Transformational leadership models and styles essay

Transformational leadership models and styles essay

The purpose of this assignment is to research different leadership models and styles, including transformational leadership.
Choose five leadership models and styles. One model must be transformational leadership. Design a graphic organizer to compare servant leadership with the other models. Consider how these models or styles bring about organizational, team, or individual change or growth. How do leaders implement each of the models and how do they fit with your personal beliefs? {Autocratic leadership, Laisser-faire leadership, democratic leadership & transformational leadership}


Different Leadership Models and Styles to Include Transformational Leadership

Servant Leadership

The objective of servant leadership is to serve. It entails listening, empathy, stewardship, awareness, healing, persuasion and conceptualization, communication building, foresight, and committed to growth of others. It requires attention and empathy  towards the followers needs by the leaders. Servant leaders mentor followers to become healthier, more autonomous, freer and wiser. It is based on strong ethical overtones.

  • It is characterized by collaboration of employees and improves satisfaction.
  • Leadership focuses on personal growth and performance of the team. Encourages employee autonomy
  • Organizational growth: employee performance increases with increased motivation and commitment.
  • Decreases turnover through job satisfaction and motivation. Transformational leadership models and styles essay.
  • Team work involves collective operation
  • Individual development involves personal development, improvement of motivation and employee satisfaction. Followers observe and emulate the positive actions of the leader. Social exchange theory reveals reciprocal relationships developed between the employees and the servant leaders. It also improves responsibility at the family level (Chiniara & Bentein, 2016).
  • Leader’s implementation: Leaders lead by example and stay away from the spotlight. They involve employees in decision making and recognition for good performance.
  • Fitting into beliefs: I believe in collaborative efforts, team building and employee motivation for effective performance. These beliefs are supported by servant leadership.

Autocratic Leadership

Managers have absolute decision making authority. It is implemented in situation demanding close supervision. It limits creativity in the organization and discourages the participation and engagement of teams in collective performance. It ensures the organizations goals are met through Transformational leadership models and styles essay


  • No collaborative efforts
  • Does not lead by consensus but practice command and control.
  • Long-term effects include lower morale, lower productivity, higher turnover, and lower-quality decisions.
  • Discourages autonomy of employees
  • Encourages turnover and increases job dissatisfaction


  • Both have potential for high levels of productivity
  • Efficient decision making


Transformational leadership

Involves implementation of change It engages teams in the creation of visions, identification of changes, inspiration towards achievement and implementation. It is characterized by individualized consideration of group members, intellectual creativity and stimulation, inspirational motivation and ability to inspire confidence as well as idealized influence of leaders.


  • Inspires personal development of employees and leaders through emphasis on positive behavior and morals (Newmanet al., 2017).
  • Gives employees autonomy
  • Is collaborative
  • Improves the morality, motivation and productivity of the employees and the leader
  • Enhances organizational development through execution of positive changes
  • Both work to create leaders and decision making is collective


  • Has an ethical dimension unlike the servant leadership
  • Leaders motivate and influence followers unlike in servant where followers come first

Laisser-faire leadership

This leadership allows the group members to make decisions. The staff is challenged to take up tasks and responsibilities to determine their failures and achievements. Leaders are involved in the provision of tools and minimal guidance. Workers have complete freedom in the resolution of problems.


  • Both give decision-making freedom to employs
  • Both give up their control and power to engage the teams (Van Dierendonck & Patterson, 2018).


  • Laisser-faire leaves the team to work on their own while servant leadership serves the team
  • Decision-making is left to the team members
  • Leaders do not take care of the needs of the followers
  • Servant leadership serves while Laisse-faire delegates
  • Increased potential of low productivity and motivation
  • Fail to provide regular feedback to the team members
  • Are not directly involved in supervision of followers
  • Lack managerial control
  • Transformational leadership models and styles essay


Democratic leadership

The decision-process is more participative. Involved parties are engaged in free participation, generation of ideas and discussions regarding decision making. It is characterized by group empowerment, responsibility distribution and aiding of the decision-making process. It facilitates the resolution of organizational problems and issues through informed decision-making. It encourages creativity and innovation as well as improves the job satisfaction among employees.


  • Collective decision making
  • Improves productivity, motivation and job satisfaction (Hoch et al., 2018)
  • Collaboration between the leaders and workers
  • Employees and employers have equal say in the decision-making process
  • Leaders and team members commit to achieving positive results for the organization
  • Both are not very effective for urgent decision making considering the process and time used in collaborative decision-making efforts
  • Transformational leadership models and styles essay
  • They both encourage learning from previous employee mistakes
  • They are both employee-centered, consensual, consultative, considerate and concerned with creating and maintaining good relationships at the workplace.


  • Servant leaders stay out of the limelight and let the teams receive recognition unlike the democratic leaders who are recognized for their successful leadership roles in projects

My Thoughts

Different leadership styles and models exist in different organizational settings. The most common include servant leadership, transformational, autocratic, democratic and laisser-faire leadership (Set & Sarros, 2016).  The implementation of each depends on the organizations vision and anticipated results. They all have the potential to impose positive changes in the individual, teams and the organization as a whole. Servant leadership is the most effective type of leadership style considering its abilities to improve the workplace and inspire change in the followers and the organization through service provision.

However, the five styles fit in my personal beliefs since they all are effective in achieving both the long-term and short-term goals of the organization. Their uniqueness is influenced by the desired results and type of urgency in decision-making. Transformational leadership models and styles essay



Chiniara, M., & Bentein, K. (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. The Leadership Quarterly27(1), 124-141.

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 Management44(2), 501-529.

Newman, A., Schwarz, G., Cooper, B., & Sendjaya, S. (2017). How servant leadership influences organizational citizenship behavior: The roles of LMX, empowerment, and proactive personality. Journal of Business Ethics145(1), 49-62. Transformational leadership models and styles essay

Seto, S., & Sarros, J. C. (2016). Servant Leadership Influence on Trust and Quality Relationship in Organizational Settings. International Leadership Journal8(3).

Van Dierendonck, D., & Patterson, K. (Eds.). (2018). Practicing Servant Leadership: Developments in Implementation. Springer Transformational leadership models and styles essay

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