Leadership Qualities and Effective Team Leadership in Business Management

This study analyses the concept of leadership and the types of problems and errors which a person faces and the possible ways in which it can be solved. It also explains the concept of different leadership styles, and their application in different scenarios. The study focuses on the common qualities which successful leaders of all times possess, the skills which the effective leaders practice in order to help them reach a state of success, and the roles and responsibilities of noteworthy leaders and their contributions towards their respective organisations.

Running head: INTEGRATED BUSINESS MANAGEMENT PROJECT
Integrated Business Management Project
Name of Student:
Name of University:
Author’s Note:

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Table of Contents
1. Introduction:................................................................................................................................3
1.1 Background of the study:.......................................................................................................3
1.2 Purpose:.................................................................................................................................5
1.3 Research Aims and objectives:..............................................................................................5
1.4 Research Questions:...............................................................................................................5
2. Literature review:.........................................................................................................................6
2.1 Introduction:..........................................................................................................................6
2.2 Leadership Qualities:.............................................................................................................6
2.3 Effective leaders and their role in team leadership:...............................................................8
2.4 Team leadership:..................................................................................................................11
2.5 Leadership Styles:................................................................................................................13
Autocratic leadership:................................................................................................................13
Participative or democratic leadership:.....................................................................................15
Transactional leadership:...........................................................................................................16
Transformational leadership:.....................................................................................................17
Laissez-faire leadership:............................................................................................................18
3. Research Methodology:.............................................................................................................19
3.1 Data Collection Procedures:................................................................................................19
3.2 Source of the Data:..............................................................................................................20

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3.3 Data Analysis:......................................................................................................................20
4. Findings:....................................................................................................................................20
5. Conclusions and recommendations:..........................................................................................21
5.1 Conclusion:..........................................................................................................................21
5.2 Recommendations:..............................................................................................................23
6. Limitations and further scope:...................................................................................................23
6.1 Limitations:..........................................................................................................................23
6.2 Further Scope:......................................................................................................................24
References and Bibliography:........................................................................................................25

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1. Introduction:
Good leadership is crucial for any business, for government and also in case of numerous
groups and organisations which are responsible for shaping the way in which people work or
perform any sort of activity. Leadership is an important factor for the success of an organisation.
Leadership has the capability of transforming potential into reality. Leaders are the most
important human resource in any organisation. Team-work is essential for the achievement of
organisational goals. Top companies also compete by way of their products apart from the
organisational resources. Team work is essential at all stages. It is necessary for managers to
work as leaders and influence the team for the accomplishment of work by proper leadership.
Authority is also brought about by proper leadership.
1.1 Background of the study:
The concept and the theory of leadership is age old. There are different theories to the
topic of leadership and it is believed that every person within his or her own self is a leader.
There are several notions which are available on the concept of leadership which evolves with
the passage of time. “The underlying principle which makes great leaders is always the ability to
learn and to pave the way so that others can learn in tandem with the changing times and
scenario. The present situation of the world is extremely competitive and it requires everyone to
be leaders in their own ways. Leadership development and expertise paves the way for the
positive tackling of any available situation which might not have been possible otherwise.”
History has seen several great leaders who had their very own and distinct leadership styles and

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genres which allowed them to tackle any situation with ease as well as expertise. They were not
devoid of mistakes or errors but their persevering spirit lead to their ultimate success.
Over the times thee have been developments in the fields of leadership and its growth in
order to effectively tackle any situation to the fullest possible degree. There have been
developments in the concept of the effectiveness of leadership. This is supposed to mean the
suitability of particular leadership styles in every possible situation. Leading a group or a team
takes sufficient time and effort, thought as well as dedication. It is the most studied aspect of
business and it is that topic which makes a huge difference between success and failure. It may
so happen that the concept of leadership and its development might seem overwhelmingly
complex but after proper focus on the fundamentals it can be seen that the team can be lead with
proper confidence and skill.
Leadership effectiveness in the present scenario can be defined as the situation where a clear and
compelling vision for the future of the particular organisation exists and the leader has a
particular structured strategy to work on that specific vision which he or she possesses. At the
time there is effective leadership the company can always do the right things and the products
and services of the company are also optimized so that the suitable facilities are provided to the
customers. Leadership is also concerned with ensuring that the organisation and the people
consistently grow and the leaders understand by their own day to day experiences of both
achievements as well as mistakes. In case of personal development certain drawbacks or issues
in the effective leadership development can be tackled but when entire organisations are
involved there often can be disastrous consequences for the organisation.

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There are certain personality traits which are inbuilt in every person. These traits help in
the proper formation and development of a leader. Empathetic people are better in certain
situations while strong minded people are better in other. It is the duty of good leaders to
successfully understand that in order to be invincible they need to be capable of embodying as
many characteristics of effective leaders as they can. Leaders are important in every situation and
in every possible scenario. It is to be understood that leadership skills can be successfully
developed and improved and every person needs to make a conscious effort to maintain that. The
concept of successful leadership should focus on the ideal of leading people towards a common
goal by non coercive means. It also manifests its effectiveness in how well the attention of
people can be captured. This is because it is believed that effective leaders can capture followers
in any particular situation. Leadership is a sort of social influence which helps leaders in showing
the way and influence the behaviour of others.
1.2 Purpose:
The purpose of the study is to analyse the concept of leadership and the types of problems
and errors which a person faces and the possible ways in which it can be solved. It also focuses
on the existent concepts of leadership and the throws light on the anomalies in the researches of
secondary nature.
1.3 Research Aims and objectives:
The major aim of the research is to find out the common qualities which successful
leaders of all times possess. The study also aims to throw light on the skills which the effective
leaders practice in order to help them reach a state of success. The research also helps to describe
the roles and responsibilities of noteworthy leaders and their contributions towards their
respective organisations.

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1.4 Research Questions:
The research question aimed at the effectiveness of leadership in an organisation, aims to
answer the following questions need to be answered more or less in the course of study:
1. What is the significance of leadership in an organisation?
2. What are the suitable leadership qualities?
3. What makes an effective leader?
4. How does effective leadership assist the team management?
The research questions also help in the proper understanding of the concept of leadership
in different research perspectives.
2. Literature review:
2.1 Introduction:
The literature review throws light on the different leadership qualities which are inherent
in popular leaders of all time. It also helps in understanding the effectiveness of a team leader in
the leadership scenario. It also explains the concept of different leadership styles, and their
application in different scenarios.
2.2 Leadership Qualities:
There are certain leadership qualities which help people become proper leaders. One of
most important qualities is having a proper vision of where they want to reach or what they are
trying to accomplish. This quality is distinctive of proper leaders and separates them from
managers. The vision allows leaders to tap into the emotion of their employees. Good business
leaders create a great vision, articulate the vision and relentlessly drive that vision into

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completion. Possessing a clear vision into the future turns the leader into a specific type of
person. Great managers get their jobs done but great leaders tap into the emotions of their
employees.
Courage is another crucial factor in the leaders of tomorrow. The concept of courage
implies that the person is willing to take risks in the achievement of their goals and this is
without any sort of assurance of their success. Due to the fact that there is no surety of business
every commitment and every taken action is involved with some sort of risk. Several other
virtues depend on the virtue of courage. Courage is considered to be the most identifiable
outward trait.
Another crucial value which almost all executives agree on for their company is that of
integrity. The core of integrity comprises of truthfulness. Integrity requires that a particular
leader always speaks the truth to all the people in every possible situation. In case leaders have
integrity they do not have to fear anything as they have nothing to hide. In case a person does the
right thing they do not have to fear anything. Truthfulness can be considered to be the foundation
of any sort of business.
Another important feature which needs to be present in a leader is that of humility. Great
leaders are not only decisive and strong but they are humble as well. Humility is the feature
which enables a person to have the self confidence an amount of self awareness for recognizing
the value of others without necessarily feeling threatened. This is one of the rare attributes or
traits of good leaders as it requires containing one’s ego in a proper manner. The more a person
can contain one’s ego, the more that person becomes realistic regarding his or her problems. The
person learns who to listen ad admit that he does not know the answers. The attitude and the

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possibility of learning anything from anyone is there when the leaders are humble. The leaders
are also willing to admit that they can be wrong in any situation and they also get credit where
credit is actually due.
The leaders also need to have a proper strategy in place as strategic planning is one of the
greatest strengths of good leaders. These leaders have the capability to look ahead, to anticipate
accurately and analyse the markets properly as well.
Having a proper focus is one of the key factors which needs to be present in any leader.
The ability of a leader to stay focussed and concentrate on the proper use of their time is also
essential for an excellent performance. People who are successful maintain a positive focus in
life no matter whatever are their past successes or their past failures. They focus on their next
course of action which helps them to move closer to the attainment of their goals rather than all
other distractions which they are faced with.
Another crucial aspect of leadership is the focus on cooperation. Only if the leaders have
the attitude of cooperation within them they can assist their teams in working cooperatively. The
cooperation of others can be gained by making a commitment to get along with each person
every single day. Since there is no certainty in life or in business, every commitment made by a
person is bound to have a risk of a certain kind.
2.3 Effective leaders and their role in team leadership:
An effective leader is one who has an amalgamation of all the qualities of a successful
leader and who is engaged in the task of getting the job done in any aspect of their organisation.
Effective leaders are extremely passionate and they hold the values which they strongly
believe in. This helps them to taste success at every part of their lives. Effective leaders have the

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passion for a cause which is larger than their own cause. They remain engaged for the cause of
their society so that society can be bettered by their actions. With passion a leader will not only
make necessary courageous and difficult decisions but also see that they are carried into proper
action.
Effective leaders never compromise on their values for reaching any particular goal in
their lives. This is because of the reason that the leaders cannot in any way harm the organisation
or the people they work for. Effective leaders also have a particular drive which is intellectual in
nature and which also involves a certain amount of knowledge. The most important aspect which
comes into play for an effective leader is the power of proper communication. It is believed that
effective leaders are strong communicators.
It is unnatural for a single person to take suitable decisions alone. It is often essential to
take the guidance and assistance of others to complete the tasks within a needed time frame. “In
a team every member contributes to his level best to achieve the desired targets”. The team
members must be compatible enough for each other to achieve the suitable targets (Aaker and
Joachimsthaler 2012). The duties and the responsibilities might be assigned to the team as per
their areas of expertise. The team leaders should be such that every individual of their team
draws some amount of inspiration from them and take proper guidance wherever it is required.
The team leaders need to set an objective and a target for every team. Every team is formed for a
purpose, the leader alone should not decide the goal for the team. Every member needs to be
given a chance to perform according to his or her own abilities. The team members also need to
have a say in the operational activities of a team.

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The team leaders need to be impartial and need to support one and all equally. In case the
team leaders become partial, it gives rise to negativity and conflicts among the team members.
Nobody in the team should be favoured and every person of a team needs to be given equal
importance. The team leader should also motivate his team members constantly. This is to be
done so that the team performs better each time. The team members need to be motivated such
that they help each other in their work as well. The team members also need to be encouraged to
help each other. The team leaders are responsible for a positive ambience at the place of work
(McCleskey 2014).
The team leader needs to take up the responsibility of breaking the ice of the members of
his team. The team members need to gain from the talent and mentorship skills of the team
leaders. The special dates of the team members might be celebrated so that they remain at ease in
their respective teams. Once in a while, it is desirable to organise outings so that the members get
to know each other and help each other along the course of their journey.
“The team leaders need to take up the responsibility of facilitating team development and
resolving internal group conflicts. In certain cases conflicts can be good, can inspire team
members to improve their skills and contribute more to the success of the team. Conflict in
certain cases can be damaging and can threaten the successful development of a team. In case the
leader is there, it is his or her duty to monitor any sort of conflict and determine the level of the
conflict. In case the conflict is damaging, it can threaten the successful development of the tea. It
is the duty of the leader to monitor conflict and determine the proper time for stepping in and
resolving the solution.”

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“The team leader needs to set a proper direction and give proper rules and regulations in
order to move the team towards the fulfilment of the goals. The leader must help his group in
understanding the team’s objectives, a method for reaching them and then work with the team
members and create a method for reaching them and work with them to complete their
obligations”. The leader must also be prepared for administering punishment to the team
members who do not follow the rules (Lafasto and Larson 2013).
The leaders of the team look for examples to utilize their capabilities in addition to
motivation and dedication. The manager needs to work side by side with the subordinates to
make them realize that every person in the group needs to work hard for the team to succeed.
Thus it can be said that a strong team leader leads by example (Aaker and Joachimsthaler 2012).
2.4 Team leadership:
“A team is a work group which majorly relies on the collaboration in case each member
is to experience an optimum amount of success and achievement. A team in many cases might be
a small number of people with complementary skills who are committed to a common purpose,
performance goals and the approach for being mutually accountable”. Leadership is majorly and
primarily a team effort. “Any team member might perform the critical leadership functions to
assess the present effectiveness of a particular team. Team leaders place a considerable emphasis
on the building of a team and then they evaluate their own performance on the basis of how well
they have developed the team. It is believed by team leaders that the whole is greater than the
sum of its parts”. Solo leadership patterns are also visible in several firms but these fall short of
the ideal kind of leadership (Chaudhry and Javed 2012).

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Team leadership consists of having people who provide feedback and solve argument.
They help to keep the team focussed on the mission of the team despite any sort of conflicts of
personality, the style of work and blockages by interpersonal conflict. The team leaders inspire
the source of team work and build proper trust in the members of the team. They also coach the
members of the team towards “higher levels of performance”. They also help and support all
possible decisions of a team (Renz and Herman 2016).
The capabilities of the team need to be expanded. A proper identity needs to be created
by a leader for the team. It is desirable that the leaders anticipate and influence changes. The
team also needs to be inspired towards higher levels of performance. The group members should
be enabled and empowered to accomplish their goals and perform their tasks in a proper manner.
The team members should also eliminate any nature of work which is of low value or level. It
can be said that team learning is a change in the knowledge of the team and the skill which
comes from the shared experience of the team (Bolman and Deal 2017). The team individuals
collect knowledge, skills and abilities in order to share this with the team. There might be several
instances in the team which are income based. The procedure of team learning is both a
procedure as well as an outcome. The team learning procedure ensures the learning, processing
reflecting and also getting feedback from the team so that the team learns grows and develops
(Lafasto and Larson 2013).
In this connection it can be said that “leadership is the best conceived as the quality of a
group and also as a set of functions which must be carried out by the group. The concept of a
type of distributed leadership is extremely important. In case there are leadership functions
which need to be performed by a group, these functions need to be focussed or distributed

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properly. Then the leaders can identify both in terms of the frequency or the multiplicity or the
pattern of the functions performed”.
The advancement of knowledge as well as technology has corresponded to the growth of
many leaders who are a major part of the public domain. The scenario in organisations has
changed and so has the concept of team leadership. Therefore the team leaders need to change
themselves with the changing times and they need to be receptive to the changes in the times as
well as the changes in the members of the teams. The workplace concept and culture has become
new and with the advent of the new culture there has been a change in the growth of new team
leaders with new receptive abilities and features (Lafasto and Larson 2013).
2.5 Leadership Styles:
There are several types of leadership which come into effect in different situations and scenarios
in the present days. These leadership styles are administered at the suitable situations for their
implementation. The leaders who have been famous over the years can be categorised into the
following main styles of leadership. Other leadership styles are also there which help in the
categorization of all the famous leaders of the world (Clark 2013).
Autocratic leadership:
“Autocratic leadership also known as the authoritarian leadership style is characterised by
individuals who have individualistic control over all decisions and have little input from the
group members. Autocratic leaders typically make choices which are based on their ideas and
judgements and they rarely take any sort of advice from their followers”. This leadership style
involves complete control over a group. In this leadership style the leaders are extremely
controlling and very little suggestions are taken from other team members. Autocratic leadership

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is usually seen in those organisations which are small and have relatively fewer employees. This
is effective in case of those organisations which have requirements of quick decision making.
The sole responsibility of the decisions taken resides with the leader and it is not much of a
flexible leadership style. There are benefits as well as disadvantages of this sort of leadership
(Renz and Herman 2016).
“The benefit of autocratic leadership is experienced in situations where decisions need to
be taken quickly and without consulting a large number of people. Some projects are there which
require strong leadership to get things accomplished quickly and efficiently. At times when the
leader is the most knowledgeable person in the group adoption of the autocratic style of
leadership can lead to successful decisions and quick and efficient completion of tasks. Thus it is
useful in small teams where the concept of leadership is lacking. These types of group projects
tend to work better when a person is either assigned the role of a leader or simply takes up the
job themselves. It is also effectively utilized in cases where there is a great deal of pressure
involved”. In case of situations which are particularly stressful the autocratic style of leadership
plays a crucial role (Tourish 2013).
There are several instances where the autocratic leadership style can be problematic.
Those leaders who adopt this particular style of leadership are considered to be bossy,
controlling and dictatorial. This can sometimes result in resentment among the members of a
group. There might also be a low morale among the members of the group. The team members
may not like to work under that particular autocratic leader. The autocratic leadership also
prevents creative solutions to problems as the opinions of different team members are not taken
into account. This kills the chances of getting any creative solutions to the problems which the
team faces.

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In certain cases the autocratic leaders overlook the knowledge and expertise of the group
members in those particular situations. The overall success of the group is affected and therefore
the members have the chance of feeling de-motivated. Over a period of time the team members
start feeling dissatisfied and also start feeling stifled (Sadeghi and Pihie 2012).
Participative or democratic leadership:
The democratic style of leadership which is known as participative or shared leadership is
that style of leadership where the members of the group take a huge participative role in the
procedure of the decision making. Every member of a team can participate in the decisions of the
organisation (Kane and Patapan 2012). This leadership style is applicable in case of any
organisation from private businesses to schools to certain government branches. In this style of
leadership every person is given a proper opportunity to participate and ideas are exchanged
freely in this particular case. Discussion is encouraged in this particular situation (Day 2014)..
The followers of such leaders tend to feel connected and base their contributions to the group.
Proper leaders take different opinions and never try to put down voices which offer thoughts or
ideas rthat are not much popular (Alavi and McCormick 2016).
“The group members are encourage to share their thoughts, democratic leadership can
lead to better ideas and more creative solutions to problems. The team members tend to feel
more involved and committed to projects making them much more likely to care about the end
results. Democratic leadership has also led to a high level of productivity among the team
members” (Bolman and Deal 2017).
“This type of leadership style is ideal for leaders who wish to keep employees informed
about matters which might affect them and where the employees might participate in the problem

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solving as well as in the decision making process. It is for the leaders to provide continuous
opportunities for their followers to develop a sense of personal growth and job satisfaction and
also for those leaders who encourage cooperation and team building. It works well for leaders
who value the flexibility and adaptation. Democracy in leadership is most effective when a
leader is working and has highly skilled or experienced workers. It allows the leader to capitalize
on the individual strengths and talents of the employees. They also benefit from the entire
procedure as a whole. It fosters creativity and a plethora of ideas. It is particularly beneficial for
getting the best out of each particular team. It builds a sense of commitment and demonstrates
the fact that creativity and ideas are valued” (Chaudhry and Javed 2012).
However, this style of leadership is not appropriate. This style does not prove to be
effective when it is not time effective or cost effective to collect every person’s input or when the
company is in a difficult position to allow any sort of mistakes. There is also no scope for
participative leadership of any kind when the employee safety is considered on the line. Taking
the opinion of every person does not mean that the leader will not take any proper course of
action. The decisions taken should be done so with certainty and conviction. This style of
leadership is also very time taking and people need to be given time to contribute to the decision
making process. In certain cases however it becomes difficult to reach a state of consensus
among the participating members. Thus in case this style of leadership is employed, there needs
to be a proper balance between the positive and negative aspects of the leadership style.
Transactional leadership:
“A transactional leader is someone who values order and structure”. “They are likely to
command military operations, manage large corporations or lead international projects which

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require rules and regulations to complete objectives on time or to move people and supplies in an
organised way” (McCleskey 2014).
“The concept of transactional leadership focuses on the assumptions that the employees
of an organisation are motivated by either reward or punishment. The subordinates also have to
obey the orders of the superiors. It also believes that the subordinates are not self motivated and
instead have to be closely monitored and controlled to get the work done by them”. Transactional
leadership focuses on the rewards to the performers, the clarification of expectations, provision
of necessary resources, setting up of mutually agreed goals and appreciation fir successful
performance.
It can be said that necessarily, “the transactional leadership us based on exchange or
transaction. The leader rewards workers who perform their tasks to their specified levels and
punish workers who do not perform to the set standards”. The theory postulates that the
individuals are not self motivated and need a proper structure and instruction to fulfil their tasks.
The interests of the leader and those of the organisation are put above everything else. The
transactional leadership utilizes the exchange principle. In exchange for proper work within the
agreed time, the manager gives the employee a performance reward.
“This style of leadership is also stated as management by exception in which the leader
takes corrective action in order to prevent mistakes. This sort of management by exception can
be divided into active as well as passive management. In active management the leader actively
monitors the work of the employees and takes corrective action when anything goes wrong. In
passive management by exception, the leader intervenes when the objectives have not been met
or after the problems have become serious” (Day 2014).

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Transformational leadership:
Transformational leaders work to change the system and also desire to start solving
challenges by fitting experiences to a known way. “They also desire to have a step by step
approach and minimize the variation of the organisation. Transformational leaders act as role
models and show a charismatic personality which influences others to want to become more like
a leader. Idealized influence can be expressed through the willingness of a transformational
leader to take risks and follow a core set of values, convictions and ethical principles in the
actions which are taken up by him”.
Laissez-faire leadership:
“Laissez-faire leadership is also known as delegative leadership which is a leadership
style where the leaders are hands off and allow the group members to make the decisions. The
researchers have found that this style of leadership brings about the lowest productivity among
the team members. This style of leadership is classified by very little guidance from the leaders.
There is complete freedom from the followers to make decisions and the tools and resources
needed to solve problems are provided by the leaders. The power in this case is handed over to
the followers yet the leaders still take the responsibility for the group decisions and actions”
(Yang 2015).
This is because the experts in a particular area can demonstrate their expertise in specific
areas. The laissez-free style allows them to demonstrate their deep knowledge and skill in the
particular subject. This autonomy also supports the group members in being much more satisfied
with their work. This can be used where the followers have a high level of passion and intrinsic
motivation for their work. The term “laissez-faire” implies a “completely hands-off approach,

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other leaders still remain open and available to the group members for proper consultation and
feedback” (Yang 2015).
There are several drawbacks of this leadership style. “It is not ideal in the sense that the
group members lack the knowledge or experience they need to complete tasks or make decisions.
“This style of leadership has been linked to several negative outcomes including poor job
performance, low leader effectiveness and less group satisfaction”. There are certain people who
are not good at setting their own deadlines, managing their own projects and tasks and solving
their problems on their own (Yang 2015). In particular cases the people can go out of the track
and proper feedback can also affect the situations” (Cherry 2012).
3. Research Methodology:
This section of the research highlights the procedure which has been undertaken by the
researcher in order to get a proper idea about the method which needs to be undertaken in order
to collect data which is crucial for the completion of the paper with proper regard to the topic.
The data collection procedures are also discussed and the relevance of the procedures are
mentioned.
3.1 Data Collection Procedures:
In this particular research the main aim is to understand the different leadership styles and
the experiences which have been discussed with regard to the different famous leaders of all
time. The paper is descriptive in nature and the nature of data is from qualitative sources and
interviews from the leaders. The data which have to be collected are secondary in nature. The
secondary data are collected from interviews of the leaders, different relevant books and
journals, reports from different magazines, internet sources have been accumulated. The

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secondary data helps in explaining the point of view of the leaders which are put forward in the
present scenario. The secondary data explains the present situations and this method adopted is
reasonable as the costs of collection of primary data are reduced.
3.2 Source of the Data:
In this particular research the data has been collected from secondary resources, the
interviews of famous leaders and their viewpoints regarding the type of leadership which they
have adopted. The data are more or less genuine as the leaders have discussed different
leadership styles which they adopt for their respective organisations. All sources of data are
secondary which comprise the nature of the styles of the leaders.
3.3 Data Analysis:
In this particular research paper the data has been gathered and it is evaluated by taking
assistance of the qualitative data assessment procedure. It is necessary to categorize the data
which have been collected into several themes. The data has been collected from the suitable
websites and interview reports which have been taken through proper analysis. The data
assessment is the proper form of the qualitative data evaluation and it basically concentrates on
the concepts of pinpointing, assessing and finally prioritizing on the research questions which
have been previously constructed. The information which has been gathered has to be properly
analysed in order to conclude on the findings.
4. Findings:
It has been seen from the study that leaders have acted according to the situations which
have come up in their lives. The leaders have adopted the styles of leadership based on the
situations which they have faced at work and have acted accordingly. The leaders have faced

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several problems in their tenure as leaders be it leaders in the past as well as managers of the
present times. The difficulties of decision making are also inherent with the responsibilities of a
leader. The choices which come with leadership are also crucial. In several situations it happens
that the leaders have to identify people who do not contribute to the team. In team leadership it
becomes important for the leader to analyse how a person has contributed to the team. Analysis
of individual capabilities with regard to team performance is extremely crucial.
Often problems are seen that leaders might get not assess their teams genuinely.
Questions are raised on the leadership capabilities of the leaders. But it needs to be kept in mind
that these issues are a crucial part of being a leader.
5. Conclusions and recommendations:
5.1 Conclusion:
The leaders need to possess the ability to speak effectively and persuasively. In addition
to this the leaders also need to be proper planners and organisers which helps them organise the
completion of things. Leaders must have the ability to act in an interpersonally competent
manner which involves the characteristics of good listening, honest and open communication,
conflict resolution and skills for getting work done properly. Thus the leaders need to be proper
communicators of all the situations or the task which they have in hand in order to get completed
on time and in a suitable manner.
Leadership is an aspect which not only influences the characteristics and the nature of the
followers of a particular leader but it also impacts the particular organisation of which he is a
part and this helps him to determine the importance of the development of his capabilities. It
needs to be realised that “without effective leadership and governance in all levels in private,

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public and civil organisations it is almost impossible to achieve and sustain effective
administration”. It also becomes impossible to achieve goals, to sustain quality or to deliver first
rate services. Ethical leadership is required “for an organisation to be considered successful in
the eyes of all stakeholders”.
Proper governance and “effective leadership” are the “crucial requirements for an
organisation to be successful in all aspects”. Financial prosperity, effective leadership and proper
governance are also linked and interrelated. People, organisations, management and leadership
are all crucial for the purpose of scalability. “People are the most important element of scalability
as there is no progress or no sort of technology without them”. In an organisational context it can
be said that the effective organisation of people will either get them closer to their goals or
hinder the efforts. Leadership serves to inspire people towards great and noteworthy
accomplishments and the management exists to motivate them towards that particular objective
(Day 2014).
Effective leaders concentrate more on possibilities than on possible threats or problems
which they might encounter in their day to day lives. Effective leaders as a role model to others
as they always lead from the front and always lead by example. These leaders also work in a
concrete manner and deliver on their promises which they make to the people. These leaders
make cultural values explicit and work on making these values concrete in behaviour. Trust and
space from leaders motivate others to get work on a new vision of the future which is suitable in
terms of their own working environment and invite people to experiment with the concept of
renewal. They also utilize their positions to form coalitions of internal and external supporters
who help in giving shape to change. They are also willing to change players if it helps in

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reaching their ultimate goals. The leaders stay optimistic and show inner strength. As a result
progress and success are visible.
No matter whatever style of leadership the people follow, they always keep a proper
balance between the goals they wish to achieve for themselves and the situations which they are
a part of. Life is tough and challenging along with the pressing needs of the pressing
technological world. Thus leaders need to be prepared for any sort of challenges along the way.
People need to understand that the more they outperform as leaders, the more they pave the way
for other people to follow in their respective footsteps. In the present generation, in order to
remain competitive it is not enough to be a particular type of leader. For example only being a
good team leader or a good situational leader is not enough. Rather it is crucial that a person or a
leader shows effective leadership qualities which help in the all round development and
realisation of his goals as well as valuable support from his or her followers.
5.2 Recommendations:
Leaders therefore should be poised and calm under any possible situation and they
should be read to face any sort of challenges in their way of life. Only then will leaders give rise
to more leaders who are determined, responsible, dutiful and efficient and rightful heirs of the
world of tomorrow.
6. Limitations and further scope:
6.1 Limitations:
The limitations of this particular research are the time constraint as well as the problems
of accuracy which are related to the secondary data. In case primary data were collected the
reports of the leaders regarding the styles adopted by them would have been much more

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accurate. Secondary sources might not always be genuine and due to this reason the conclusions
of the research might not be reliable. The styles of leadership which the leaders adopt would also
be explained clearly had they been interviewed in person. These are the limitations of secondary
data.
6.2 Further Scope:
It is desirable to analyse the leadership styles of the famous leaders of the past and
present. In case the present leaders are analysed with respect to their contributions, it can clearly
be concluded that the research results are proper and genuine. In case there are no financial
constraints the research can help in the analysis of the leadership styles and their impact on the
team effectiveness and team leadership.

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