Leadership Management Profile - Traits, Styles, and Scenarios

This article discusses the trait theory of leadership, situational, transformational, and servant leadership styles, and leadership scenarios. It also includes a personal leadership profile.

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Leadership Management Profile
Student’s Details
10/5/2019

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Contents
Trait Theory.....................................................................................................................................2
Situational, Transformational, and Servant Leadership..................................................................3
Situational Leadership..................................................................................................................3
Transformational Leadership.......................................................................................................3
Servant Leadership.......................................................................................................................4
Power of Leader...............................................................................................................................4
Leadership Scenarios.......................................................................................................................5
Scenario 1.....................................................................................................................................5
Scenario 2.....................................................................................................................................5
Scenario 3.....................................................................................................................................6
Scenario 4.....................................................................................................................................6
Scenario 5.....................................................................................................................................6
Personal Leadership Profile.............................................................................................................6
References List................................................................................................................................9

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Trait Theory
The trait theory of leadership tries to describe different types of behavior and tendencies
related to the dominant personality. This is probably the first academic theory of leadership.
Thomas Carlyle (1841), we can call it the precursor of trait theory. Those who have gained
authority by exercising their talents, skills and physical characteristics are described under this
theory (Kargas, 2015).
Leaders show a high level of effort. They have a relatively high desire for achievements,
they are ambitious, they have more energy, and they continue their activities and show initiatives
intermittently. For example, to start a new project, I take initiatives that motivate others and it is
known as a drive. Leaders who want to lead, they must have the qualities to influence others and
have a strong desire to lead; besides leaders show responsibility to do any task. The most
important factor for leadership is honesty and integrity. Leaders should have the qualities to
establish a trustworthy relationship with their followers.
Proponents of trait theory looked at leadership characteristics and stated that following
certain characteristics could lead to effective leadership. Some experts argue that "the dominant
leader includes a few more qualities: drive (a broad term, which includes achievement,
motivation, ambition, power, tenacity and initiative), leadership motivation" (aspiring to lead but
do not want to be empowered because it is an end in itself), honesty, integrity, self-confidence
(which comes with emotional stability), cognitive ability and business is linked to cross
information. According to this research, “there is less clear evidence for charisma, creativity, and
modesty " (Lunenburg, 2011).

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Communication is a trait of a good leader which is not explained in the traits theory. To
lead the organization, it is very important that you must have the skills to communicate important
things in the organization. I have communication skills and with the help of this, I will become
an effective leader.
I have the skills and ability to become an effective and good leader. Because a good
leader must have an ability to communicate in an effective manner, ability to lead the employees,
objective-oriented self-confidence and honesty and I have all these abilities.
Situational, Transformational, and Servant Leadership
Situational Leadership
Many relationships in leadership are based on situational leadership, which may include
mainly external relationships, group management, resources, and organizational culture. A leader
who is transformative in nature will not care about organizational culture and will implement
his / her vision. The situational leader attaches great importance to teamwork and collaboration
and can recognize the culture of that organization. For example, the situational leader
communicates with the employees themselves and strengthens the communication base and is
aware of how well that employee will fit in with the nature of that team-oriented culture. Some
experts believe that situational leaders consider the presence of top employees highly important
and consider personal development to be the source of organizational success (Murphy, 2018).
Transformational Leadership
Transformational leadership is an important type of leadership. Understanding and vision are
both the most important factors for transformational leadership because employees feel very
comfortable with the growth of the organization; this is possible only when the employee has the

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understanding and vision to move the organization forward. If there is passion in the
transformational leader then he can sell his perspective to the organization and its employees.
This leadership is important where the morale of the employees of the organization is low and
the organization is looking for a big change. The personality of transformational leaders has a
personal charisma that motivates employees to work in harmony with the organization. (Moran,
Robert, & Moran, 2011).
Servant Leadership
Servant leadership is also another type of leadership, in this leadership, there is a leader
who emphasizes the needs of the team. In this, a particular style of leadership is implemented on
the basis of training programs (Khan, 2018).
In comparison to the situational leadership and servant leadership, transformational
leadership is more effective because, in the transformational leadership, leader and employees
move their vision about the organizational goal. It can be said that transformational leadership is
very helpful and it considers group work which is very effective for the organization (Ebrahimi
Mehrabani & Azmi Mohamad, 2015).
The leader of our organization in which I am working, that leader uses transformational
leadership. He communicates with us very effectively and discusses the work as well as he takes
ideas from us to achieve organizational goal. When he takes feedback and ideas from us, it
motivates and appreciates us to work hard. To work in this type of leadership is a very good
experience.

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Power of Leader
A leader can use his power and influence in two ways; harmful ways and positive ways.
Power has many types such as expert power, coercive power and many more. Every type of
power has its own characteristics (Galagher, 2019). In an organization, a leader used his power
and influence in a positive way he followed the expert power. Expert power is a positive form of
leadership, in which the leader is required to have deep knowledge and facts of any task and in
addition to its expertise also plays the main role. In this, leaders often use excessive intelligence.
These leaders can play any type of role and carry out the tasks of the organization responsibly
because they have confidence in their power. His same abilities make him entitled to reward the
power of prize in the right mode. These leaders can convince any employee to work with them,
this mode is much appreciated (Hernandez, 2010).
On the other side, one leader used his power in a very harmful way as he followed the
harmful way. This type of power is dedicated to the idea of coercion. It means that a person is
compelled to strive for something against his will. The biggest objective of coercion is
compliance. This method of power shows what happens once there is no compliance. There are
many types of power that are used in aggressive approaches such as abusive reference power to
withhold rewards or experiences or threaten social exclusion (Clarke & Higgs, 2016). The force
of power is completely related to retaliatory behavior and is negatively associated with
conditional reward behavior. This mode of power usually causes issues. In many cases, such
power is exploited. The ability to force will cause unhealthy behavior and dissatisfaction at work.
Leaders have misconstrued the leadership as a threat to their management design. Generally,
these threats are associated with dismissal or decline (Gill, Boies, & Fiset, 2015).

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Leadership Scenarios
Scenario 1
In this scenario, an organization can use participating style leadership because this type of
leadership, the leader shares the ideas and decisions with the employees which motivates them
and encourage them to participate in the activities of the organization. With the leadership,
employees who are underperforming and have lack confidence, they will feel confident in work
and they will give their hundred percent efforts.
Scenario 2
In this scenario, the employee was very good at work but now she is not happy in the
organization that means there is lack of support. In this situation, company must use supportive
leadership style which will support and motivate the employees about their work. With the
support of a good leader, she will focus on the work.
Scenario 3
A reward system is very important to motivate and appreciate the employees. In this
scenario, company can use participative leadership because in this type of leadership, employees
take participate in every work of organization very effectively and the company takes reward for
their best performance.
Scenario 4
In this scenario, employees are facing problem-related to less reward system which is
demotivating the employees. In such a situation, company can use the participating leadership
style because, in this style, leader motivates the employees to take participation in the work of

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organization. To motivate the employees, leader uses reward system as it is good way to
motivate them and increase participation in the work.
Scenario 5
The restaurant is not in good condition, so in this case, the manager follows the directive
leadership style because the success and failures of the restaurant mostly depend on the workers
and employees as it is a service industry. First of all, manager will set the goals and objectives of
the restaurant and he will give an effective direction to employees to achieve the organizational
goal. This leadership style will give direction to the employees as well as motivate them.
Personal Leadership Profile
When I joined the group, I came to know that the group is of any type or no matter how
big or small, the leader has to do some running and some work, the first requirement for this is
good health. After becoming a leader, I made my health worthy so that I could do all the work
properly. Due to my healthy body with all these qualities in me, it proved to be an icing on the
cake for me.
When I joined the leadership, I realized that good mental health is very important for the
leader because in the group I felt the need to make all future decisions. I realized that I have to
make all future plans for this; mental health is a great need. Along with mental health, it is also
important to have a complete development of thinking and reasoning power. The leader has to
communicate with the group members from time to time. For this, I understood the authority on
the basic language of the dialogue and adopted it in my style, that is, the language in which I
communicate should be well understood and at the same time, I needed to be proficient in
communication skills.

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As we all know that in the present age, we cannot be communicated without language
and without effective language I cannot be communicated effectively, therefore a leader should
have authority over the language, i.e. it is very important for me to learn this language well. If
the dialogue is effective, then it will have the same effect on the people of the group and the
work of the group will be carried on equally well.
Self-confidence is necessary for every person to achieve success in every field.
Confidence is considered the key to success. The first thing is that without confidence the leader
cannot take the right decision and even if he takes the right decision, he is in a dilemma whether
he knows that this decision is right or not. It is the confidence of the leader that helps him to take
the right decision and act according to the decision. When my confidence increased, I also
proved to be a good leader in my organization (Barr & Dowding, 2019).
My experience is that self-confidence is reflected in the face of the leader, in the absence
of a glimpse of confidence, the leader does not have any influence on the group. I also have an
experience that without confidence neither leader can use effective language style nor can
dialogue be made effective.

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References List
Barr, J., & Dowding, L. (2019). Leadership in Health Care. London: SAGE.
Clarke, N., & Higgs, M. (2016). How Strategic Focus Relates to the Delivery of Leadership
Training and Development. Human Resource Management, 55(4), 541-565.
Ebrahimi Mehrabani, S., & Azmi Mohamad, N. (2015). The new approach to leadership skills
development (developing a model and measure). Journal of Management Development,
34(7), 821-853.
Galagher, P. F. (2019). Change Management Handbook: The Leadership of Change Volume.
New York: PFG Publishing.
Gill, H., Boies, K., & Fiset, J. (2015). Communication and trust are key: Unlocking the
relationship between leadership and team performance and creativity. The Leadership
Quarterly, 26(6), 1080-1094.
Hernandez, M. (2010). Promoting Stewardship Behavior in Organizations: A Leadership Model.
Journal of Business Ethics, 80(1), 121-128.
Kargas, A. D. (2015). On the relation between organizational culture and leadership: An
empirical analysis. Cogent Business & Management, 2(1).
Khan, M. H. (2018). Cross-cultural leadership and the hospitality industry: a leadership style
towards success in organizational goals in France. Hospitality & Tourism Management
International Journal, 1(4), 20.

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Lunenburg, F. C. (2011). Leadership versus Management: A Key Distinction—At Least in
Theory. INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND
ADMINISTRATION.
Moran, R. T., Robert, P. H., & Moran, S. V. (2011). Managing Cultural Differences: Global
Leadership Strategies for Cross-cultural Business Success. Abingdon-on-Thames:
Routledge.
Murphy, M. A. (2018). Leadership Styles: How to Discover and Leverage Yours. New York:
Leadership IQ Press.