3 Leadership Theories
The first leadership theory that I picked was the Contingency Theory. The Contingency Theory is a theory that focuses on the leader’s situation. The theory matches up the leader’s style along with the different demands the situation the leader is in. This theory is the first theory tested that emphasizes the impact of situation on leaders, the leaders effectiveness in predicted situations, while providing useful leadership profile data. Although the theory has fantastic upsides, it also has its downfalls. The theory does not explain the link between the different styles of leaders with the situations they would fit well with. The theory also does not explain how different organizations can use the results of the theory in their situational engineering.
The second leadership theory I picked was the Path-Goal Theory. In the Path-Goal theory was developed to explain how leaders can motivate their subordinates to become productive and satisfied with their work they’ve done. This theory correlates with the Contingency Theory because it focuses on the leader’s behaviors and the characteristics of the subordinates and the task at hand. The basic principles come from the employee’s motivation to do well or even do the task at all. The employees seem to be motivated if they find their work valuable, or they might be rewarded for their efforts on the task. The Path-Goal Theory has three major strengths which are how different styles of leadership affect productivity, the motivation principles of expectancy, and it’s a practical model that underscores the important way in which leaders can help subordinates. On the negative side of the theory is that it encompasses too many assumptions, research does not support a full and consistent picture of the claims of the theory, and does not show a clear way on how a leader’s behaviors directly affect the subordinate.
The third leadership theory I picked was Leader-Member Exchange Theory. This theory is a much-studied approach to leadership. The Leader-Member Exchange Theory is centered around the interactions between leaders and followers. The theory subgroups the subordinates into the in-group and the out-group. The in-group receive extra influence, opportunities, and rewards, compared to the out-group that just receives standard job benefits. Some positive features to the Leader-Member Exchange Theory are that it is a strong descriptive approach that can explain how leaders use subordinates more than others to accomplish a organized goal. It make the leader-member relationship the focal point of the leadership process, and has effective communication. On the negative side it can be seen as unfair or unjust in the workplace by having some employees receiving special attention. Some people fail to see that is fully captures the complexities of the Leader-Member Exchange process.
Media Project Collage
http://9jmb2.wordpress.com/2013/01/31/mass-media-and-its-role-in-silencing-women/
http://mediaportrayalofwomen.blogspot.com/
http://rehmanins.hubpages.com/hub/The-Effect-Media-has-on-our-Body-Image
https://apa340.wordpress.com/2013/02/15/representations-of-women/
http://lessonbucket.com/media/year-9/body-image/
Leadership Artifact
