Louie Jane S. Aguinoas
Abstract
This article explores the
critical role of leadership within organizations, emphasizing its influence on
workplace culture and performance.1 By examining the Great Man and Trait
theories alongside common leadership styles—autocratic, democratic, and transformational—this
paper highlights how adaptable leadership behavior drives organizational
success. Special attention is given to the cultural nuances of leadership
within the Philippine context.
Keywords: Leadership,
Leadership Behavior, Great Man Theory, Trait Theory, Autocratic Leadership
Style, Democratic Leadership Style, Transformational Leadership Style
Introduction
Leadership is not merely a
byproduct of formal authority; it is a sophisticated set of abilities,
including effective communication, self-awareness, and sound decision-making,
that can be developed over time (McCauley, 2025). Leaders serve as the focal point
for organizational unity, utilizing resilience and integrity to motivate teams
toward shared goals. By dynamically adjusting their approach to fit specific
situations, leaders enable collective achievements that far exceed individual
capabilities.
In the Philippines,
leadership behavior is uniquely shaped by cultural values, reflecting a blend
of hierarchical respect, paternalistic guidance, and pakikisama
(interpersonal warmth). Filipino executives often navigate a
"consultative-authoritative" balance—maintaining firm decision-making
power while seeking group input to preserve harmony and loyalty (Dela Torre,
2019-2020). This "caring" approach allows leaders to earn respect
through emotional intelligence rather than fear. This trait proved essential
during the COVID-19 pandemic, where clear, empathetic communication was vital
for public safety and cooperation.
Why Leadership Behavior Matters
Leadership behavior is the
primary architect of organizational culture and employee morale. According to
Wilkinson (2025), the role of a leader is central to sustained success, as
their actions create the environment in which productivity either flourishes or
stagnates.
·
Shaping Culture: Leaders establish workplace norms by modeling ethical behavior.
This alignment between leadership actions and the organization’s mission
enhances employee satisfaction and long-term retention (Gomez, 2023).
·
Boosting Performance: Strong leadership correlates with significantly improved outcomes.
Research suggests that supportive leadership environments can lead to up to 30%
higher performance by encouraging innovation and market adaptability
(Wilkinson, 2025).
·
Impact on Well-Being: Leadership behavior directly affects mental health. Leaders who
prioritize fairness and job predictability help reduce workplace stress and
improve employees' perceptions of their future career prospects (Fløvik et al.,
2020).
Comparative Leadership Styles
Understanding one’s leadership style is
crucial for self-development and professional effectiveness (Price-Dowd, 2025).
The following styles represent the most common frameworks used in modern
organizations:
|
Style |
Characteristics |
Best Use Case |
|
Autocratic |
Centralized power,
clear commands, and little input from subordinates (Thorpe, 2024). |
Crises, urgent
deadlines, or managing inexperienced teams. |
|
Democratic |
Collaborative
decision-making and high employee engagement (Goodwin University, 2022). |
Creative industries
and team-oriented environments. |
|
Transformational |
High levels of
inspiration, vision-setting, and a focus on long-term change (Gomez, 2023). |
Evolving
organizations requiring high innovation. |
The Nuances of Style
While the Autocratic
Style ensures efficiency and clarity, it can suppress creativity and lower
morale if used excessively. Conversely, the Democratic Style fosters
innovation but may slow down decision-making in time-sensitive scenarios
(Thorpe, 2024). The Transformational Style is often viewed as the
"gold standard" for growth, yet it carries a risk of employee burnout
if the leader’s expectations are not balanced with support (Goodwin University,
2022).
Conclusion
Leadership behavior is the
heartbeat of organizational operations. Ineffective leadership does more than
stall progress; it can actively disrupt workplace relationships and hinder the
achievement of core objectives. To be successful, a leader must first engage in
self-reflection to identify their natural style and then evaluate its impact on
their subordinates (Price-Dowd, 2025). By recognizing strengths and addressing
weaknesses, leaders can cultivate the adaptability required to lead diverse
teams in an ever-changing global market.
References
Dela Torre, N.N. (2019-2020). Leadership
Styles and Contributions of Philippine Presidents
Gomez, A. (2023). What Is Organizational
Leadership and Why Is It Important?
https://www.ollusa.edu/blog/what-is-organziational-leadership.html
McCauley, C. (2025). What is Leadership?
Thorpe, J. (2024). What kind of leader will
you be?
https://berkeleycollege.edu/berkeley-today/2024/02/10-types-of-management-styles.html
Price-Dowd, C.F.J. (2025). Your leadership
style: why understanding yourself matters.
https://bmjleader.bmj.com/content/leader/4/4/165.full.pdf
Wilkinson, M. (2025). The Role of Leadership
in Organizational Success.
https://www.leadstrat.com/the-role-of-leadership-in-organizational-success/
Goodwin University. (2022). 5 Organizational
Leadership Styles You Can Master
https://www.goodwin.edu/enews/organizational-leadership-styles/
Fløvik L, Knardahl S, Christensen JO. (2020).
How leadership behaviors influence the effects of job predictability and
perceived employability on employee mental health – a multilevel, prospective
study https://pmc.ncbi.nlm.nih.gov/articles/PMC8506305/
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