Leadership Management in ICCR: Evaluation and Recommendations

Running head: LEADERSHIP MANAGEMENT
Leadership management
Name of the student
Name of university
Author note

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Introduction
Effective leadership is important for the contemporary business entities because
leadership roles will determine the effectiveness of the internal stakeholders. Thus, organizations
with having the effective leadership roles will have higher probability of organizational success.
However, leadership roles can be made successful only when they will be initiated on the basis
of consideration of few factors. These factors are variable in nature because they tend to change
with time. Hence, it is important for the leadership roles in the business entities to initiate the
leadership styles and approaches according to the business situations. There is different
leadership models used to evaluate the leadership styles in the organizations and each of these
models will be applicable in various situations. In the current business state of affairs,
contemporary business organizations are facing huge challenges of changing business situations
and thus they are initiating various types of leadership models.
In the case study given, Rachel is the leader at ICCR and she possesses multiple
leadership approaches, which is having both long terms and short term complications for the
company. It is also reported that the leadership styles of Rachel are facing challenges in recent
time that should be mitigated. This paper will discuss about the business situation of ICCR on
the basis of different leadership models, theories and concepts. Critical analysis will also be done
to evaluate and understand each of these concepts. Recommendations will be discussed against
the identified factors.
Evaluation of the leadership models
Prior to the evaluation of the leadership roles in ICCR, it is important to have the proper
and ideal understanding about the leadership models. This will help to critically discuss the

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effectiveness of leadership roles in ICCR. One of the major models of leadership is the
authoritative leadership. This refers to the output orientation of the leaders where the leaders are
focused only on the enhancement of the productivity. It is stated by Iqbal, Anwar and Haider
(2015), authoritative leaders are less likely to involve the internal stakeholders in the decision
making process. This is due to the fact that authoritative leaders are tends to be confident enough
to direct the employees in achieving the success. However, in this case, it is stated by Sternberg
(2013) that following authoritative leadership can have detrimental impacts on the business
because of the fact that employees will have lower sets of productivity. In this leadership style,
employees tend to have lower sets of involvement in the organizational affairs. Thus, the level of
organizational citizenship will be low for the employees.
However, there are different opinions being given by others authors that state that
authoritative style of leadership can be effective for particular section of the employees. As per
the McGregor’s x and y theory, employees from the X group are having more negative approach
towards their workplace. According to Gurbuz, Sahin and Koksal (2014) X group of the
employees are tending to avoid their responsibilities and they need to be supervised in their
work. Thus, as per the authors, authoritative style of leadership is effective for managing these
employees. In terms of the situation at ICCR, non performing employees are not evident and
they are supportive of the leadership roles followed in the workplace. Thus, it can be concluded
that authoritative style of leadership is not relevant for the business operation of ICCR. In the
next section, it will be seen whether Rachel is following authoritative style of leadership.
Another major model of leadership is the authentic executive, which refers to the
leadership roles where the leaders are transparent and honest about their emotions. These leaders
also find it difficult in managing their authentic emotions towards any events. This model of

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leadership is also having both advantages and disadvantages with the major advantage are
accessible to even the lower level employees. According to Wong and Laschinger (2013),
initiation of the authentic leadership might help in the enhancing the productivity and
performance of the employees. This is due to the reason that in this case, the leaders will be more
emotionally attached with the employees and will also be involved in the organizational process.
Hence, the involvement from the side of the employees will be more in this case. On the other
hand, Marsh (2013) stated that passion of the employees will get increased with the authentic
style of leadership in place and family styled culture can be followed in the workplace. However,
the authentic leadership is also having demerits such as lack of control of emotion, which might
have negative implications on the employees. As per Regan, Laschinger and Wong (2016), in
different cases, authentic leaders cannot able to control their emotions majorly in the case of
negative incidents and this will affect the impression among the employees. The level of
involvement being shown by the authentic leaders might put pressure on the employees in terms
of their performance. In the case of ICCR, it is evident from the case that Rachel is following
authentic style of leadership to some extent. It will be analyzed in the next section.
Another effective and popular model of leadership is coaching that refers to the fact that
leaders are also responsible of mentoring the employees in achieving their objectives. According
to Berg and Kalsen (2013), leaders should also act as the coach or mentor for their employees
due to the reason that it is responsibility of the leaders to make them effective and eligible. The
authors have also stated that coaching leadership can be highly effective in managing the
employees because they will be better trained and specialized in dealing with the organizational
challenges. However, on the other hand, as per Ladegard and Gjerde (2014), following coaching
style of leadership can be challenging because different employees will have the requirements