Volume 03 Issue 05-2023
23
American Journal Of Social Sciences And Humanity Research
(ISSN
–
2771-2141)
VOLUME
03
ISSUE
05
Pages:
23-28
SJIF
I
MPACT
FACTOR
(2021:
5.
993
)
(2022:
6.
015
)
(2023:
7.
164
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
ABSTRACT
This article describes the analysis and features of behavioral leadership theories. Also, the study of the effectiveness
of leadership styles, the personal qualities of the leader are described in detail.
KEYWORDS
Leadership, behavioral leadership, personal qualities, leadership styles, autocratic, democratic, liberal leadership,
integrative style, traditional classification system, management context.
INTRODUCTION
Today, a number of organizations stand out from their
peers mainly because they have more dynamic and
effective leadership. The issues of effective leadership
have been of interest to people since ancient times,
but their systematic, purposeful study began only
during the time of F.V. Taylor, the founder of the
company
Scientific
Organization,
Labor
and
Management. A lot of research has been done during
this time. However, there is still no complete
agreement on which leadership power is most
effective. The topic of leadership is relevant today in
many areas of life, business, politics, sports and other
areas.
Literature
review:
Summarizing
the
different
definitions, leadership can be summarized as
leadership is a way of influencing and controlling. For
Research Article
ANALYSIS AND CHARACTERISTICS OF BEHAVIORAL LEADERSHIP
THEORIES
Submission Date:
May 12, 2023,
Accepted Date:
May 17, 2023,
Published Date:
May 22, 2023
Crossref doi:
https://doi.org/10.37547/ajsshr/Volume03Issue05-06
Shobdurahimova Umriniso Toxirovna
Andijan State University Faculty Of Pedagogy Teacher Of The Department Of General Pedagogy, Uzbekistan
Journal
Website:
https://theusajournals.
com/index.php/ajsshr
Copyright:
Original
content from this work
may be used under the
terms of the creative
commons
attributes
4.0 licence.
Volume 03 Issue 05-2023
24
American Journal Of Social Sciences And Humanity Research
(ISSN
–
2771-2141)
VOLUME
03
ISSUE
05
Pages:
23-28
SJIF
I
MPACT
FACTOR
(2021:
5.
993
)
(2022:
6.
015
)
(2023:
7.
164
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
many, a leader is a leader who drives people forward
and moves them toward a goal. What is the difference
between an ordinary person and an effective leader?
Many scientists have been dealing with this problem
for a long time. The theory of great men is one of the
most popular and simple answers to this question. Its
proponents
historians,
political
scientists,
psychologists, and sociologists believe that a person
with a certain set of personality traits will make a good
leader regardless of the situation. The absolute
embodiment of this theory is the concept of a
charismatic leader who impresses others. Interest in
the topic of leadership is constantly growing, and this
is happening for two reasons:[1]
- the first is related to the increased need of
companies for managers,
- and the second comes from the almost magical
effect of the words leader and leadership. most
people.
Research methodology: If the theory of personal
qualities of the leader emphasized the need to
recognize and select future leaders based on the
identification of relevant personal qualities and
characteristics, behavioral leadership theories helped
to increase attention to the issues of teaching effective
forms of behavior. Despite the variety of theories
related to this group, all of them can be reduced to
determining the leader's behavior based on two main
characteristics:
- behaviors aimed mainly at creating job satisfaction
among subordinates and their development (interest
in the needs of employees, respect for their ideas,
delegation of authority to subordinates, concern for
their motivation) ;
- pure executive action production tasks at any cost (at
the same time, the need for the development of
subordinates is often underestimated, their interests
and needs are not taken into account).
An important contribution of the behavioral approach
to leadership theory is that it helped to analyze and
classify leadership styles. In the context of
management, leadership is the usual behavior of a
leader to influence subordinates and motivate them to
achieve organizational goals. A leader's level of
delegation, the types of authority he or she exercises,
and whether he or she is primarily concerned with
human relationships or primarily with task completion
reflect a particular leader's leadership style. Every
organization is a unique combination of individuals,
goals and objectives. Every leader is a unique individual
with a set of skills. Therefore, leadership styles do not
always fit into a specific category. According to the
traditional classification system, the style can be
autocratic (one extreme) and liberal (the other
Volume 03 Issue 05-2023
25
American Journal Of Social Sciences And Humanity Research
(ISSN
–
2771-2141)
VOLUME
03
ISSUE
05
Pages:
23-28
SJIF
I
MPACT
FACTOR
(2021:
5.
993
)
(2022:
6.
015
)
(2023:
7.
164
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
extreme), or it can be a task-oriented style and a
person-oriented style.
A leader in autocratic rule is an authoritarian. An
autocratic leader has enough power to impose his will
on the executive and does not hesitate to resort to it if
necessary. An autocrat deliberately addresses the
needs of subordinates on the assumption that they are
the level at which they operate. Noted leadership
scholar Douglas McGregor called the autocratic
leader's foundation for workers the Behavioral Theory.
According to the "Behavior" theory:[3]
- people do not like to work at first and avoid work at
every opportunity.
- people have no ambition and prefer to lead and try
to get rid of responsibility.
- above all, people want security.
- coercion, control and threats of punishment are
necessary to force people to work.
Based on these initial assumptions, the autocrat
usually centralizes power as much as possible,
structures the work of subordinates, and gives them
little freedom in decision-making. An autocrat also
strictly controls all work within his authority, and to
ensure that the work is done, he can apply
psychological pressure, as a rule, threats. If an autocrat
avoids negative coercion and uses rewards instead, he
is called a benevolent autocrat. Although he remains
an authoritarian leader, the benevolent autocrat plays
an active role in the mood and well-being of his
subordinates. He may even agree to allow or
encourage them to participate in the planning. But he
retains the real power to make decisions and
implement them. Also, no matter how supportive this
leader is, he further extends his autocratic style,
creating tasks and demanding strict adherence to a
large number of rules that strictly regulate the
behavior of employees.
A representative democratic leader's views on workers
differ from those of an autocratic manager. McGregor
called them the Theory of Representation:
- work is a natural process. If the conditions are
favorable, people will not only take responsibility, but
also strive for it.
- if people are connected to the goals of the
organization, they use self-management and self-
control.
- participation is a function of reward for achieving a
goal.
Creative problem-solving skills are widespread, and the
average person's intellectual potential is only partially
tapped. Because of these assumptions, the democratic
leader prefers influence mechanisms that respond to
higher-level needs: belonging, higher purpose,
Volume 03 Issue 05-2023
26
American Journal Of Social Sciences And Humanity Research
(ISSN
–
2771-2141)
VOLUME
03
ISSUE
05
Pages:
23-28
SJIF
I
MPACT
FACTOR
(2021:
5.
993
)
(2022:
6.
015
)
(2023:
7.
164
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
autonomy, and self-actualization. A true democratic
leader avoids imposing his will on subordinates.
Organizations dominated by the democratic style are
characterized by a high degree of decentralization of
powers. Subordinates actively participate in decision-
making and enjoy wide freedom in performing tasks.
Often, by explaining the goals of the organization, the
leader allows subordinates to set their own goals in
accordance with the goals he has developed.
Instead of exerting strict control over subordinates
during the performance of their work, the head of the
initial department usually waits until the end of the
work and evaluates it. The leader acts as a liaison to
ensure that the goals of the work group are aligned
with the goals of the organization as a whole and that
the group receives the resources it needs. Because the
democratic leader believes that people are driven by
high-level needs for social interaction, achievement,
and self-actualization, he tries to make subordinates'
responsibilities more attractive. In a way, it tries to
create a situation where people are motivated to some
degree because their work is intrinsically a reward. It
also encourages subordinates to understand that they
have to make decisions. And the leader puts a lot of
effort into creating an atmosphere of openness and
trust, so that if subordinates need help, they may not
hesitate to turn to the manager. To achieve this, the
leader organizes two-way communication and plays a
leadership role.
The Lewin Study Perhaps the first study to examine the
effectiveness of leadership styles was conducted by
Kurt Lewin and his colleagues. In his famous study,
Levin found that authoritarian leadership works better
than democratic leadership. Meanwhile, on the other
side of the scale, there is low motivation, less
originality, less friendliness in groups, lack of
groupthink, more aggression towards the leader and
other members of the group, more suppressed anxiety
and thus together, there was more dependence and
obedience. Compared to a Democratic leader,
compared to a liberal one, the amount of work is
reduced, the quality of work is reduced, there is more
play, and the polls show that the Democratic leader is
favored.
The inability to uncover the secret of effective
leadership based solely on personality has led
researchers to take a closer look at the behavior of
leaders and how that behavior contributes to success
or failure. Within the theories of this group, it is
assumed that certain patterns of behavior are
characteristic of a successful leader. There are many
studies that have tried to identify these forms.
Attitudes are easier to learn than qualities, thus making
leadership accessible to all.
Leadership Network The leadership styles described in
research conducted at the University of Ohio,
Michigan, and Texas are associated with similar
characteristics: focus and initiative; orientation and
Volume 03 Issue 05-2023
27
American Journal Of Social Sciences And Humanity Research
(ISSN
–
2771-2141)
VOLUME
03
ISSUE
05
Pages:
23-28
SJIF
I
MPACT
FACTOR
(2021:
5.
993
)
(2022:
6.
015
)
(2023:
7.
164
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
orientation of employees; focus on people and focus
on production. Summarizing the results of these
studies made it possible to distinguish two main types
of leaders' behavior:[5]
- people orientation
- task orientation.
Analysis and results: Four questions arise in connection
with the identification of the two main characteristics
of the behavior of leaders.
First, are these characteristics most important in the
behavior of leaders? They are undoubtedly of special
importance. People orientation and task orientation
represent the main aspects of human behavior on
which organizational success depends. It should be
noted that these characteristics were determined in
the process of studying real leaders. Also, if different
studies give similar results, it can be assumed that they
reflect the main characteristics of leadership styles. A
recent review of research from the past 50 years
identified people orientation and task orientation as
key categories of leadership behaviors. Interest in
tasks and interest in people are shown by leaders or
managers at various levels. Although these are not the
only forms of behavior, they appear to be the most
important.
Second, can leaders combine being task-oriented and
people-oriented, and if so, how do they do it? A
leadership network shows adaptability. Although one
characteristic of a leader may be dominant, it is
believed that the most effective leaders are people-
oriented and task-oriented. For example, the John
Fryer we talked about above How is alignment done?
Some researchers say that leaders of this type change
their behavior patterns depending on the situation,
while others believe that both leadership styles appear
at the same time. Thus, the same John Fryer sets high
standards for students and at the same time works
closely with teachers to help them meet these
standards. A task-oriented leader sets difficult tasks for
subordinates and then simply puts pressure on them.
Conversely, a people-oriented leader may neglect
student grades, seeking improvement through
constructive relationships with teachers. A highly
people-oriented and task-oriented leader often
combines both styles.
Third, is "unifying" style universal or situational?
Universal behavior means that it is effective in all
situations, and situational - it is only in some. Research
shows some degree of universality in both people and
task-oriented behavior. In other words, a people-
oriented leader style is more satisfying for employees
and causes less interpersonal problems in different
situations. Focusing on these tasks often leads to
higher productivity.
Fourth, can a person change direction, become a task-
oriented or people-oriented leader?
Volume 03 Issue 05-2023
28
American Journal Of Social Sciences And Humanity Research
(ISSN
–
2771-2141)
VOLUME
03
ISSUE
05
Pages:
23-28
SJIF
I
MPACT
FACTOR
(2021:
5.
993
)
(2022:
6.
015
)
(2023:
7.
164
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
In the 1950s and 1960s, when research was conducted
at the University of Ohio and Michigan, scientists
believed that a person could imitate the behavior of an
effective leader to achieve similar success. In general,
it can be agreed that people can copy the behavior of
the leader. At the same time, a leader who focuses on
both people and tasks is the most effective because he
is able to meet both the needs of employees and the
needs of production. Although this type of leadership
is not unique, researchers believe that it allows you to
succeed in a variety of situations.
CONCLUSION
In conclusion, it can be mentioned that the main
conclusion of the representatives of behavioral
leadership theories was as follows. Behavior aimed at
successfully
solving
production
problems,
simultaneously creating job satisfaction among
subordinates and their development, as a rule, higher
work performance compared to units managed by
leaders who ignore these issues. 'performance comes
with discipline and low turnover. Thus, the task of the
organization is not only to recognize an effective
leader in the selection process, but also to teach him
the skills of successful management of people.
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V. Tarasenko. leadership // matrix "types of
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4.
O. Sergeeva leadership and management as
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