Leadership Styles

This article discusses different leadership styles and their application in various organizational contexts. It explores the impact of leadership styles on organizational efficiency and effectiveness. The article also provides insights into the recognition of leadership styles and their application in the author's own context.

Running head: LEADERSHIP STYLES
LEADERSHIP STYLES
Name of the student
Name of the university
Author note

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Introduction
The performance of the organizations is dependent on the efficiency of the leadership
styles that are followed by the entrepreneurs. The design of the leadership style and the manner
in which they are applied in the organizational context assists a venture in maintaining the
efficiency of the operations in accordance to the demand of the customers. Breevaart et al.
(2014) stated that the decision making prospects, the supportive role and the communication with
the subordinates are the major role of a leader apart from the vision and the conflict management
initiatives that are undertaken by the same. The purpose of undertaking the discussion is to
evaluate the different leadership aspects that are identified through the assessment of the case
study. The different modifications that might be undertaken by the leaders are dependent on the
assessment of the needs of the organization and the workforce. The research will identify the
leadership styles that are portrayed in the vignettes and the manner in which the same might be
infused in the personal contexts.
Leadership style that is relevant to the vignettes provided in the case study and their
application
The leadership style that is being portrayed in vignette 1 is authoritative leadership as the
decision making capabilities of the managers in the Bucharest office is curtailed through the
presence of the high level management officials from Munich. The centralization of the decision
making process has affected the capabilities of the organization in developing decisions in
different contingency situations. The authoritative leadership style affected the work process and
the design of the activities that are undertaken by the same. Yahaya and Ebrahim (2016) stated
that the authoritative leadership style and the centralized decision making process affects the

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operations that are undertaken by the workforce while operating in adherence to the
sustainability needs of a venture. The application of the authoritative leadership style affected
the capabilities of the organization in developing the efficiency of the operations.
On the other hand, the leadership style that is being noticed in vignette 2 is servant
leadership approach, as Michael aimed at supporting the operations of the workforce through the
induction of collaborative approach in the team. Gandolfi and Stone (2017) stated that the
servant leadership style aims at developing the operations of an organization through the
application of collaboration among the management and the workforce with the aim of achieving
the common goal of the venture. The development of the servant leadership style has helped
Michael in developing the efficiency and continuous operations in the absence of a member of
the team. Therefore, the application of the servant leadership style has assisted Michael in
achieving the common goal of the business through maintaining the uninterrupted operations of
the venture. The diverse range of alternative course of actions that are identified by the servant
leader has assisted the same in developing the operations while adhering to the sustenance
related needs of the venture (Yang 2015).
Vignette 3 resembled the application of transformational leadership style in the problem
solving context where the concerned person or leader is moving out to resolve the conflicts
between the production manager and the commercial manager without dispensing or firing them
from the organization. Antonakis and House (2014) stated that transformational leadership style
aims at enhancing the communicability among the people and the organizations with the aim of
mitigating the existing issues in the workplace and thereby develop suitable process design. In
this relation, the transformational leadership style has assisted the leader in developing a positive
and collaborative functioning of the workforce on the different objectives of the same. On the

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other hand, the application of the transformational leadership style in the context has helped the
managers in resolving the existing issues in the organization for facilitating the uninterrupted
functioning of the systems in accordance to the needs of the business. McCleskey (2014) stated
that the development in the collaborative functioning has assisted the organizations in developing
efficient functioning of the systems while adhering to the common goals of sustenance.
Therefore, the application of the transformational leadership style assisted the organization in
developing the resources in adherence to the needs of the same.
Vignette 4 portrayed a Laissez-faire, which affected the training and development
program that is being planned by an organization. The leadership style affected the capabilities
of the organization in developing the operation of the same while delineating the needs of
sustenance. The diverse range of operations that are undertaken by the leaders has helped the
organization in maintaining the efficiency of the operations in accordance to the demand of the
customers. Van Dierendonck et al. (2014) stated that the lack of involvement of the Laissez-faire
leadership style affected the capabilities of the same in maintaining the efficiency of the
operations while adhering to the sustainability needs of the organization.
Vignette 5 referred to the transactional leadership style which helped Helen in identifying
the resource based needs of the organization and thereby facilitated diverse range of
modifications in the processes. The changes that were undertaken by Helen was innovative and
unique which helped the organization in attracting the attention of R&D talents from all around
the globe. The developments that are made by the organizations assisted the same in developing
efficient operations while adhering to the talent based requirements of the organization (Holten
and Brenner 2015). Washington, Sutton and Sauser Jr (2014) stated that the application of
transactional leadership style on the organizational operations assisted the same in maintaining

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the efficiency of the operations while adhering to the sustenance of the venture. Therefore, the
application of the transactional leadership style helped Helen in developing the R&D operations
of the organization while adhering to the sustenance related needs of the same.
On the other hand, Vignette 6 reflected charismatic style of leadership, which aimed at
drawing the awareness of the subordinates towards a process that is being delineated by the
leader. Baesu and Bejinaru (2014) noted that the charismatic style of leadership also assists a
manager in developing and motivating the employees while encouraging the same to take part
actively in the processes that are designed by the venture. In this relation, Margarita took steps to
develop Nicholas’ professional skills with the aim of enhancing the operation that are undertaken
by the same. Influential and motivational roles that are played by the organizational managers
assists the same in developing the operations while developing suitable functions in accordance
to the needs of the venture. Therefore, the operations that are undertaken by Margarita assisted
the same in maintaining the efficiency of the process functions through development of the
employees like Nicholas, which helped in enhancing the process flow.
Recognition of the leadership style
The leadership styles were assessed through a detailed assessment of the different
situations that were encountered by the leaders and the manner in which they took steps to
overcome the barriers. A close study of the approaches that were considered by the leaders
assisted in identifying the different leadership roles in the vignettes. On the other hand, the
delineation of the different changes that are undertaken by the leaders has helped in developing
an insight of the capabilities and the position that is held by the leaders while operating in
adherence to the concerns of an organization.

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Application of leadership styles in my context
The Authoritative leadership in my opinion will help me to take decision in short span
of time. In case of the dire situation, it is highly effective for the leaders to guide the employees
to the right direction. As a matter of fact, the authoritative leadership put all the pressure on the
leaders and helps the employees to focus on their tasks extensively. Therefore, it can be expected
from the employees to provide consistent result. In my context, I would like to develop the
authoritative style as a positive practice in order to get consistent result from the employees.
On the other hand, the servant leadership style enables a unity and integrity over the team
members in order to increase the proficiency within the workforce. Apart from that high moral of
the employees is also an important aspect for the growth in business and get strategic advantage.
Therefore, my focus is fixed on retaining the talented employees and integrate them as a team. In
fact, I want to use the servant leadership practice so that the employees can understand my
intention to procure benefit for them. It will develop a high morale to the employees and satisfy
them profoundly.
The use of Transformational leadership is to prepare myself with the change in
progress. For a business organisation in the global market, it is always highly important to make
change in order to deal with the challenges and crisis that are continuously affect the
organisational development. Therefore, the transformational leadership style will help me to
prepare myself in accordance with the organisational needs and carry out changes that will foster
advantage to the business orientation of my organisation. Moreover, the transformational
leadership also helps me out to make a good relationship with my team members so that they feel
engaged in the organisational development program.

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Moreover, the Laissez-faire leadership style provides me the full authority to make my
own decision making. In fact, the decisions of mine and my team members are never collided
with each other and it ushers a space for ingenuity and innovation. For the development of the
organisation this creative practices are of high demand because it supplies a unique market
positioning for the company in order to create effectiveness in the practice of taking adequate
measure for the betterment of the company. accompanied with this, the individual decision
making practice also engages the employees a lot with the organisational activity and build up a
responsible approach to the employees so that the entire workforce will remain active and
innovative.
Moreover, keeping focus on the transactional leadership is also a pertinent aspect to me
in order to manage the workforce to perform within the given resources and existing framework.
For all the employees it is not possible for all the organisations to make changes in their
organisational context so that they have to mitigate the crisis situation with the help of the
existing practices. It will help me to understand my ability to cooperate with the existing
practices.
The charismatic leadership is also played a pivotal part in this regard. As a charismatic
leader I can influence the employees effectively and keep them focused into the organisational
practice. It will help to draw a better and optimistic workplace environment where the employees
can use their skills and abilities for increasing the organisational proficiency positively.

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Conclusion
Therefore, from the above discussion it might be stated that the development of the
leadership roles that are played by the entrepreneurs has assisted organizations in establishing
suitable process designs. Different modifications that are undertaken by the organizations are
dependent on the smooth functioning of the systems in accordance to the demand of the
customers. On the other hand, the assessment of the leadership roles also helped in the
development of future growth related strategies.

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References
Antonakis, J. and House, R.J., 2014. Instrumental leadership: Measurement and extension of
transformational–transactional leadership theory. The Leadership Quarterly, 25(4), pp.746-771.
Baesu, C. and Bejinaru, R., 2014. Leadership approaches regarding the organizational
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Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. Daily
transactional and transformational leadership and daily employee engagement. Journal of
occupational and organizational psychology, 87(1), pp.138-157.
Gandolfi, F. and Stone, S., 2017. The emergence of leadership styles: A clarified
categorization. Revista de Management Comparat International, 18(1), p.18.
Holten, A.L. and Brenner, S.O., 2015. Leadership style and the process of organizational
change. Leadership & Organization Development Journal, 36(1), pp.2-16.
McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership
development. Journal of Business Studies Quarterly, 5(4), p.117.
Van Dierendonck, D., Stam, D., Boersma, P., De Windt, N. and Alkema, J., 2014. Same
difference? Exploring the differential mechanisms linking servant leadership and
transformational leadership to follower outcomes. The Leadership Quarterly, 25(3), pp.544-562.
Washington, R.R., Sutton, C.D. and Sauser Jr, W.I., 2014. How distinct is servant leadership
theory? Empirical comparisons with competing theories. Journal of Leadership, Accountability
& Ethics, 11(1).

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Yahaya, R. and Ebrahim, F., 2016. Leadership styles and organizational commitment: literature
review. Journal of Management Development, 35(2), pp.190-216.
Yang, I., 2015. Positive effects of laissez-faire leadership: conceptual exploration. Journal of
Management Development, 34(10), pp.1246-1261.