Leadership and Management: Qualities, Skills, and Styles

This report explores the qualities, skills, and styles of leadership and management. It covers contemporary definitions and perspectives, alternative theoretical approaches, and methods of development. Case studies of Satya Nadella, Pony Ma, and Jacindra Ardern are included.

Developing
Leadership and
Management

Executive Summary
This report undertakes the role and responsibility of a leader and a manager. In this report
the qualities, skills and personality which needs to be possessed into a person mention here. The
report also covers the different approaches to management and leadership styles. For reference
purpose, the example of three great leaders are taken; Satya Nadella, Pony Ma and Jacindra
Ardern along with their style of leaderships they exercise.

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
Evaluation of contemporary definitions of leadership and management, and their current
perspectives of the roles and responsibilities of both leaders and managers generally. ............1
SECTION 2......................................................................................................................................4
Alternative theoretical approaches to leadership and management and their relevance within
contemporary organisations. ......................................................................................................4
SECTION 3......................................................................................................................................7
Different methods of leadership and management development and how to implement and
evaluate interventions effectively. .............................................................................................7
CONCLUSIONS..............................................................................................................................9
REFERENCES..............................................................................................................................10
..................................................................................................................................................11

INTRODUCTION
A leader is a person who sets visions for the organisation whereas a manager is the
person who manages the work and people working under him. The roles and responsibility of
both a leader and a manager is different from each other (Swanwick and McKimm, 2014). They
both are necessary for the organisation as they add institutional value. For reference purpose this
report has taken the examples of some great leaders who have successfully influenced people and
have done very significant work in their lives and they are (1) Satya Nadella, a chief executive
officer of Microsoft. (2) Pony Ma, a Chinese business magnate, investor, politician, and
philanthropist. And (3) Jacindra Ardern, a politician of New Zealand serving as the 40th prime
minister of the country. All the people mention above are great leaders who inspire the others to
follow at the same path they have chosen to follow.
The report will cover their leadership theories upon which they stands and practice. This
report undertakes the importance of leader and management into an organisation along with their
roles and responsibilities. The report also covers the theoretical approaches to leadership and
management and their relevance within an organisation (Chowdhury, 2013).
SECTION 1
Evaluation of contemporary definitions of leadership and management, and their current
perspectives of the roles and responsibilities of both leaders and managers generally.
A leader is a person who inspires and motivates the people to action; they have a
personality of can-do and a strong and courageous leadership skills is their most attracting and
leading trait. And the leadership is a art where group of people gets motivated by their leader to
act to achieve a common goal (Renz, 2016). In a business scenario, this mean directing the
workers and employees towards the direction which helps them in attaining the company's goals
and needs with a proper strategy.
Role of a leader: Coach- Being a leader is a bigger responsibility. A leader has to coach
others in their roles to get them succeed. The responsibility of a coach is huge as he needs to take
care of the career of his students. He takes full responsibilities of that student and trains him for
his future goals. Similarly, a leader is full responsible for his organisation and employees
working for him. It is the role of the leader to become a coach for his employees and motivates

them to follow the direction or path which will attain the objectives of both the employees and
organisation (Stacey, 2012).
Strategist: A leader build strategies about how he will reach to his goals. He makes strategies
which can get follow by him and others also. He thinks the things in a big picture in mind and
plot the path and directions which helps him in reaching the desired results. It is the role of a
leader to build the strategies for his whole organisation. He sets a vision and mission for his
company has plans strategic the paths which also can be easy for his employees to follow.
Change Agent: A leader acts as a change agent (Foli and et. al, 2014). He brings the change if he
feels that something which has been practise by others is wrong or outdated. A leader through
becoming a change agent acts as an innovator. He innovates the ways and style which is new and
influences people to follow. As a leader it is the role of him to detect the need to change and
initiates it into the organisation. It is his role to form the strategy about how the change can be
brought and how the organisation can adapt it.
Responsibilities of a leader: Inspiration and Motivation- A leader has an ability to
inspire others. He motivates the people to complete the tasks and reach the objectives. A good
leader also delegates his works to his workers and colleagues. Delegation of work inspires the
employees and motivates them to perform the best (Bolden, 2016). The employees also feel a
sense of purpose in the organisation.
Setting an Example: A leader needs to prove himself to first get people influence by him. To
prove himself before others, he needs to work hard with full dedication and optimism. A leader is
a person who sets an example to live up to. A leader wins the confidence of his employees by
setting an example (Simkins, 2012). He shows them that how a particular work is done by
making them show by himself.
Communicating Vision: A leader is a person who sets vision for himself and for his
organisation. He thinks out of the box and sees the things at a bigger picture. A leader
responsibility is to communicate his vision to its employees so that they understands the
objectives and goal of their leader (Coltart and et. al., 2012). A leader must make their workforce
understands about the how their daily activities can relate to their long- term vision.
Whereas, a manager is a person who is responsible for monitoring, supervising and
motivating the employees in an organisation. The task of manager is to manage any business,
institution, office etc. They handles the affairs and expenditures. He is a person who is in charge

of a team and develops strategies to attain the goals and objectives of his team and its members.
Management is concern with the planning, organising, staffing, directing or monitoring and
controlling of business and business activities (Law, 2012). In management the planning is done
about how to achieve the setted goal, then organising of activities are done with relation to the
planning. After organising the staffing of work force at their rightful place is done where
employees are placed at their respective jobs according to the skills they posses. After that
directing and controlling of work is exercised where employees work is monitored and their
performance is analysed.
Roles of a manager: A manager has 3 basic role, which are interpersonal role,
informational role and Decisional role.
Interpersonal role: In interpersonal role a manager performs three task, they are
Figurehead- In this the mangers is responsible for legal, social and ceremonial things.
Leader- The manager acts as a leader and show directions.
Liaison- As a liaison, a manager performs the functions of communication, motivation,
giving encouragement to its team and the like (Daire, Gilson and Cleary, 2014). Also he
maintains the coordination between the activities of his subordinates.
Informational role- In this the manager performs 3 major tasks-
Monitor- He monitors and observe the internal and external business environment.
Disseminator- He communicates the important information to internal people.
Spokesperson- He acts as an representative of his team and organisation and speaks on
behalf of them.
Decisional Role: The manager performs the following roles-
Entrepreneur- The manager not only creates abut also controls the changes within an
organisation- grabbing new opportunity and generating of new ideas, and implementing them.
Disturbance handler- The role of a manager is to resolves and handles any sort of issue
or disturbance created in an organisation.
Resource Allocator- The manager allocates the resources such as funds, staffs,
machineries and others.
Negotiator- He negotiates with the team members, department or with the organisation.
Responsibilities of a manager: Daily Operations- The major responsibility of a manager
is to monitor and control the daily functioning of the team and its members.

Staffing- The responsibility of a manager is to hire the talented people for the organisation.
Set goals- It is the responsibility of a manager to articulate the short as well as long term goals to
his team members (Sonnino, 2013). By clear communication of objectives, the team members
have an idea about the company's aim and their work in achieving it.
SECTION 2
Alternative theoretical approaches to leadership and management and their relevance within
contemporary organisations.
A leader is a person who sets an examples for other. The public get influence by them
and tries to follow their path of success (Bush, 2012). This report undertakes three major
influencer who has proves themselves before others and sets an example to live up to. These 3
influencer are-
(1) Satya Nadella, a chief executive officer of Microsoft. (2) Pony Ma, a Chinese business
magnate, investor, politician, and philanthropist. And (3) Jacindra Ardern, a politician of New
Zealand serving as the 40th prime minister of the country.
All these leaders have some style of leadership which they practice and accordingly takes
decisions. The follow some theoretical approaches which they personally believes and stands
upon it. Some of these approaches to leadership and management are as follows-
Theory One: The great man theory
The great man theory says that the leadership is an great heroic act of an individual. In
other words, there is something so unique about that leader. Unique in terms of his personality,
ruling traits, communication traits and personal abilities and caliber of that person which sets her
different from the crowd. This theory is also known as Trait based leadership theory. The
personality, confidence and personal ability of Jacindra Ardern has differentiate herself with the
rest of the crowd. She is an inspiration of majority of people in New Zealand. She communicates
her vision and mission she had for the country. Her ideas and motives were different and so
unique that the general public got impressed by her motives and visions and supports her. She
has the personality of positive attitude, commitment towards his work and an ability to inspire
and get inspired.
The great man theory is very much captivating in its simplicity. For a long time,
businesses are looking for the individuals who posses the abilities of a leader. Who can inspire

people towards the common goal of the organisation and motivates them in achieving it. People
who inculcates such traits any find themselves in a dominant position in the race of leadership.
The trait based leadership theory has its own limitations. The problem is that the researchers are
not able to pin down a universal set which states about the characteristics that needs to be a
successful leadership (Rhodes, 2012). The theory only considers the character traits but not the
behavioural traits of an individual. It also undertakes the individual's work environment which
can greatly affects leadership potential. Along with it, the theory underestimates how different
personality characteristics are required at different situations.
Theory two: Behavioural Theory- the lewin theory\
This model have been endured by most of the people. In this lewin has argued that there
are 3 types of leaders: autocratic, democratic and laissez-faire.
Autocratic leadership: In Autocratic leadership, the leaders act as a dictator and passes
the orders to their follow workers and subordinates. In this style, the leader does not considered
the opinions and ideas of any body (Swanwick and McKimm, 2017). Decision-making is very
fast as the leader does not involves anybody in his decisions. This type of style is appropriate
where the deadline of the work is very near and short. Communication is one-way, which can be
frustrating for the workers as they need to get dependent on the boss.
Democratic leadership: A democratic leader is allows the participation of his workers
before making any decision, so responsibility and outcome of the result from decision is shared.
This style of leadership is associated with a good and healthy working environment for
employees as people are encouraged to put their opinions and ideas on the table.
Laissez-fair leadership: Laissez-fair means “ let people do as they choose”. In this style
of leadership, the leaders do not interfere in the working of their employees and allows them in
getting on their jobs in the way they choose (Farrell, 2014). In the right and good environment
allowing employees to do their jobs in their own style brings out more productivity and best
work from them.
The leader, Satya Nadella, CEO follows the democratic style of leadership. He before
taking any decision takes advices and opinions from his employees and colleagues. He practice
full transparency of work. This leader also shares the success with all the people associated
because he feels that the decision was make by all the people and its is the contribution of all. As

a leader Satya Nadella is communicative as he communicates clearly about the goals and
objectives of organisation, he is transparent, innovative and creative, have vision and purpose.
Theory Three: Situational theory of leadership; the hersey and blanchard model.
In situational theory of leadership, the style of leadership of a leader changes with
accordance of his followers and situation (Drennan, 2012). In this style, it is the leader who
focuses on followers rather than the whole workplace environment. They change behaviour
according to the situations and needs of their followers. Adapt and progress with according to the
demands of followers. This model is more than just a theory. It serves as a tool for evaluating the
level of maturity of followers. According to the theory, there are four groups of employees, and
they are-
Low maturity ( low competence/ low commitment) : In this, the employees are unwillingly to
perform their task by their own and needs guidance at every task.
Low- medium maturity ( low competence / high commitment) : These are the employees who
are willing to perform but cannot perform the tasks autonomously.
Average maturity ( high competence/ low commitment): These employees are capable of
performing tasks but they are not willing to perform it autonomously.
High maturity ( high competence / high commitment) : these are the employees who are
highly capable and also have willingness to perform the tasks autonomously.
The leader, Pony Ma practice the situational leadership. He as an business man, investor,
politician and philanthropist takes the advice of all the associate people in making a particular
decision and have behaviour according to the need of situation. As a business man and investor
he takes the advices from his employees and colleagues before taking any decision or putting any
investment and solves for issues and problems which require different set of behaviours (Murphy
and Reichard, 2012). As a politician, he takes the opinions of general public about their needs
and problems and then makes policies and run schemes accordingly. As a leader, Pony Ma is
confident, empathic, resilient, exercises honesty and integrity towards his public and performs
commitment and passion into his work.

SECTION 3
Different methods of leadership and management development and how to implement and
evaluate interventions effectively.
From the task done in section 1 and section 2, we can draw some common qualities, skills
and behaviour of a leader. And these qualities are as follows-
Motivation: A leader has a quality to motivates himself and to its workforce. He
motivates his employees in such a way that their actions helps to achieve the common goals
( goals of both the company and individual).
Confident: The leader should be confident enough that it gives confidence to his
employees also. Confident leader gives confidence to his work force. And confident work force
gives high performance of work. All these factors are inter related to each other.
Democratic: A good leader performs all his functions with the consent of all of his
colleagues and employees. He is fair with everybody and exercise transparency with them. A
good leader never hides his motives and goals with his followers.
Change Agent: A leader works as a change agent into the organisation. He detects the
need for change and initiates it (Hallinger and Bryant, 2013). He influence his followers to
practice the change. A good leader makes the strategy which initiates the change into an
organisation and also follows up the his employees regarding any barrier or problem they may
face to accept the change.
Positive attitude: A leader has a positive attitude. In believes in himself and on his
visions which he has seen for himself and for his organisation. He develops such a confidence in
his employees by sharing of his vision. A positive attitude by the leader gives a sense of security
in his followers.
Leadership and management is one of the crucial aspect of business and it is very
important for respective organisation to critically develop management and leadership. This will
lead to have positive impact on performance of organisation. Effective leadership and
management will support in accomplishing desired objectives of respective company. There are
different methods can be use by company in order to develop leadership and management.
Leadership can be describe as the capability of an individual that is helpful in influencing
performance of individual (Mujtaba, 2013). There are various way in which leadership skills and
capabilities can be developed and enhance in order to perform business activities in appropriate

manner. Where as management can be describe as the way in which manager can control and
manage activities of organisation. There are many ways in which organisation can enhance
management and leadership practices with in organisation. There are various methods of
leadership and management development in mention below in detail.
Mentoring and coaching – This is one of the effective method that is useful for
developing skills and competencies of a person. Mentoring and coaching initiative taken by
organisation will lead to focus on development of performance of an individual so that they can
conducting business activities in better manner. This is crucial components in order to develop
and enhance effective leadership. This is consider as an effective method as in this mentor or
coach have complete information and understanding about the strength and weakness of
individual. So that they can effectively conduct performance as well as develop skills of
appropriate skills to perform organisation activities in required manner. There are various ways
through which mentoring and coaching.
Leadership development programs – It is important for an organisation to conduct
different leadership development programs that will helps in providing complete information to
leaders and manager. So that they can develop appropriate skills and potential. Leadership
development programs refer as the method or procedure in which organisation can develop better
skills. Implementation of leadership programs will lead to allow cultivate leaders with in
organisation (Birasnav, 2014). This will helps in transformation of attitude and behaviours of
leaders and manager so that they can easily manage talent employees of organisation. This
method will lead to have direct impact on overall productivity and performance of employees.
This type of leadership programs are very supportive in creating and building effective
relationship of manager and leaders with other employees.
Regular feedback – It is crucial to provide right and appropriate feedbacks as this will
helps in enhance the performance on individual as well as improving the quality of work. There
are many ways through which senior staff can provide feedback to leaders and manager so that
they work according. 360 Degree feedback is one of the most effective tool as in this method
leaders and managers will be able to gain feedback from employees, seniors, customers and other
stakeholders. This feedback will helps in gaining better understand about the over all
performance so that they can improve it.
These interventions and methods can get evaluated by the followings-

Performance evaluation: The performance of the organisation can get analyse and evaluated.
Through such evaluation we can match the past performance with the present performance. The
performance or the development which has come into employees after the leadership and
management programmes is noticed and monitored the effectiveness of such programmes. From
the performance evaluation, an organisation would get to know about its effectiveness.
Monitoring and observing: Through proper monitoring and observing of the behaviours of the
employees can be useful also. Here after the proper leadership management training given to the
employees, the managers should monitor and observe the change which has changes in them in a
positive way. If the programmes for leadership and management does not prove to be some help
then the appropriate reasons for its failure should get found by the manager.
Feedbacks: Feedbacks can prove to be some help for the organisation. Getting feedbacks world
help the organisation to know about the area where are lacking behind and requires
improvement. In feedbacks the remarks and suggestions of the employees can also be taken to
improve as it can also helps an organisation in improving its productivity.
CONCLUSIONS
From the report presented above, it can conclude that both the leader and managers are
different from each other but their role and responsibilities in an organisation adds an
institutional value. A leader sets the vision and mission for his organisation whereas a manager
manages and controls the change into an organisation. A leader plays a role of a coach, change
agent, visionary and so forth. And a manager plays the role of spokesperson, resource allocator,
liaison and etc. For references, the report has undertakes 3 leaders and their leadership
approaches followed by them. There are many approaches of leadership practices by leaders,
some are: Situational leadership, Behavioural leadership and Traits leadership.

REFERENCES
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