Leadership Theories in HR

How to Apply Top Leadership Theories in Your HR Assignment

Studying leadership, its styles, roles, and importance is not associated with human resources only. Almost all students of every discipline must learn leadership and its theories. It is because these students will be the future manager or leaders in their respective fields. Leadership theories are a necessary part of academics, specifically corporate studies. Business colleges teach these theories to students to shape better future leaders for the business. The new innovative improvements further add to the pattern. Leadership theories are playing a vital role in assisting organizations and individuals in understanding workforce management in detail. Not only from the individual and corporate perspective, but leadership theories are also helping students in acing their HR tasks and getting a more reasonable perspective on business activity.

Leadership theories express the various manners by which the organization management can manage the employees. Students trying to get into a business can apply these leadership theories to practical situations. In some of the human resource course assignments, you may need to take theoretical situations and case studies to discover answers for them. Leadership theories additionally help students break HR contextual investigations and reports in a comprehensive manner. You can refer to advertising specialists, educators, and researchers to improve the believability of your contention.

Theory 1: Great Man Theory

According to experts of coursework writing services, the Great Man theory was proposed by Thomas Carlyle in the nineteenth century. According to this theory, leaders are born, they are not made. This theory proposed that the individuals who become leaders have the leadership qualities by birth, and these qualities and skills cannot be learned to become a leader. These God gifted qualities made the leaders different from the others.

When to Use: for justifying the role of leaders in an organization

Cons: This theory cannot be scientifically proven because the qualities of the leaders cannot be measured.

Theory 2: Trait Theory

This theory is based on the idea of Carlyle and is very much similar to the Great man theory. According to this theory, there are certain traits or characteristics that a leader must have. It is a sort of standard list that tells about those qualities that qualify a person for being a leader. Some of these qualities or traits include

  • Intelligence
  • Smartness
  • Appearance
  • Reliability
  • Emotional intelligence
  • Assertiveness
  • Confidence
  • Motivated
  • Observation skills
  • Empathy
  • Foresight
  • Technical expertise
  • Academic qualifications
  • Adaptability
  • Open-mindedness
  • Communication skills
  • Public speaking
  • Social flexibility

When to Use:  Students can use this theory when they have to judge based on qualities or traits.

Theory 3: Behavioural Theory

This theory was developed by Ohio State University in response to the first two theories discussed above. This theory is opposite to the good man theory and states that any individual can learn to become a leader. Any person with leadership traits cannot work successfully as a leader until he knows how to use those traits.

When to Use:  students can use this theory when they have justified the manager’s leadership traits.

Theory 4: Contingency Theory

Contingency theory is more specialized and practical. It presents leadership as more adaptable and broad-minded. According to this theory, there is no conventional form for a perfect leader. The leaders need to adjust to the circumstance and change their management abilities.

When to Use:  To utilize this theory, you don’t need to constrain the leader to fit an agenda. It is delegating the correct man for the correct work. For your HR task, you can execute Fielder’s technique to check the least preferred co-worker scale.

 Theory 5: Transactional Theory

This theory is based on modern-day business. It was proposed by Max Weber. According to this theory, a leader works or leads by setting SMART goals taking actions and measures, do monitoring, sets performance standards, offers incentives, and provides resources by using the Laissez-faire method.

When to Use: students can apply this theory in their HR assignment about short-term goals.

Theory 6: Transformational Theory

This theory is based on a personalized management approach by developing communication channels between the managers and the workforce. The transformational theory states that a leader sets examples for others by doing the work himself.

When to Use: Students can use this theory in their HR assignment when they have to justify the change in leadership approach, proactive arrangements, adaptable correspondence, and a powerful criticism system.

Theory 7: Situational Theory

The situational theory was developed by Paul Hersey and Ken Blanchard. According to situational theory, a leader can adjust to the circumstance and present situations. Students frequently mistake this for the contingency theory, yet there is a slight contrast between the two. In situational theory, you do not have a pre-decided range of abilities for the leader to satisfy.

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When to Use:  The situational leadership theory is regularly used to explain a hierarchical change in the organization. The group leaders need to steer of the circumstance to guarantee successful management.