Leadership Report

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This report provides an in-depth analysis of leadership styles, including team-oriented, authoritarian, and bureaucratic leadership. It also explores various leadership models and their impact on organizations. Additionally, the report discusses the theories and practices of motivation and the impact of leadership on organizational culture and diversity management. The report concludes with a focus on the leadership impact on Facebook.

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Leadership report

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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
TYPES OF LEADERSHIP STYLES..............................................................................................3
Team-oriented leadership.......................................................................................................3
Authoritarian leadership.........................................................................................................4
Bureaucratic leadership..........................................................................................................4
Leadership Models.................................................................................................................5
Impact of leadership styles.....................................................................................................6
Leadership impact on Facebook.............................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
Models of leadership are dynamically crossways the world that control and guide other
individuals or group of people or entire system. Leadership is the fluent activity that are always
changes and rising up the way that assist the report or document and the firm growth.
Developing understanding of structure and variety can help the leader to be aware and to be more
efficient and effective leader (Walker and Aritz, 2015). Favourably the leaders have developed
the needed possibility that describe the primary ways that people lead. It is an art of inspiring and
motivating individuals or group of people to effort towards accomplish their common goals.
Leadership is the basic quality or ability to manage the work by manager to generate the assistant
to work with authority and eagerness . It is the team managing process that includes the
involvement of two or more people that collaborate together in which the manager is
determinant and guide the workers towards the achievement of their goals. It is situation chained
by which there is no first style of leading activities that is framed as the important function of
management which assist the leaders to increase the skilfulness ratio that they can easily achieve
the organisational objective.
TASK
Leadership
In the respect of above mentioned report, it is being surmise that leadership is the
function which is essential at every levels of management that regards the framing of plan and
policies. It is also corresponded how the judgements can be ready in organization. For each one
of the subclass focusing on productive and effective feedback, communication.
TYPES OF LEADERSHIP STYLES
Team-oriented leadership
Team-oriented is the constructive segment that helps the team to collaborative together in
the organisational environment which is focusing on turning the individual strength of each
group member and promoting them to range their broad prospective as individuals or as the team
through cooperation and encouragement.
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Authoritarian leadership
Authoritarian or dominating leaders are highly dedicated and have no interest in
collaboration while decision making however those leaders assert on keeping the control over
their management teams and inspiring them through with regulation and penalty. It is extremely
organized to make decisions separately that may focused on setting up and achieving goals.
Bureaucratic leadership
The bureaucratic leadership is frequently acquired by managers who are finer decision
maker than active leaders, the bureaucrat leaders involves the acute focal point on outcomes and
execution that generate non-transferable process by keeping workers to set a framed structure
and goal that allowed the leaders to lead event. However, the interaction leadership can be
effectively as in pressing condition that can craved the total control over leaders that lead to get-
down the motivating status, deficiency of leaders gratification and highly faculty turnover
rate.Leadership theories
Leadership theories are used for managing the need of the managers and leaders over past
100 years. There are various theories which are raises in order to manage the people of the
company and and help them to become the great leader. This theories will help the people to
manage the team with full of efficiency. On the early basis these theories are focused on the
qualities which help the manager to make a clear difference in between the leader and a follower.
Different theories suggest the different variables which are based on the different situations
based on the different organisations. There are very many theories which provide the different
innovation, theorist like northouse, kartz and kahn, john maxwell edger and simone ahuja. These
theories are explained below:
John Maxwell: he provide the five levels for the leadership for developing the quality traits in the
leader. First level is the position of the leader; this comes when as when a person come in the
leadership position and work as the leader in the any organisation. I8n this stage they has been
not fixed by the any targets to achieve (Alonso‐Almeida, Perramon and Bagur‐Femenias, 2017).
This level is the most common level and every person must go through with this level. Second
level is Permission; in this level the leader are actually try to make the relationship with their
colleagues and lower staff members. Next level is production; in this stage, after making a
relationship with the team members, leaders have to assign the task to achieve the organisation
objectives. Fourth level is the development of the people through identifying the qualities of the

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leader in their team and motivate them to become the new leader. Last level is pinnacle; in this
level the development of the company is taken with the help of increasing the branding image in
the market.
Edger and Peter Schein: They provide a humble theory of the leadership which make a
deeper understanding of the leadership quality and manage them with the help of open
communication throughout the process. It is the key for achieving the creativity and
efficiency which are needed to manage the organisation staff. This theory help in growing
in the market and survive in the market.
Fred Fiedler was the first and initiative scholars to analyse the situational factors.
According to him, the improvement of the leadership style relies on the factors that are
bringing what is characterized as Contingency Theories of Leadership. Fred Fiedler
analysed three situational factors that are leaders Member relations, Task Structure and
the Leader's Position Power. It makes it an important factor as prescribes a style
connected to explicit circumstance.
The creator has attempted to zero in on the various thoughts behind the idea of Authentic
Leadership and has refined them into a model and an equation (Pietsch and Tulowitzki,
2017). At the center the possibility of a pot second, which connects to the idea that the
misfortunes influence the best chiefs. Along with Self-Awareness, it describe an
Authentic Leader. However, there are some further practices that the creator idenfities as
key in growing further a genuinely successful Authentic Leader.
Leadership Models
The leadership model depends on five factors and they are the discovering importance in
work and changing feelings. For example, dread and stress in to a promising circumstance,
utilizing organisations and local area, acting despite hazard and supporting the energy that is the
existence power of the organisation. Every leader is portrayed by a blend of abilities and
attributes and they rely especially on the individual history of the leader and their own and expert
setting. The leadership model is context oriented a component of advancement versus numerous
static models. These abilities when grown reliably straightforwardly and they are presence, the
feeling of Belonging of their organisation and Resilience.
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The leadership styles or practices, should coordinate the "devotee preparation" regarding
their abilities and improvement status. Four levels are followed back to these models.
Consequently, there isn't one ideal style, yet the style should be adjusted to the circumstance.
Impact of leadership styles
At the point when pioneers utilize the vote based authority style, they acknowledge contribution
from their subordinates to settle on key choices. They support criticism and recommendations
from everybody, at each degree of the organization. This cycle takes some time, so despite the
fact that workers feel more enabled, choices can take an extensive time span. At the point when
pioneers utilize the free enterprise administration style, they delegate all obligation to their
subordinates. On the off chance that the group has extensive experience, its individuals can settle
on their own choices rapidly and this turns out great (Maria Stock, Zacharias and Schnellbaecher,
2017). In the event that the group comes up short on the abilities and information to settle on
fitting choices, bedlam generally results.
A viable pioneer sets an unmistakable heading, conveys the objective, and guarantees that
subordinates adjust their own targets to the essential arrangement. This prompts long haul
productivity and development. For instance, to guarantee high paces of consumer loyalty, an
effective pioneer urges subordinates to dispose of any cycles that don't conclusively profit the
shopper. This aides center the whole organization around social occasion complete necessities
from patrons and partners, organizing work with the best effect, and enhancing measures so the
organization brings in cash. At the point when pioneers don't build up clear needs, subordinates
center around various measurements. This regularly causes clashes among divisions and results
in a useless organization.
Theories and practices of the motivation
Vroom's Expectancy Theory -
Victor Vroom's Expectancy Theory says that the expectation about the future affects the
motivation of the individual. The Factors which affects the individual motivation are Valence,
Expectancy, Instrumentality. The employee is motivated when they value an award, trust the
organisation that they will get the reward in respect of their hard work and have faith that they
will accomplish their objectives. The factors affect the individual motivation are-
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Valence-
According to Vroom, Valence means the value one puts on particular reward.
Expectancy-
It relates to efforts which individual generate to achieve the target results.
Instrumentality-
The individual should have believed on the efforts which they are generating, results in a
reward.
Vroom's Theory instigate manager to focus on the performance level of the employees
and bring a desired outcome. The organisation should bring an interesting activities and
challenging jobs for employees to motivate them for achieving target and objectives. According
to their performance, the employees should be rewarded. The manager can conduct training and
development activities for employees to motivate them for achieving organisational goals and
objectives.
Porter and Lawler model of Motivation-
Lyman porter and Edward Lawler is an extension of Vroom's Expectancy theory model. It is a
complete theory model of motivation. This model explains the relationship between job attitude
and job performance. A good performance leading to rewards which also leads to satisfaction
(Kang, Solomon and Choi, 2015) .
There are three elements of Porter and Lawler model of motivation they are as follows-
Efforts-
Efforts means an amount of energy employee puts on achieving targets. The factor which
determine how much efforts will employee puts on task are value of rewards and
perception of effort reward.
Performance-
The Efforts leads to performance of the individuals. The amount of performance depends
on the employee’s ability and perception.

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Satisfaction-
The Satisfaction depends on the rewards achieved. If the rewards meet equitable reward,
the employees feel satisfied and if the rewards don’t meet their expectation it dissatisfied
the employees.
The Porter and Lawler model assist that the manager should help to increase the
performance of the employees so that they can be satisfied with their work and achieve the
objective effectively and efficiently. The reward provided by the organisation should satisfied the
employees as their performance depends on it..
Leadership impact on Facebook
Impact of leadership on organisational culture and diversity management for your chosen
organisation
This can be seen that leadership is an important concept which have to be use by firm in
order to meet needs an perform task in effective way. This also helps manger in performing roles
and guiding employees according to current needs these are different factor which have to be
managed according to needs. In present time this can be seen that there are different factor which
are covered by leadership by firm. This is also related to meeting needs and perform task in
effective way. Here, firm follow culture which motivate employees an perform task in effective
way. This also boost employees and manage roles according to needs and requirement. Here.
Firm also follow current which helps in meeting needs and evaluating all benefits according to
needs of current time.
This is also evaluted that there are diffre person in business firm where they have to
focuse on effective system. Firm use to motivate employees in order to mmeet needs of culture.
This isalso usefull for firm in order o perform task in effective way and guide meployee
according to needs and requirments. Leader in firm promotes Boldness nature of the employees
gives the flexibility to work according to their nature and give the successful result to the
company Facebook is the biggest social media platform, which is based on the hacker culture in
the organisation. The good leadership advantage to the company is that flexibility nature which
help the company to solve the challenge and issues face by them. Another advantage is the
different culture facilities which is given by the company to their employees.
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CONCLUSION
It can be concluded from the above mentioned report that there are different factor which
have to be used in order to meet requirement of business firm. This is also related to performer in
task and managing roles in effective way. This helps in boosting needs and using effective
guidance according to leadership in firm. There are different factor which have to be used and
require special attention. All these are required to be handled by firm and leader.
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REFERENCES
Books and Journals
Walker, R.C. and Aritz, J., 2015. Women doing leadership: Leadership styles and organizational
culture. International Journal of Business Communication. 52(4). pp.452-478.
Alonso‐Almeida, M.D.M., Perramon, J. and Bagur‐Femenias, L., 2017. Leadership styles and
corporate social responsibility management: Analysis from a gender
perspective. Business Ethics: A European Review. 26(2). pp.147-161.
Pietsch, M. and Tulowitzki, P., 2017. Disentangling school leadership and its ties to instructional
practices–an empirical comparison of various leadership styles. School Effectiveness
and School Improvement. 28(4). pp.629-649.
Maria Stock, R., Zacharias, N.A. and Schnellbaecher, A., 2017. How do strategy and leadership
styles jointly affect co‐development and its innovation outcomes?. Journal of Product
Innovation Management. 34(2). pp.201-222.
Kang, J.H., Solomon, G.T. and Choi, D.Y., 2015. CEOs' leadership styles and managers'
innovative behaviour: Investigation of intervening effects in an entrepreneurial
context. Journal of Management Studies. 52(4). pp.531-554.
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