The essay will synthesize, evaluate, and apply concepts, theories, and strategies related to leadership and organizational change. Within this final paper, a summary and analysis of the surveys and questionnaires from this term will be used to discover how each leadership approach and theory relates to my leadership style. An explanation will be given of which method closely resembles my style and personal experiences. Next, a description of which approach would most likely be adopted will be given along with steps to enhance this style. Then, three other theories not to be selected will be explained. Finally, a research article that discusses organizational change will be described, and what changes could be used to guide further organizational change.
Analyze the personal leadership style
My leadership philosophy is to lead by example by inspiring others to achieve. An example would from my experience as a classroom teacher. When students can see how I enjoy mathematics and the applications needed outside the classroom, students are motivated to achieve. They are encouraged by the teacher’s leadership role in supporting their learning and the patience required for their achievement. I also want to help not only students but other teachers to develop their strengths and motivate others to achieve their goals. Through my leadership style, my colleagues and students can see the passion I have for my subject matter which motivates and inspires them to improve as a teacher or as a student.
Leadership Style Closely Aligned to Personal Leadership Style
Transformational leadership focuses on the process used to transform followers by emphasizing intrinsic motivations (Northouse, 2019). This style of leadership focuses on personal characteristics and charisma demonstrated by the leader associated with decision-making and moral actions. I want to help others develop strengths and motivate my followers. Within transformational leadership, I need to focus on inspirational leadership and intellectual stimulation. Additionally, an effective leader that uses the transformational leadership style goes beyond self-interest and hopefully plans for the future considering both moral and ethical decisions.
Leadership Style Most Likely to Adopt (and steps)
As a leader in the education field, I have two leadership roles. One role is as a classroom teacher where the followers are my students and the second is as a lead teacher where the followers are other teachers. Northouse (2019) explains that servant leadership values the followers and produces opportunities for interdependence and growth even over the leaders' own interests. McKinney (2000) defines leadership as a selfless act requiring leaders to consider the needs of others even over personal needs. This concept is a goal that I hope to be able to accomplish as a leader.
There are three outcomes of servant leadership: follower performance and growth, organizational performance, and societal impact (Northouse, 2019). The third outcome measures the effects of servant leadership on society in a positive way (Northouse, 2019). The result of my leadership style is to influence others to improve not only the organization (school) but society altogether. As a lead teacher; there are a few steps that would align with this leadership approach. I can encourage other teachers to meet standards, assist in planning practical lessons, and be a mentor to each student as they work on skills to become active and hopefully influential members of society.
Northouse (2019) discusses that servant leaders perform ethically without compromise and conceptualizing means that the leader has an understanding of the complexities of the organization and can address any issues. A servant leader puts the interest and needs of the followers first while an empowering servant leader allows the followers the power to work independently building confidence and shifting control to the follower (Northouse, 2019). The seven leadership behaviors of servant leadership produce results that will ultimately not only increase performance for any organization but provide effective leaders for the future that will positively impact society.
Three Approaches or Theories Not Likely to Adopt
One approach studied in this term that I would not adopt is the trait approach. Leadership described as a trait is not the same as a process because it indicates that individuals have characteristics that make them a leader differentiating them from others (Northouse, 2019). Deegan explains that in today’s diverse workforce there are often trade-offs between a job with a salary and a career that has meaning (2009). As a school teacher, the pay is not the best but there is job security, and the work has meaning. Therefore, some leadership roles require more than just traits to be successful.
A second approach studied in this term that I would not adopt is the Leader-member exchange (LMX) theory. The LMX theory focuses on the relationships between leaders and followers by emphasizing a prescriptive approach and promoting the effective building of dyads (Northouse, 2019). This theory uses role behavior in which the leader recognizes the effort, and the follower in turn earns specialized rewards or recognition (Omilion-Hodges & Baker, 2012). This theory would not be as effective in the role of a classroom teacher. If students only achieve because of the rewards or recognition they can gain, they will not learn to be intrinsically motivated to make which could harm them further in their educational careers. A leader that uses LMX theory builds relationships to promote productive relationships but does not change the follower’s beliefs or emotions. Additionally, an effective leader that uses the transformational leadership style goes beyond self-interest and hopefully plans for the future considering both moral and ethical decisions.
The last approach studied in this term that I would not adopt is the path-goal theory. The path-goal theory gives directions on when to emphasize certain behaviors based on the characteristics of followers and recommendations on appropriate leadership styles that match those characteristics (Northouse, 2019). There has been research regarding how path-goal theory is used within a school; however, further useful research could be used on how varying grade levels could depend on more specific leadership styles. Öqvist and Malmström (2016) discuss the path-goal theory used to motivate students in becoming productive members of society and how teachers can help students achieve goals by using the four styles that best reach students’ needs. The leadership styles needed from elementary teachers are different from the leadership styles required as a high school teacher which could ultimately be confusing for some leadership roles.
Organizational Change
The article “NSF Advance and gender equity” by DeAro, Bird, and Ryan (2019) highlights the mission of NSF (US National Science Foundation) and their need to support the advancement of STEM (science, technology, engineering, and mathematics). This article discusses the barriers this program has had with gender inequality; specifically, women are underrepresented within STEM faculty (DeAro, Bird, & Ryan, 2019). NSF has created several programs and taken steps throughout the US education system to create a more diverse workforce (DeAro, Bird, & Ryan, 2019). The barriers or labyrinths that women encounter need to be removed to ensure equal opportunities and reduce the gender gap. According to Kaptein, Huberts, Avelino, and Lasthuizen (2005), two significant challenges to the ethics of public organizations are reinforcing awareness and improving the impact of the organizational climate. NSF has begun this process by incorporating programs to create a diverse environment within the STEM community.
This article highlights the need for the gender-leader association theory. The success of women in leadership can produce change by creating an awareness of gender roles. Cheung & Halpern (2010) explain how women have redefined their roles integrating their family and work roles. They accomplished this by evaluating their norms of being a good mother and leader by making them more compatible (Cheung & Halpern, 2010). Culture can be defined as a unique group that is established from a communicated pattern of mutual status, outlooks, and practices (Ayman & Korabik, 2010). The impact on the STEM workforce will be to create opportunities for young female students to find role models that could open up new pathways for students no matter their gender. Women are stereotyped as having characteristics such as sensitivity, helpfulness, and caring while men are characterized as self-assured, assertive, and decisive (Northouse, 2019). Changing these stereotypes will help overcome boundaries for both males and females.
Conclusion
In conclusion, transformational leadership most closely resembles my leadership style within the educational field. An approach that I would most like to adopt is servant leadership. This leadership approach puts the needs of others first while empowering their followers to build confidence. Three approaches that are effective but will not adopt are the trait approach, LMX theory, and path-goal theory. Each of these approaches and theories has its benefits in becoming an effective leader; however, other methods are aligned with my leadership style. The research article highlights the need for the gender-leader association theory in overcoming barriers to ensure equal opportunities for both genders.