classification essay on leadership styles

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Leadership Theories and Styles; the evolutionary perspective revisited

Leadership is a major way in which people change the minds of others and move organizations forward to accomplish identified goals. This process can be understood from a number of theoretical perspectives. Some of the core leadership theories include the Great Man leadership theory, Leadership Traits theory, Behavioral leadership theory, Contingency leadership theory, Participative leadership theory, Transactional leadership theory, Transformational leadership theory and the Path-Goal theory. A leader on the other hands may be Autocratic/Dictatorial, Democratic/Participative, Paternalistic or Laissez Faire in style. As a result of this variability, individual leaders may lead differently at the same or different times. This paper traces the paradigmatic development of leadership theories and assesses their relevance in organizations as contextualized in real situation scenarios. An examination of how leadership theories influence emergent leadership styles is also made. The paper concludes in agreement with the notion that leadership is a central variable in the equation that defines organizational success or failure and also that to a great extent, leadership theories provide explanations about the constructs of leadership styles that are discernible in different paradigms.

Related Papers

Chenoy Ceil

Leadership is a trait that is achieved when people are moved or directed towards a desired goal. Leadership has also been defined as a characteristic where one plans, directs, motivates or guides people to achieve results. In essence, leadership is not only about achieving results but it is also about achieving change. According to Lussier & Achua (2004), leadership influences not only people but also the leader to bring about changes that are aligned with organizational goals. However, connecting leadership and change can be difficult because there are so many diverse forms of leadership styles. Leaders are persons who have a respectable personality and who provide unselfish service to the organization (Dubrin, 2010). Sometimes, leaders may not be oriented towards change and rather look to sustain the current organizational structure through transactional leadership (Dubrin, 2010). This essay draws on transformational leadership theories to establish that leadership and change is related. Although leadership styles may vary but in essence, all leaders seek to inspire a shared vision, challenge the process and bring about change (Kouzes & Posner, 2007). Some of the theories about leadership such as trait theory, behavioral leadership, transactional leadership and transformational leadership are discussed in this essay to show how change and leadership are related. This essay concludes that leadership is an inherent part of any organization and change is the path to progress which can be best achieved with transformational leaders.

INTERNATIONAL JOURNAL OF INNOVATIVE RESEARCH AND KNOWLEDGE

Vivian A . Ariguzo , Michael okoro

Diverse views have emerged on leadership definitions, theories, and classification in academic discourse. The debate and conscious efforts made to clarify leadership actively has generated socio-cultural and organizational research on its styles and behaviours. This study seeks to identify the theoretical views of various academic scholars on some of the main theories that emerged during the 20 th century include: the Thomas Carlyle's Great Man theory, Gordon Allport's Trait theory, Fred Fiedler's Contingency theory, Hersey and Blanchard Situational Theory, Max Weber's Transactional theory, MacGregor Burns' Transformational theory, Robert Houses' Path-goal theory, and Vroom and Yetton's Participative theory. Empirical discourse that revealed findings of academic scholars have enshrined the import of leadership in organizations. Various academic literature that already have been subject to validity and reliability tests were reviewed and used to arrive at the findings. The study postulated the Mystical-man theory after a rich discourse and recommended it as the ideal theory for all Christian leaders to adopt as it is assumed to provide above average performance at all times, irrespective of followership behaviour.

IJMSBR Open Access Journal , Khalid Rasheed

Purpose: Leadership, being the most researched topic of all social sciences concepts is equally of great importance for the organizations as well as employees. Most of the researches conducted till now have focused Western Culture and Gender, whereas the East including China, Pakistan, India, Malaysia, Japan and others are still in vague, whereas they contribute a major share in world " s economy. Therefore, thorough literature review has been conducted to come across a new model based on integrated approach, exhibiting the relationship between Leadership Styles and Employee Performance through the mediating role of Culture and Gender while Communication playing the moderating role. Design / Methodology The paper is based on theoretical underpinning. Viewpoint of Leadership, its styles focusing Transactional and Transformational Styles and impact on employee performance have been argued through in depth literature review and the relationships between different variables have been established accordingly. Findings Effects of Leadership Styles on employee performance were found to have dissimilarity due to the mediating variables of culture and gender whereas communication was found to be one of the major ingredients of effective leadership style Practical Implications/Limitations Rational Relationships among variables have been deliberated through research findings of various authors to craft practicality of theoretical research while making it handy for practitioners and trainers. However, the presented model is to be tested through empirical research across the continents and various cultures. Originality / Value Thorough and comprehensive literature review of the said relationships is the value creating and differentiating factor of this article. However, a potential contribution of this study could be the study of three variables; culture, gender and communication (mediating and moderating) instead of single variable study where most of the studies put in only one variable.

DR ALEX OPOKU , Heather J Cruickshank

Purpose – Leadership is a significant success factor in promoting sustainability practices in the construction industry. Sustainability is an integral part of the construction industry and affects all aspects of construction business operations. The purpose of this paper is to investigate if there is any particular leadership style associated with intra-organizational leaders within UK construction organizations charged with the promotion of sustainability practices. The paper therefore examines the effective leadership style of sustainability professionals responsible for developing sustainable construction strategies. Design/methodology/approach – Qualitative data were collected through semi-structured interview with 15 leaders, followed by an industry-wide survey of 200 intra-organizational leaders in contractor and consultant organizations in the UK construction industry. Findings – The results showed that while there is no one best leadership style for all situation, most leaders charged with the role of promoting sustainable construction are strategic in their style or behaviour. Originality/value – Although leadership and sustainability has been widely covered as separate issues, little rigorous research has been done on the link between leadership and sustainability in construction management research. The findings could guide organizational leaders with the responsibility of promoting sustainability practices.

International Business & Economics …

Gayle Avery

Both researchers and practitioners have devoted considerable attention to the potential effects of leadership on organizational performance. Despite increased research into the leadership-performance relationship, major gaps still remain in our understanding. This paper reviews the published literature and identifies these gaps, highlighting implications for future research into the leadership-performance relationship.

This short paper sets out to provide summary answers to three main questions about transformational leadership. What is it? How is it applied? What are some of its key weaknesses? In the course of the discussion, the paper also provides a brief background to the origins of transformational leadership theory and point quickly to a possible theoretical future for a transformed transformational leadership.

Academic Leadership

This review paper compares and contrasts transactional and transformational leadership. It characterizes the former as leadership of stability and exchange; the latter as leadership of values and volatility. The paper concludes by pointing to the growing orthodoxy that positions transactional and transformational leadership as linked, complementary and related styles enacted by all leaders to different extents in different contexts.

Library for Science AND Technology. (FREE ARCTICLE FOR SCIENCE)

papers.ssrn.com

Tim Lowder, PhD

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How to Lead: 6 Leadership Styles and Frameworks

Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

classification essay on leadership styles

Amy Morin, LCSW, is a psychotherapist and international bestselling author. Her books, including "13 Things Mentally Strong People Don't Do," have been translated into more than 40 languages. Her TEDx talk, "The Secret of Becoming Mentally Strong," is one of the most viewed talks of all time.

Aaron Johnson is a fact checker and expert on qualitative research design and methodology.

Authoritarian Leadership (Autocratic)

Participative leadership (democratic).

Delegative Leadership (Laissez-Faire)

Transformational Leadership

Transactional leadership, situational leadership.

Leadership styles are classifications of how a person behaves while directing, motivating, guiding, and managing groups of people. There are many leadership styles. Some of the most widely discussed include: authoritarian (autocratic), participative (democratic), delegative (laissez-faire), transformational, transactional, and situational.

Great leaders can inspire political movements and social change. They can also motivate others to perform, create, and innovate. As you start to consider some of the people who you think of as great leaders , you can immediately see that there are often vast differences in how each person leads.

Fortunately, researchers have developed different theories and frameworks that allow us to better identify and understand these different leadership styles.

Lewin's Leadership Styles

In 1939, a group of researchers led by psychologist Kurt Lewin set out to identify different styles of leadership. While further research has identified more distinct types of leadership, this early study was very influential and established three major leadership styles that have provided a springboard for more defined leadership theories.

In Lewin's study, schoolchildren were assigned to one of three groups with an authoritarian, democratic, or laissez-faire leader. The children were then led in an arts and crafts project while researchers observed the behavior of children in response to the different styles of leadership. The researchers found that democratic leadership tended to be the most effective at inspiring followers to perform well.

What Kind of Leader Are You? Take the Quiz

If you're curious about your leadership style, this fast and free leadership quiz can help you determine what kind of leader you are:

Authoritarian leaders, also known as autocratic leaders, provide clear expectations for what needs to be done, when it should be done, and how it should be done. This style of leadership is strongly focused on both command by the leader and control of the followers. There is also a clear division between the leader and the members. Authoritarian leaders make decisions independently, with little or no input from the rest of the group.

Researchers found that decision-making was less creative under authoritarian leadership. Lewin also concluded that it is harder to move from an authoritarian style to a democratic style than vice versa. Abuse of this method is usually viewed as controlling, bossy, and dictatorial.

Mental Health in the Workplace Webinar

On May 19, 2022, Verywell Mind hosted a virtual Mental Health in the Workplace webinar, hosted by Amy Morin, LCSW. If you missed it, check out this recap to learn ways to foster supportive work environments and helpful strategies to improve your well-being on the job.

Authoritarian leadership is best applied to situations where there is little time for group decision-making or where the leader is the most knowledgeable member of the group. The autocratic approach can be a good one when the situation calls for rapid decisions and decisive actions. However, it tends to create dysfunctional and even hostile environments, often pitting followers against the domineering leader.

Lewin’s study found that participative leadership, also known as democratic leadership, is typically the most effective leadership style. Democratic leaders offer guidance to group members, but they also participate in the group and allow input from other group members. In Lewin’s study, children in this group were less productive than the members of the authoritarian group, but their contributions were of a higher quality.

Participative leaders encourage group members to participate, but retain the final say in the decision-making process. Group members feel engaged in the process and are more motivated and creative. Democratic leaders tend to make followers feel like they are an important part of the team, which helps foster commitment to the goals of the group.

Delegative Leadership (Laissez-Faire)

Lewin found that children under delegative leadership, also known as laissez-faire leadership, were the least productive of all three groups. The children in this group also made more demands on the leader, showed little cooperation, and were unable to work independently.

Delegative leaders offer little or no guidance to group members and leave the decision-making up to group members. While this style can be useful in situations involving highly qualified experts, it often leads to poorly defined roles and a lack of motivation.

Lewin noted that laissez-faire leadership tended to result in groups that lacked direction and members who blamed each other for mistakes, refused to accept personal responsibility, made less progress, and produced less work.

Observations About Lewin's Leadership Styles

In their book, The Bass Handbook of Leadership: Theory, Research, and Managerial Applications , Bass and Bass note that authoritarian leadership is often presented solely in negative, often disapproving, terms. Authoritarian leaders are often described as controlling and close-minded, yet this overlooks the potential positives of stressing rules, expecting obedience, and taking responsibility.

While authoritarian leadership certainly is not the best choice for every situation, it can be effective and beneficial in cases where followers need a great deal of direction and where rules and standards must be followed to the letter. Another often overlooked benefit of the authoritarian style is the ability to maintain a sense of order.

Bass and Bass note that democratic leadership tends to be centered on the followers and is an effective approach when trying to maintain relationships with others. People who work under such leaders tend to get along well, support one another, and consult other members of the group when making decisions.

Additional Leadership Styles and Models

In addition to the three styles identified by Lewin and his colleagues, researchers have described numerous other characteristic patterns of leadership. A few of the best-known include:

Transformational leadership is often identified as the single most effective style. This style was first described during the late 1970s and later expanded upon by researcher Bernard M. Bass. Transformational leaders are able to motivate and inspire followers and to direct positive changes in groups.

These leaders tend to be emotionally intelligent , energetic, and passionate. They are not only committed to helping the organization achieve its goals, but also to helping group members fulfill their potential.

Research shows that this style of leadership results in higher performance and more improved group satisfaction than other leadership styles. One study also found that transformational leadership led to improved well-being among group members.

The transactional leadership style views the leader-follower relationship as a transaction. By accepting a position as a member of the group, the individual has agreed to obey the leader. In most situations, this involves the employer-employee relationship, and the transaction focuses on the follower completing required tasks in exchange for monetary compensation.

One of the main advantages of this leadership style is that it creates clearly defined roles. People know what they are required to do and what they will be receiving in exchange. This style allows leaders to offer a great deal of supervision and direction, if needed.

Group members may also be motivated to perform well to receive rewards. One of the biggest downsides is that the transactional style tends to stifle creativity and out-of-the-box thinking.

Situational theories of leadership stress the significant influence of the environment and the situation on leadership. Hersey and Blanchard's leadership styles is one of the best-known situational theories. First published in 1969, this model describes four primary styles of leadership, including:

Telling : Telling people what to do
Selling : Convincing followers to buy into their ideas and messages
Participating : Allowing group members to take a more active role in the decision-making process
Delegating : Taking a hands-off approach to leadership and allowing group members to make the majority of decisions

Later, Blanchard expanded upon the original Hersey and Blanchard model to emphasize how the developmental and skill level of learners influences the style that should be used by leaders. Blanchard's SLII leadership styles model also described four different leading styles:

Directing : Giving orders and expecting obedience, but offering little guidance and assistance
Coaching : Giving lots of orders, but also lots of support
Supporting : Offering plenty of help, but very little direction
Delegating : Offering little direction or support

Lewin K, Lippitt R, White K. Patterns of aggressive behavior in experimentally created “social climates” . J Soc Psychol. 1939;10(2):271-301.

Bass BM. The Bass Handbook of Leadership: Theory, Research, and Managerial Applications . 4th Ed. Simon & Schuster; 2009.

Choi SL, Goh CF, Adam MB, Tan OK. Transformational leadership, empowerment, and job satisfaction: The mediating role of employee empowerment . Hum Resour Health. 2016;14(1):73. doi:10.1186/s12960-016-0171-2

Nielsen K, Daniels K. Does shared and differentiated transformational leadership predict followers’ working conditions and well-being? The Leadership Quarterly . 2012;23(3):383-397. doi:10.1016/j.leaqua.2011.09.001

Hussain S, Abbas J, Lei S, Haider MJ, Akram T. Transactional leadership and organizational creativity: Examining the mediating role of knowledge sharing behavior . Cogent Bus Manag. 2017;4(1). doi:10.1080/23311975.2017.1361663

Kark R, Van Dijk D, Vashdi DR. Motivated or demotivated to be creative: The role of self-regulatory focus in transformational and transactional leadership processes . Applied Psychology . 2017;67(1):186-224. doi:10.1111/apps.12122

Hersey P, Blanchard KH. Life cycle theory of leadership . Training and Development Journal . 1969;23(5).

Blanchard KH, Zigarmi P, Drea Zigarmi. Leadership and the One Minute Manager: Increasing Effectiveness Through Situational Leadership . William Morrow, An Imprint Of HarperCollins; 2013.

Hersey P, Blanchard KH. Management of Organizational Behavior: Utilizing Human Resources . Prentice Hall, 1969.

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Leadership Styles and Frameworks You Should Know

Charlotte Nickerson

Research Assistant at Harvard University

Undergraduate at Harvard University

Charlotte Nickerson is a student at Harvard University obsessed with the intersection of mental health, productivity, and design.

Learn about our Editorial Process

Saul Mcleod, PhD

Editor-in-Chief for Simply Psychology

BSc (Hons) Psychology, MRes, PhD, University of Manchester

Saul Mcleod, PhD., is a qualified psychology teacher with over 18 years of experience in further and higher education. He has been published in peer-reviewed journals, including the Journal of Clinical Psychology.

Olivia Guy-Evans, MSc

Associate Editor for Simply Psychology

BSc (Hons) Psychology, MSc Psychology of Education

Olivia Guy-Evans is a writer and associate editor for Simply Psychology. She has previously worked in healthcare and educational sectors.

On This Page:

Key Takeaways

Leadership styles refer to leaders’ characteristic behaviors in directing or managing groups of people.
Knowing and deliberately adjusting one’s leadership style can help managers better communicate and foster positive relationships within their teams.
Lewin and his colleagues conducted the first notable study of leadership styles on young children completing arts and crafts projects. They identified three leadership styles: autocratic, democratic, and laissez-faire.
There are numerous leadership styles beyond those that Lewin identified. Among them are strategic, coach-style, bureaucratic, transformational, and transactional leadership.
Each leadership style has its own advantages and disadvantages. As a result, the best leadership style for a manager to take on depends on their goals and the organizational circumstances they must cope with.

What Are Leadership Styles?

A leadership style is a leader’s characteristic behaviors when directing or managing groups of people. A person’s default leadership style is the way they feel most comfortable leading others to achieve their vision.

Barchiesi et al. (2007) measured the effect that leadership effectiveness had on the performance and attitudes of teams.

The researchers found that, while high leadership score indexes are not related to the past performance of a team, they are associated both with a higher probability that the team’s performance will increase in the future and a higher reputability of the organizations that these teams belong to.

Information about leadership style can be powerful for managers in that it gives them an awareness of how they are perceived by others.

This awareness can enable leaders to communicate better, assess others” needs, and forge positive relationships.

Lewin’s Leadership Styles

Lewin (1939) and his colleagues set out to identify different leadership styles. While other researchers have identified more, Lewin’s original work has provided a basis for more defined leadership theories.

Lewin et al. began experimental research into leadership and group processes by 1939, looking at effective work ethics under different styles of leadership.

Lewin assigned schoolchildren to one of three groups with an authoritarian, democratic, or laissez-faire leader and then led an arts and crafts project.

Autocratic Leadership

Autocratic leadership , otherwise known as autocratic leadership, is focused on the leader. Authoritarian leaders provide clear expectations around what needs to be done, when it should be done, and when it should be done.

As a result, there is a division between the leader and members as the leader makes decisions independent of the group.

Arrogance or selfish management concept. Bossy manager doesnt listen to subordinates opinion. People shout out for haughty boss sitting in chair with megaphone. Flat cartoon vector illustration

Because only one person is the decision-maker in this style, decision-making can be much faster than it is in other leadership styles. This can achieve the performance and decrease the stress of certain groups — such as small teams or countries in a life-or-death conflict.

On the downside, however, Autocratic leadership can lead to fear and frustration among those who follow the leader, as they feel that they are not being heard.

On the upper level, an autocratic leadership style can lead to new opportunities from those below the leader being missed and, ultimately, a breakdown in communication.

As a result, decision-making tends to be less creative. Lewin also concluded that moving from an authoritarian to a democratic style, or vice-versa, is more difficult than moving between other leadership styles.

For these reasons, autocratic leadership styles are best to use when quick decisions are needed, when close supervision is necessary, and when workflows need to be streamlined quickly.

The most famous autocratic leaders are dictators such as Adolph Hitler and Napoleon Bonaparte; however, there are situations where the style can provide good outcomes.

Consider the distribution of supplies and evacuation plans proceeding and following a natural disaster. If this natural disaster was particularly unexpected, those who normally make decisions about, say, rescuing others and distributing food may have very little time to make a decision.

Leadership styles that slow down the pace of decision-making — such as democratic or laissez-faire leadership — have considerable disadvantages over an autocratic style that allows the leader to quickly make decisions.

Autocratic leadership styles are also useful in situations where subordinates know little about the problem at hand and do not have the time to learn. For example, consider a plane that lands on water.

The flight attendants on the plane have a limited amount of time to evacuate the passengers on specialized life rafts.

In this situation, the flight attendants may lead the passengers autocratically, providing precise instructions for the passengers to follow for the task at hand.

Democratic Leadership

Lewin’s original (1939) study on schoolchildren found that, generally, participative or democratic leadership was most often the most effective in making arts and crafts.

Democratic leaders offer guidance to group members while also allowing participation and input from other group members. While children in this group were less productive than those of the authoritarian group, their contributions were of a higher quality.

In contrast to autocratic leadership, those who use democratic leadership focus on the team, meaning that team members share decision-making.

The shared decision-making of democratic teams can reduce the risk of complete failure, as members bring their own perspectives to their decisions, as well as leading to higher team morale and a more cooperative working environment.

On the downside, democratic leadership can lead to slow decision-making as well as an over-dependence of individuals on the team. These two factors can combine to create a collaborative burden.

According to Lewin, democratic leadership is best used when team members are experts, and it is necessary to create ownership.

Democratic leaders aim to empower subordinates by allowing them to participate in decision-making; however, ultimately, the final decision is up to the leader.

Two historical examples of successful democratic leadership are that of General Dwight Eisenhower and Nelson Mandela.

In the business world, a democratic CEO may participate in meetings with their subordinates, where participants can put forth their opinions, and silent team members are specifically asked for their opinions to make sure all perspectives are heard.

For example, in deciding how highly to price a product, the democratic leader may consider the feedback and opinions of a large group before coming to a final decision.

Laissez-faire Leadership

In laissez-faire leadership, the leader allows the team to self-direct rather than interfering directly with decision-making. In this style, all of the authority to set goals, solve problems, and make decisions is given to subordinates.

From the leader’s perspective, the goal of laissez-faire leadership is to build a strong team and then avoid interference.

Laissez-faire leaders are typically concerned with the creation and articulation of their vision as well as which steps to take to achieve their vision.

However, once the leader’s vision has been articulated, it then becomes the team’s task to figure out how to implement it.

Laissez-faire leadership tends to work in the high levels of an organization, where senior leaders appoint other senior leaders and allow them to solve particular problems (Lewin, 1939).

One advantage of laissez-faire leadership is that it creates personal responsibility. Another is that it supports fast course corrections, as motivated people working autonomously overcome problems and adjust their direction far more quickly than they would if they needed to seek approval.

Lastly, laissez-faire leadership supports higher retention within organizations (Chaudhry & Javed, 2012).

Laissez-faire leadership tends to work best in situations where an organization’s team members are highly skilled and thus able to overcome barriers more quickly than they would if they were waiting for the leader to create a response to the problem.

Perhaps the most notable example of laissez-faire leadership in the business world is Warren Buffet.

For example, consider a research lab with many highly skilled scientists working on their own projects.

During the group meeting, the lab’s leader may sit in the chair, only offering their opinion when it is specifically sought out by a team member.

Individual team members may bring up their problems and solve them through the efforts of the group, but not the leader.

As a result, each scientist is able to exercise autonomy and hold a sense of personal responsibility for their research.

Additional Leadership Styles and Models

Transformational leadership.

Transformational leaders model behavior, set clear goals, have high expectations, and offer support. At the core of the style is the presentation of a compelling vision and a set of values to work by.

Transformational leaders create a culture that tends to avoid blame rather than focusing on the problems that the team faces collectively and how these can be solved.

Transformational leaders are often known as “quiet leaders,” preferring to model behavior rather than explicate it.

They are also known for not making detailed plans, instead facilitating conversations between people inside and outside of an organization to achieve their end.

On the upside, transformational leadership can balance the need for both short and long-term goals. Subordinates often trust transformational leaders because they behave with integrity and form coalitions.

Thirdly, transformational leaders have vision-focused communication. By communicating about a long-term goal objectively and passionately, transformational leaders can keep everyone in the organization motivated and brought in to achieve the vision.

However, there are also disadvantages to transformational leadership. Firstly, it can be ineffective in the beginning. This happens because transformational leadership is based on trust.

At the beginning of their tenure, before they have built trust and collaboration within their organization, it may be difficult for others to unite with the leader in pursuing a shared goal.

Another disadvantage of transformational leadership is its de-emphasis on details.

Because transformational leaders are motivated to inspire others, they can struggle with the details of day-to-day implementation.

Transformational leadership is most effective when a team needs a long-term inspiring vision, when the right to lead has been earned, and when an urgent, short-term focus is not necessary.

Transformational leadership is often not appropriate when someone is new to an organization and has yet to build trust with their team.

Transactional Leadership

The transactional leadership style views the relationship between leaders and followers as a transaction. In this view, the follower joins the leader and agrees to be compensated for meeting specific goals or performance criteria.

The transactional leader then validates the relationship between performance and reward in a way that encourages the subordinate to improve performance.

According to Kahai et al. (2004), group efficacy was higher under the transactional leadership condition than others.

Transactional leaders tend to focus on task completion and employee compliance and rely heavily on organizational rewards and punishments (Burns, 2003).

Illustrative Example: Transformational and Transactional Leadership in Sales

Transactional leadership is common in situations where a leader’s relationship with their subordinate consists of the leader purchasing some product or resource from that subordinate.

This can often be seen in sales roles, where employees receive commissions — a portion of the price of the product that they are selling to someone else — in exchange for good performance.

Although transactional leadership is seen as the most common style in sales, there have been studies that show that transformational leadership may actually improve performance more.

For instance, MacKenzie, Podsakoff, and Rich (2001) examined the impact of transformational and transactional leadership behaviors on sales performance and the extent to which salespeople believe that they are part of an organization, as well as the mediating role played by trust and role ambiguity in the process.

The researchers found that transformational leader behaviors actually have a stronger direct and indirect relationship with sales performance and organizational citizen behavior than transactional leader behaviors, accounting for biases.

Strategic Leadership

Strategic leadership balances the ability to influence teams to make decisions that lead to long-term success with understanding the current cultural and financial context of the organization. By doing this, strategic leaders can link long-range visions and concepts to daily work.

According to Davies and Davies (2004), strategic leaders have the organizational ability to:

be strategically oriented;
translate strategy into action;
align people and organizations;
determine effective strategic intervention points;
develop strategic competencies.

Strategic leaders have these organizational abilities because they display:

dissatisfaction or restlessness with the present;
absorptive capacity;
adaptive capacity;

Like transformational leadership, strategic leadership is visionary, focusing on understanding the current existing realities while also developing a clear sense of direction for the organization (Korac-Kakabadse & Kakabadse, 1998).

On the upside, this “visioning” can encourage debate and create strategic conversations based on future scenarios (Davies & Davies, 2007).

However, powerful visions can actually do damage to an organization.

By creating and communicating a clear vision and by creating conditions that require a leader’s followers to commit themselves to that vision, Schwenk (1997) argues, a leader is in danger of imposing uniformity of thinking and stifling healthy debate, destroying dissent and discussion which are essential to creative decision making.

Bureaucratic Leadership

Bureaucratic leadership relies on a clear hierarchy, strict regulations, and conformity by its followers.

The style aims to acquire rationality as well as avoid ambiguity (Aydin, 2010). The style is characterized by:

Well-structured management, often with written rules and regulations. Hers, managers must pay attention to details and formal rules that outline the rights and responsibilities of subordinates;
A formal, well-defined, hierarchical structure where subordinates are selected and promoted based on qualification and specialization;
Strong managers who work on maintaining the well-structured framework for what is oftentimes a large workforce; and,
Task-oriented managers who clearly defined tasks to subordinates and put forth guidelines.

Bureaucratic leadership is advantageous in that it is scalable and predictable, seeks to create best practices, leads to a strong level of job security, centralizes duties and roles within teams, and encourages familiarity (Kaleem, Asad, & Khan, 2013).

However, the style also tends to limit forward movement within organizations, may lead to stifled productivity, is often based on a quotas system, often bases decisions on cost structures, allows less space for team input and creativity than some other styles, is not necessarily efficient, and can be difficult in the face of change.

Coach-Style Leadership

Coach-style leadership is characterized by collaboration and guidance. Leaders focus on recognizing each team member’s strengths, weaknesses, and motivations in order to help them improve.

In opposition to Lewin’s autocratic-style leadership, coach-style leaders focus on bringing out the best in individual team members over top-down decision-making.

Over time, this leads to short-term problem-solving being replaced by longer-term strategic thinking (Berg & Karlsen, 2016).

Coach-style leadership has many characteristics. Lee et al. (2020) explicate on them as:

Feedback was provided by both management and the team. Everyone, regardless of their status in the organization, is encouraged to take constructive feedback and act upon it.
Leaders become effective communicators who share, engage, and listen to the team.
Delegation is effective and deliberate. This enables employees to work to their strengths and grow their skills. Team members are credited with their successes.
The leader’s objective is to help their teams visualize the goals behind what they are doing. After communicating this vision, leaders can allow their subordinates the autonomy to complete their own work.
Micromanaging is discouraged. Instead, the coach-style leader is motivated to enable others to succeed and reach personal and group goals.
Clear empathy and awareness in the leader’s actions and communication.
Encouraging the personal and professional development of employees.
Opportunities for individual growth and creative thinking.

Coach-style leadership can be effective in environments where people lack the skills or knowledge to reach a shared vision or have otherwise become worn down by providing direction and motivation and encouraging skill development. This results in a more robust and effective team.

Addition positives of coach-style leadership include (Lee et al., 2020):

Employees who spend more time sharing knowledge and engaging in growth and development;
Lower staff turnover;
A greater awareness of the challenges an organization faces and more creativity in how they can be resolved;
Long-term, sustainable performance improvements;
A feeling that staff benefit from being valued and increasingly related to the environment;
An increased sense of competence among staff and timely, constructive feedback that helps them continue their development;
Constructive two-way communication and collaboration;
A supportive environment enabling creativity;
Increased trust and empathy in leaders; and,
Greater autonomy as employees find solutions to their own problems.

Nonetheless, coach-style leadership also has disadvantages (Lee, 2020):

Leads to longer delivery times for tasks and goal completion. This makes coach-style leadership difficult to implement in a fast-paced, high-pressure, or in companies that want timely, predictable results;
It is difficult to implement if staff are unwilling to receive or are fearful of negative feedback;
Requires managers to spend more time with their staff.

One notable example of coach-style leadership is that at Microsoft. When Satya Nadella became CEO of Microsoft in 2014, the culture was stagnant and fixed.

Nadella encouraged his staff to learn from mistakes rather than avoiding or hiding from them, shifting the company from one that valued “knowing” to one valuing learning.

Participative Leadership

Participative leadership is one of the four participative decision-making styles. It is a leadership style in which, as the name suggests, all team members are encouraged to provide input and thoughts about group goals and decisions.

Some well-known examples of participative leaders include Bill Gates and Jim Lentz.

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From Topic to Publication: Classification Essay Handbook
Mastering The Art of Academic Essay Writing With Examples

Classification essays are among the common types of essays that students are assigned as a part of academic assessments. Although classification essays are quite simple and straightforward, there is a proper structure and format that you need to follow. Following the right format will give you an ultimate opportunity to score well in your classification essay tasks.

What is a classification essay
How to write a classification essay
Hook of a classification essay
Thesis statement of a classification essay
Outline of a classification essay
Body of a classification essay
Conclusion of a classification essay

Having said that, this is your all-inclusive guide to writing excellent classification essays that can serve as a perfect template for your fellow students. So, let us get started without further ado.

What is a classification essay?

As the name suggests, in a classification essay, you need to organize a topic or idea into different classes or categories. The topic here can correlate to tangible things like types (classes) of cars, supercomputers, constructions, or aircraft. Alternatively, the topic can also relate to some intangible concepts like psychological behaviors, leadership theories , motivators, or determinants of cognitive development.

Let us look at a few examples of classification essay prompts

Discuss the various types of political systems prevalent in the world
Shed light on the different types of democracies
Discuss the various classes of leadership styles
Discuss different types of child abuse and a possible response to the same

So, as you can see, each of these examples is asking you to discuss a topic in a way that you present the different classifications of the topic in a descriptive way along with examples if possible.

Like any other essay, a classification essay also has three sections inclusive of the introduction, body paragraphs, and conclusion.

Going ahead, this guide takes you through the entire process of writing an impressive classification essay starting with an impactful introduction. Further, the guide will discuss how you can arrange the topic into different categories in the body paragraphs. Lastly, the guide delineates how you can conclude a classification essay in an impressive manner.

How to write the introduction of a classification essay?

Let us now look at a section-wise approach to writing a classification essay beginning with the introduction. For better understanding, we can take an example essay prompt to explain what needs to be included in each section.

Example essay prompt: Shed light on the different types of democracies

An effective introduction is one that can create an immediate influence on the readers such that they feel enticed to read the entire essay with great curiosity. Besides, a great introduction should clearly explain to the reader what the essay is about and the key aspects it will be delineating.

So, if we talk about classification essays, the introduction should clearly establish the topic or the idea that you are organizing into different classifications. So, if we take our example prompt into account, the introduction will clearly state that the essay will delve deep into the different classifications of democracy.

Before we proceed ahead with the introduction, you need to know that an impactful introduction has the following elements:

Background brief
Thesis statement

Introduction element: Hook of a classification essay

A hook is the very first statement of the essay introduction that is aimed at creating an immediate impact. A hook can be made around statistics relevant to the topic, a strong claim, an unexplored fact, or even something humorous subject to the context of the essay.

The hook of your classification essay should introduce the broader topic in an effective manner to create importance around the topic. So, as per our essay prompt, the hook should make a strong claim about democracy or present an insightful fact relating to democracy. Let us look at a sample hook.

Example hook

In Greek history, while some cities were termed democracies, others were termed oligarchies and that is where democracy finds its origin.

In this hook, we have talked about the origin of democracy as a concept and it presents a little-known fact to the readers to grab instant attention. After the hook, you will include the background brief of the topic followed by the purpose of the essay. So, if we talk about this essay topic, you will then give a background brief of democracy and how democratic virtues have evolved over the years in a concise way, and how your essay aims at delving deep into the different forms of democracies. After the purpose, comes the thesis statement which is explained in the subsequent section.

Introduction element: Thesis statement of a classification essay

In the general context, a thesis statement concisely explains the central theme of the essay highlighting the main ideas that are discussed in the body paragraphs. For a classification essay, a thesis statement will explain how the essay sheds light on the different classifications of the topic at hand and also introduces the classes you will be mentioning. You need to specify the names of the classification and also explain the basis of classifications. The thesis statement basically labels the classes or categories that you are bifurcating the central top into.

You will get greater clarity when you look at the sample thesis statement of the classification essay prompt we have chosen as our example.

Sample thesis statement

The essay discusses the prominent classifications of democracy which include participative democracy, representative democracy, and direct democracy, and how they differ from each other.

This thesis statement establishes a clear understanding of the various classes of the central idea that will be discussed in the essay. Next comes the outline of the essay with which you conclude your introductory paragraph.

Introduction element: outline of a classification essay

In the outline of the essay, you need to explain the structure of the body paragraphs. Simply put, the outline defines what the body paragraphs will include. In the usual sense, an essay includes three to five body paragraphs. So, the outline will clearly demarcate what each body paragraph will include.

Let us look at the outline of our example essay prompt to establish a better understanding of how to explain the outline of the essay at the end of the essay introduction .

Sample outline

First, the essay elaborates on participative democracy along with examples of countries where participative democracy is prevalent. Secondly, the essay explains representative democracy and lists a few countries where this class of democracy prevails. Lastly, the essay elucidates direct democracy along with examples of countries where this class of democracy exists.

How to write the body of a classification essay?

Next comes the body paragraphs of a classification essay. This is where you need to organize the different classifications of the topic into different body paragraphs. In the usual sense, a classification essay includes three to four body paragraphs. So, if there are three or four classifications, you can conveniently add one classification to each body paragraph. However, there can be cases when there are seven to eight classifications of a topic. In that case, you need to club the classifications in a way that you can cover them in three to four paragraphs.

Also, after the number of paragraphs, the order of paragraphs is also a key consideration in a classification essay. The order can be from the least relevant to the most relevant or the other way around. This order needs to be coherent with the basis of the classification.

Having said that, you need to follow the right structure for writing a body paragraph. Speaking of the structure of a body paragraph, you need to include the following aspects.

Topic sentence
Evidence in support/ examples
Concluding sentence

So, in a classification essay, the topic sentence will clearly explain the class that the body paragraph will be discussing along with the examples. In this way, by reading the first line of the body paragraph, the readers will clearly know what the body paragraph is about. You then need to define the category in a clear and concise way.

Going ahead, after the evidence and analysis, you need to give a brief conclusion at the end of the body paragraph. So, in a classification essay, you can conclude by discussing the merits, demerits, future implications, or changes in the current state of the category of the overall topic discussed in that particular body paragraph. Also, in an expository essay , it is imperative to end each paragraph with a transition sentence.

Let us understand the composition of the body paragraph of a classification essay through a sample.

Sample body paragraph

Participative democracy is one of the most prevalent types of democracies in contemporary times and empowers citizens to have a direct influence on political decision-making. To substantiate, in a participative democracy or participatory democracy, citizens participate directly in framing the political policies of the country (Martinez et al., 2008). In a participative democracy, the citizens have access to policymakers through different access points like town hall meetings. Further, citizens can also voice their concerns and influence political decision-making referendums and memorandums (Morel, 2012). It is analyzed that participative democracy exists in varying magnitudes across the globe with the most prominent examples being Spain and Italy. Countries all over the world are now making efforts to make their democracies more participative in nature and citizens also share the same ambition. However, there are also some limitations of participatory democracy that need to be taken into consideration. The participation of the public in policy measures can lead to unprecedented delays in decision-making and additional expenditure to create access points. Hence, countries need to maintain the right balance between participation in a democracy and other power-sharing arrangements.

As you can see, the body paragraph talks only about one classification of democracy discussing its definition, implications and limitations. Ultimately, there is a brief conclusion to the body paragraph. In a similar manner, you need to arrange every class (type) into different body paragraphs along the structure of a classification essay.

Lastly, after organizing every classification in body paragraphs, you then need to give an overall conclusion to the essay. The next section discusses how you need to go about the conclusion of a classification essay.

How to write the conclusion of a classification essay?

The conclusion of the essay needs to basically restate the thesis statement and the key ideas that have been discussed in the body paragraphs. What you can do differently in a classification essay’s conclusion is, you can draw a concise comparison between different categories or classes discussed in the body paragraphs.

So, if your classification essay is on the types of business automation tools , you can conclude along the lines of which classes of automation tools are the best. Alternatively, you can conclude by discussing which automation tools are in the highest demand in contemporary times. Let us make it clearer for you by putting forth the conclusion for our example essay prompt.

Sample conclusion

To conclude, all three classifications of democracy discussed in this essay have striking contrasts in terms of their features, feasibility, and context. It is analyzed that these forms of democracy can also co-exist in the same political system in varying magnitudes as different local governments in a country may exercise different forms of democracy. From the citizens' perspective, participative democracy is the most effective and desirable form of democratic governance as it gives them direct participation in political decision-making with respect to political measures.

We are sure that you already feel like an expert at writing classification essays having gone through this guide diligently. Irrespective of the topic, now you exactly know how you need to go about writing an excellent classification essay.

What makes classification essays different from other types of essays?

Most essays focus on discussing a point or evaluating a topic, while on the other hand classification essays solely focus on arranging and explaining various categories within the subject matter. They present information systematically and organized, allowing readers to comprehend the topic's different facets.

What are some effective strategies for transitioning between categories in my essay?

Effective transitions are vital to maintaining a smooth flow in your classification essay. You can use transitional words and phrases like "firstly," "next," "similarly," "on the other hand," "in contrast," "finally," etc. These transitional cues help readers understand the shift from one category to another.

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Spotlight on Leadership Styles

"The leadership style you choose to use (and yes, to a great extent, it is an active choice you can make) has a direct impact on the result you achieve. It is what makes you memorable to others and fulfilled within yourself."

Rebecca Hourston (2013)

Dimensions of Leadership
Authenticity
Self-Awareness
4.1 out of 5 • 8 ratings

What is a Leadership Style?

A leadership style is the way a leader relates to others, how they provide direction, how they implement and monitor plans, and how they motivate their teams and their organisation.

Kurt Lewin carried out the first major study of leadership styles in 1939, and his classification of leadership styles into Autocratic, Participative (or Democratic) and Laissez-Faire was extremely influential and is still used today. Brief descriptions of the styles identified by Lewin are included in the final section ‘Leadership Styles’.

Using Different Leadership Styles

Tannenbaum, R and Schmidt, W (1958) saw leadership as a continuum, and recognised that the most appropriate leadership style at any time depended upon a variety of factors, such as the leader’s personality and the situation they faced. Your leadership style should, therefore, reflect the situation you find yourself in (‘Situational Leadership’) rather than your personal preference.

An effective leader practises gradually widening the number of styles they can use. Your team will not see this as inconsistent, especially if you explain the reason for your approach and style at the time.

Blanchard, K. et al. (2000) Leadership and the One Minute Manager . Harper Thorsons.

Goleman, D. (2000) Leadership that gets results. Harvard Business Review [online] Available from: https://hbr.org/2000/03/leadership-that-gets-results [Accessed 19 Aug 2022]

Hourston, R. (2013) 7 Steps To A Truly Effective Leadership Style. Forbes [online] Available from: https://www.forbes.com/sites/womensmedia/2013/04/24/7-steps-to-a-truly-effective-leadership-style/#4d03a8571ce5 [Accessed 19 Aug 2022]

Lewin, K., Lippitt, R., and White, R.K. (1939) Patterns of aggressive behaviour in experimentally created social climates. Journal of Social Psychology . 10, pp. 271–301.

Sandling, J. (2015) Leading with Style. CreateSpace.

Tannenbaum, R. and Schmidt, W. (1958) How to choose a leadership pattern. Harvard Business Review [online] Available from: https://hbr.org/1973/05/how-to-choose-a-leadership-pattern [Accessed 19 Aug 2022]

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Worksheet: Leadership Styles

09 January 2019

What does servant leadership in action look like?

17 April 2018

Leadership Styles: Strengths and Weaknesses Essay

There are four leadership styles inherent in people, structural leadership, human resource leadership, political leadership, and symbolic leadership. I have both strengths and weaknesses for each of these styles. Using these leadership styles as frames, it should be mentioned that I am more intended to one leadership style than to another one. Thus, possessing some characteristic features of structural leadership, I usually use well-developed management systems. However, I am not organized in my decisions, and I prefer to apply another leadership style. Therefore, the structural leadership style is lower developed. I stress more on human resource leadership.

My strength in this frame is that I am inclined to create a good match between people and the organization. Training and motivation are the most important aspects for me. However, building good teamwork is my weakness. I have many disadvantages while developing the political leadership style as being a healthy person with the leadership characteristic features I cannot live in a world of conflict. I would better refer to rational decisions in solving the problems than gather the resources for fighting the organizational goals. Finally, I am ready to inspire employees, and this is my strength. However, I am not good at telling stories and encouraging based on the prophet and visionary leadership.

Characterize Your Strengths/Weaknesses in Terms Used by Kaplan and Kaiser in the Required Article Reading

Kaplan and Kaiser dwell upon leadership positions as forceful leadership, enabling oversight, strategic direction, and operational leadership (Kaplan and Kaiser 22). Bold and promoting leadership and strategic and operational leadership, have opposing virtues and vices of leadership styles. Trying to assess my place critically within these virtues and vices, I would like to state that I am an operational leader and I am rather enabling than forceful; however, in this aspect, I sometimes refer to the features inherent in bold leadership. Trying to assess the leadership style from the point of view of strengths and weaknesses, I want to say that my muscles are as follows. I am able to delegate the tasks as well as listen to the opinions of others. However, I abdicate responsibility when the job is delegated. Being an understanding leader, I still make others be accountable before me, which is the feature of forceful leadership. Focusing on the short-term results, I forget about strategic goals, which are to be present as well. I also think narrow that prevents me from seeing the broad opportunities.

Comment on how you might improve your weaknesses

Therefore, I am inclined to think that by taking the virtues from the forceful and strategic leadership as the parts of my style, I would improve my work and limit the weaknesses of enabling and operational leadership. I should work more on broadening my vision and making my thinking strategic, which is also really important, as well as functional thinking.

Comment on associate’s original posting

The posting left by another student is not completed as having stated the strengths and weaknesses, a student failed to dwell upon the actions which are to be taken to combat with defects. This is one of the main disadvantages of posting. A student has mentioned Kaplan and Kaiser’s classification; however, the posting lacks argumentation.

Works Cited

Kaplan, Robert E., and Robert B. Kaiser. “Developing versatile leadership.” MIT Sloan Leadership Review summer (2003): 19-26. Print.

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IvyPanda. (2021, February 12). Leadership Styles: Strengths and Weaknesses. https://ivypanda.com/essays/leadership-styles-strengths-and-weaknesses/

"Leadership Styles: Strengths and Weaknesses." IvyPanda , 12 Feb. 2021, ivypanda.com/essays/leadership-styles-strengths-and-weaknesses/.

IvyPanda . (2021) 'Leadership Styles: Strengths and Weaknesses'. 12 February.

IvyPanda . 2021. "Leadership Styles: Strengths and Weaknesses." February 12, 2021. https://ivypanda.com/essays/leadership-styles-strengths-and-weaknesses/.

1. IvyPanda . "Leadership Styles: Strengths and Weaknesses." February 12, 2021. https://ivypanda.com/essays/leadership-styles-strengths-and-weaknesses/.

Bibliography

IvyPanda . "Leadership Styles: Strengths and Weaknesses." February 12, 2021. https://ivypanda.com/essays/leadership-styles-strengths-and-weaknesses/.

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Kaiser Permanente: Company Analysis
Kaiser Permanente Organization's Analysis and Strategic Plan
Kaiser Permanente's Healthcare Insurance Program
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Professional Goals and Leadership Development
Schwarzkopf and his Leadership Style
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Oprah Winfrey and Mahatma Gandhi as Transformational Leaders
Leader vs. Manager in Trait Theory Approach
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Classification Essay: A Quick Guide with Examples

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A classification essay is a type of academic essay that categorizes a topic into distinct groups based on shared characteristics or criteria. The writer's purpose is to create a clear organization of information. Classification should be logical, making it easier for readers to remember the information being presented.

Let us guess: your professor asked you to write a classification essay. But they didn't explain how to even write one, did they? They often drop students like that as a part of self-learning. That's exactly why you're here! Writing a classification essay requires research. And making sure you've got enough information, you must double check what you've already gathered. Besides, classifying may sound simple, but it takes discipline and logical thinking. Putting thoughts into words and all that… What a task! But we heard a little rumor that those who continue reading would master classification papers. It's time for you to see if this rumor is true!

What Is a Classification Essay: Definition

Classification essay doesn’t want to hide its essence, considering its name. But the primary goal of this type of article is to classify. Now, what you want to rank is up to you or your professor. Your main goal is to select topics and later put them into categories. The primary purpose of this type of essay is to show your skills in categorisation and generalization. We can take food as a good and tasty example. For instance, apples and oranges belong to the fruit category, while cucumbers will definitely be vegetables. As for avocado, you have to do the research and classify this type of food. Nevertheless, you’ll definitely need to write one of those essays during your college. So to master academic and classification writing, keep reading!

How to Write a Classification Essay

We will start by teaching you how to write a classification essay. In this case, preparation is our little saving grace. So before you begin the actual writing, typing, or scribbling, it’s a good idea to think about the overall essence of your article. For starters, here are several valuable tips worth remembering:

Select a type of organization (you can use tables, documents, or anything that will help you in organizing your work).
Choose your categories for classification.
Make sure that each category is distinct and clear.
Include different examples for visualization.

These several steps will be handy for writing a thesis and starting your introduction. Buy essay papers online once you want good results with as little time spent as possible.

Developing an Effective Classification Essay Thesis Statement

Like with other articles, the classification essay thesis is one of the most vital parts of your work. A good thing worth keeping in mind is that your thesis is the last statement of your introduction. It also determines whether your audience will continue reading your article. Here are several things you should follow to write a good thesis:

Summarize your work.
Identify your main topic, objective, or goal of your essay.
Above all, make readers understand what point you’re making and what your paper is gonna be about.
Mention the categories you have chosen.

If you can nail our list given above, congratulations, you’ve got yourself an outstanding thesis.

Classification Essay Outline

Creating a classification essay outline is one of the easiest ways to approach an excellent classification paper. It’s true that it requires a lot of research and remembering. You will not only have to write about a single subject but group topics into categories. In order to do it correctly and understandably for the reader, it’s best if you use an outline. First and foremost, your essay should follow a traditional five paragraph essay format structure. It should have a minimum of three paragraphs. But typically, professors prefer around five. So your introduction must initially include an introduction, several body paragraphs depending on the length of your article, and a conclusion. In your body paragraphs outline, it’s a good idea to describe the groups you will include in your article. So your first paragraph will group fruits according to their color, while the second one can use nutrition for a classification. This will help you to remember your points before writing.

How to Start a Classification Essay: Introduction

Classification essay introduction is very similar to any other introduction you have probably written. You should never forget that you are writing for an audience. Doesn’t really matter if your reader is your professor or some person online. The rules of good writing apply to any kind of paper. The first thing worth doing is introducing your overall concept. There is no need to give all the information at once. Just start with something more general and narrow it down later to a thesis we’ve talked about. Make sure that you also include the relevant information. Using our previous metaphor, if you’re talking about fruits, maybe mentioning vegetables will not be a good idea. Besides, staying on one topic will help you to write more clearly. And that’s our final requirement for your introduction.

Body Paragraphs of a Classification Essay

Classification essay's main body commonly has around 1-3 paragraphs. But don't forget to ask your professor about the length. The important thing to remember is that you are classifying items in your work. In order to achieve precise and successful organization, your body paragraphs must be concise. Each body paragraph should focus on a certain group. You're not making mashed potatoes. So stacking all of your ideas in one section would create a mess. Keep it simple in terms of structure:

Paragraph 1 — fruits organized by their color
Paragraph 2 — fruits arranged by expert location
Paragraph 3 — fruits ordered by size or shape

A simple and understandable organization will make your writing sharp. And your readers will definitely say thank you!

Classification Essay Conclusion

A classification essay conclusion is, just like always, crème de la crème of any article. At this point, your reader knows everything you were telling them. They know all your data, issues, and ideas. Thus, quickly summarizing what they’ve read in your body paragraphs will help a lot. But the last thing to do is organize your conclusion while leaving an impression. Now, their impressions can be different. However, your readers must think about your work for at least some time. So your conclusion must end with something intriguing like the possible future of your topic or piece of mind for the readers. Just don’t include any new information, and you’ll do fantastically!

Classification Essay Writing: Useful Tips

Even with our help, classification essay writing is challenging. So we prepared for you several good tips that will help you improve and ease your academic life. Check them out:

Define the purpose of the article before you start writing.
Avoid popular and often used topics.
Write down a number of topics before picking one. (We have a list of classification essay topics at your disposal.)
Choose a subject that will be personally interesting for you.
Remember that you are also writing for someone else who might not know everything about your topic.
Edit and proofread your work.
Take a break from writing once in a while and come back with a fresh mind and new look.
Don’t try writing about everything simultaneously. Instead, focus on one category and lead with it.

With these steps, we can definitely say that you’re ready.

Classification Essay Examples

How could we leave you without classification essay samples? You’re right; we couldn’t. Check out this example. Keep in mind that our examples always have characteristics that we talked about. So you can read the sample and return back for this article or do some revision. It will help you a lot. What are you waiting for? You can find the example right here. Or simply buy essay for college to avoid any hard work this evening.

Classification Essay: Bottom Line

Who knew that writing a classification essay wasn’t that hard? We did, and now you know that, too. You have everything it takes to create an excellent paper. You know that:

Your thesis is the most essential part of the essay.
The introduction must contain general information on the subject.
Body paragraphs must be carefully organized.
A conclusion should leave an impression without including new information.

But if you’re still looking for proficient help, our academic writing services got you covered. Our writers do excellent research before writing a paper and deliver high-quality results. We are also proud of our timely delivery of the papers.

FAQ about Classification Essays

1. what is the purpose of a classification essay.

The purpose of a classification essay is to organize and classify. In the beginning, you have several unique items. They indeed have some things in common. So your job is to identify in what categories they fit best. After doing the research and careful learning, you must put everything you have gathered into words. But still, keep in mind that the second purpose is to make your essay and classification clear to the reader.

2. How long is a classification essay?

There’s no right or wrong answer when it comes to classification essay length. Everything will depend on the guidelines. Usually, such articles are 3 to 5 paragraphs long. Their minimum is always an introduction, one body paragraph, and conclusion. However, professors definitely enjoy 5 paragraphs as a standard length. But you always need to remember that the essay should be long enough to provide necessary information for the reader. Or it must be short enough not to drag it out.

3. What is the difference between a division and classification essay?

Division and classification essays are only slightly different. The items you choose for classification essays must belong to strict and certain categories. They cannot overlap or belong to two different groups. On the other hand, division essays allow the subjects to move from one group to another. They might be divided into different groups or categories and thus overlap.

4. What are different types of classification?

There are several types of classification. Depending on the particular topic, you can choose a specific type that fits the best. Here’s what you can choose from:

Spatial classification (location, place and so on).
Chronological (you must take time and dates into consideration).
Classification by attributes (qualitative).
Classification by size (quantitative with numbers and statistics).

Daniel Howard is an Essay Writing guru. He helps students create essays that will strike a chord with the readers.

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Leadership Style, Essay Example

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I have confidence in myself but also try to remain aware of my limitations. I believe in working with others which may be why I prefer democratic leadership style. This leadership style will allow me to have strong relationships with my suppliers and keep them motivated and committed to the goals. The leadership style does have certain drawbacks such as longer decision making process. But I still believe it is the most appropriate leadership style since I work at Boeing where each project can have material impact on the company. Thus, it is essential to have followers who are motivated and dedicated to the success of each project.

I have great confidence in my abilities but at the same time I also strive to remain aware of my weaknesses and limitations so as not to underestimate myself. I believe this helps me make better decisions and have more realistic views. At the same time, I also believe that one can only do so much by himself and we need people to successfully achieve difficult goals. In my opinion, it pays to understand people and build good relationships with them. Thus, it is no surprise that I consider myself a democratic leader. I may ultimately make the final decision myself but I like to seek others ideas and opinions. This helps me expand my perspective and become aware of possibilities I might not have thought of otherwise.

The benefits of democratic leadership style are that it keeps employees satisfied and increase their motivation level. They are also more committed to the final decision because they feel they played a part in it. In addition, it also helps the leader develop people skills which are increasingly important in today’s competitive environment. The major drawback is that the decisions may take longer to be made. Thus, this leadership style may not be appropriate for occasions when decisions have to be made quickly (MindTools). Another disadvantage of democratic leadership style is that it may also be less appealing in rapidly changing competitive environment.

Democratic leadership style also helps reduce the communication gap between the leadership and the subordinates (Speedupcareer.com). This may have several benefits. First of all, the leadership will have a better knowledge of the operations and may also be able to quickly respond to problems. In addition, there may be lower employees’ turnover due to higher job satisfaction rates.

Another leadership style that shares similarities with democratic leadership style is people-oriented leadership style. People-oriented leadership style inspires followers to unlock their potential and encourages teamwork and collaboration. This style places a special emphasis on human relationships and helps create trust and loyalty between the leader and the followers. The main drawback is that the emphasis may be too much on human relationships that the actual performance may become a lower priority (Pearsons).

Democratic leadership style is in a stark contrast to the autocratic leadership style in which the leader makes the decision himself without consulting the subordinates (Pearsons). The advantage is that it results in quick decision making and the leadership style may be appropriate if the leader has expert power and is trusted by the followers for his professional competency and experience.

I work at Boeing which is one of the largest organizations in America and often takes multi-billion dollar projects. This is why I believe democratic leadership style is the most appropriate because it will help me motivate my followers to do their best, increase their commitment to the project, and give them the confidence to come to me with any issue they may have. When each project can have material impact on the company, there is nothing better than having committed followers who are as dedicated to the success of the project as the leader is.

MindTools. (n.d.). Leadership Styles . Retrieved February 14, 2012, from http://www.mindtools.com/pages/article/newLDR_84.htm

Pearsons. (n.d.). Leadership and teamwork in the public services . Retrieved February 14, 2012, from http://www.pearsonschoolsandfecolleges.co.uk/FEAndVocational/PublicServices/BTEC/BTECLevel3NationalPublicServices/Samples/StudentBook/BTECLevel3NationalPublicServicesStudentBookSampleMaterial-Unit2Leadershipandteamworkinthepublicservices.pdf

Speedupcareer.com. (n.d.). Democratic Leadership Style . Retrieved February 14, 2012, from http://www.speedupcareer.com/articles/democratic-leadership-style.html

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Jan 15, 2024; Tampa, Florida, USA; Philadelphia Eagles quarterback Jalen Hurts (1) throws against

Philadelphia Eagles' Jeffrey Lurie Reveals What He 'Loves' About Jalen Hurts' Leadership Style

Philadelphia Eagles owner Jeffrey Lurie is fine with quarterback Jalen Hurts' leadership style, though Nick Sirianni said leadership will be important with the retirements of Jason Kelce and Fletcher Cox

Author: Ed Kracz

In this story:

First Kenny Pickett then Will Grier.

Neither player has a chance to unseat Jalen Hurts as the Philadelphia Eagles starting quarterback, and Hurts knows it.

It’s so unlike Carson Wentz who, despite earning franchise-quarterback money just months earlier, crumbed under the perception that the Eagles were replacing him when they drafted Hurts in the second round four years ago.

Wentz, 31, is now on his fourth team after leaving Philly, signing a one-year to be Patrick Mahomes’ back up in Kansas City. He’s been to Indianapolis, Washington, Los Angeles, and now K.C.

Hurts got his franchise-quarterback money last spring and is secure in knowing the job is his. Not Pickett’s and certainly not Grier’s.

Feb 1, 2024; Orlando, FL, USA; Philadelphia Eagles quarterback Jalen Hurts (right) and Jason Kelce.

Nathan Ray Seebeck-USA TODAY Sports

Head coach Nick Sirianni said at the NFC breakfast during the annual NFL Owners Meetings that Pickett is a backup. Nothing more, and no surprise that’s what he is.

“His job is to support Jalen, and help him any way that he can, and be ready to play when he needs to play,” said Sirianni. “Add to the value of the room of what he sees, a different perspective.”

Meanwhile, Hurts may be out of sight right now as the offseason continues on but he’s never out of mind. He may be become a bit of a recluse in the offseason – hey, that’s what they are for as long as you’re putting in the work and staying out of trouble, and you know Hurts is – but every now and then an image will spring forth, such as the one that his new running back, Saquon Barkley, released on his Instagram account.

Barkley shared a picture of the two working out together at an undisclosed location.

Soon, that will play itself out in South Philly when the players convene at the NovaCare Complex to begin Phase One of the offseason program on April 15.

Sirianni, general manager Howie Roseman, and owner Jeffrey Lurie talked to reporters about Hurts during the owners’ meetings in Orlando.

“Jalen is our franchise quarterback,” said Roseman. “I don’t think that there is anything that affects Jalen in terms of who we bring in at the quarterback position. We have tremendous faith and trust in him, and we communicate with him about anything we’re doing, just as we like to do with a bunch of our players to give a heads-up so he can welcome them to the team.”

Hurts’ leadership style was questioned after the Eagles lost six of seven. Lurie and Sirianni referred back to when the Eagles were 10-1 and Hurts was again being mentioned in the MVP race. Then the wheels flew off.

Does that mean Hurts has to change his style?

“The thing with Jalen - I mentioned it with Nick - is I want him to be authentic and that's what he is,” said Lurie. “It's the worst thing to be 24, 25 and to try and be something. Be authentic as he is.

“…I love the way Jalen is. He has his own style. I think every quarterback goes through ebbs and flows in their career. There were so many ups and then we had a difficult last five, six games of the season. He will adjust to that and lead the way because he's really respected for being who he is. You have a 25-year-old player I think you want to reinforce who they are not try to mold them into somebody they're not. He's an exceptional leader.”

Leadership will be something in demand for this year’s team, no matter what it looks like, after the retirements of Jason Kelce and Fletcher Cox.

“Leadership is going to be important,” said Sirianni. “Jalen is going to have to have more with Jason stepping out.”

What shape it will take won't be known until later this spring and summer.

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Table of Contents

What is a classification essay?

How to write the introduction of a classification essay?

Introduction element: Hook of a classification essay

Example hook

Introduction element: Thesis statement of a classification essay

Sample thesis statement

Introduction element: outline of a classification essay

Sample outline

How to write the body of a classification essay?

Sample body paragraph

How to write the conclusion of a classification essay?

Sample conclusion

What makes classification essays different from other types of essays?

What are some effective strategies for transitioning between categories in my essay?

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Leadership Styles: Strengths and Weaknesses Essay

Characterize Your Strengths/Weaknesses in Terms Used by Kaplan and Kaiser in the Required Article Reading

Comment on how you might improve your weaknesses

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Works Cited

Classification Essay: A Quick Guide with Examples

What Is a Classification Essay: Definition

How to Write a Classification Essay

Developing an Effective Classification Essay Thesis Statement

Classification Essay Outline

How to Start a Classification Essay: Introduction

Body Paragraphs of a Classification Essay