Comparison and contrasting of leadership theories

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Leadership in organizations plays an important role in ensuring the company’s objectives are attained with the monitoring of daily organizational operations. Leadership structures the decision-making process within an organization, which explains the intended purpose of the operations within the organization. Leadership varies depending on the nature of the organization’s operations in chasing its goals; hence, decisions require scrutiny and understanding of the concerns within the organization. This paper gives concepts on leadership and explains different theories in meeting the expected goal of the organizations.

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Comparison and contrasting Contrasting of leadership Leadership theoriesTheories

Different leadership theories follow values that the management concludes to be effective in extracting intended results hence differences in the leadership theories we discuss in this paper. There are different leadership theories, including situational leadership theory, which educates leaders on dealing with matters. In contrast, behavioral theory indicates learning skills toward becoming a good leader. The strengths of handling situations include saving on the costs of maintaining and deciding on methods to undertake in expecting positive results (Zaccaro et al., 2018). The response to situations is administered after the occurrence and the need for leadership qualities. Many leaders prefer situational leadership since a short time is taken to make decisions on situations at hand, which makes the responses effective as solutions. The strategy involves high expertise since its expectations of the decisions would be certain and accurate leadership. Behavioral leadership involves developing habits from practice in certain leadership skills through gaining experience in a certain field.

The leadership theory shapes leaders’ characters and makes them familiar with issues they would have experienced during the learning process. Behaviors developed would influence decisions made in the organization since risks and strategies in fulfilling the plans would be evaluated adequately. The character of individuals grows with exposure to many issues in the organization and industry, hence the ability to make informed decisions in leading the organization. Adopting foreign skills improves the organization’s quality in market sales since the leadership standards would be similar to those in foreign markets (Offermann & Coats, 2018). Trait leadership portrays similar qualities to behavioral leadership because of the common objective of leaders mastering the skill of leadership through learning. However, the theories differ in behavior adoption, where behaviors are perceived to be innate because different people have been brought up in an environment with different cultures. Trait leadership is crucial in an organization since no effort to discover leadership over a short period rather experiencing it.


















Offermann, L. R., & Coats, M. R. (2018). Implicit theories of leadership: Stability and change over two decades. The Leadership Quarterly, 29(4), 513-522. Where is the DOI?

Zaccaro, S. J., Green, J. P., Dubrow, S., & Kolze, M. (2018). Leader individual differences, situational parameters, and leadership outcomes: A comprehensive review and integration. The Leadership Quarterly, 29(1), 2-43. Where is the DOI?

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You have no organization and this should have a lot more to it than what you have here













Mechanistic Organization Structure

Mechanistic organization structure contains centralized roles with divided management ranks that work independently towards achieving common goals. The established chain of command participates in the decision-making process through various roles assigned to collecting information used in the decision-making process (Yang & Wei, 2018). Departments have been created under which various management levels specialize in their roles and duties. This system improves the firm’s performance because of quality services and the application of skills in executing their operations. Mechanistic organization structure ensures every department is accountable for performance in their roles since they are provided with equipment and machines for operation. Strong employee oversight in a formal work environment would be compatible with a mechanistic organizational structure which will indicate the order and organization of the company (Zhang et al., 2021). The organization structure is significant in sensitive organizations such as finance, government, law, and education since they directly influence the livelihoods of individuals. Communication is efficient since every present individual concern to the immediate leaders who alert executive hence fast in addressing the concerns. This organizational structure’s disadvantages include denying innovative employees an environment to initiate new techniques by conducting research in their areas.

The structure limits the performance of individuals with restrictions to undertaking the organization’s intended purpose. Employees would experience a large workload since the staffing levels have not balanced to undertake more roles. The fatigue and workload would lead to underperformance by the organization since there would be no motivation, such as recognition. Mechanistic organization structure would be implemented by establishing means under which the organization performs better by strategies described in the plans for conducting their operations (Mustafa et al., 2022). Departmental meetings would be held to provide reports on the organization’s progress by informing every team member of the challenges and progress of the functions. The communication should be effective to facilitate quick conveying of messages, keeping the employees in touch. The mechanistic organizational structure would be effective in a formal environment requiring clients’ trust from expression in glooming and appearance.
















Mustafa, N., MansoorAsghar, M., Mustafa, R., Ahmed, Z., Rjoub, H., & Alvarado, R. (2022). The nexus between environmental strategy and environmental performance: analyzing the roles of green product innovation and mechanistic/organic organizational structure. Environmental Science and Pollution Research, 1-11.

Yang, Q. I., & Wei, H. (2018). The impact of ethical leadership on organizational citizenship behavior: The moderating role of workplace ostracism. Leadership & Organization Development Journal, 39(1), 100-113. Where is the DOI?

Zhang, Y., J., Ul-Durar, S., Akhtar, M. N., & Lu, L. (2021). How does responsible leadership affect employees’ voluntary workplace green behaviors? A multilevel dual process model of voluntary workplace green behaviors . Journal of Environmental Management, 296, 113205.


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