Role of Effective Leadership in Organizations

This report discusses different theories of leadership and evaluates the leadership styles of Bill Clinton, ROBERT F. KENNEDY, and Margarette May Macaulay. It also highlights the importance of leadership in organizations.

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Running Head: LEADERSHIP
Leadership
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Abstract
The primary purpose of conducting this research is to address the role of effective leadership
in organization. This report discusses different theories of leadership that are entailed by the
organization to sustaining their business in the market. The organization has use leadership
style to theirs on the basis of their norms and policies. These strategies are known as
transformational, democratic, autocratic, and transactional leadership styles. This report also
critically evaluates the different leaders as well as their leadership styles that are discussed
during the study. In this, three leaders are discussed named as Bill Clinton, ROBERT F.
KENNEDY and Margarette May Macaulay. The personal learning section demonstrated that
this report facilitates to increase knowledge towards different styles of leadership as well as
importance of leadership, which could be imperative to make carer in the organization in the
upcoming period.

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Table of Contents
Abstract......................................................................................................................................1
Leadership theories....................................................................................................................2
Evaluation of the leader behaviour............................................................................................7
Personal learning......................................................................................................................14
References................................................................................................................................17

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Leadership theories
Critical evaluation of leadership theories used in the organization
According to Abdelhafiz et al. (2016) leadership philosophy could assist to a leader for
working on this study. There are certain tools which are considered as the leadership theories
names as transformational leadership, transactional leadership, democratic leadership, and
autocratic leadership. Leadership is determined as skills and traits which are practiced to lead
the particular team to meet the aim of study. The leadership could be vital part of an
individual as it assists to get positive result. It is skill to motivate, control, direct, along with
guiding the number of people to work in the team and supported to meet the task of
organization. It is also examined that leadership skills can be identified followers,
personality, and personality of the individuals.
On other hands, Javed et al. (2014) stated that a leader is accountable for making positive
image of the organization in each situation and inspire its followers to meet objectives as well
as team vision. The leadership is style that supported to follower in meeting the
organizational task. The leader could be able to address new ideas in accomplishing the
business task. Further, it is founded that the transformational leader trend for retaining
workforce in the long-term. It could also facilitate to attar t huge number of people. Because
leadership is an imperative way of accomplishing organizational purpose.
In support of this, Nanjundeswaraswamy (2015) illustrated that transformational leadership is
used to satisfy the organizational needs as it works for satisfying individuals needs
simultaneously. It means each one of a team is likely to research at the task of organization. It
is examined that transformational team leaders are capable to meet the higher productivity
from its
followers due to meeting the individual inspirations. It is illustrated that the leadership style
could recognize existing demands, especially to its followers.

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Kiboss and Jemiryott (2014) argued that inspired employees could be effective for inspiring
the employee to work in the organization. For the organization as well as brands to evolve as
thy might be change and expand the business effectively. It is examined that transformational
leadership is a style which is practiced for increasing the initiatives in the working place and
support to get competitive benefits. It makes changes themselves that inspires the leaders to
work effectively. With implementing this procedure, this procedure could enable the team
leader and the company to eventually reach their potential.
In support of this, Abdelhafiz et al. (2016) stated that transformational team leaders do more
than work with respect to their allocated work. The transformational leaders could support to
increase efficiency of their followers. This kind of leadership is an imperative tool that
facilitates to team leader for engaging in the process of learning for making their position.
These leaders could work effectively for building a favorable culture as well as offer
individualized supports of learnings. As a result, this leadership style is significant because
this method allows the organization for increasing the performance of a team and making
higher profitability. The transformational leaders could keep their enthusiasm skills due to
meeting their organizational task.
On the other side, Carraher (2015) illustrated that the transformational leaders could be
successful in one situation if they have used open communication and mandate to all
employee for doing the same. Communication could be imperative for operating the business
in the right direction and supported to have decision effectively. Lack of open communication
among employee could decline the interest of employees for performing well and retain their
position in their working place. As a result, it would be affected by the overall production
level. It can also be illustrated that a lack of enthusiasm among the transformational leader
could also negatively affected the performance of the organization. If the leader has lack of
these skills as it means they are unable to meet the organizational purpose.

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Cenkci and Özçelik (2015) depicted that the democratic leadership style is another imperative
for changing the behavior of people towards the accomplishment of the organizational goal.
The democratic leader could provide an opportunity for each member of a team for
participating in decision making of firm to operate business proceed and make competitive
profit. It is examined that it is obligatory for team leader of company to empower the team
team leader for meeting their organizational task. This kinds of leader could have best
understanding regarding influencing of number of people and make positive image of the
organization in the marketplace.
On the other side, Ricard et al. (2017) illustrated that democratic leaders are a person that is
excellent in solving the query of people. The democratic leaders of the organization have
capacity to work collaboratively using the different opinion of another employee for
completing the work effectively. It is examined that the democratic leader is innovative
thinkers as they are accountable for encouraging the employee towards the completion of
task. It is examined that this leader could have the capability to retail the employee for long-
term. The democratic procedure could ensure the organization for reviewing the approaches
and make decision in the context of organizational purpose. It is illustrated that emerging
team members could be supported to the leader to keep a vital process which could fit in the
business as well.
On the other side, Avci (2015) illustrated that the democratic leader could ensure that the
teammates could work well that are working under the democratic leader. These kinds of
leaders are liable for working in an effective atmosphere wherein communication as well as
co-operation are imperative. It is founded that the teammates that could be under this leader
tend to more supportive as well as strong as compared to other people. It could be major
uniqueness of this leadership style. It is also founded that these kinds of leadership can be
effective in attainment of an organizational purpose.

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In contrast to this, Holten and Brenner (2015) founded that the democratic leadership is style
which could make leader to being more honest towards the team as they feel that their
opinion are valuable for the team. It would be imperative in meeting the organizational task.
It is also examined that democratic leaders are generally popular within the firm. It is also
illustrated that the democratic leader could foster the employee for making the creative
atmosphere as they encourage teammates for teammates to being innovative.
On the other hand, Wiza and Hlanganipai (2014) stated that the democratic leadership style
could sometime be indecisive. The team leader might be a directive which can create problem
for the teammates to mete organizational activity. The democratic leader could also believe in
the open and friendly atmosphere in the working place that could eliminate possibility to
make positive result as each one is being very lenient towards their work. Further, it gives
equal value to people for collecting the variety of opinion of other people before making the
decision that could take higher times. It is illustrated that democratic leader could build an
environment wherein the individual's thoughts have been implements to operate the business
process. It is also examined that these kinds of leader could take higher time of apologizing
with employees whose ideas did not entail in the business process.
Muller and Turner (2017) stated that the autocratic leadership is one of the leadership that is
also known as authoritarian leadership style which is considered by the control of an
individual while taking the strategic decisions of the business. The group members are not
allowed to provide the input to the group members. The leaders under the category of
autocratic leadership on basis of their ideas and the judgments are not based on the
suggestions provided by the followers. In the primary stage, the style seems to contradict
major work environment that focuses on the teamwork. For example, the business or the
specific industries like military, manufacturing, and construction majorly rely on the leaders
who are able to take full control and can make most of the decisions. Even so, the most

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effective autocratic leaders remember to communicate task expectations and to respect their
followers.
In support of this, Humaidi and Balakrishnan (2015) examined that this type of leadership is
based on intuition and hardly requires any training as well as understanding towards
leadership theory. Autocratic leaders do not care about the emotions and the feelings of the
followers and they hardly care to meet motivational needs of groups. There are many
situations which majorly depend on the concept of the control and such situations are
dangerous to work environments or situations where there is no option for error named as
inspections. The autocratic leadership is acquired for the short term results. Apart from the
advantages, there are disadvantages which have also been lined up to understand the
leadership style from all the angles.
On the other side, Chandra (2016) examined that under the scenario of the autocratic
leadership the followers may or may not work once the autocratic leader turns down his
position. Only a few of the people have such nature where they are liked to be instructed or
told what shall be done. An autocratic leader is one who, if faces this type of the group will
demean the moral of the group members and the motivation will be faded. This will also
reduce the creativity as well as the production of the overall team. This is the situation where
the autocratic leaders are not suited for and they tend to make the worst decision since there
is no input from the team members. Further, it is founded that the autocratic leader are the
person who make their whole decisions by reviewing the work on their team. They could also
take their decision on their personal level caused of getting higher productivity.
Moriano et al. (2014) depicted that transactional leadership theory indicated that a leader is
characterized by a capacity to compensate the individuals who perform well and to rebuff the
individuals who don't. A leader ought to have a particular objective for supporters to progress
in the direction of. A leader ought to likewise be able to prepare devotees to enable them to

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progress in the direction of that objective. From that point, they ought to assess their
adherents' presentation and decide if it is acceptable. They ought to likewise have the expert
to compensate those adherents who meet their targets and rebuff the individuals who don't.
Asiri et al. (2016) illustrated that in the opinion of remuneration as well as discipline, this
style is successful for propelling representatives in obtaining to be beneficial as well as
proficient persons from team. These are direct result of two reasons. To beaning with,
incentives tend to attract the person for acquiring more benefit in terms of the monetary as
well as non-monetary regions and due to this, the individual is ready to work double than the
original capacity. Second, this authority structure additionally fills in as the recommendation
to a person from employee that administration watches out for them and is deliberately
serious for the performance given by the individuals. In such scenarios mostly is the mistakes
are committed it results in demerit and punishment at times.
In support of this, Kesting et al. (2016) examined that the main features of the transactional
leadership include the calm and compose the structure. The best quality of this type of
leadership is the employees are informed well in advance with regards to the expectations of
the company. The employees are given clear instruction in advance and are also expected to
follow the chain of command which makes it smooth to be aware of the proper channels to
walk over. It could positively motivate to the employee for working in the organization by
offering an effective remuneration. It is founded that remuneration can be imperative in
accomplishment of task of firm in an effective manner. But, at the same time, it is also
founded that the transaction leader could punish those employee who do not perform well in
the organization as it would create the conflict in the working place, which could negatively
reflect the production level of organization. On the other side, Jamal (2014) examined that
transactional leadership could determine as the leadership style which could aids to the team
mates for finding an effective strategies as well as values with respect to the specified

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concern. Regardless of prizes persons from relations can expect as well as sort of self-
governance freedom. A transactional leader tends to inform his or her fellow members about
what needs to be done and is in no way to accept any kinds of complaints. The inflexibility is
created and due to this, the leaders will address it complicated to make adjustment in the
current scenario and somehow restricts the creative nature of the individual.
In support of this, Ghasabeh et al. (2015) illustrated that this kind of leadership is stubborn in
nature and is not ready to amend any kind of the principles even while having an ear to the
suggestion from the people working under management. It could also hampers the overall
innovation level from group members of team who are willing to provide efficient feedback
and recommendations for betterment of firm. The momentary objects as well as planned
approaches make it stiff for transactional leaders to make changes in the views and opinion of
other that reflect to the organizational efficiency. Since, the organization depends on such
transactional leaders, if this person leaves, it could attracted the business in light of fact that
large portion of the representatives is have not been allowed chance to move toward
becoming team leaders but rather simply just followers.
Evaluation of the leader behavior
Critical evaluation of the leader behavior in relation to the leadership theories
According to Ghasabeh et al. (2015) leadership behavior could allow to the organization for
operating their business and making a decision towards research issue. From this course, it is
addressed that the ROBERT F. KENNEDY is a leader who empathetically thinks about any
situation that is imperative for making the decision in the context of the organization success.
Kennedy's has capability to inspire others towards any situation. It is founded that Kennedy's
give more value to their own opinion rather than focus on others at the time of working on
any particular task, which increases the probability of success of the goal. It is also addressed
that the individual who is working with Kennedy's were little bit afraid as they only believe

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in their own selves. It is examined that Kennedy's willingness to make effective decision on
the basis of their personal code. It reflects the overall image of the leader among teammates.
In addition, It is also founded that there are certain elements which are considered by this
leader named as racial inequality and social injustice. It could be affected by the overall
outcome. In addition, it is illustrated that Kennedy's has made their own belief that affected
the overall performance. It is also examined that Kennedy's is a tool that is practiced to
determine the belief which affected the performance of organization. The leadership
characteristics of Kennedy's has shaped life of others. As per the behaviors of this leader it is
founded that the autocratic leadership style has been practiced by this leader.
Mittal (2015) depicted that the autocratic leader has used the authoritarian leadership style by
which the leader has control of the overall decision as well as input from the team member.
The Autocratic leaders could typically make their selections that are based on its ideas as well
as judgments and rarely chosen and accept the advice of followers. These kinds of team
leader have higher control of the group member.
On the other hand, Larsson et al. (2015) stated that the autocratic leadership will in general
sound very negative. It surely can be when abused or connected to inappropriate gatherings
or circumstances. Furthermore, autocratic leadership could be advantageous in certain
occasions, for example, when choices should be made rapidly without counseling with an
enormous gathering of individuals. A few ventures require solid administration to get things
achieved rapidly and effectively.
On the other side, Franco and Matos (2015) examined that the autocratic leader has made the
people workaholic in which people have given more value to organizational work rather than
others. Group members were more concerned about their work that affected the productivity
of the firm. It is illustrated that the autocratic leader is liable to complete their task on time
without wasting their time. The group leader could make a decision on the basis their own

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experience without involving the group members. Sometimes, I could be quite complicated to
make a happier atmosphere in the working place. It negatively reflects the overall
productivity of firm. These kinds of leaders could tend to work better if one person is either
assigned the leader role and implying takes on their decision.
In a contest to this, Urick (2016) examined that the autocratic leaders could be liable to move
data from the organization quickly as they deliver the task on time as their more passionate
about their rather than those people who are worked under different styles of leadership. It
could be founded that people are more likely to have their decision-oriented towards their
work. The employee of this team could stop their task and communicate with their teammates
as well as leaders and asking about the deadline to complete the work before the targeted
time. It could positively influence the working atmosphere that directs to more reliable as
well as accurate work as well as consistent production.
On the other side, Sudha et al. (2016) illustrated that autocratic team leader is capable to
manage the crisis situation that simply charges for any situation. If there is a short issue then
the expertise of team leader could be practiced to make an effective solution. For the long
term solution, autocratic team leader could direct traffic in particular methods with more
effectiveness as compared to C-suit, generating solutions which could quickly move the
company out of trouble state. It is illustrated that team could have different personality. Most
of the workforces prefer to work to in an atmosphere in which the leader has made the
accurate expectation set for their employees. It would be imperative in accomplishment if
organizational purpose.
McCleskey (2014) illustrated that the employee who desires to work with creative way would
be able to do effectively. The workaholic people never mind the behavior of their teammates
as they affected the overall performance of them. The autocratic leader could take a decision
on the basis of their past experience. It would also increase the productivity of the firm. It is

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also founded that the autocratic leader is the person that is liable to have the decision in favor
of the organizational purpose. It is illustrated that autocratic leader is the person who has
capability to work with diverse kinds of people without reflecting the quality of organization.
It is also illustrated that the employee could take higher advantages by entailing their personal
experience as well as knowledge. It could increase the possibility of getting higher
competitive advantages. If an organization want to complete their task in minimum time but
do not want to increase the existing knowledge of their employees then they have to prefer
authoritarian leadership style in their working place. It would be quite more imperative than
other leadership styles.
In the course, the leadership of Bill Clinton has been discussed. There are certain acts that are
considered by Bill Clinton in their working process as a leadership behavior named as
supporting others, operating with strong results orientation, seeking unique perspective, and
problem-solving skill. These skills might reflect the overall organizational performance.
Thus, it is founded that Clinton used the transformational leadership style as compared to
another leadership style.
According to Choi et al. (2017) transformational authority is a style of administration where a
pioneer utilizes increasingly explicit methodologies or instruments to assemble and look after
connections, increment the inspiration and confidence, and improve the presentation of the
devotees. This leadership could allow to the leader to completing many acts that could be
associated with the identity alignment, increase the interest of followers, identification of
objectives and goals, and determination of required changes in the working place. This leader
is also accountable for making a vision and changing in the rules and regulation for the
continuous growth of the business.
In support of this, Fiaz et al. (2017) illustrated that transactional leadership could concentrate
on organization, performance, and supervision due to increasing the possibility of success. It

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is founded that this leader could promote to the employee for making positive changes in the
working place. It could also encourage the workforces for performing well and make a
decision effectively. This leadership styles could promote to be more creative as well as
being more innovative by collaboration. From the comparison of transactional as well as
authoritarian style of leadership which all the decision making as well as problem-solving
tasks solely on team leader.
In contrast to this, Efferin and Hartono (2015) foundered that transactional leadership has the
benefit of creating ideas as well innovative solution by collaboration. It is illustrated that
transformational team leaders could create, explore, and synthesize perception as well as
ideas. The leadership could set the under transformational strategy that could inspire all
employee for performing well in the working place. Moreover, the innovative solutions
needed to make improvement in the whole business process. It would also increase the
probability of success due to effectively determining those employees who are performing
well in the working place.
Maak et al. (2016) depicted that transformational leadership is a tool that assists to the
organization to motivate the huge number of people. It is also founded that there are certain
approaches that are considered by the team leader to improve the productivity of the
organization caused by encouraging the people to perform well. The transformational leader
could consider many aspects at the time of working with the team named as attentiveness,
pride, enthusiasm, hopefulness, and happiness of workforces.
In support of this, Khuong and Hoang (2015) illustrated that the transformational leaders are
the person that is liable for making the effective outcome. The transformational leader could
facilitate to all employee, to be frank in the working place due to increasing the growth of
organization. It is founded that transformational leadership could play an imperative role in

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increasing the mental as well as psychological health of people due to making a productive
atmosphere.
Chapman et al. (2014) depicted that another quality of transformational initiative is that it
enables an association to experience change since it emphatically impacts the conduct of
workers. Commitment and valence parts of the transformational approach fill in as go for
encouraging hierarchical change. To be explicit, discoveries uncovered that transformational
pioneers inalienably increment the commitment of workers and their impression of the
appealing change results through these two parts, therefore inciting representative conduct on
the side of the change.
From the course, it is founded that Margarette May Macaulay used democratic leadership in
their behavior as it assists to their teammates for working with each other without any
conflict. This lady has given equal value to each member of the team to participate int eh
decision-making process.
Zareen et al (2015) stated that the democratic leadership style is determined as a participative
authority which could include the juniors on behalf of leadership. The team leader as well as
juniors shared an equivalent voice to each other for making a solution in the favour of
particular issue. The democratic leadership style included evaluation of both team leaders
well as juniours, with solid input structures available. The just administration is worked
around the possibility of the agreement through coordinated effort.
In support of this, Zhao et al. (2016) illustrated that authority system would unite individuals,
upgrade correspondence and sharing of thoughts, with the group arriving at an accord on the
best approach forward. It is also estimated this leadership would make a situation where
workers feel progressively valued and along these lines, focused on accomplishing
hierarchical goals. The vote-based authority style depends on common regard. It is regularly
joined with the participatory initiative since it requires cooperation among pioneers and the

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individuals they manage. The majority rule/participative administration style places critical
duty on pioneers and their staff. This is valid for all associations from private endeavours and
government offices to instructive foundations and non-benefit substances.
On the other side, Nawaz and Khan (2016) addressed that democratic leadership style is
outstanding to be brilliant problems tacklers of, especially difficult concerns. This leadership
style could enable the team leader as well as teammates to work cooperatively with each
other’s without any conflict and meet the organizational purpose. The team leader request
that co-workers think of imaginative activities so as to found the different strategies with
respect to the particular issues. This leadership style could give more value to the power
rather than making the relationship with others. Thus it is founded that this leadership could
enables to the leader for meeting the organizational task. It is also is illustrated that this
leadership is quite strike for the employees as compared to other leadership styles but it
provide an opportunity to those employees who give more value to the work. In contrast to
this, Hu et al (2016) illustrated that the team leader must almost certainly convey the
circumstance precisely to guarantee the choices and input being created depend on genuine
data. Notwithstanding when the leader has the last say, the genuineness required for this style
powers every leader to share their thoughts on an equivalent level for discourse. By
remaining transparent, leader urges their colleagues to have similar characteristics. For the
normal specialist, on the off chance that they don't feel enthusiastic about a solicitation or
errand, at that point their responsibility levels to it will be negligible. They have no
responsibility for undertaking, so they have no connections to finishing it as well as could be
expected.
Cooper (2015) illustrated that at the point when employees feel like their commitments are
paid attention to and are significant, at that point more grounded responsibility levels show
up in light of the fact that there is more possession to the undertaking that is required. On the

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off chance that individuals are allowed to be imaginative, at that point they put themselves
into the results that can be accomplished. There will consistently be colleagues who can't help
contradicting the collective choice or the pioneer's choice inside the law-based administration
style. Since the individuals who differ have been a piece of the discussion, in any case, there
is a more noteworthy possibility that they'll comprehend the thinking behind the choices that
were made. That dispute likewise assembles a more grounded vision for the future for each
group or association that uses this administration style.
In support of this, Kang et al (2015) addressed that the democratic leader urges everybody to
be increasingly dedicated to the last objective. Differing assessments and thoughts are
significant for the imaginative procedure. They are additionally significant for the group's
general information base. Various individuals on some random group are specialists at
something. One individual might be an author. Another might be a visual architect. By
allowing every individual to contribute their own aptitude to the discussion, it offers
everybody a chance to grow their insight base. That, thusly, makes more skill inside the basic
leadership process.
Personal learning
A summary of the learning you can take from this assignment for your own practice
and development as a leader
From this assignment, it is observed that leadership is the way by which an individual would
be able to lead team for any specific purpose. From this course, it is evaluated that the
leadership is used as an imperative tool that could make liable to the individual for working
in the team to meet their organizational task. In my career, I also got many opportunities that
are associated with leadership. It would be supported to me for being a successful leader. In
my life, I got different opportunities that are associated with leadership skills. It would be
imperative in reshaping the lives of people (Nanjundeswaraswamy and Swamy, 2014). From

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the course, I improved my leadership skills that are imperative in conducting suitable
behavior among different culture of people. As the team leader. It is observed that the team
leader could be confronted with many problems which could be related to the organizational
purpose. Furthermore, it is evaluated that the team leader if the firm could play an imperative
role in meeting the goal of firm. It is illustrated that the team leader should be liable to make
trust among employee. It could be imperative to get favourable conclusion. It is evaluated
that my leadership journey taught me many things that affected my career. It was complicated
for effectively dealing with the different culture of people. It would also assist to obtain
higher competitive advantages. I increased my skills, which could lead to getting higher
competitive advantages. I confronted form many issues which are related with conflicts as it
could be imperative in getting reliable information with respect to the particular concern
(Nanjundeswaraswamy and Swamy, 2014). After the course, I am capable to conduct
meeting with large number of people that affected the decision-making process. The
leadership is imperative in offering the opportunity to determine my strengths, capabilities, as
well as weakness about leadership skills. It can facilitate to meet long as well as short term
goal of the firm. It can be vital in declining my weakness for being a successful manager
(Northouse, 2018).
This process is vital for directing leading and guiding the behavior as well as acts of others
for the attainment of the particular purpose (Northouse, 2018). It is the capability of the
manager in inducing the employees for effectively working in the team. Leadership could be
potential for influencing behaviors of an individual. It is also determined as the capability to
attract a team group about the goal realization. The team leader is required to create the future
vision and to inspire teammates due to accomplishing the visions of the firm (Daft, 2014). It
is illustrated that the leadership is the capability to persuade others to determine the
organizational objectives. It is human component that binds a group together and inspires

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them for accomplishing the organizational goal (Nanjundeswaraswamy and Swamy, 2014).
The leadership offers a direction for the organization and its workers. Workforces require to
comprehend the direction wherein the organization is headed as well as who to follow for
accomplishing the destination. Leadership considers workers that imperatively perform its
accountabilities as well as continually supervising task completion (Yahaya and Ebrahim,
2016).
It is also examined that the leadership is about setting the favorable illustration for the staff to
follow by being excited towards the work and being inspired to learn new concepts and
supporting out as needed in both teams acts as well as individuals. It is also examined that
effective leadership could make a strong character. The team leader could have such features
named as trustworthiness, honesty, ethics, and integrity (Yahaya and Ebrahim, 2016). It is
also founded that leader activity is effective for increasing accountability for organizational
success. It is illustrated that the strong leadership could allow for open communication in the
working place. Leaders speak with as well as listen to team members for responding to the
questions that are empathetic (Arnold, et al., 2015). It is illustrated that team leader could use
the imperative communication skills which are practiced for moving success of an
organization. It is also observed that true leadership is determined as the plan that is
implemented to meet organizational task. It is possible for the organization to increase its
production by entailing effective leadership style (Al-Asfour and Lettau, 2014). It is
evaluated that the organization could increase its productive leadership that demonstrates
optimism as well as offers positive energy for the employee. An effective leader is supportive
to imperatively enhance the productivity of the organization. The team leader could address
the reassures as well as challenges that could motivate the employee at the time of
completing the organizational task. The team leader could find a way by which the
organization could accomplish an efficient way (Al-Asfour and Lettau, 2014). It is illustrated

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that effective leadership style could make liable to organization in the accomplishment of
company’s task. Through this course, it is observed that there are certain kinds of leadership
styles that are practiced by the firm to operate the process of business named as the
transformation, transactional, autocratic, democratic, and participative leadership (Saleem,
2015). The selection of suitable leadership style could facilitate to the leader of the firm to
meet their organizational task. It is aloe examined that the transformational leadership style
could facilitate to the leaders for working with the group to determine required modification,
creating a vision to direct change by motivation and implementing the change among the
committed group member as it is integral part of the leadership model (Buble, et al., 2014).
Apart from this, it is founded that this leadership is effective to make the decision in favor of
organization (Heyliger, 2014). It is illustrated that organization could make higher production
in the working place. It is illustrated that the leadership styles are imperative tool, which
would be imperative in meeting organizational task. Further, it is founded that the democratic
leadership could facilitate to the team leader of organization to give equal value to the
opinion and views of other teammates that would be effective in meeting the purpose of the
team (Tyczkowski, et al., 2015). It is founded that firm could deeply evaluate the leadership
styles due to increasing the probability of success and make higher profit (Aritz and Walker,
2014). It is also founded that the organization can also imply transaction leadership style
wherein the leader has used the reward structure by which firm would be able to give the
reward to employee on basis of their performance. It is illustrated that the reward structure
could inspire other employees for performing well in the working place (Aritz and Walker,
2014). It would also increase the retention level of employee in the working place. The
transaction leadership could quite create fear among employee for meeting their task. The
transactional leader could punish that employee who does not perform well in the working
place that could quite create complicated for the leader to make positivity (DuBois, et al.,

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2015). Through this course, it is observed that the leadership styles could enable to the team
leader to make decision on the time and effectively operating the business process. It is also
illustrated that the leadership styles could make liable to the organization to operate the
business process in a systematic way (Özer and Tınaztepe, 2014).

LEADERSHIP 21
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LEADERSHIP 22
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LEADERSHIP 23
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LEADERSHIP 24
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119.

LEADERSHIP 25
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LEADERSHIP 26
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