Baron's Leadership Theory

Additionally, Baron found that the rise of the professional manager over the past several decades suggests that increasing and different management and leadership skills are high on the agenda for effective culture management. Baron (1995) found in his research that organizations that have tried to proactively exploit new opportunities in the environment experienced successful culture change. As leadership research has grown and expanded, an even broader look at leadership has emerged: a focus on the organizational culture (Schein, 1985).Research has generally supported this theory, and its value deals with the investigation of each follower’s relationship with the leader as opposed to a general or average leadership style. As a different example

In other words, leaders may need to concern themselves less with the actual behaviors they exhibit and attend more to the situation within which work is done. A review of some of the major theories of motivation can help provide a better understanding of how a leader might create such an environment. Another related theory is Murray’s (1938) manifest needs theory. The appropriate environmental conditions activate certain needs. The other set of elements Herzberg labelled hygiene factors, because they are necessary to keep employees from being dissatisfied. Those elements that cause satisfaction can be thought of as motivators, because employees are motivated to achieve them. This perspective requires an emphasis on the people being led as opposed to the leader. A well-known motivation theory is that of Herzberg (1964). Leaders are certainly in a position to provide either positive or negative consequences to followers, and reinforcement theory has had a significant impact on developing effective leadership