Exploring Modern Leadership Theories

This assignment delves into the complexities of contemporary leadership theories. It explores influential models such as emotional intelligence-based leadership, the relationship between organizational culture and leadership behavior, and the impact of leadership styles on employee performance and engagement. The analysis also considers the evolving nature of leadership in a globalized business environment, highlighting key challenges and opportunities for effective leadership in diverse contexts.

Running head: LEADERSHIP AND MANAGEMENT
Name of the student
University name
Author’s note

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Table of Contents
Introduction......................................................................................................................................2
Analysing the current leadership model..........................................................................................2
Traits, skills and tasks of an effective leader...................................................................................3
Core values of leadership model (refer to appendix)......................................................................4
Expected culture of the organisation...............................................................................................4
Organisational Leadership Seeking to Achieve...............................................................................5
Benefits of using leadership model and comparison with existing leadership models...................6
Application of leadership model......................................................................................................7
Conclusion.......................................................................................................................................7
References........................................................................................................................................8
Appendix........................................................................................................................................10

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Introduction
Leadership and management are very important within the context of an organization. It
forms the backbone or the building block of an organization. The leadership style is reflected
within the culture of san organization. A good and positive leadership is extremely important in
keeping the employees motivated as well as enhance the productivity of the organization. The
leadership styles adopted often varies with respect to individual organizations and further
governs the success of the organization. There are many approaches to a leadership model which
is defined by the core principles adopted by a leadership model. Some of the chosen core
principles for the present assignment are – ethics, teamwork and leadership theory based on
which the leadership model suitable for the current organization have been developed.
Additionally, the issues faced within the implication of the current leadership models have been
analysed over here in order to address the specific issues or challenge.
Analysing the current leadership model
One of the main issues which are faced with respect to the implementation of my current
organizational leadership model is low employee engagement. Presently, the Andrews Airport
parking has been facing a large number of employee turnovers which had been affecting the
survival of the company within the global aviation industry (andrewsairportpark.com 2017). I
personally feel that the lack of employee engagement could be accounted to the lack of affective
working relationships within the organization.
In my opinion, the disengagement of the employees could be attributed to lack of
effective leadership styles and approaches. In this respect the personality traits of a leader further

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governs the kinds of approaches selected by him. A least engaged and callous leader is mostly
focused upon getting the work done rather than reflecting upon the means of doing it. According
to me this kind of leadership approach is effective in brining a rapid change within the
organization. However, as argued by Higgs and Dulewicz (2016), micro changes are needful for
a macro transformation. Therefore, proceeding upon the organizational changes gradually could
be more practical than focussing upon the end result (Mendenhall et al. 2017).
Traits, skills and tasks of an effective leader
A number of traits are required for an effective leadership within an organization which
are–team building, decisiveness, implementing change leadership. In my opinion, organizational
conflicts and authoritarian approaches are some of the factors which hinder the success of an
organization by taking away sufficient freedom from the employees. Some of the recent issues
which had affected the organizational culture of the Andrews Airport Parking are overworked
staffs, less pay, organizational disputes (andrewsairportpark.com 2017). The leaders were
ineffective in managing the teams properly as well as lacked required decision making skills. As
commented by Rauter et al. (2017), the lack of effective systems and technologies hindered
drafting of an affective financial report. This further affected the competing of the organization
within the global market. As argued by Higgs and Dulewicz (2016), using systems such as Q-
CAT can help in making important organizational decisions. However, the organization lacked
sufficiently skilled management who lacked expertise in the similar areas. Additionally, some of
our management staffs were fresh new recruits who had no prior experience in handling and
management of similar organizational disputes.

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Core values of leadership model (refer to appendix)
The leadership model is guided by a number of core values such as –respect, integrity,
authenticity courage, service, humility and wisdom. One of the core principles of the leadership
approach used by me over here would be respect. The value of respect emphasises upon treating
others with dignity, empathy and compassion. The implementation of respect as the core value of
the model also means one needs to learn the skills for earning the respect of others within an
organization (Birdand Mendenhall 2016).
Therefore, the core value could be expanded into the development of a personal
leadership model. Some of the main aspects of leadership which would be taken into
consideration by me over here are treating others with dignity, compassion and empathy as well
as earning the good will of fellow co-workers.
Expected culture of the organisation
If the model of organisational leadership is applied to Andrews Airport parking then the
main cultural change that will get reflected in the organisation is motivated team which excels in
strategic communication, effective listening and high team involvement (Wrigley and Bucolo
2012). An organisational leadership model will lead to a huge transformation in the culture of the
organisation which supports shared values, belief and perceptions held by the employees.
Because the culture of the organisation reflects behavioural norms that are used by the staffs of
the organisation in order to give meaning to the situations that they experienced, it can influence
the behaviour and attitudes of the staffs (Tsai 2011). Andrews Airport Parking if leaders on the
shoulders of the organisational leadership model, will understand the core values of the
organisation that will help in the prevention of the internal conflict and thereby reducing

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employee turnover. Organisational leadership model also supports functionalist perspective
thereby providing an impressive evidence of the role of the culture in the organisation towards
improving the overall performance of the employees (Tsai 2011).
The cultural of the organisation will be more ethical where the leaders are nimble in
balancing truth and loyalty along with short term and long term justice and mercy. Such ethical
implications will be strictly impartial and the leaders with make use of the ethical approach to
look for “the hidden alterative” in certain situations which are ethically questionable (Shockley-
Zalabak 2014). Effective communication will also take centre stage which will give preference to
values, assumptions, belief and expectation (VABEs). Effective communication in turn will
focus on the areas of agreement while effectively listening to the messages of other. As per my
understanding, this approach of effective listening will reduce the rate of difference among the
employees and thereby promoting more team performance via negating disputes (Shockley-
Zalabak 2014).
Organisational Leadership Seeking to Achieve
The model of organisational leadership, as proposed by me as a medium to attain success
to Andrews Airport Parking will main seek to achieve three different wings of leadership model.
First it will take efforts in understanding the leadership type where the leaders will have positive
and ambitious future direction wrapped with clear vision of code of ethics. Next domain that will
be excavated will be display of proper leadership in proper domains of the organisation. Here the
leadership forces will have a strong commitment towards the well-being and morale of
workforce of all level of the organisation. Moreover, it will also preach innovation within the
existing work culture (Lee 2011). Lastly, the organisational leadership style will also promote

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towards the development of effective leadership. Here the forces will have strong ethos towards
the personal development while taking accountability for their own work and helping others in
emergency situation. Moreover, such leadership styles will also promote effective program I
indentifying evolving talent in the group and thereby providing appreciation to the team mates
and increasing the level of employee motivation and job satisfaction. The leadership forces will
also move from a target-driven culture towards qualitative model that allows the staffs to use
their own discretion on drawing on an evidence base of “what works and what not” (Lee 2011).
Benefits of using leadership model and comparison with existing leadership models
There are a number of benefits of using the particular leadership model within the
organization such as dissolvent of the internal conflicts along with settlement of the productivity
gaps. This form of leadership model is guided by an ethical culture. It consists of a number of
informal and formal systems which works together to establish an ethical conduct within the
organization. It is further supported by one of the oldest theories of common good, which states
that the good of an individual is inseparable from the good of the organization within which the
employee works (Rosemann et al. 2014).
The leadership model used over here is different from the one currently operated within
the Andrews airport parking which follows a stringent set of rules and organisational principles
rather than giving the employees the flexibility to work and learn as per their requirement. The
goal is move towards a more situational and flexible model.

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Application of leadership model
As a part of the management committee I need to hold sufficient respect and empathy for
my staff. My goal would be to understand the personal growth targets of my staff and help them
in achieving the same. Therefore, I should not force them to simply satisfy the organizational
targets. As commented by Purcell (2014), overworked staff is often the most disengaged staffs
and leads to massive organizational turnover. Additionally, another sole concern of the
leadership mode used by me would be to earn the good will of the employees working for my
organization (Bedarkar and Pandita 2014). This would help me in reducing the massive turnover
rates. Some of the programmes implemented by me in this regard would be to train the
employees in using the recent technologies as frequently as possible. As commented by Goleman
(2017), employee motivation through timely appraisals is another way to motivate the staff.
Conclusion
In this respect, adopting a situational leadership style would help me in adapting to
requirements of the organization gradually. Additionally, adaptation of the model would give
more flexibility to the staff for learning and development of their personal skills. In addition,
conducting random internal audits can also help in understanding the gaps within the
organizational process. The ethical leadership style adopted over here was to emphasise upon the
common good of the employees which also takes into consideration their personal growths rather
than simply achieving organizational targets.

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References
andrewsairportpark.com (2017), andrewsairportpark.com , available at :
https://www.andrewsairportpark.com.au/About-Us [Accessed on 26 Jan 2018]
Bedarkar, M. and Pandita, D., 2014. A study on the drivers of employee engagement impacting
employee performance. Procedia-Social and Behavioral Sciences, 133, pp.106-115.
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business, 51(1), pp.115-126.
Goleman, D., 2017. Leadership That Gets Results (Harvard Business Review Classics).
Massachusetts: Harvard Business Press, pp. 591-752.
Higgs, M. and Dulewicz, V., 2016. Developments in leadership thinking. In Leading with
Emotional Intelligence (pp. 75-103). Cham :Palgrave Macmillan.
Lee, G., 2017. Leadership coaching: From personal insight to organisational performance.
London: Kogan Page Publishers.
Mendenhall, M.E., Osland, J., Bird, A., Oddou, G.R., Stevens, M.J., Maznevski, M.L. and Stahl,
G.K. eds., 2017. Global leadership: Research, practice, and development. Abingdon: Routledge,
pp. 156-225.
Purcell, J., 2014. Disengaging from engagement. Human Resource Management Journal, 24(3),
pp.241-254.
Rauter, R., Jonker, J. and Baumgartner, R.J., 2017. Going one's own way: drivers in developing
business models for sustainability. Journal of Cleaner Production, 140, pp.144-154.

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Rosemann, M. and vom Brocke, J., 2015. The six core elements of business process
management. In Handbook on business process management 1 (pp. 105-122). Berlin :Springer,
pp. 225-264.
Sethuraman, K. and Suresh, J., 2014. Effective leadership styles. International Business
Research, 7(9), p.165. New Jersey:Taylor & Francis, pp. 115-198.
Shockley-Zalabak, P., 2014. Fundamentals of organizational communication. London: Pearson,
pp. 125-231.
Tsai, Y., 2011. Relationship between organizational culture, leadership behavior and job
satisfaction. BMC health services research, 11(1), p.98.
Wirtz, B.W., Pistoia, A., Ullrich, S. and Göttel, V., 2016. Business models: Origin, development
and future research perspectives. Long Range Planning, 49(1), pp.36-54.
Wrigley, C. and Bucolo, S., 2012. New organisational leadership capabilities: transitional
engineer the new designer?. In Leading Innovation through Design: Proceedings of the DMI
2012 International Research Conference (pp. 913-922). DMI.

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Appendix
Figure1: Personal leadership theory
(Source: author)
What are the core values guiding my leadership model?
integration of the core values in the leadership style
Benefits:
dissolvent of the internal conflicts
settlement of productivity gaps
Establishment of common good
Bringing forth more flexibility into the table