Leadership Styles and Models: Impact on Organizational Culture and Diversity

This report explores different leadership styles and models and their impact on organizational culture and diversity. It focuses on the case study of Marks and Spencer Company and discusses various approaches to leadership and their effects on the company's culture and diversity management.

Leadership

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Leadership styles and models .....................................................................................................3
Leadership impact over organisation culture and diversity.........................................................5
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Leadership is defined as guiding the human resources part of the organisation to achieve
the mutual objectives of organisation. This report is based on the case study of Marks and
Spencer Company in respect to achieving the various objectives of the company. The
organisation was established in the year 1884 by the founders Michael Marks and Thomas
Spencer. Headquarter of the company is located in London, United Kingdom. This report will
demonstrate different aspects related to the leadership in organisation. Henceforth, report will
demonstrate about different leadership approaches and models that can be used and delivered by
the organisation. Impacts of leadership over the culture of organisation and diversity
management at the organisation level.
MAIN BODY
Leadership styles and models
Leadership means a leader which provide direction, encourages employee and implementation of
plan with various authority and identify many leadership styles and models as possess by leaders,
political and business or some other tract.
Leadership styles-
Democratic leadership :- In Marks and Spencer few decisions is generally taken by democratic
leadership which is based on each team members. Although leader have equality for employee in
working with project (Daniël, Hondeghem and Dochy,2019). It is most effective leadership for
M&S as because it allows lower level of employee with some authority, and they need to use
wisely in future positions about that authority in company. Board meeting of company, might be
some decision is taken by democratic leadership. That could be open discussion about each for
them or could be had voting option for employee.
Autocratic leadership:- Autocratic leadership is just inverse of democratic leadership. In these
styles M&S leadership can take decision without any input form other employee. Leadership in
this style neither refer nor reasoned the direction and either take time making decision with their
members. Autocratic leadership in company can change working hour without any consult with
their worker and that can specially affected employee at workplace.
Laissez fair leadership :- This leadership style in M&S have no major policies regarding work
hours or deadlines for their people management. They have trust on their employee about that
working and running organization. Leader can empower employee for not have trust and it can

make limit for development and can seem to be critical for growth opportunities. Therefore, it is
important leadership style in company for checking the growth of employee with company
expansion.
Strategies leadership :- Strategies leader in M&S have action between their transaction and its
increase opportunities (Oc,2018). The encumbrance of enforcement interest while guarantee that
present practical condition will remain same for everyone. This is delectable leadership style for
company because strategies for reasoning activity double kind of employees at once. Strategies
leadership in M&S have to maintain the strategies about their team members and keep them
encouraging for work.
Models of leadership-
Team leader oriented:- These leaders in M&S have positive impact for company environment
so that all team members can easily achieve the goals potential. Both individual and team group
have to work with proper collaboration as this can encourage them for making reach goals as
effectively, while working with these bonds it may sometime create strength among them with
various members of company.
Authoritarian oriented:- Leader who get much respect in completing tasks and work harder
employee. This is only little allowance and some rewards for employee. In these models of
leadership they have more focuses on something goes wrong who is blaming rather than what's
goes wrong by that it can create some difficult for subordinates in developing them and Marks
and Spencer.
Country club leadership:- These leaders in M&S maintain the discipline and encourage their
team members for completing task and achieving them with some strategies (Hallinger, 2018). In
M&S leader make their employee as much capable for decision-making and results in losing fear
form using such power and make proper relationship with other team members. In this leadership
they have low task and try to maintain high relationship with among team members for goals and
objective be achieved potentially.
Impoverished oriented:- This leadership has low task and have low relationship with other team
members in M&S. Sometime they allow their team members to be free about their completion of
task and process by allowing team members for suffering power for struggles in their group.
While having low relationship with other team members that may sometime cause conflict in

organization and company have to face many issues and challenges in accordance with
leadership.
Transformational leadership:- Employee in M&S might have set task that could be complete
within given week or month, but this leader sometime push out their employee from comfortable
zone and try to give some pressure about work. While starting job in stores they might have fixed
up their goals that could be reached as well as have some deadlines for achieving them. The
highly promote is generally given by leader to their employee because for they are capable for
transformational leader wants as they do not have risk for company, if direct report does not give
right training in guidance them through giving new responsibilities.
Leadership impact over organisation culture and diversity
Marks and Spencer Company has been a globalised company that denote that operations
of organisation has been wide spread at the global level. Company is associated with
approximately 14000 business locations at the global level. The leadership in company played
the vital role for the organisation to achieve the massive success in retail sector. The volatile
approach of leadership has supported the management of company to establish the effective
culture at the organisation. Leadership approaches such as system leadership has guided the
management to establish the precise structure that can support the best level of efficiencies to the
operations of organisation (Burton, 2017). Management and board of members at Marks and
Spencer Company has been a huge emphasis over the cultural development of organisation. All
different approaches of leadership such as system leadership, contingency leadership and other
such approaches have supported the management to improve the innovative culture at the
organisation. This has played a significant role for the management to achieve the cultural
innovation at the organisation level. Innovation culture has supported the organisation to enhance
the overall potential of organisation. With the support of proper organisation culture
management at the Marks and Spencer Company has promoted the innovation and creative
mindset at work place.
Marks and Spencer Company has been involved in e-commerce mode of trading that
immensely influenced with the volatile and creative approach of the organisation. With the
support of right policies and mindset company could improve and motivate the human resources
part of the organisation to innovate in working practices to deliver the best level of operational

outcomes. The e-commerce mode of trading of the Marks and Spencer Company has been a huge
example of the organisation approach to improve the sail of company. Creative mindset is an
essential part of the organisation approaches in the business environment (Brandon and
et.al.,2018). Management of company has also given a priority to spread the creative mindset
that can deliver the best possible business outcomes in respect to the organisation. Many leaders
at the global level for example Mark Zuckerberg and many other at the global level that could
successfully deliver the business outcomes even after entertaining the intimidating level of
market competition. Marks Zuckerberg has also projected the creative approach to enhance the
operational
efficiencies of organisation. It is essential for the organisation and leadership in company to
motivate the employees a
nd system of company to be more open in respect to creative ideologies and beliefs to deliver the
best level of business outcomes even after having the aggressive level of competition in market.
Retail market has been among the highly competitive market which required Marks and
Spencer Company to use the effective leadership approaches that c
can deliver the best level of business outcomes. Culture of company is a key tool that would
support the organisation to achieve the best level of operation efficiencies. Creative culture of
organisation has been a key strength of Marks and Spencer Company to achieve the overall
efficiencies. Leadership in company has been a key tool that has supported the growtyh and
development of organisation.
Diversity is denoted as maintaining different culture at the organisation. Marks and
Spencer Company is conducting its operations at the global level. The diversity in the culture of
company is also a key requirement part of the organisation due to the diversified business scale
of organisation at more than 14000 business locations at the global level. Management has
guided the human resource team to recruit the potential employees from all across the globe to
establishes the well diversified culture of organisation (Adams and Mire, 2018). Recruiting
employees from various cultural and social background has supported the company to enhance
and strengthen the cultural diversity of organisation. Human resource team of company also
channelises various events and activities that can create bonding between the employees of
organisation.

Maintaining diversity is among the key aspect associated with the business operations
entertained by the Marks and Spencer Company. Maintaining cultural diversity and effective
organisation culture is also among the key objectives of business operations and practices
entertained by company (Chavez, 2020). The approaches undertaken by company to improve the
diversity and culture of company has supported the organisation to deliver the best level of
business outcomes. Many leadership approaches and styles like system leadership, contingent
leadership and other such leadership styles have guided the management of company to deliver
the well diversified culture of organisation so that overall growth potential and abilities of
company can be expanded at the different level.
Behind the overall success of organisation cultural diversity and effective organisation
culture played the vital role for the organisation to deliver the best level of outcomes against the
business operations entertained by the organisation. The future strategies of company also
channelised towards enhancing the cultural diversity at the organisation level and also to
improve the overall culture of company. Marks and Spencer Company has been engaged in both
online and offline mode of trading that can support the organisation to deliver the best level of
operational outcomes as the organisation (Leroy and et.al., 2018). Today the Tesco Company has
been involved in employee friendly policies and strategies like employee grievance centre,
incentives and many such benefits that has delivered the best possible outcomes against the
operations company has entertained. Leaders all across the globe has favoured employees to
contribute immensely in the cultural improvement of organisation. IT can be projected that
opinions of different leaders like Mark Zuckerberg and many other successful leaders matches
the policies and approaches of company to deliver its business outcomes. Company professional
tend to enhance the working capabilities and establish such positive work culture that can
motivate employees and different professionals to become a part of company's business
operations. Leaders carry huge potential to influence all different areas of operations to achieve
the maximum level of outcomes against the operation's delivers art the organisation level.

CONCLUSION
Leadership is defined as guiding employees and human resources associate with the organisation
to archive the maximum level of outcomes against the business operations entertained by
organisation. Different leadership approaches like contingency leadership, system leadership and
many such leadership that support employees to deliver the best level of outcomes against the
business operations.

REFERENCES
Books and journals
Adams, D. and Mire, A. F., 2018. 11 Transformational and Distributed Leadership Approaches:
Complementary or Conflicting?. Mastering Theories of Educational Leadership and
Management.
Brandon, J. and et.al.,2018. Teacher supervision and evaluation challenges: Canadian
perspectives on overall instructional leadership. Teachers and teaching.24(3). pp.263-
280.
Burton, J. L. H., 2017. Examining Leadership Approaches of Community College
Administrators: Understanding Leadership and Change Processes.
Chavez, J., 2020. Leadership Approaches and the Effect on Nonprofit Organization Information
Communication Networks.
Daniëls, E., Hondeghem, A. and Dochy, F., 2019. A review on leadership and leadership
development in educational settings. Educational research review.27.pp.110-125.
Hallinger, P., 2018. Bringing context out of the shadows of leadership. Educational management
administration & leadership.46(1). pp.5-24.
Leroy, H. and et.al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Oc, B., 2018. Contextual leadership: A systematic review of how contextual factors shape
leadership and its outcomes. The Leadership Quarterly.29(1). pp.218-235.
Rudolph, C.W., Rauvola, R.S. and Zacher, H., 2018. Leadership and generations at work: A
critical review. The Leadership Quarterly.29(1). pp.44-57.
Silva, A., 2016. What is leadership?. Journal of Business Studies Quarterly.8(1). p.1.
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