Leadership Skills Analysis and Philosophy in Management

This document discusses the analysis of leadership skills and philosophy in management. It covers topics such as current leadership skills, change leadership theory, and leadership philosophy. The document also includes references to support the discussion.

Running head: MANAGEMENT
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Name of the Student
Name of the University
Author Note

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Contents
1. Analysis of my current leadership skills based on what I have learnt in my course..........2
2. A Change leadership theory that would be beneficial to the leadership role......................3
3. My Leadership philosophy.................................................................................................4
References..................................................................................................................................7

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1. Analysis of my current leadership skills based on what I have learnt in my
course
During my academic discourse I was able to learn about several important leadership
traits and skills that can enable an individual to be an effective leader. Understanding such
skills helped me analyze my own skills and understand my fitness in a leadership role. During
the academic discourse I was also able to learn about different tests that could be used to
analyze me leadership skills.
These tests show that I have significant strengths in my emotional intelligence, which
helps me to understand the behavior and body language of others and judge what they might
be feeling. I also have strong skills in motivating people and provide them a compelling
vision of the future that can help to guide others towards the organizational objectives. Being
a role model for others is also a significant strength for me as I am able to lead others by my
own examples and actions, adopting the practices first that I want others to adopt and acting
as a champion for change in the organization instead of just instructing people on what to do.
This also helps me to manage people more effectively as I can act as their mentor and guide
and help them to overcome difficult situations thereby earning their trust and respect. I also
have an overall positive attitude towards work and I am very optimistic in my outlook.
However, at times I do face difficulties while maintaining the optimism in difficult situations
and when I see unnecessary suffering in the world. Also, when I understand that a situation is
beyond my control to be fixed causes me to get more anxious and I find it increasingly
difficult to maintain the positive outlook. Therefore I believe that I need to further develop
my ability to maintain my self confidence even in the face of adverse situations. Moreover,
the test also showed that I had a significant self confidence. This shows that I have the
capacity to work with confidence towards a set of objectives.

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Considering my strengths and skills, I believe that a Democratic Leadership theory
can be significantly beneficial to me to help my professional growth. In this form of
leadership, a leader involves the followers in the process of decision making process, thereby
developing a form of shared leadership in the organization. This form of leadership
encourages higher participation within the organization and helps to develop leadership traits
and qualities among the followers and thus help them towards professional growth and
success (Yilmaz et al., 2016). I can use this leadership style by encouraging the employees to
be involved in meetings and discussions in the organization where important decisions are
being made, take feedbacks and opinions from them in the decision making process as well as
delegate some of the decision making responsibilities to some of the team members. The
preferred outcomes that can be expected from such leadership style can include better
participation of the members in the organizational processes, development in the skills and
competencies of the employees to take on managerial roles, develop effective team
coordination and professional relations and also help to improve job satisfaction and retention
of skilled employees (Iqbal et al., 2015; Amanchukwu et al., 2015).
2. A Change leadership theory that would be beneficial to the leadership role
One change leadership theory I believe can be beneficial to the role of a leader is the
Leader Member Exchange (LMX) Theory. According to the theory, in any organization the
work group can be divided into two categories: the ‘in-group’ and the ‘out-group’ (Choi et
al., 2018). The ‘in-group’ is the ones who are close with the leaders, work well with them,
have personality traits that match of fits with that of the leaders themselves and often are
willing to take on additional roles and responsibilities in the organization. On the other hand,
the Out group is the one that are not very compatible with the leaders and can hold differing
opinions, values, principles and personalities. The out groups often experience an underlying
tension with the management and might be less than willing to take on additional roles and

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responsibilities (Liao et al., 2017). The theory additionally suggests that due to such differing
dynamics, individuals within the ‘in-group’ are more likely to get promotions compared to
the ‘out group’ that are more likely to leave the organization (Wang et al., 2015). The theory
therefore recommends that leaders should work towards converting the members of the ‘out-
group’ to the ‘in-group’ and therefore foster more participation of the employees in
organizational activities, while the followers should align themselves to the leader (Choi et
al., 2018).
3. My Leadership philosophy
Delving into my module courses I have obtained the understanding of differences in
what philosophers believe and create divergences in the way leadership has been defined.
Furthermore, it has been identified that leadership philosophies typically develop in the
number of varied themes and styles. To my deliberation, leaders engaged to modern
organizations operating in competitive market must apply democratic leadership philosophy
as these leaders essentially values participation, consultation along with significant level of
reflection. Moreover comprehensive evaluation of democratic leadership approaches and
philosophies have facilitated me to realize that democratic leader contribute to the process of
decision-making as well as problem-solving tasks with respective leadership team, whilst
preserving the decisive declaration in the ultimate decision. At this juncture, Amanchukwu,
Stanley and Ololube (2015) have stated that as democratic leadership reflects an ethical
entity, it tends to ascertain ensures the authority of individual employee to successfully
participate, value for all members along with accomplishments of organizational expectations
and goals consequential to which equality and factors related to democracy extends through
structures and system of educational institutions.

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Smyth et al. (2014) have asserted that leadership has been established as the major
cause of achievement or failure along with projections of leadership mainly in the areas of
public administration, organizational outlooks overpoweringly exemplify the predictability
for leaders and managers to gain higher level of democracy. Democratic leaders who have
been aiming to attain competitive advantages in the industry, constantly aims to formulate the
equivalent and identical form of environment whereby all individual employees develop the
sense of resilience and open-mindedness to work (Iqbal, Anwar & Haider, 2015).
Additionally, I have observed through the analysis of leadership styles and philosophies
present in my module that disciplines which depend on leadership exploration further by
emphasizing the decision of venerable paradox, it has been essential to elucidate the
possessions of democratic leadership on member satisfaction. Meanwhile Hassan (2015) has
identified an extensive range in the effectiveness of the operationalizations of democratic
leadership philosophies whereby certain groups aim to perform with considerably moderate
levels of democratic styles while the others engage in relatively critical levels.
At this stage, Woods (2016) has essentially noted that while individuals discuss about
modifying organizations along with integrating democratic leadership philosophies, they
mainly take into consideration the goal in itself. However, to my understanding following to
the evaluation of the articles available in my module course, businesses have been
undergoing significant changes with the recent advanced technologically infused world.
These trends however call for significant level of sustainability and need for acquiring
competitive advantages in the market. However, with my primary purpose of attaining a
managerial position in the corporate world, it is essential for me to focus on the strategies
through which majority of companies have been performing strategically to retain their vital
clientele with demands of growing transparency. However, in such a climate, according to
Amanchukwu, Stanley and Ololube (2015), potential managers successfully applying

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democratic philosophies perform in an improved manner by increasing the level of
engagement in their employees. As these employees attain greater degree of self-regulation
thus embrace trends of innovation with improved work relations and communicating (Jaques,
2017). Significantly, I have realized that comprehensive understanding of democratic or
participative leadership philosophies would enable me successfully embrace more agility
while eradicating unnecessary processes which would further aid in capitalizing on the
strengths to get greater degree of work to be performed. Thus, to my understanding these
philosophies and beliefs can be identified as essential components for a sky-scraping
performance organization and thus have been positioned while future leaders embark on
organizing further democratically.
Being a student of management, my greater level of interest primarily lied on building
team-based associations and relations. Thus my philosophy have highlighted that as
individuals has been offered avenues in current competitive life, these leaders can aim in
contributing their individual experiences and understanding to any specified circumstances
thus enabling every other team member to gain competence in attaining gains in the market.
Furthermore, expertise and knowledge mainly has been derived from collective information
which has been offered in appropriate situations (Iqbal, Anwar & Haider, 2015). Thus,
potential team leaders can aim in developing the excess levels of capacities of their team in
the course of democratic leadership styles for the reason that every condition develops into a
crucial prospect to gain ideas and knowledge.

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References
Amanchukwu, R. N., Stanley, G. J., & Ololube, N. P. (2015). A review of leadership theories,
principles and styles and their relevance to educational
management. Management, 5(1), 6-14.
Billig, M. (2015). K urt L ewin's Leadership Studies and His Legacy to Social Psychology: Is
There Nothing as Practical as a Good Theory?. Journal for the Theory of Social
Behaviour, 45(4), 440-460.
Choi, D., Kraimer, M., & Seibert, S. (2018, July). Toward Building a Multilevel Model of
Perceived Leader-member Exchange Differentiation. In Academy of Management
Proceedings (Vol. 2018, No. 1, p. 13192). Briarcliff Manor, NY 10510: Academy of
Management.
Hassan, S. (2015). The importance of ethical leadership and personal control in promoting
improvement-centered voice among government employees. Journal of Public
Administration Research and Theory, 25(3), 697-719.
Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee
performance. Arabian Journal of Business and Management Review, 5(5), 1-6.
Jaques, E. (2017). Requisite organization: A total system for effective managerial
organization and managerial leadership for the 21st century. Routledge.
Liao, C., Wayne, S. J., Liden, R. C., & Meuser, J. D. (2017). Idiosyncratic deals and
individual effectiveness: The moderating role of leader-member exchange
differentiation. The Leadership Quarterly, 28(3), 438-450.

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Smyth, J., Down, B., McInerney, P., & Hattam, R. (2014). Doing critical educational
research: A conversation with the research of John Smyth. New York: Peter Lang.
Wang, X. H., Fang, Y., Qureshi, I., & Janssen, O. (2015). Understanding employee
innovative behavior: Integrating the social network and leader–member exchange
perspectives. Journal of Organizational Behavior, 36(3), 403-420.
Woods, P. A. (2016). Authority, power and distributed leadership. Management in
Education, 30(4), 155-160.
Yilmaz, A. K., Tanriverdi, G., & Durak, M. S. (2016). Determination of optimal leadership
style for an organization: Case of Hasan Polatkan Airport. The International Journal
of Transport & Logistics, 16, 1.