Leadership Styles and Their Impact on Organization Culture and Diversity Policies

This report discusses different leadership styles and their impact on organization culture and diversity policies. It evaluates the theories of leadership and provides examples of successful leaders. It also explores the positive and negative effects of different leadership styles and their influence on employee engagement. Additionally, it examines how leadership styles contribute to the development of a diverse and inclusive workplace.

Leadership Report

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Leadership theory, evaluation of above statement in context of leadership styles and
approaches in corporate world.....................................................................................................3
The way leadership impact on organisation culture and diversity policies.................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Leaders are individuals that have capabilities and skills to influence other people through
making use of different motivation techniques so that they are inspired to give their best for
growth and success of organisation. Business leaders have special characteristic which helps
them in motivating and coordinating diverse individuals to work as a team for achievement of
common goals. This report is related to leadership styles, theory or techniques that are used by
leaders of huge organisation to manage diverse individuals for achievement of end goals.
Moreover, it has contained information the way leadership impact on organisation culture and
diversity management of companies.
MAIN BODY
Leadership theory, evaluation of above statement in context of leadership styles and approaches
in corporate world
Leadership is art of inspiring several individuals to behave in specific manner so that
company can attained its end objectives in best possible manner. There are several skills that has
been inherited in leader like active listening, strategic thinking, flexibility and creativity which
helps it in engaging maximum number of individuals towards common objectives. Mark
Zurkerberg, CEO of Facebook and Mark Cuban, CEO of Dallas Maverick are two successful
leaders that have effective lead the team to contribute their best for achievement of particular
goals. Various leadership theories can be drawn from the above statement such as:
Great man theory: It clearly states that leaders are born not made as they have special qualities,
traits and ability to lead diverse individuals so that company can enjoy high profitability and
market share in external environment (Liao and et.al., 2017). For example: Mark Zurkerberg is
leaders that is born as it has various traits and skills that helps it in differentiating with other
individuals thereby inspiring other to put their best for growth and success of enterprise.
Contingency theory: On the other hand it is another theory which illustrated that no particular
style of leaders is suitable for specific situation or in another words, one leadership style is not
applicable to all situation or circumstances. Likewise, the Mark Cuban was successful leader that
has changed its styles and approaches as per situation and circumstances so that maximum
outcome can be gained. Making use of different strategies, style in context of various situations
has helped in achieving end outcome in best possible manner (Park and et.al., 2017).

Behavioural theory: In this theory, main focused is on action and behaviour of leaders rather
than its characteristic thereby it say that effective leadership is result of learned skills. Leader
through continuous learning various skills and capabilities is able to motivate employees to adapt
new changes or bring innovation so that company can retained its market position in external
environment (Wong, 2017). Such as CEO of facebook, Mark Zurkerberg and Dallas Maverick
are always interested to learn new and new things which could be helpful in growth and success
of organisation. They by learning new techniques or skills to manage people have influence or
motivated team member to give their best for achievement of company goals.
From the above statement of two successful leader, it can be evaluated positive and
negative impact of styles and approaches used by them to coordinate diverse individuals for
towards common goals. Such as:
Transformation leadership style: Leaders that acts as role model or inspiration to other people
as it is visionary that have capabilities to encourage innovation in organisation. Or the leader
work with team member in order to identified change that company wants to bring thereby
provide appropriate direction regarding the way it can be achieved. For example: Mark
Zurkerberg has make used of transformation leadership style in its action as it is more
encouraging and aggressive (Arnold, 2017). It always takes new steps each day which could be
helpful in brining innovation and help company in gaining competitive advantages. The leaders
belief in providing equal treatment to all employees so that each of them are inspired to make
best utilisation of their skills. There are various positive and negative impact of transformation
leadership style used by leader:
 Such as it helps in achievement of company goals by finding new and creative ideas.
 It contribute leader in adaptation of new changes that are happening in external
environment.
On contrary negative impact of use of transformation leadership style and approaches is
that it is too risky and disruptive therefore leader need to be effective understand situation in
order to decided particular strategy that could be beneficial for firm. At the same time it has put
increased pressure on team member to continuously adapt new changes so that company can
retained its market positioning.
Democratic/ Participative leadership style: It is also one of the leadership style and
approached that is used by leaders in order to encourage more and more employees to improve

their overall performance and productivity so that end goals can be achieved. Like in context of
Mark Cuban that is CEO of Dallas Maverick, has make use of democratic/ participative
leadership style as it has encourage several individuals to share their respective feeling, ideas and
view. Leader by making use of participative leadership style is able to encourage team member
to share their respective feedback or view regarding the way operation can be made more
effective. So, overall, the leadership style used by Mark Cuban has contributed in making
employees motivated towards the end goals. It can be critically evaluated and understand that
this leadership styles have both negative and positive impact on organisation which can be
illustrate as follows:
 While democratic has advantages as it helps in creating a sense of belongingness among
individuals thus they are motivated to make optimum utilisation of their skills and
capabilities. Therefore, positive effect of democratic leadership is that each team
member feels highly valuable to be part of team. It also helps in enhancing morale and
motivation of employees thereby contribute in enhancing customers satisfaction and
achievement of goals of organisation (Veliu and et.al., 2017).
 It can be stated that democratic leadership style has negative impact is that it led to loss
of power of leader as considered view point of team member while taking any decision
which is fruitful for business. Another impact is that many of the employees or team
members are receptive to participate or share their respective view to leaders that might
lead to lack of knowledge related to decision making.
The way leadership impact on organisation culture and diversity policies
Leadership styles also have impact on organisation culture and diversity policies, like
organisation culture is environment in which employees work so that end goals can be achieved.
Facebook leader through making use of transformation styles has brining friendly and innovative
culture which has always inspired each individual to think innovative idea to complete the task.
Moreover, it by looking towards growth and development of skills of employees is able to
enhance their performance and contribute in accomplishment of end goals. Therefore, a good
leadership of both has helped in brining best in others through effective listening, mentoring and
coaching other the way particular task will be formed (PAAIS and PATTIRUHU, 2020). Mark
Cuban through democratic styles has created a culture where each team member is inspired to

share its perspective, ideas and view to another. The leadership styles has helped in development
of friendly culture so that each individuals can easily share it view with another and work as a
team for common goals. Leaders always find best possible method which could be used to
motivate team member like appreciation and well- being. Both leader by promoting value in the
organisation is able to create culture where each employee or team member is given equal
respect, recognition. Furthermore, it by taking feedback is able to resolve or understand their
relevant problem thus find appropriate strategies that can help in making employees happy and
satisfied (Harrison, 2017). Leader through providing strong vision, purpose and inspired other
team member to make optimum utilisation of resources or help in maintaining healthy culture.
Leaders of both the organisation have ensured that there are less chance of confusion and conflict
so that each team member can effectively devote its time and efforts for benefits of organisation.
Therefore, it can be interpreted that leader through making use of different approaches and styles
is able to enhance employee’s engagement, create healthy and safe environment where each
individual is free to give its best.
In context of diversity policies, these policies are established in corporations to meet the
goals for removing diversity related barriers in an organisation, such as addressing the
underrepresentation of certain minority groups in the workplace, providing equal opportunities to
all people, and promotion of positivity in the workplace. The modern organisations signify
heavily upon diversity which has become an integral part of the corporate needs and culture.
Diversity has always been a complex issue and involve dealing with beliefs and biases. In order
to enhance diversity through policies and regulation and embed it in the organisational culture, a
heavy amount of planning (Pullen and et.al., 2019.). Resources, change management is required
which can only be brought through innovative, democratic and transformational leaderships.
There have been any leaders in modern corporate organisations that have publicly promoted
diversity and included it in their corporate policies as well such as Bernard Coleman, Director of
uber who has argued that a lack of diversity impacts the organisation’s bottom line. Leaders
through their strong vision, inspiration and charisma tend=d to influence people in the company
and around the business arena, and this has helped a long way in diversity inclusion. Whenever
leaders drive cultural changes within their company, it does not only revolve around changing
the mindsets and belief systems of their followers and employee attitudes, but also personal
changes and self-reflection. The major ways in which are implemented by most leaders are

awareness, understanding and action, where the policies are based on these three principles
(Cleary, Lees and Sayers, 2019). For the awareness of various cultures, a cultural workshop
training and awareness program and cross-cultural sensitivity workshops are conducted in
organisational on a periodical basis which all employees need to attend. For understanding,
teams are built in diverse groups and every member is given the opportunity to collaborate and
work with each other to learn better and understand each other’s diverse nature whether its on the
basis of genders, race, religion, nationality or ethnicity etc. in action all the stereotypes are
addressed and team diversity inclusion takes place. The policies are embedded in culture of the
organisation and human resource policies whereby any king of discrimination or such activities
are taken seriously and employees can even get suspended for doing so. The leaders set an
environment that is safe, respects all team members equally, gives equal opportunities, hears and
solve employee issues in relation to diversity and adheres to policies in such a way that it
becomes workplace becomes a part of the company culture in long term. Leaders build cultural
competency through diversity policies in their organisations, honestly address stereotypes,
represent diversity inclusion in their major decisions such as board members and other
representation. Through transformational leadership styles, they work continually towards
increasing ethics and standards of their flowers, provide support and guidance and recognise
importance of learning, equality and innovation (Littlejohn, 2019).
CONCLUSION
From the above report it can be concluded that leader though making use of different
approaches and styles is able to motivate team member to give their best so that company can
gained competitive advantages. Democratic is best leadership style as in it leader take feedback
from employees about the way company can improve its performance. It is also learnt that
leadership styles has direct impact on organization culture and policies thereby helps in
coordinating diverse individuals to work for common goals. At last it can be concluded that
leader plays an important role in growth and success of organisation by managing diverse
individuals.

REFERENCES
Books and journals
Arnold, K. A., 2017. Transformational leadership and employee psychological well-being: A
review and directions for future research. Journal of Occupational Health
Psychology, 22(3). p.381.
Cleary, M., Lees, D. and Sayers, J., 2019. Leadership, thought diversity, and the influence of
groupthink. Issues in mental health nursing, 40(8), pp.731-733.
Harrison, C., 2017. Leadership theory and research: A critical approach to new and existing
paradigms. Springer.
Liao, S.H and et.al., 2017. Assessing the influence of leadership style, organizational learning
and organizational innovation. Leadership & Organization Development Journal.
Littlejohn, R., 2019. Leadership and Diversity Implementation. In Effective and Creative
Leadership in Diverse Workforces (pp. 43-64). Palgrave Macmillan, Cham.
PAAIS, M. and PATTIRUHU, J. R., 2020. Effect of motivation, leadership, and organizational
culture on satisfaction and employee performance. The Journal of Asian Finance,
Economics and Business (JAFEB), 7(8). pp.577-588.
Park, J. G and et.al., 2017. The effects of empowering leadership on psychological well-being
and job engagement. Leadership & Organization Development Journal.
Pullen, A., and et.al., 2019. Radical politics, intersectionality and leadership for diversity in
organizations. Management Decision.
Veliu, L and et.al., 2017. THE INFLUENCE OF LEADERSHIP STYLES ON EMPLOYEE'S
PERFORMANCE. Management (16487974), 31(2).
Wong, G. K. W., 2017. Leadership and leadership development in academic libraries: A
review. Library Management.