Compare and Contrast Directing Style and Transformation Style Leadership

Directing Style

 Introduction

 Leadership styles facilitate the accomplishment of activities within a certain period of time. The role of the leader gravitates towards ensure that a tea, has the needful tools needed to accomplish the tasks at hand (Sethuraman, & Suresh, 2014). One way of achieving this is through the application of leadership styles. Different leadership styles are able to solve different problems under different circumstances. The purpose of this paper is to compare and contrast the managerial aspects of directing and transformational leadership styles.

 Directing leadership style

 The directing leadership styles integrates extensive focus on activities with low focus on social managerial aspect. In this types of leadership, leaders state the terms to the worker or employer or soldier the way forward and then expects them to complete the task at hand. Hence directing leadership leaves no room for questioning. Additionally, directing leadership is useful in situations where an organization’s aim is shaping new tentative workers or those who are indecisive. More so, the workers are forced to adhere to the information given with no room for compromise hence the activities are defined and specified (Buble, Juras, & Matić, 2014). Nevertheless, the misuse of directing leadership style may lead to unmotivated workers who feel expendable and underappreciated. In simpler terms, directing style pivots on the leader. Normally, under no circumstance does the subordinate contributes to the final decision but rather obeys the detailed information dictated to him or her. Secondly, in directing style, the leaders closely supervises a subordinate’s actions. Therefore, the leader does not explains him or herself. This type of leadership style befits contexts where the subordinate is inexperienced or during combat situations. An effective way of utilizing this leadership style. Due to the dictatorial nature of directing style, the leader gives attention to activities or operations than the social association he or she has with the subordinates. In most cases, the leader fails to form a relationship with the subordinate (Sethuraman, & Suresh, 2014). Consequently, the leader’s role is offering distinct and regular follow-up on the instructions given. In the long run, the leader’s aim is completing the tasks while keeping pushing the subordinate to appropriately use certain skills to achieve success.

Transformational Style of Leadership

 On the other hand, transformational style of leadership does not center on the leader unlike directing style where the leader has to ensure that the directives are followed to the later. A transformational leader influences, instigate and encourage subordinates to innovate and produce alternatives that will later grow and affect the future. In other words, transformational leadership entails inspiring other people to make a change (Gumusluoglu, & Ilsev, 2009). Thus, this kind of leadership stimulates personal growth both professionally and individually. In order for the transformational leader to work effectively, one has to empower and motivate the soldiers or subordinates- first as soldiers and as a group of people. As a transformational leader, one has to interpret the logistics behind his or her directives unlike in directing leadership style where subordinates cannot question the motive behind the directives given to them. As a result of the interaction between a transformational leader and the subordinate, soldiers gain a wealth of information and understanding on the reasons behind every decision. Therefore, a personal initiative arises from the soldiers to seize opportunities as they arise. This type of leadership style pays off when the subordinates acquire valuable skills and can work under minimal supervision. Under a transformational leader, there is no need for micromanaging or heavy supervision. Tasks are carried out and completed on their own without too much directives (Sethuraman, & Suresh, 2014).  In addition, this type of leadership style employs creative tendencies which in turn gives workers a chance to widen their critical thinking capabilities and locate suitable solutions to impending challenges which in the long run tend to benefit the entire organization. In the end, both the subordinates and transformational leader benefit.

Similarities

 Both leadership styles require the subordinate to accomplish certain tasks. Secondly, the aim of transformational and directing is to accomplish tasks precisely as dictated through the leader (Sethuraman, & Suresh, 2014). Also, transformational and directing styles of leadership inform on the development of skills and accuracy of the said skills.

Conclusion

 Directing leadership style dictates orders to the subordinates. Transformational leadership style motivates and encourage the subordinates. A transformational leader’s role is ensuring that all the people are inspired to change the conditions while in directive leadership once cannot question the motives of the leaders. In the long run a subordinate working under a transformational leader acquires skills and talents while the one working under a directing leadership remains at the hand of the directing leader.

 

 

 

 

 

 

References

Buble, M., Juras, A., & Matić, I. (2014). The relationship between managers’ leadership styles and motivation. Management: journal of contemporary management issues, 19(1), 161-193.

Gumusluoglu, L., & Ilsev, A. (2009). Transformational leadership, creativity, and organizational innovation. Journal of business research, 62(4), 461-473.

Sethuraman, K., & Suresh, J. (2014). Effective leadership styles. International Business Research, 7(9), 165.