The Leaderships Styles - Literature Review Management Assignment Help

Assignment Task:

Introduction 

The aim of this chapter is to introduce literature pertaining to this research study. This section of review of literature is primarilychapter is divided into seven subheadingssections. The first subheading which is this section gives the general and overall introduction of the contents of the chapter. In the second subheading we talk aboutsection provides an overview of  the different types of leadership theories, their mertismerits and demerits as proposed by various scholars in the field. and what various authors have said about the types of leaderships in their research papers and books. The first half of the second subheading will giveThis section begins with historic background of the various leadership theories and the second half of the second subheading will go in details abouconcludes with a focus on t why disruptive leadership its suitability for the research topichas been chosen for this study. Then tThe third subheading section will review the literature from various authors from the past five years relating to disruptive leadership. The fourth subheading sextionsection will start with general literature on performance then go deeper into the literature about citizenship performance. The fifth subheading section will review past papers and researches which have focused on the relationship between leadership and performance. The sixth or second last subheadingsection will discuss about the research problem gap and justification of the research theoretical framework by relying upon the relationship between leadership and performance and how lack of research on some aspects have created the gap. The seventh and last subheading section will be a general conclusion  summarising the whole chapter.ending the review of all the related literatures. 

Provide different definitions to leadership - differentiate it with other overlapping constructs such as management.

To determine the leaderships styles to be followed in an organization it is important to assess current context in anyof the organization (Rhode., 2017). Leadership styles followed or perceived by the followers to be followed impacts organizational commitment (Babalola., 2016). Leaders influence how followers interpret job characteristics (Zhang et al., 2014). Different studies through different times have found leadership styles to influence organizational performance leading to work outcomes. Early research on leadership established three major types of leaderships (Cherry 2006). The three types of leadership identified were autocratic leadership, democratic leadership, and laissez-faire leadership (Cherry 2006). 

Autocratic leadership is followed by leaders who clearly distinguish amongst followers and the leader (Cherry 2006). This type of leaders tends to make decisions independently (Cherry 2006). Their decisions have no input or little influence from the group (Cherry 2006). They alone decide what, when and how activities are supposed to be done (Cherry 2006). The decision making in this type of leadership was found to be less creative (Cherry 2006). As this kind of leaders do not consult with others their decision-making process in generally among the quickest and shorted among all the leadership styles (Cherry 2006). This kind of leadership style is generally preferred in highly stressful or time bound situations like specific projects of an organization like auditing or tax file preparation during tax month or war like scenarios like hostile takeovers (Cherry 2006). 

The drawback of practicing this kind of leadership is that there are high changes of resentment growing in the group due to lack of participation opportunities and development of dislike or even hate towards the leaders as their action are presumed as dictatorial or controlling (Cherry 2006). 

Democratic leadership style is practiced by leaders through involving the followers in the decision-making process (Cherry 2006). This leadership style is usually regarded as the most effective leadership style which leads to high productivity along with high optimism in the group due to more involvement or chances of involvement in decision making process (Cherry 2006). This kind of leadership is also popular among followers because it not only encourages creativity and effective participation but also rewards them if positive outcomes are achieved (Cherry 2006). This kind of leadership is best suited for situations when followers are skilled as well as eager to share their knowledge (Cherry 2006). 

The negative aspect of this style of leadership is that specific and precise role of leaders and followers need to well defined and understood by the team or the organization and there should not be any time constraint in the decision making (Cherry 2006). If these roles are clearly not defined or time is of the essence, then there are great chances of communication failures leading to uncompleted projects (Cherry 2006). Also, in cases where followers lack the sufficient knowledge or specialization about the matter discussed their contribution can be of little to no value in decision making (Cherry 2006). 

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