Leadership Assignment 2022

Running head: LEADERSHIP
Leadership

LEADERSHIP
Executive Summary
The wicked problems are very disturbing for any kind of departmental structure and culture.
Thus, different strategies and theoretical framework have been chosen for the study. In this
study, the dynamic leadership framework, transactional leadership and transformational
leadership have been implemented for mitigating the core wicked problems and issues within
the country, which is related with the Queensland drought happened in Australia. On the
other hand, the application of the framework and the importance of all the selected leadership
styles have been described in the study.

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Table of Contents
Introduction................................................................................................................................3
Discussion and Justification of the Critical leadership issues....................................................3
Leadership Approach.................................................................................................................4
Justification of the continuance of the leadership problem........................................................5
Recommendation and justification.............................................................................................7
Conclusion..................................................................................................................................9
References................................................................................................................................10

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Introduction
The primary motive of the study has been to identify the important elements regarding
the leadership issues and the reasons behind its application towards mitigating the wicked
problems like the Queensland drought. The application of critical leadership has been done
for solving the wicked problems along with developing the leadership frameworks and
approaches for mitigating the same issues in Department of Agriculture and Fisheries,
Queensland. On the other hand, at the same time frame, justification of the leadership
approaches for the core resolution of the issues has also been elaborated in the study.
Brief Discussion on the wicked problems
The wicked problems related to the Queensland drought are very complex in nature
and they always defy for the simple and lucid formulations along with the core deliverance of
easy solutions. Due to these core issues, the dynamic leadership is much needed and it should
be accepted by all the leaders and managers of the business entities. Along with the dynamic
leadership framework, the transactional leadership along with the transformative leadership
are also much appropriate in mitigating the wicked problems (Roberts et al., 2016).
Discussion and Justification of the Critical leadership issues
It can be observed that there are many critical leadership issues that are related to
wicked problems in the modern business environment. In recent years, there are many
Department of Agriculture and Fisheries, Queensland those who are facing diverse leadership
issues like de-motivation of the employees and workers as they are much tired in solving the
wicked problems related to Queensland drought (Afsar et al., 2017). The wicked problems
are those challenges, which are much difficult to crack out within the restricted time span. On
the other hand, they are much subjective in nature, and it cannot get detached with the
environment. Thus, due to these kinds of problems and issues, the managers of the
Department of Agriculture and Fisheries, Queensland are becoming much fatigue and they
are becoming weak and feeble in their decision-making skills. Thus due to the core increment
of the wicked problems related to Queensland drought , the productivity of the companies
have been decreasing and the human resource management in diverse multinational
Department of Agriculture and Fisheries, Queensland have been failing in retaining their
experienced staffs and workers within the departmental culture (von Thienen, Royalty &
Meinel, 2017).

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The wicked problems are very hard to control and thus they are eliminated by the
higher authority of the company in a frequent manner. The Queensland drought was a very
complex problems and the Department of Agriculture and Fisheries, Queensland related with
the government faced much leadership issues due to the core occurrences. In the recent times,
different Department of Agriculture and Fisheries, Queensland have appointed the research
analysts for finding the credibility of the Queensland drought and thus ascertaining out the
prior relationship between the cause and effect in between the occurrences of wicked
problems. In this manner, the cost of recruitment of the company has been increasing at the
same point in time (Peachey et al., 2015). It can be understood that due to the core leadership
issues and problems faced by Department of Agriculture and Fisheries, Queensland, the
communication between the employees and the higher authority has been decreasing in most
of the firms. Thus, the wrong decisions are taken by the leaders, which is not adjustable and
correct for the crucial situations (Plattner, Meinel & Leifer, 2015).
Leadership Approach
The leadership approach related with the central government Department of
Agriculture and Fisheries, Queensland, who were responsible in mitigating the issues
occurred in the North-east region of the New South Wales and South East part of Queensland
in Australia. The Department of Agriculture and Fisheries, Queensland has faced much
trouble in solving the issues related to drought and thus the leadership frameworks have been
discussed in relation to this department or department of central government. In the case of
the leadership approaches, it can be realized that dynamic leadership approach or the
framework is much appropriate. The wicked problems are very complex issues that evolve
within the departmental culture and to solve or to crack down the crucial Pro-forma, the
flexible, adaptable, experimentation and speedy features of the dynamic leadership helps the
managers within the workplace environment. In recent times, it can be observed that many
Department of Agriculture and Fisheries, Queensland have been working in the most
complex systems due to the issues related to the stakeholder's interests (Breevaart & Bakker,
2018). The dynamic leadership thus helps in solving critical problems and thus sharing
important information in the need of the department. At the same point of time, the dynamic
leadership approach is much helpful in bringing out the shared values and collaborating with
the effective leadership modules and establishing a new type of monitoring system for
solving the issues related with the wicked problems (Peters, 2017).

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In most of the Department of Agriculture and Fisheries, Queensland of the world, it is
observed that the inspiring commitment of the leaders and managers are much needed in this
phenomenon and thus grooming themselves as the peer issue solver. With the help of the
dynamic leadership approach, the broad-based involvement of the managers and employees,
participation and sustainable hope can be also conveyed for facilitating the solutions related
to the wicked problems. In the case of establishing the dynamic leadership frameworks, the
department recruits some efficient managers and leaders, who have the capability to mitigate
the chances of wicked problems within the department culture. The quality of the leaders
have been described below
 In the case of adopting the dynamic leadership approach, a manager should be a
knowledge synthesizer and he must be creative enough
 Fostering and facilitating the collaborative workshops and the managers should be the
system thinkers at the same point of time.
 On the other hand, in the dynamic leadership approach, the leader also should be
enough conceptualizer and he should have extreme reasoning before delivering some
statements regarding the wicked problems (Hocking, Brown & Harris, 2016).
Furthermore, along with the dynamic leadership approach, the transactional and
transformational leadership styles are also very important for mitigating the wicked problems.
It is observed that the Transactional leadership style is one of the significant frameworks,
which helps the leaders in relieving the stress of the managers, goal setting and planning at
the same time span. On the other hand, the competency of the leader and manager along with
the structure of the department can be also resolved with the help of the Transactional
leadership style (Higgs & Dulewicz, 2016).
On the other hand, transformational leadership style is also very important for the
development of the teamwork and solving critical solutions in the crucial situations within the
departmental culture (Ladan, Nordin & Belal, 2017). The creativity and the autonomy of the
leaders along with the situational awareness are also increased with the support of the
Transformational leadership style. These qualities are much needed for resolving the wicked
problems within the department and it can be mitigated for a long time span. However,
personal relationships can also be emphasized with the support of Transformational
leadership style (Wrigley & Straker, 2017).

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Justification of the continuance of the leadership problem
It can be observed that with the help of the leadership framework, the problems regarding
the wicked problems can be solved. The parallel leadership is one of the important theory
through which the wicked problems can be mitigated. The successful implementation of the
leadership framework can be done with the help of some factors that have been described and
elaborated below
 The implementation of the successful leadership can be done with the help of
advanced characteristics of the innovation and also the features of the individual
elements those are ready in adopting several theories for mitigating the wicked
problems related to Queensland drought (Dartey-Baah, 2015).
 Alongside, it can be understood that with the proper application of the dynamic
leadership framework, transactional leadership and transformational leadership, the
wicked problems can be solved. This can be implemented with the help of the
improved sources of communication and thus influencing others regarding the
improved innovation within the departmental culture.
 In case of the core application of the dynamic leadership framework, transactional
leadership and transformational leadership, it is observed that the cultural and
structural characteristics of the Department of Agriculture and Fisheries, Queensland
have also targeted in adopting within the specific time frame.
 The application of the dynamic leadership framework, transactional leadership and
transformational leadership by considering the effects and coagulations regarding the
external environment are also judged accordingly for meeting the main goals and
objectives. Thus, in this scenario, the Department of Agriculture and Fisheries,
Queensland also uptake the main procedures and they linked the features with the
other factors for mitigating the wicked problems related to Queensland drought
(Gosling et al., 2016).
It is noted that the dynamic leadership framework, transactional leadership and
transformational leadership are the most important strategies and styles which most of the
company choose for mitigating and reducing the negative impact of the wicked problems.
However, in case of the core benefits within these three strategies and leadership styles, the
transformational leadership plays one of the important roles, which are described below

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 With the help of the transformational leadership, the renewal of the values and
reinterpreting the same can be evaluated with the same time frame. These are also
encrusted with the hypocrisy, those generate new values within the departmental
culture.
 The transformational leadership is also useful in generating and liberating true
energies and goals that were imprisoned by the distinguished habits and thoughts
 The regeneration of the destroyed and forgotten goals can be revamped with the help
of the transformational leadership and thus creating new objectives and goals for
acceptable circumstances (Tepper et al., 2018).
 Achievement with the help of science and other modes of understandings and
exploration can be presented with the help of the transformational leadership and new
solutions can also be presented in the same point of time.
 The release of the prior human possibilities, lifelong growth and improved education
within the departmental culture can be established with the help of the
transformational leadership (Meuser et al., 2016).
It can be observed that, along with the transformational leadership, dynamic leadership
has also played an important role in mitigating the core impact of wicked problems. The
significance and the importance of dynamic leadership have been elaborated below
 It is one of the leadership styles that is adaptable to all the managers and leaders of the
department. It also combines some of the instances that are related to proactive works
and reactive works. The dynamic leadership helps the company or a multinational
department to grow and thus earning more income and revenue in the domestic and
international market.
 On the other hand, dynamic leadership also teach the employees to find out the exact
solutions for wicked problems. The making of the strategy more nimble than the past
and thus in culminating new changes within the company environment has also been
one of the significances of the dynamic leadership framework.
 Dynamic leadership is the future of any business department. It is because new ways
that are invented and developed by the framework helps the chief managerial
hierarchy of many companies to delete or escape from the rigidity of the wicked
problems (Prasad & Junni, 2016).

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Recommendation and justification
In the case of the recommendations and suggestions related to reducing the impacts of the
wicked problems, the suggestions have been stated below
 The department should give intense training to the employees regarding the
combining system, which is one of the ways for mitigating the wicked problems from
the departmental structure and culture. It is because, the combining system has many
conceptualizations, through which various problems can be solved.
 Moreover, in the case of mitigating the wicked problems from the departmental
structure and culture, the department should also train their employees for mastering
the agile and waterfall technology and methodology. It is because the agile
methodology and the waterfall methodology are important as they break down the
digestible nodes into various objects, concepts and purpose for the benefits of the
company.
 With the help of the advances design thinking, the reduction of the wicked problems
from the departmental structure and culture can be possible. Thus, it can be suggested
the advanced design thinking should be installed by the department. The managers
and the leaders also feel much pleasant as they receive diverse kinds of concrete
feedbacks from the customers.
 The Agile methodology is one of the core interactive approaches that should be used
by the new product development and minimizing the wicked issues that are related to
the system designs of the methodology.

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Conclusion
It can be concluded that the wicked problems related with the Queensland drought are
very crucial and it has hampered the normal atmosphere of the country. The wicked problems
must be eliminated for making the employees free from the external hazards and making the
country prosperous in the future years. The patience and the productivity of the workers,
managers as well as the leaders are also hampered at the same point of time. In this study, the
strategies and theories for mitigating the wicked problems from the country as there was a big
issue in Queensland regarding severe drought have been discussed with the help of dynamic
leadership framework, transactional leadership and transformational leadership.

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References
Afsar, B., Badir, Y. F., Saeed, B. B., & Hafeez, S. (2017). Transformational and transactional
leadership and employee’s entrepreneurial behavior in knowledge–intensive
industries. The International Journal of Human Resource Management, 28(2), 307-
332.
Breevaart, K., & Bakker, A. B. (2018). Daily job demands and employee work engagement:
The role of daily transformational leadership behavior. Journal of occupational
health psychology, 23(3), 338.
Dartey-Baah, K. (2015). Resilient leadership: A transformational-transactional leadership
mix. Journal of Global Responsibility, 6(1), 99-112.
Gosling, J., Jia, F., Gong, Y., & Brown, S. (2016). The role of supply chain leadership in the
learning of sustainable practice: toward an integrated framework. Journal of Cleaner
Production, 137, 1458-1469.
Higgs, M., & Dulewicz, V. (2016). Developments in leadership thinking. In Leading with
emotional intelligence (pp. 75-103). Palgrave Macmillan, Cham.
Hocking, V. T., Brown, V. A., & Harris, J. A. (2016). Tackling wicked problems through
collective design. Intelligent Buildings International, 8(1), 24-36.
Ladan, S., Nordin, N. B., & Belal, H. M. (2017). Influence Of Transformational Leadership
On Knowledge Hiding: Mediating Role Of Departmental Psychological Ownership:
A Proposed Framework. International Journal of Business & Management
Science, 7(2), 261-277.
Meuser, J. D., Gardner, W. L., Dinh, J. E., Hu, J., Liden, R. C., & Lord, R. G. (2016). A
network analysis of leadership theory: The infancy of integration. Journal of
Management, 42(5), 1374-1403.
Peachey, J. W., Zhou, Y., Damon, Z. J., & Burton, L. J. (2015). Forty years of leadership
research in sport management: A review, synthesis, and conceptual
framework. Journal of Sport Management, 29(5), 570-587.
Peters, B. G. (2017). What is so wicked about wicked problems? A conceptual analysis and a
research program. Policy and Society, 36(3), 385-396.

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Plattner, H., Meinel, C., & Leifer, L. (Eds.). (2015). Design thinking research: Making
design thinking foundational. Springer.
Prasad, B., & Junni, P. (2016). CEO transformational and transactional leadership and
departmental innovation: The moderating role of environmental
dynamism. Management Decision, 54(7), 1542-1568.
Roberts, J. P., Fisher, T. R., Trowbridge, M. J., & Bent, C. (2016, March). A design thinking
framework for healthcare management and innovation. In Healthcare (Vol. 4, No. 1,
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Tepper, B. J., Dimotakis, N., Lambert, L. S., Koopman, J., Matta, F. K., Man Park, H., &
Goo, W. (2018). Examining follower responses to transformational leadership from a
dynamic, person–environment fit perspective. Academy of Management
Journal, 61(4), 1343-1368.
von Thienen, J., Royalty, A., & Meinel, C. (2017). Design thinking in higher education: How
students become dedicated creative problem solvers. In Handbook of research on
creative problem-solving skill development in higher education (pp. 306-328). IGI
Global.
Wrigley, C., & Straker, K. (2017). Design thinking pedagogy: The educational design
ladder. Innovations in Education and Teaching International, 54(4), 374-385.