Question No.47: What do you mean by typology of Management and Leadership Models?

Typology of management refers to a classification or categorization of different management styles,

approaches, or philosophies based on their characteristics, principles, and practices. It involves identifying and
grouping different types of management theories or styles to better understand how they operate, their strengths
and weaknesses, and their applicability in different organizational contexts. Typologies of management can help
managers and scholars to analyze and assess different approaches to management and to identify best practices
for achieving organizational goals.

Management is generally defined as the process of planning, organizing, directing, and controlling the
activities of employees in combination with other resources to accomplish organizational objectives. In a way,
management is taking the leadership concept and putting it into action.

Management is shaped by an individual’s duties to the organization. Managers have described their
responsibilities in nine different factors:

Long-Range Planning – critical planning and development.

Controlling – Evaluating and “following up” with action.
Environmental Scanning – Aware of organizational and global changes in the business landscape.
Supervision – Oversee employee work, but not micromanaging.
Coordinating – Coordinating the work of a department and at times an organization.
Customer Relations and Marketing – contact with current and future customers.
Community Relations – Contact must be nurtured with outside the company such as vendors, suppliers,
municipal, state/provincial, and federal agencies (especially as a not-for-profit)
Internal Consulting – Use of expertise to solve organizational problems
Monitoring Products and Services – Having a hand in the development monitoring and delivery of products and
services.

Leadership is defined as a social relationship between two or more persons who depend on each other to attain
certain mutual goals in a group situation. Good leadership helps individuals and groups achieve their goals by
focusing on the group’s maintenance needs (the need for individuals to fit and work together) and task
needs (the need for the group to make progress toward attaining the goal).

Leadership models are frameworks or theories that provide insights into the characteristics, behaviors, and
styles of effective leaders. These models offer guidance on how leaders can influence and motivate their
followers to achieve common goals.
Leadership models are frameworks or approaches that outline different styles or theories of leadership.
These models provide guidelines for how leaders can effectively lead and manage their teams or
organizations/employees. They help leaders understand their own leadership style, strengths, and weaknesses,
and provide strategies for improving their leadership skills.

Types of Leadership Models

There are numerous leadership models, each emphasizing different aspects of leadership. Some common
leadership models include:

1. *Trait Theory*: This model suggests that certain inherent traits or characteristics differentiate effective
leaders from non-leaders. Traits such as intelligence, confidence, integrity, and sociability are often associated
with effective leadership.
2. *Behavioral Theory*: Focuses on observable behaviors of leaders rather than their inherent traits. This
model suggests that effective leadership can be learned through specific behaviors, such as task-oriented or
people-oriented behaviors.
3. *Contingency Theory*: Proposes that effective leadership depends on various situational factors, including
the characteristics of the leader, the followers, and the context. Different situations may require different
leadership styles to be effective.
4. *Transformational Leadership*: Emphasizes the leader's ability to inspire and motivate followers to
achieve exceptional results beyond their self-interests. Transformational leaders often exhibit charisma, vision,
intellectual stimulation, and individualized consideration.
Transformational – Inspire change and motivation
Integrity and vision are core qualities of transformational leaders. As a transformational leader, you will
achieve your goals through open lines of communication with staff, demonstrating your integrity and the respect
you hold for your staff’s experience and knowledge. This mutual respect leads to gains in staff satisfaction and
employee retention, both shown to improve overall patient care and safety.
 5. *Transactional Leadership*: Focuses on the exchange relationship between leaders and followers.
Transactional leaders motivate followers through rewards and punishments based on their performance and
adherence to rules and expectations.
Transactional – Complete task for reward
Transactional leadership is a straightforward rewards-based model. It works off the concept that an
employee’s personal interests are the principal factors motivating them to complete an assigned task or reach a
performance level. If you’re a transactional leader, you will set performance goals for staff, promise a reward,
and provide that reward upon their successful completion of the goal—or impose a consequence if staff don’t
meet their goals. This method of leadership can be very effective for getting work done, but it fails to allow
space for building relationships at work and inspiring staff to contribute new ideas.

6. *Servant Leadership*: Puts the emphasis on serving others and prioritizing their needs. Servant leaders
focus on empowering and developing their followers, fostering a sense of community, and promoting ethical
behavior.
Servant – Sacrifice self to lift others
As a servant leader, you will mix selflessness with a focus on the higher needs of others as staff work
toward achieving your vision. Through self-reflection and awareness, you gain insight into your own purpose in
life and work, the meaning of their leadership initiatives, and your personal character. By mentoring your staff,
you are able to lift up others to greater success, improving morale and the business.

7. Democratic – Participate and offer guidance

The opposite of autocratic leadership is democratic leadership, also known as “participative leadership.”
As a democratic leader, you will seek out the input and perspectives of your staff, although the final decision
belongs to you. Your use of collaboration and discussion can spark an increase in creativity and innovation.
However, you may feel challenged in situations where you must juggle many diverse perspectives and ideas.
Some leadership decisions in healthcare require staff input and brainstorming to develop a creative solution to
an ongoing challenge. The democratic leadership model helps greatly to encourage employee participation in
thinking outside of the box.

8. *Authentic Leadership*: Encourages leaders to be genuine, self-aware, and true to their values and beliefs.
Authentic leaders build trust and credibility by acting with integrity and transparency. These are just a few
examples of leadership models, and many others exist, each offering unique perspectives on what constitutes
effective leadership and how leaders can inspire and influence

 Managers are often described as using the rewards and punishments approach; benefits and bonuses for
good work, corrections and reprimands for bad work.
 Leaders, on the other hand, can use perks and penalties, but most leaders use a mix of expertise and
aesthetic features to gain social influence within an organization. In many ways, the manager will use
inducements while the leader will create the ideas as to why the awards and corrections are beneficial to
success.

Question No.48: Explain Transformational Leadership and Participative Leadership

Transformational Leadership

Transformational leadership is a leadership style that focuses on inspiring and motivating followers to achieve
extraordinary results beyond their self-interests. This model emphasizes the leader's ability to create a
compelling vision, communicate it effectively, and empower and develop their followers to contribute towards
realizing that vision.
- a leader works with teams or followers beyond their immediate self-interests to identify needed change,
creating a vision to guide the change through influence, inspiration, and executing the change in tandem
with committed members of a group;
.
Transformational leaders know how to encourage, inspire and motivate employees to perform in ways that
create meaningful change to achieve unexpected or remarkable results.
- Transformational leaders inspire employees in ways that go beyond exchanges and rewards. This
approach can increase a team’s intrinsic motivation by expressing the value and purpose behind the
organization’s goals.
- Transformational leaders are focused on making tomorrow better
4 Components to Transformational Leadership, Sometimes Referred to as the 4 I's:

Transformational leaders typically perform four distinct behaviors, also known as the four I’s. These are
inspirational motivation, idealized influence, intellectual stimulation, and individualized consideration.

1. Idealized Influence (II) – the leader serves as an ideal role model for followers; the leader "walks the talk,"
and is admired for this. A transformational leader embodies the qualities that he/she wants in his/her team. In
this case, the followers see the leader as a model to emulate. For the followers, it is easy to believe and trust in a
transformational leader. This is also referred to as charisma and showing a charismatic personality influences
the followers to become more like their leader.

2. Inspirational Motivation (IM) – Transformational leaders have the ability to inspire and motivate followers
through having a vision and presenting that vision. Combined, these first two I's are what constitute the
transformational leader's productivity. A transformational leader manages to inspire the followers easily with
clarity. The transformational leader convinces the followers with simple and easy-to-understand words, as well
as with their own image. Throughout history, these are people who inspire their organization, their political
party or candidate, or even their entire country through their vision.

3. Individualized Consideration (IC) – Transformational leaders demonstrate genuine concern for the needs
and feelings of followers and help them self-actualize. This personal attention to each follower assists in
developing trust among the organization's members and their authority figure(s). For example, the
transformational leader can point out the problems of a member working in a group. From this perspective, the
leader can work towards training and developing a follower who is having difficulties in a job. This is an
important element because teams are able to rely on and work together, so decisions can be made more quickly,
while the transformational leader increases their buy-in.

4. Intellectual Stimulation (IS) – the leader challenges followers to be innovative and creative, they encourage
their followers to challenge the status quo. A common misunderstanding is that transformational leaders are
"soft," but the truth is that they constantly challenge followers to higher levels of performance.
Transformational leaders challenge their followers’ preconceptions and encourage creativity, whether that
creativity is innate or learned, transformational leaders their followers connect the dots.

5 Traits Successful Transformational Leaders Have in Common

- Morgan outlines a number of habits common to effective transformational leaders. Here are five of the
most essential traits:

1. Good transformational leaders practice self-awareness

Transformational leaders thrive on personal growth and know their strengths and weaknesses. They
often take time to reflect and set daily or weekly goals. These leaders believe everyone, including themselves,
should be continually learning and improving.
2. They remain open-minded
Remaining open to new ideas and fresh perspectives is an important aspect of transformational
leadership. Rather than jumping to conclusions, these leaders regularly gather feedback and ideas from a range
of sources before making strategic decisions.
3. The best transformational leaders are adaptable and innovative
Good transformational leaders understand changing business dynamics and are always finding
innovative ways to stay ahead of the curve. They’re unafraid to alter traditional approaches that have worked in
the past as they look toward the future.
4. Good transformational leaders are proactive
Leaders cannot simply sit around and wait for change to happen. Rather, they make proactive decisions
and bold choices that can set the tone for others to follow.
5. They lead with humility
Finally, transformational leaders take little issue with admitting they don’t have all the answers. While they can
remain confident in their goals and abilities, they’re also able to keep their egos in check and do what’s right for
their team or organization.

Last,,..
If you want a team that is successful, highly motivated, fiercely loyal, and prepared to go the extra mile to get
the job done, try Transformational Leadership...
Participative Leadership

- Participative leadership, also known as “democratic leadership”, is a style where leaders involve their
team members in decision-making processes. Instead of making decisions unilaterally, participative
leaders seek input and feedback from their followers before making final decisions. This approach
fosters collaboration, empowerment, and engagement among team members.

- Participative leadership is a style of leadership in which all members of the organization work together
to make decisions. Participative leadership is also known as democratic leadership, as management
teams encourage all employees to participate. For example, if a company executive is a participative
leader, they hope to involve all members of an organization to help make decisions.

Here are some key features of participative leadership:

1. *Shared Decision-Making*: Participative leaders encourage open communication and collaboration within
the team. They involve team members in decision-making processes by soliciting their opinions, ideas, and
suggestions. This inclusiveness creates a sense of ownership and commitment among team members towards
the decisions made.
2. *Delegating Authority*: Participative leaders delegate authority and responsibility to team members,
allowing them to take ownership of their work and make decisions within their areas of expertise. This
empowers team members, promotes autonomy, and fosters a culture of accountability.
3. *Supportive Environment*: Participative leaders create a supportive and inclusive work environment where
team members feel valued, respected, and heard. They encourage open dialogue, actively listen to diverse
perspectives, and consider the needs and concerns of all stakeholders when making decisions.
4. *Facilitative Leadership*: Participative leaders act as facilitators rather than dictators. They guide and
facilitate discussions, encourage brainstorming and problem-solving, and help reconcile differing viewpoints to
reach consensus. This collaborative approach promotes creativity, innovation, and collective intelligence within
the team.
5. *Flexibility and Adaptability*: Participative leaders are flexible and adaptable in their leadership approach.
They recognize that different situations may require different levels of employee involvement in decision-
making. They adjust their leadership style accordingly to meet the needs of the team and the organization.
Participative leadership can lead to various benefits, including increased employee engagement, motivation, job
satisfaction, and creativity. By involving team members in decision-making processes, participative leaders tap
into the diverse skills, knowledge, and perspectives of their team, leading to better-informed decisions and
improved organizational performance.

Types of Participative Leadership There are four main types of participative leadership:

1. Consensus Participative Leadership - The leader must have the approval of every member before making
decisions.
In consensus participative leadership, the leader does not have additional power over other group
members and works exclusively as a facilitator. To reach a decision, all members of the organization must
agree. This means that the goal or decision might have amendments or negotiations until all parties can agree.
Companies often use individual votes to make decisions.

2. Democratic Participative Leadership - The leader has more power than the group as he has the final say in
the decision-making.
In democratic participative leadership, the leader has more power than the group. The group provides
ideas and suggestions, and voting may occur on the outcome, but the leader has the final decision on what
action to take. Leaders may gather information through surveys or interviews and decide what changes an
organization might make.

3. Collective Participative Leadership - Decision-making responsibility falls equally on the group who is
responsible for both the process and the result.
In collective participative leadership, all responsibility falls equally on the group. The leader will help
facilitate, but all group members are responsible for the process and outcome. The majority of the group must
agree to proceed with a decision. Employees work together to decide on changes before establishing new
processes or policies.
4. Autocratic Participative Leadership - The leader holds maximum power and it is he who is more
responsible for ideas than the group.
Autocratic participative leadership is similar to democratic participative leadership, but the leader holds
even more power than a democratic style. There is less precedence on the group's ideas and more on the leader.
Even if employees provide unique inputs, the leader can still override opinions with their own decisions.

References:

https://www.umassglobal.edu/news-and-events/blog/what-is-transformational-
leadership#:~:text=Transformational%20leaders%20know%20how%20to,shape%20an%20organization's
%20future%20success.
https://en.wikipedia.org/wiki/Transformational_leadership
https://www.indeed.com/career-advice/career-development/participative-leadershiphttps://www.indeed.com/
career-advice/career-development/participative-leadership