Introduction
There are many leadership models and theories with new theories regularly arising (Storey, 2016). Leaders with in these models interact with situations and contexts in different manors. Two of these theories are transformational leadership and behavioral approach. These two theories focus on the behaviors of the leader and how these behaviors effect the behaviors of those being led. These two theories will vary in how to approach a specific situation with a follower, but both will attempt to address the issue at hand. Which theory is employed will dictate the type of behavior the leader exhibits.
Transformational leadership is an approach to leadership where a leader is focused on the follower respecting the follower as a person with needs and seeking to inspire the follower (Ghasabeh, Soosay, & Reaiche, 2015). Through this approach transformational leadership attempts to gain a higher levels of performance from followers (Northouse, 2016). This approach has been come the focus of much research in recent years (Ghasabeh, Soosay, & Reaiche, 2015). Since the change in thought of how followers should be treated transformational leadership has been considered by much of research to be an ethical form of leadership implying most previous forms of leadership are not (Hoch, Bommer, Dulebohn, & Wu, 2018). Transformational leadership is similar to Self-Determination Theory in that it respects the follower’s intrinsic needs and motivation (Ryan & Deci, 2017). It could be said, transformational leadership is the leadership model which seeks to provide the three tenants of Self-Determination Theory; autonomy, competence and relatedness (Deci, Olafsen, & Ryan, 2017).
The behavioral approach focuses on the behavior of the leader in how the behavior effects or leads the follower (Northouse, 2016; Lord, Day, Zaccaro, Avolio, & Eagly, 2017). With modern day research and the business community focused on a person’s or group’s behavior and how to modify its behavior this approach embodies the ideas of behaviorism. The concept is, as the leader exhibits certain behaviors followers will respond with certain behaviors. As such, behavior leads to behavior. The behavioral approach puts the leader at the center of the leader follower equation. This approach contains two categories of leader behaviors; one, task and two, relationship (Northouse, 2016; Ghasabeh, Soosay, & Reaiche, 2015). The idea is the leader is either pushing for a task to be accomplished or pushing for a deeper relationship with those being led within the group and with the leader. This approach offers some challenges in distinguishing the personality or natural behaviors of the leader as opposed to the leader’s leadership behaviors with the follower’s behaviors leading to the follower’s performance (Lord, Day, Zaccaro, Avolio, & Eagly, 2017).
Situational Interactions
Both theories have been used by leaders and studied by researchers however these two theories would interact with any given situation differently. Transformational leadership would address a situation with the goal of inspiring the follower to overcome the challenge and preform above expectations (Ghasabeh, Soosay, & Reaiche, 2015). This leadership approach would seek to understand what the follower needs to accomplish the goal and to be psychologically supported. While a behavioral approach would dictate to the leader to either use a task focused approach or a relationship focused approach. Typically, within a situation there is a task which needs to be accomplished. This would push a leader within the behavioral approach to use a task focused approach through the leader’s outward actions/behavior to encourage the follower to accomplish the given task (Ghasabeh, Soosay, & Reaiche, 2015). These two approaches could yield the same results but depending on the implementation one is more likely to have a motivated follower when the situation is over.
Applicability
Both theories could be applicable in any given situation however the question would be which will be more effective. For example, in a military type environment behavioral approach would likely be more effective due to its directness and the leader’s outward behavior pushing for the task to be completed or building the team’s relationships (Ghasabeh, Soosay, & Reaiche, 2015). The leader’s behavior would be direct, clear and expecting. While in an office environment where it is desired for followers to accomplish more work today than yesterday a transformational leadership approach would likely inspire and lead the followers to be more productive (Ghasabeh, Soosay, & Reaiche, 2015). A transformational leadership approach as it takes into consideration the follower’s needs would likely lead to more motivated and satisfied followers (Boamah, Laschinger, Wong, & Clarke, 2018).
Conclusion
Both of these two leadership theories or approaches are modern and have been shown to be used and effective by leaders. However, these two theories have different approaches to affecting the behavior or the follower. Both theories on a basic level subscribe to behaviorism where the behavior or the follower is affected by outside influences. Transformational leadership achieves the desired behaviors of the follower through seeking to inspire the follower and caring about the follower’s needs. While behavioral leadership takes a more clear-cut approach to behaviors by achieving follower behaviors though the behaviors of the leader.
References
Boamah, S. A., Laschinger, H. K. S., Wong, C., & Clarke, S. (2018). Effect of transformational leadership on job satisfaction and patient safety outcomes. Nursing outlook, 66(2), 180-189.
Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. Annual Review of Organizational Psychology and Organizational Behavior, 4, 19-43.
Ghasabeh, M. S., Soosay, C., & Reaiche, C. (2015). The emerging role of transformational leadership. The Journal of Developing Areas, 49(6), 459-467.
Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2018). Do ethical, authentic, and servant leadership explain variance above and beyond transformational leadership? A meta-analysis. Journal of Management, 44(2), 501-529.
Lord, R. G., Day, D. V., Zaccaro, S. J., Avolio, B. J., & Eagly, A. H. (2017). Leadership in applied psychology: Three waves of theory and research. Journal of Applied Psychology, 102(3), 434.
Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: Sage. ISBN-13: 9781483317533
Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Publications.
Storey, J. (2016). Changing theories of leadership and leadership development. In Leadership in Organizations (pp. 17-41). Routledge.