Leadership Styles and Organizational Impact

This assignment delves into different leadership styles, examining their influence on organizational culture and change within a business context. It analyzes how leaders shape organizational values, foster collaboration, and drive transformation. The discussion encompasses situational factors influencing leadership choices and the significance of adapting to evolving organizational needs. Real-world examples and analysis are encouraged.

Running head: ORGANISATION BEHAVIOR AND MANAGEMENT
Organisation and Behaviour Management
Name of the student:
Name of the university:
Author note:

1ORGANISATION BEHAVIOR AND MANAGEMENT
Table of Contents
Introduction:...............................................................................................................................2
Benefits of management theory and influences on management practice:................................2
The importance of good structure and consequence of deficient structure:...............................2
Formal organizational relationships that exist between stakeholders:.......................................3
The changing nature of workplace and the demand of flexibility to meet the challenges:........4
The role and increase relevancy of technology within the organization in order to stay
competitive:................................................................................................................................4
The significance of leadership in the work organization:..........................................................5
Type of approaches in relationship to leadership:......................................................................6
Situational forces and variables in the style of leadership adopted:..........................................7
Impact of leadership towards the organisational culture and changes towards the organisation:
....................................................................................................................................................8
Conclusion:................................................................................................................................8
References:.................................................................................................................................9

2ORGANISATION BEHAVIOR AND MANAGEMENT
Introduction:
The main aim of practising management theory in an organisation is to understand
and evaluate the need of planning in an organisation and emphasizes the effectiveness of
proper planning in terms of achieving the goals of the organisation. Management deals with
dynamic, uncertain, and ambiguous situations. Management deals with relationships in
organisations, that are complicated and manages all the crisis of the organisation (Mullins and
Christy 2013).
Benefits of management theory and influences on management practice:
The growth of management theory practise is to influence the organisation to follow a
proper planning that would ensure good outcomes as well as manage the organisation at the
time of crisis. Taylor was the one to consider management as a process, which with its
scientific approach leads an organisation to success. His principle of management theory
initiates a revolution by broadly evaluating the role of the manager in an organisation
(Mullins and Christy 2013). Mintzberg was the one to explain the role of a manager as
someone who is in charge of directing an organization in a proper way so that it can be able
to achieve goals. For a manager in any public, private and non-profit organization, having
the ability to follow an informational and decisive role is very important to influence the
organisational behaviour. The goal of management is to support not only the customers, but
also the organisation including culture, structure and process. The main aim of management
theory is to establish flexibility at the work place and reduce the crises of the organisation.
The importance of good structure and consequence of deficient structure:
The management theory implies that organizations are manufactured and are
constantly in an evolving type having no fixed mechanical systems (Mullins 2013). They

3ORGANISATION BEHAVIOR AND MANAGEMENT
follow certain structures, but those structures cannot be separated from the processes of the
system. Contingency approach is the only way to ascertain the breakthrough of the
management practise and theory of an organisation. Diverse situations are unique and it
requires a managerial response based on specific decisions, considerations and
inconsistencies. The proper use of a management theory can be therefore claimed as
contingent on a set of inconsistencies that allow the organisation to ascertain the required
theory to the scenario and to the problems. Adapting any management theory to the
organisational context is therefore enormously important for an organisation to develop an
organisational culture and structure. Bad organisational structure of an organisation fails to
reach the desired goal or manage any crisis. Malaysia Aviation Group Bhd follows a good
organisation structure.
Formal organizational relationships that exist between stakeholders:
In the book management and organisational behaviour, it is stated that for practising
any management theory, the proper application of the selected theory or concept is extremely
influenced by the situation. Any organization structure functions through many layers of
management and then ascertains which is best in constant organisational conditions followed
by routine operations. The stakeholders of Malaysia Aviation Group can be classified by the
contribution of the organisation to the stakeholder relationship by attributions of power and
influence along with the size of the organisation and its level of performance. The interests of
any organisation with their stakeholders are ascertained by the objectives of the organization.
In management and organisational behaviour Mullins and Christy implied the fact that The
stakeholder relationship of any organisation like the Malaysia Aviation Group makes
intangible contributions as well as includes certain sections of knowledge, ideas, connections,
financial connections and an effort of voluntary work. The practise of management theory

4ORGANISATION BEHAVIOR AND MANAGEMENT
stresses on the requirement for the development of constructive organizational culture and
learning in every workplace like the Malaysia Aviation Group.
The changing nature of workplace and the demand of flexibility to meet the challenges:
This company unlike others has a human resource department that is in charge of the
recruitment process. This particular department in any organisation announces the vacant
position in the organisations using the various media and allows qualified persons to apply
for the positions. The recruiting is done through a recruitment process, which involves
checking of the skills and abilities as well as illustrating the experiences the candidates have.
However, in today's world, the human resource department in any organisation assigns a
complex reward system that motivates the workers to provide more input to the organisation,
which will lead to more output in production. This in exchange ensures more competition in
an organization that automatically increases the production levels. Human behaviour can be
motivated through positive motivations. Hence, the human resource managers in any
organisations are thus required to positively reinforce and utilize the process of reward to
increase the production. The application of the reward and recognition system leads a
company towards improved production in the work places by motivating the employees to
work with more enthusiasm.
The role and increase relevancy of technology within the organization in order to stay
competitive:
The way for organizations to ensure the need of competition is to make sure that
the employees are following a continuously learning process, which will help them to be
more productive as well as help the company to achieve their desired goals (Mullins and
Christy 2013). For any organizations that want to stay in the competition, they must make

5ORGANISATION BEHAVIOR AND MANAGEMENT
sure that their employees learn the use of technology and use the same as their skills. They
also need to practise agile workforce quickly adapts the changes of the market. As a manager,
while hiring, the must seek for candidates who can be lifelong learners. Seeking for talent
who demonstrates the intention to learn new skills and develop their career will help the
company to be successful. Looking for services that specializes in providing up-to-date
technologies is very important for every organisation to ensure more productivity. There is
often a problem about what the employees are learning and how that is helpful, this can be
solved by setting tutorials where the employees can learn the use of the use of technology in a
well defined manner. Learning always requires practice and learning something new for the
employees require practicing as well.
The significance of leadership in the work organization:
Leaders in the selected organization, figure out the ways to evaluate and reward the
agile talent, in terms of motivating the employees to learn and work with more efficiency
(Mullins and Christy 2013). To weaken is to lose their place in the market and this is what the
company follows. As professional leaders, they also play a role in ensuring the importance
of digital wave. Neither the company nor the employee can stay constant; they must evolve to
be more competitive. this can only be done with the help of the leaders and managers as they
have the ability to guide the organisation towards the right decision. A team spirit is
incorporated among the employees by the managers and leaders to ensure they can work
together to achieve the objectives. In modern context, this principle is applied to increase the
performance of the employees and enhance more efficiency in their work. Management
theory has altered with democratic type where the views of each employee are taken into
consideration at the time of the planning. The leaders of this organisation regularly hold

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meetings to give a chance to everyone and listen to their views for the organisation. This has
helped the organisation with increase of effective communication within the organisation.
Type of approaches in relationship to leadership:
There are four types of leadership approaches that are related to relationship (Mullins
and Christy 2013), those are;
Leadership as position,
Leadership as person,
Leadership as result
Leadership as process
1. Leadership as Position: Position-based leadership describes that it is only where and which
place the person operates and that is what makes them leaders. This definition clarifies the
fact that the chosen leader is less important than their position. It is only the position that
depicts the power of an individual.
2. Leadership as Person: This particular type of leadership emphasises on the importance of
the person’s character and how it helps the person to be an effective leader. Person-based
leadership answers the question of who as a person an individual is and then ascertain how it
will make them a leader. This particular approach requires the individual to have the capacity
and intention to drive the employees towards the fulfilment of a common purpose by working
together by inspiring them with confidence and trust.

7ORGANISATION BEHAVIOR AND MANAGEMENT
3. Leadership as Result: this particular leadership approach highlights the results of
leadership. Results-based leadership highlights and brings out what leaders do and how they
do that.
4. Leadership as Process: The definition of this particular leadership highlights the
relationship between leader and practice. It is all about what and how the leaders do their
work.
Situational forces and variables in the style of leadership adopted:
Leadership is not like management. This is because Management looks over
leadership and includes planning, organising, staffing and controlling. No leaders will exist
without followers, and those followers need the influence, persuasion and inspiration that will
make them follow the leader. However, leadership is not domination and can be effective
through supporting or coordinating behaviour. Leaders were made and when the leader is
gifted with superior qualities that makes them different others than only it can be identified.
The team members can be motivated to work more effectively when their leaders influence
them. The best policy for the leader in any bad or good condition is to be directive, task-
oriented. The success of every leader always depends on several factors, their character,
management values, self-confidence, and capability, trust in his team and the ability to cope
with stress. Any Particular style of leadership works effectively by dealing with some person
only rather than others. The distracting Factors like rough personality and temperament
constraints the leader to portray their effectiveness. Hence, Leaders must control their
behaviour and maintain good and well-behaved orientation with their subordinates in order to
take into considerations the problem of personality differences among the team members.

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Impact of leadership towards the organisational culture and changes towards the
organisation:
Organizational culture is a concept that was established or developed, by some
people, in any organisations in order to, make them learn the process that helps in coping
with stress, how to observe and how to think about the upcoming crisis. The organizational
culture is limited to the viewpoint, ideals and values that the members of any organisation
shares. Every organization requires a leader that is ready to commit to any challenge and
encourage their followers and is a powerful influence for them. They help the employees to
transform their work into productivity by showcasing a certain goal of future. Every leader
takes an oath to bring change in the organization culture. Organizational leadership is an
intended role in any business and it concentrates on other certain goals to increase the
company’s productivity. Leaders are always concerned about vision, path, and change.
Therefore, leaders are always ready to work by adapting the upcoming changes by
magnetizing the prospects and contributing their effort for enhancing the productivity.
Leadership and organizational culture are set to work together in Malaysia Aviation group,
and here leadership plays a major role and is an effective factor that brings change in culture
of the organization and foster the impact of it at the time of decision making by decision
makers.
Conclusion:
For any organizations that want to stay in the competition, they must make sure that
their employees learn the use of technology and use the same as their skills. They also need to
practise agile workforce quickly adapts the changes of the market. The practise of
management theory stresses on the necessity for the developing of optimistic organizational
culture and learning in every workplace like the Malaysia Aviation Group.

9ORGANISATION BEHAVIOR AND MANAGEMENT
References:
Alexander, K. ed., 2013. Facilities management: theory and practice. Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Clegg, S.R., Kornberger, M. and Pitsis, T., 2015. Managing and organizations: An
introduction to theory and practice. Sage.
J Mullins, L. and Christy, G., tenth edition., 2013. Management & Organisational Behaviour.
Pearson Education.