
Leaders who have truly made a positive difference in my life
Even though many people may disagree with me, the leadership style with the self-interest motivation should be considered as the most effective one. Remembering the days at school, I perfectly remember the teacher of mathematics who was a leader for me. Other teachers just taught us, but this particular teacher made us follow her.
Once she said that education is more than the knowledge we get and which is going to be used in our work, in general, we get nothing of this. She said that studying good we will become the personalities, the deserving members of the society who will be able to get their place in the world and this is exactly what we need, this is what we are to search for. Thus, the teacher connected education with personal realization. This leadership style may change the attitude to work if offered appropriately.
Reference List
De Vries, R. E., Bakker-Pieper, A., & Oostenveld, W. (2010). Leadership = Communication? The Relations of Leaders’ Communication Styles with Leadership Styles, Knowledge Sharing and Leadership Outcomes. Journal of Business & Psychology, 25(3), 367-380.
Mehmood, Z., & Arif, M. (2011). Leadership and HRM: Evaluating New Leadership Styles for effective Human Resource Management. International Journal of Business & Social Science, 2(15), 236-243.
Morhart, F. M., Herzog, W., & Tomczak, T. (2011). Turning Employees into Brand Champions: Leadership style makes a difference. Gfk-Marketing Intelligence Review, 3(2), 35-43.