Leadership Impact on Employee Well-being

This assignment examines the relationship between leadership and employee well-being within dynamic business settings. It specifically analyzes how different leadership styles, particularly transformational leadership, affect organizational performance, learning, and innovation. The assignment delves into the impact of emotional intelligence on leadership effectiveness and explores various theoretical frameworks, such as Kolb's learning style theory, to understand how leaders can create positive and supportive work environments for their employees.

Developing Research Informed
Learning and Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
Critical review of literature relating to the importance of leadership and leadership in SMEs.......1
Critical appraisal of your learning preference.................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
In the organization there are different set of skills that are required and it is important that
workers possess them so that they will be able to perform the roles effectively and efficiently
(Pamfilie, Petcu and Draghici, 2012). Further, management have diverse departments in which it
includes managers and leaders who make sure that employees make use of their full potential
and support in achieving the goals and objectives. For all type of organizations whether big or
small it requires leaders who will be able to guide and direct the employees to attract more and
more customers. This report covers importance of leadership and leadership in SMEs. Further, it
covers own learning outcomes on the programme.
Critical review of literature relating to the importance of leadership and
leadership in SMEs
According to Swanson and Frederick, (2016) “leaders are people who do right things.
Different people have diverse set of perception among over leadership” (Swanson and Frederick,
2016). Further, at all aspects there are leaders who focus on understanding the behaviour of
people and make them understand thing as per their preferences. As per Chen, Eberly and Cheng,
(2014) “around the world leadership is different for different people and person how understand
and make systematic decision is a leader” (Chen, Eberly and Cheng, 2014). Moreover, there are
different type of leadership and it includes leadership in community, political area, campaigning
groups, religious, etc. There are different definition that can be made out of a leader. It this
context, leadership can be determined as a person who inspires and boost up the moral and
develops willingness towards the work (Ibarra, Ely and Kolb, 2013). Further, they have inspiring
vision for the organization and set out objectives that will help them to reach them. They set up
priorities and design path on which people will be able to understand the vision and support to
make it come true. Leaders provide live example and grab the attention of people and this makes
them to think and it boosts the moral of individual. They are hard workers and make sure that all
the given roles and responsibilities are fulfilled. According to Choudhary, Akhtar and Zaheer,
(2013) “they understand each of the individuals and monitor them and identify the areas in which
they lack” (Choudhary, Akhtar and Zaheer, 2013). Accordingly, they set out ways that help
people to meet them out or reduce the gap in their performance. However, there are situations in
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which people do not prefer the way leaders treat and this is because individuals have different lay
out and preferences.
At all aspects of business, leadership is highly important. They understand the real issue
and make strategies which helps in reducing the gap. As per Maak, Pless and Voegtlin, (2016)
“leadership can be determined as an important function of management that focus on understand
individuals and to raise their performance” (Maak, Pless and Voegtlin, 2016). Below given are
the importance of leadership:
Initiates action: There are different policies that are followed at diverse organization.
Leader is a person who would communicate all the policies and develop plan and make
subordinates understand it. Only after this the work for the day starts.
Motivation: They play incentive role and are highly concerned with the work they
perform. In this context, they provide individuals with non-economic and economic rewards.
This can be determined as strategies that are adopted to boost up individuals.
Providing guidance: Goleman, Boyatzis and McKee, (2013) stated that “leaders not only
supervise but they also provide them proper guidance to their subordinates” (Goleman, Boyatzis
and McKee, 2013). This is highly helpful to increase the performance level of people.
Develops confidence: There are situations in which individuals fail to put on their full
efforts to their work. However, leadership in such situation is very helpful as it enables to
develop confidence and trust over the work or performance.
Builds moral: This can be determined as the willingness towards the work and in
developing confidence in what ever a person does (Swanson and Frederick, 2016). Leadership
makes the worker to boost up their moral in getting co-operation in order to raise their
performance level.
Builds work environment: Leaders have effective interaction with others and this is
highly helpful developing healthy environment in which people feel free to share their issues and
problems.
Co-ordination: It understands the skills and capabilities that each of the individual
possess. In this context, leadership divide the work and make them perform accordingly. This
helps in raising co-ordination and all work together to achieve common goals.
In context with organizations, there are different type of leadership styles that can be
followed. All the leadership styles have their own benefits and merits (Hechanova and
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Cementina-Olpoc, 2013). It helps the organization to make workers to perform effectively and
efficiently. Leadership style are adopted by the firm according to the type of products and
services that are provided by the organization. In this context, it includes leadership styles like
autocratic, democratic, participative, etc. Below given are the two styles that are generally
adopted by organizations:
Democratic leadership style: It is a type of leadership style in which all the decision are
mad by top managers and employees are also included. This is one of the effective style that
organization can follow. This is because employees develop a feeling of trust and confidence.
This boost up the moral and encourages workers to perform more effectively and efficiently.
García-Morales, Jiménez-Barrionuevo and Gutiérrez-Gutiérrez, (2012) stated that “employees
are the face of the organization as they have direct interaction with customers” (García-Morales,
Jiménez-Barrionuevo and Gutiérrez-Gutiérrez, 2012). They are the one who present the services
and products that are provided by the firm. Worker know better about the issues or problems that
are faced by service users. In this context, in making decisions this type of leadership style is
highly effective.
Autocratic leadership: This is a type of leadership style in which all the decision are
taken by top managers alone and employees are not involved in decision making (Hayward and
Newman, 2015). Managers and leaders make sure that all the roles and responsibilities that are
given to workers are being fulfilled and are followed. This de-motivates workers as they feel
neglected by the organization.
As per Mort, Strain and Seefeldt, (2014) “in small and medium scale enterprise there are
four fundamental factors that help in product that are capital, labour, land and entrepreneurship”
(Mort, Strain and Seefeldt, 2014). Among these four last one is highly important of leadership in
setting up business. The role of leadership is like the catalyst which brings together all the
elements to work in common direction. Within the organization, leadership is very important. In
this context, below given are benefits of leadership to SMEs:
Significance: Eller, Fischer and Diedrich, (2016) states that “a leader less organization
can be determined as an army without general” (Eller, Fischer and Diedrich, 2016). There are
cases win which workers do not know the part of roles that they have to perform and this is due
to lack of understanding. However, leadership makes them guide and direct workers. In addition
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to this, leaders can be compared in terms of developing new strategies and to make it
communicate it with employees so that follow the directions and work accordingly.
Functions: There are different set of functions that are to be followed by leaders. In this
context, it includes responsibility like providing their workers training. This type of program is
provided when employees find out the areas in which they lack (Ulrich, Zenger and Smallwood,
2013). Improvement is made by providing them training that makes to enhance their
performance level. Another role is to inspire workers and to make them motivated. There are
certain motivational factors which when satisfied, then workers get encouraged.
Types: As stated about there are different type of leadership styles and leadership make
use of them as per their preferences (Chen, Eberly and Cheng, 2014). In this context, it includes
leadership styles like collaborative, facilitative, etc. Leaders act as per the type of situation that
are in and make sure that worker do not get disappointed. Among all these they try to make the
work more easy so that workers do not get burdened or stressed.
Delegation: This is type of act in which the work is divided among workers. The time
taken by a person to perform a job will be more when same work is performed by group of
people. However, in delegation, it is important that leaders select a right person who will be able
to perform the work with same efficiency (Parris and Peachey, 2013). It is the responsibility of
manager to assign task but it falls under the responsibilities of leader that how the assigned work
will be completed. Who all be effective enough to contribute towards the efficiency in
performing the given tasks in an effective manner.
Consideration: Similar type of leadership style can not be implemented for all type of
situation. However, it is important that changes should be made in the styles as per the type of
situation that are faced within the organization (Goleman, Boyatzis and McKee, 2013). With this
respect, leaders will be able to understand the areas the type of situation that are in and to make it
understand to others it is essential that they make use of diverse set of leadership styles in the
organization.
Further, in a leader there are different type of qualities that are required to have so that
they will be able to guide workers. In this context, one of the most effective skills that a leader
should have is listening skills. When one have this skill, then they are able to understand the
main issue (Ibarra, Ely and Kolb, 2013). Further, they will be able to take an adequate decision
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that will enable to solve the problem. In addition to this, it is also helpful in develop strong
relationship with subordinates.
Critical appraisal of your learning preference
To perform in the organization, it is essential to have certain set of skills that will be able
to perform the given work in an effective manner. In this context, there are diverse ways that can
be helpful in developing understanding and knowledge. With this respect, one of the best way for
me to learn is by providing On-the-job training. It is a type of method in which one gets to learn
from doing things. In addition to this, there are different type of tools that can be used in order to
develop learning. In this context, it includes models like Kolbs learning style. It is type of
learning styles in which there are four type of stages in which one can learn (Kolb's learning
style, 2013). In this context, below given are the four stages:
Diverging: It includes people who are able to look situation at different perspective. They
do not get involved in things easily and they prefer to be audience rather than getting into things.
These are type of people who learn from gathering information and make use of imagination
power in order to solve the problem. In one single situations, they would think over different
point of views.
Assimilating: These are people who prefer to be more logical and try to understand the
main cause of any type of issue. They want good and clear explanation for the thinks they want
to learn. If they get into any type of problem, then they would gather information and list out
different way through which it can be solved. On the other hand, to learn things they will observe
other and select the simple way that will help them to learn.
Converging: These people will make use of their learning to solve problems. They prefer
to have technological skills. When ever they get to learn from someone, then they will learn by
applying practically. They prefer to experiment new idea and do apply them in order to develop
their learning.
Accommodating: They believe on intuitions rather than logical thinking. They make use
of the analysis of other people and focus on taking practical experience over the data that they
have. These people rely on the information and knowledge of others and they do not make use of
their understanding to solve issues. They will just perform the job that is given to them and will
not use their own knowledge to understand the concept.
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All the these learning stages, I prefer to develop my learning and understanding through
diverging method. I prefer to learn from getting practical knowledge over the topics. Further,
there are another learning styles that can be used which is Honey and Mumford learning style.
This is a type of learning style in which one can develop their learning and knowledge. With this
respect, there are four types of learning performances which are as follows:
Activist: They are the people who learn by doing. They will perform the given tasks own
by their own and perform them until it is done correctly. They are open minded and are open to
new thoughts and ideas. These type of people learn from problem solving, brainstorming
sessions, group discussions, competition, etc. They get to learn from these type of sources and
they will apply the things that they have learned.
Theorist: These people focus on understanding the main reason or main cause behind the
action. They do not understand the concept until it is not been explained from the initial stage.
These type of people learn from quotes, models, statistics, applying theories, etc. They are very
slow are they do not make use any simple way but they would perform as per the concept that is
provided to them.
Pragmatist: It is a type of learning in which people will focus on applying the theory of
concepts in practical life. The cases when they get issues due to some kind of situation, then they
will apply the theories and knowledge that they possess. These type of people learn from case
studies, problem solving, discussions, etc.
Reflectors: They are the one who observe others. Different people have diverse set of
learning and perception and these people will try to find out the most suitable skills that others
possess and accordingly they take and learn from them. These people learn from self analysis,
personality questionnaire, observing activities, etc.
Among all these stages, I will prefer to learn from activist. They will perform the tasks
and learn. This is highly beneficial as it gives practical knowledge and develops learning.
From the learning develop I got to know that among all the learning styles I prefer to
make use of internet as one of the major source to develop skills and learning. This is because it
consists of vast information about any topic and it includes different type of tests available which
are highly beneficial for the development of learning. In this context, one of the skills that I got
to improve is communication. There are test available and it has helped in knowing where I
stand. Further, it also helped in knowing the certain areas in which improvement will help in
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developing communication skills. The learning program provided was highly effective but there
were certain area in which I was not able to go with the flow. The strategy use by the
management was related with taking classes over the topic on which performance can be
improved. However, the time that was scheduled were too lengthy and it became difficult to
concentrate. There were brainstorming sessions that help in develop my understanding and to
change my perception over certain areas in the organization.
From the past learning experience, I got to learn from different strategies that were
adopted by the managers like brainstorming sessions, group discussion, etc. There are situations
in which people do not understand the use of the concepts that were provided. Different people
have diverse way on learning thins. It is important that management understand them and help
them to develop their learning. There were many skills that were required by me. In this context,
it includes skills like communication, problem solving, time management, decision making, etc.
There are different professionals who took seminars and they shared their experience and they
way that interacted helped me to develop my learning. Further, different type of situation are
faced by these managers and the way they used their knowledge to solve the issues was highly
helpful. These seminars helped in develop my understand and decision making skills. I got to
know what all elements should be considered in order to make proper decisions. There are
situations in which lot of work was given and I fail to perform all the job full efficiency. In this
situation, I got help from the learning experience and I was able to delegate the work. In addition
to this, it also consists of prioritising work. It helped me rank the work as per the preference.
Over all it can be stated that the experience that I got was effective and I got to develop
my skills at great extent.
CONCLUSION
Ultimate aim of any organization is to gain maximum profit. This is only possible when
management have skilful and knowledgeable workers. They are the one who present the services
to customers. Further, manager and leaders both are important to guide and direct workers
towards the work. It is essential that leaders understand the behaviour and factors that motivates
them to work. Accordingly, they should take appropriate steps with the help of which they will
be able to encourage and motivates works to put on their full efforts on the work they perform.
Further, there are different type of learning styles and individuals should understand the type of
stage they fall understand and should make proper plan that will enable to develop their learning.
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In addition to this, management should monitor their workers and identify the areas in which
they lack. Accordingly, they should be provided with training so that they can enhance their
performance level.
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REFERENCES
Books and Journals
Chen, X. P., Eberly, M. B., & Cheng, B. S. (2014). Affective trust in Chinese leaders linking
paternalistic leadership to employee performance. Journal of Management. 40(3). pp.796-
819.
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). pp.433-440.
Eller, F. J., Fischer, S., & Diedrich, L. (2016). Managing (in) Times of Uncertainty: The Effects
of Leadership Sensemaking on Employee Well-Being in Dynamic Business Environments.
In Healthy at Work (pp. 127-137). Springer International Publishing.
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). pp.1040-
1050.
Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal leadership: Unleashing the power of
emotional intelligence. Harvard Business Press.
Hayward, S., & Newman, M. (2015). Connected Leadership. Pearson Education Limited.
Hechanova, R. M., & Cementina-Olpoc, R. (2013). Transformational leadership, change
management, and commitment to change: A comparison of academic and business
organizations. The Asia-Pacific Education Researcher. 22(1). pp.11-19.
Ibarra, H., Ely, R., & Kolb, D. (2013). Women rising: The unseen barriers. Harvard Business
Review. 91(9). pp.60-66.
Maak, T., Pless, N. M., & Voegtlin, C. (2016). Business Statesman or Shareholder Advocate?
CEO Responsible Leadership Styles and the Micro‐Foundations of Political CSR. Journal
of Management Studies. 53(3). pp.463-493.
Mort, J. R., Strain, J. D., & Seefeldt, T. M. (2014). Perceived impact of a longitudinal leadership
program for all pharmacy students.
Pamfilie, R., Petcu, A., & Draghici, M. (2012). The importance of leadership in driving a
strategic Lean Six Sigma management. Procedia-Social and Behavioral Sciences. 58.
pp.187-196.
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Parris, D. L., & Peachey, J. W. (2013). A systematic literature review of servant leadership
theory in organizational contexts. Journal of business ethics. 113(3). pp.377-393.
Swanson, D. L., & Frederick, W. C. (2016). Denial and leadership in business ethics education.
Business ethics: New challenges for business schools and corporate leaders. pp. 222-240.
Ulrich, D., Zenger, J., & Smallwood, N. (2013). Results-based leadership. Harvard Business
Press.
Online
Kolb's learning style. (2013). [Online]. Available through:<https://hbr.org/2013/11/deciding-
how-to-decide>. [Accessed on: 3rd November 2016].
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