Leadership Styles and Its Impacts

This report examines the impacts of different leadership styles on organizational practices and the role of leaders in bringing forth considerable changes in the systems and performance of the business.

Running head: LEADERSHIP STYLES AND ITS IMPACTS
LEADERSHIP STYLES AND ITS IMPACTS
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1. Introduction
The different leadership roles that are played by the leaders have helped in maintaining
modifications in the methods and the presentation of the business in international markets.
Enhancement in the styles and approaches of leaders helps in maintaining different modifications
and innovative practices as per the needs of the business. The identification of diverse
discrepancies that are faced by organizations helps in understanding the role of leaders to bring
in changes and sustainability in business firms while operating in the international markets.
The discussion will be focusing on the impacts of the approaches and the styles of
leadership on the organizational practices through enumerating different steps that are taken by
the CEOs of different organizations. It will be helping to perceive the role that is played by the
leaders to bring forth considerable changes in the systems and the performance of the business.
Enumeration of the varied leadership styles and the manner in which the smooth execution of the
approaches facilitate the alteration helps in administering the role of the leader in the
enhancement of the market situation of the business. The purpose of the report is to examine
different key activities that are attributed to the approaches and the manner in which the
approaches help in bringing forth modification in the situation.
2. Literature review
Vaccaro et al. (2012) stated that the identification of the needs of the companies to bring
forth modifications in structure and the activities of it is adhered through the attitude of the
leader. The leadership qualities and the approaches help in maintaining uniform improvements in
the organizational structure. Hoon Song et al., (2012) stated that motivation of the workforce and

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the smooth performance of the same are ensured by the leader, which helps in balancing the
diverse levels of changes in system and the activities of the workforce. On the other hand, Braun
et al. (2013) opined that the predictive actions which are undertaken by the leaders helps in
mitigating the risks that might be faced by the business while undertaking smooth processes for
the betterment of concerned business.
An example of such leadership can be cited through the approaches that are undertaken
by the CEO of Apple inc. Tim Cook. Cook has taken all the chances to bring in the innovative
practices in the performance of the workforce as per requirements of same to bring in sustenance
of business through a competitive edge (Carter et al., 2013). Cook has taken steps to motivate
the involvement of the employees in the processes that are planned by the management of the
company to ensure the smooth performance of the business in a competitive market scenario.
Birasnav (2014) stated that the transformational leadership style has helped in
maintaining the different modifications in the processes through enumerating the involvement of
the workforce in the processes. On the other hand, the recognition of needs of the workforce and
the mitigation of issues that are faced by same helps the leaders in improving the situation of
organizations in a competitive market scenario. The smooth performance of the workforce helps
in enhancing the position of the business. On the other hand, the servant leadership approach
helps in maintaining the progression of the organization through the involvement of the
employees in the processes, which helps in maximizing the outputs of the business. The different
modes of changes in the organizational structure are dependent on smooth performance of the
leaders as per the needs of employees, which helps to enhance the functions of the business.
García-Morales, Jiménez-Barrionuevo and Gutiérrez-Gutiérrez (2012) stated that identification

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of the needs of the organization helps the leaders in making the required modifications to cope
up with the differences in the settings of the management.
The recognition of needs of workforce helps the mangers of the organization to bring in
subtle changes in methods. On the other hands, Grant (2012) stated that communication is one of
the most favorable steps that are undertaken by the leaders to bring forth efficiency in the
functioning of the organizations. Communication helps in involving the workforce in the
different processes that are planned by the management. On the other hand, Choudhary, Akhtar
and Zaheer (2013) stated that the key identification of the needs of the organization and its
performance depends on the smooth performance of the workforce and involvement of leaders to
bring in improvements.
3. Conclusion
Therefore, from the above analysis it may be stated that identification of needs of the
employees help leaders to undertake proper functioning of processes of business.
Communication and motivation helps leaders in establishing the different aspects of the changes
in the business structures. On the other hand, the approach of the leaders helps in ensuring the
involvement of the employees in the different activities that are planned by organizations in the
market. Key changes in systems of organization are developed through the authentic functioning
of the leaders as per the needs of the organization in the market. Sustenance of the organization
in competitive markets is dependent on identification of needs of the organization to bring forth
changes in the structure. Leaders take the risk of bringing forth changes in the systems of the
business. The change objectives of the organization is designed to bring in sustenance through

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the introspection of the leaders and the parts played by the same to modify the processes as per
the demands of the market.

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References
Birasnav, M. (2014). Knowledge management and organizational performance in the service
industry: The role of transformational leadership beyond the effects of transactional
leadership. Journal of Business Research, 67(8), 1622-1629.
Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job
satisfaction, and team performance: A multilevel mediation model of trust. The
Leadership Quarterly, 24(1), 270-283.
Carter, M. Z., Armenakis, A. A., Feild, H. S., & Mossholder, K. W. (2013). Transformational
leadership, relationship quality, and employee performance during continuous
incremental organizational change. Journal of Organizational Behavior, 34(7), 942-958.
Choudhary, A. I., Akhtar, S. A., & Zaheer, A. (2013). Impact of transformational and servant
leadership on organizational performance: A comparative analysis. Journal of Business
Ethics, 116(2), 433-440.
García-Morales, V. J., Jiménez-Barrionuevo, M. M., & Gutiérrez-Gutiérrez, L. (2012).
Transformational leadership influence on organizational performance through
organizational learning and innovation. Journal of business research, 65(7), 1040-1050.
Grant, A. M. (2012). Leading with meaning: Beneficiary contact, prosocial impact, and the
performance effects of transformational leadership. Academy of Management
Journal, 55(2), 458-476.

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Hoon Song, J., Kolb, J. A., Hee Lee, U., & Kyoung Kim, H. (2012). Role of transformational
leadership in effective organizational knowledge creation practices: Mediating effects of
employees' work engagement. Human Resource Development Quarterly, 23(1), 65-101.
Vaccaro, I. G., Jansen, J. J., Van Den Bosch, F. A., & Volberda, H. W. (2012). Management
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