Theory and Practise of Educational Leadership. The Strategy of Involving

Term Paper 2014 16 Pages

Business economics - Business Management, Corporate Governance


Table of Contents

1. Introduction

2. Leadership styles

3. Analysis of leadership strategies

4. Theories of leadership
4.1. Strategic direction making theory
4.2. Strategic change plan theory
4.3. Strategic change plan implementation theory
4.4. Assumptions borrowed from theory x and theory y
4.5. The hard approach and soft approach of the x and y theories

5. Sectoral leadership principles

6. Communicating effectively in an organization.
6.1. Types of Communication
6.2. Interpersonal communication
6.3. Downward communication
6.4. Upward communication

7. Conclusion


Course Objectives

The objectives of this course include:

To cover the meaning and, perspectives in educational leadership

Analyze theories related to educational leadership

Course Description

This course explores the definition of leadership, makes an analysis of the types of leadership and Qualities of leadership which affect an organization. Furthermore, the course discusses leadership theories.

1. Introduction

Leadership is assumed to be a process of involving individuals in an organization with the intention of achieving the goals set by that particular organization (Siddiqui 2011). However, Onorato (2013) indicates that in the process of leading, an individual is involved in the process of influencing those who are his/her subordinates so as to arrive at the set objectives of that organization. On the other hand, the mechanical conformity in any educational organization is mostly the central aspect in the daily routines of an organization (Workman (2012) & Power (2013). Volition or self willingness is the characteristic that those who may be subordinates are subjected to comply to because any leader has the role to influence not against the will of the people or instill fear when it is found that people subjected to him are acting in a non compliant manner (Keedy 2009).

2. Leadership styles

For leadership to become visible in an organization, the need for motivational styles is very crucial over the organizational subordinates (Wang 2011). This is best because any move that is aimed at controlling the behavior of employees should be correlated with the support offered by the leader of that organization (Ledsma 2011). Locke (2014) for instance proposed that participative type of leading the majority in an educational organization is far more the best strategy that meets the objectives and needs of those people involved in that organization because it allows the distribution of roles and duties after consultations have been made.

Contrasting with the leadership style of autocracy, it is believed that compromise and obedience are the sole factors in favor of participatory leadership but in the situation where employees can hardly compromise and indicate compliance to policies and regulations set by the organization, autocratic style is convenient (Normore 2012). Autocratic style however is one of leadership styles that do not advocate for decentralization of power in the organization (Plonk 2013). Harassment, coercion and reprimand are the aspects attached on autocratic type of power in the organization. It is also believed that leaders who evade blame in the organization normally pull themselves to laissez faire styles where the leader has the liberty because of dependency on the individuals in the case of establishing organizational objectives. In other words, the organizational leader tends to avoid the mandate assigned to him in fear of failure or blame after mismanagement (Ledsma 2011).

3. Analysis of leadership strategies

According to Wang (2011), the mission set by the educational organization for instance, is strategic because educational systems and planning is set to provide organizational effectiveness in the process of reaching its objectives (Barber 2011).

4. Theories of leadership

Andrews (2008) for instance, argued over Herzberg’s hygiene implications in the education organization. It is what he termed as the theory of two factors which included satisfaction of responsibilities and the convenience of that responsibility that is performed by an employee. Okumbe (2008) on the same note assumes that certain issues when given the highest observation and acted upon, can lead to the employee performing the job satisfactorily but still, isolated factors which are not integrated in the organizational leadership may contribute to job disappointment (Plonk 2013). Okumbe (2007) however, assumes that the theory provided by Herzberg has been in long run since 1959, and it being confined to engineers has little relevance in other sectors of management in fields like education.

Nonetheless, Herzberg was lucky to have his colleagues that went around collecting data that was scrutinized with the intention of coming up with relevant guidelines on leadership (Keedy 2009 & Stewart 2010). The biblical story of Abraham in itself is an assumption of motivational theory due to the fact that, in that free and open land, with no closer neighbor reveals his self development of becoming the richest man of his time. Man has the responsibility to influence what is around and make good out of it either by being autocratic or participative in the leadership roles (Onorato 2013).



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( Atlantic International University ) – SOCIAL AND HUMAN STUDIES
theory practise educational leadership strategy involving



Title: Theory and Practise of Educational Leadership. The Strategy of Involving