Leadership Development and Mintzberg's Theory

This assignment delves into the multifaceted concept of leadership development, highlighting key characteristics like motivation, teamwork, and effective communication. It analyzes how these elements contribute to organizational success and explores Mintzberg's theory on leadership roles within an organization. The assignment emphasizes the importance of interpersonal skills, information processing, and decision-making in effective leadership.

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

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LEADERSHIP DEVELOPMENT
Leadership –
A good leadership includes proper listening and understanding of the employees and other
teammates. A leader includes motivation spirit, team leading spirit, understanding, helping hand.
Good leadership quality creates team spirit at the work place. Thereby organization achieves
profit if there is good leadership. Without efficiency in the work place, an organization cannot
run smoothly, nor can it compete with other companies (Cullen-Lester, Maupin, & Carter, 2017).
Leadership includes encouragement of teamwork, doing work into teams creates less
pressure of the work. In teamwork, there are chances of more work at less point in time
(Komives & Wagner, 2016). Teamwork creates positive impact to the organization, thus helps in
building good reputation of the organization and helps in building good relation among
employees.
Working in teams also sets deadline targets to complete the task. As an individual employee also,
by finishing the work on time creates a good image of the employee at the work place. An
employee should be well skilled and qualified for the required job designation, because an
unskilled employee will create inefficiency in the work production which can influence in a
negative way to the organization (Larsson et al., 2017).
A leader must be a positive thinker as it leads to success. Good education qualification and
correct job designation creates confidence and interest among the employees. There will be
seriousness and dedication enough towards the job (Mertens, Boen, & Fransen, 2017).Therefore,
these are the certain key behaviors of an efficient employee.
A good leadership and stable decision includes proper healthy communication with its
subordinates in the organization. A good communication skill creates more production and

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LEADERSHIP DEVELOPMENT
friendly atmosphere at the work place. Effective communication includes listening, accuracy
and clarity, friendly interaction, open minded, discipline and understanding nature. Effective
listening to the issues can help to understand the issue with more clearly. One need a clear
understanding of the problem then there should be a friendly and comfortable communication.
This creates positive effect in the financial performances as well as in the environment. An
organization performance is totally depends on leadership and proper managing of desired roles
and activities of employees, staffs and other stakeholders. When an employee gets proper
facilities and incentives, they tend to do their work with more interest, passion and dedication.
A good leader with proper and good decision management will boost the organization
performances and standards thereby create new opportunities and trends in terms of global
business. Key areas of focus for a leader are decision regarding performance, quality and
quantity of goods and services (Norris, 2017). It includes standard quality goods and materials
for production and output level. With the use of modern technology for better production of
goods and services, it will create growth in the business profit and efficiency in standard.
Strength of a leadership includes passion to do the work, charismatic nature, competency level
increases, patience, creates innovation and integrity. Weakness includes lack of support,
influencing factor, laissez faire, to coach a team. Therefore, when a leader fails to provide
adequate functions to the teams and organization it creates a negative impact on the organization.

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LEADERSHIP DEVELOPMENT
Mintzberg theory-
The leadership aspect is inspirational in Mintzberg theory that deals with three main aspects.
They are interpersonal, informational processing sector and decision-making process. According
to this theory, there is no relation between management and a leadership (Skendall et al., 2017).
This theory gives a statement that an organization to run smoothly needs a manager to function,
not a leader to fulfill the roles and functions in respect of three domains of work force that are
people, information and action. Leadership role functioned by every individual member of the
organization. Interpersonal department includes figurehead, leadership traits. Informational
department includes functioning and monitoring of the roles, dissemination and spokesperson.
Decision making department includes resource allocation, entrepreneur, and problem solving and
interaction agent.

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Mintzberg segregated the work division in to these three heads and when theses three functions
well it creates stability in the organization as it includes proper allocation of resource, accuracy
in decision making and motivating leadership traits.
With good management of the performances and the functions of the organization, it creates
efficiency in the production unit and greater output for the company. When company performs,
well it creates global competition leading to new opportunities and investments. By providing
good work ethics with employee friendly work environment, it creates motivation and more
production at work place. This creates efficiency and more opportunities for the business
domestically and globally.

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References
Cullen-Lester, K. L., Maupin, C. K., & Carter, D. R. (2017). Incorporating social networks into
leadership development: A conceptual model and evaluation of research and practice. The
Leadership Quarterly, 28(1), 130-152.
Komives, S. R., & Wagner, W. E. (2016). Leadership for a better world: Understanding the
social change model of leadership development. John Wiley & Sons.
Larsson, G., Sandahl, C., Söderhjelm, T., Sjövold, E., & Zander, A. (2017). Leadership behavior
changes following a theory‐based leadership development intervention: A longitudinal
study of subordinates’ and leaders’ evaluations. Scandinavian journal of
psychology, 58(1), 62-68.
Mertens, N., Boen, F., & Fransen, K. (2017, July). Implementing a structure of shared
leadership: Testing the effectiveness of Shared Leadership Mapping and the 5R-Shared
Leadership Development Program. International Conference on Social Identity and Sport.
Norris, S. E. (2017). What Motivates an Individual to Lead and Engage in Leadership
Development?. In Encyclopedia of Strategic Leadership and Management (pp. 696-706).
IGI Global.
Skendall, K. C., Ostick, D. T., Komives, S. R., & Wagner, W. (2017). The Social Change Model:
Facilitating Leadership Development. John Wiley & Sons.