Situational leadership has very little in common with the other models mentioned herein. This model revolves around the leader changing leadership behaviors to meet the needs in relationship to the follower (Kouzes, 2003, p. 111). The difference between situational leadership and charismatic, servant, and transformational leadership is the lack of an organizational vision and the empowerment of the followers. Situational leadership uses followers based on their readiness level that relate to their ability and willingness to complete the task (Wren, 1995, p. 208).
This aspect coupled with the leader’s task and relationship behavior is used in relation to the follower’s readiness level (Wren, 1995, p. 209). Transformational Leadership Transformational leadership is a theory that emphasizes the leader’s ability to transform the follower’s values while motivating them to achieve beyond expectations (Avolio & Yammarino, 2013, p. 79). By exceeding expectations necessary changes become a reality. As change agents, transformational leaders have to use social relationships to create and build a new organization (Tichy & Devanna, 1990, p. 87).
In the mist of the change, transformational leaders begin to understand the complexities of social networks and the effects of how they operate within the organization. Addressing Contemporary Leadership Issues and Challenges As leaders, we have a responsibility to identify current contemporary challenges and issues within our organizations along with the leadership model that would handle them most effectively. As all leadership models will in some manner work within their respective organizations in an ongoing practice, it becomes critical for leaders to know which model to employ during such challenges.
Ethical Behavior When thinking about the various ethical issues in business, education, and government acquiring the right leadership model can help alleviate potential harm. The servant leadership model provides a sound ethical balance to leadership within ethical behavior. When we look at what happen with Enron and their quest to gain wealth for themselves as leaders a matter of unethical behavior became clear. Enron did not have a servant leader at the helm. We all know that the executive leadership employed unethical practices that bankrupt the company.
The servant leader would have been a better fit for this company as they look at what is good and right for the company even at a financial expense (Bennis, 2007, p. 349). Transformational leadership follows the same basic preface as the servant leader in that they both work to empower and help the followers grow and except change as it is happening without exploiting the follower (Yukl, 2013, p. 353). Organizational Diversity Organizations simply are made up of very diverse individuals.
This diversity can come in many forms be it race, national origin, gender, or social economic status. How well the organization runs depends on the leadership’s handling of this diversity. The situational leadership model takes into account the readiness level and willingness of the follower. Diversity plays a role in this as there are varying levels of competence based on education, training, and experiences of the follower (Wren, 1995, p. 208). Additionally, the willingness of followers can have a diverse situation arise.
For example, in education there a various levels of teachers. From novice to veteran based on the number of years of experience. The diversity of this group can play an important role in what the readiness and willingness levels are for each level of teacher. Thus, the leader has to adjust to meet the readiness and willingness level of each group. As the novice teachers gain more experience their readiness and willingness levels will change with them. Again the leader has to adjust relevant to the level of the follower (Wren, 1995, p.
207). Charismatic leadership is also a model to consider when dealing with diversity issues. The charismatic leader displays vision, extraordinary or exceptional qualities that get the organization excited about the vision (Avolio & Yammarino, 2013, p. 168). There is no concern over race, national origin, gender, or social economic status. Their goal is to move the organization toward the vision they have set in place. With their ability to motivate diversity within the organization become pointless.