Leadership and Management Theories

This assignment delves into the analysis of different leadership and management theories. It examines prominent concepts such as Complexity Leadership Theory, Lasswell's communication model, collaborative decision-making, and the 4-V model of ethical leadership. The document provides insights into these theories through illustrations and references to relevant academic sources.

Applied
Research
Report

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
Ways in which the leaders need to communicate:......................................................................1
The leader's influence, support and resourcing to enable individuals and groups to..................4
How the leader, would................................................................................................................6
REFERENCES................................................................................................................................9

INTRODUCTION
Administrating organisation doesn't indicate an effortless task where it is above all sort of
causal attempts required to be taken up by the delegated leaders and managers. With a similar
context of work, both of them are accountable for the management of entire organisation by
together handling its related areas of work. It is where the employees are mostly in direct charge
of a leader or manger where they are mainly responsible for a timely supervision of their work to
ensure a directional submission of tasks allotted to them (Baker, 2014). This in turn impacts
upon the interpreted goals and objectives of the organisation that are required to be accomplished
within a set time period. Below report is together based upon the roles of leadership and
management in organisational context. It has depicted a prompt use of several leadership theories
that are apparent to assist in a proper administration of the employees and their work into the
organisation. It is together based upon a selected organisation called Qantas Catering with a
chosen role of Operations Manager.
TASK
This is on discoursing upon the designated role of Operations Manager (OM) in Qantas
Catering where there exists some leading responsibilities to further depute some accountabilities
to the entire team of Mascot site. Also, framing some effective decisions for the welfare of their
catering department is another prime duty of OM. Apart from this, the OM in the cited entity is
obliged to report to the General Manager of Mascot Catering by together working with the
supply chain manager. This reflected yet a other goal of OM to assist the department managers in
achieving the set targets by together meeting out the expectations. Additionally, the OM in
Qantas Catering is required to work for the Qantas segment with some more substantial duties
towards the accomplishment and enhancement of safety, regulatory, operational and financial
KPI targets, etc.
Ways in which the leaders need to communicate:
 The organisation's objectives, values and standards
This is on considering the role of OM representing a managerial position with varied set
of responsibilities for effectively handling the employees and their work, they are together
responsible to make an effective communication with them. This is basically with another prime
agenda of communicating the organisational objectives, values and standards to them (Goetsch
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and Davis, 2014). This requires them to make the use of such language which is understandable
to all and involves some simple yet effective terms in it. It should also reflect a deeper sense in it
with a first consideration of creating a cordial and trustworthy environment of work for them.
This will in turn make it more easy for them to interpret the valuable standards of work in the
organisation that also necessitate the OM to encourage the employees to participate in open
discussions.
 When interacting with a range of stakeholders
Stakeholders represent the most important part of an organisation where they are always
required to be kept informed and vigilant about the current occurrences with a superior
responsibility of the leaders and managers to do so. There exists two type of organisational
stakeholders namely internal and external where the internal stakeholders are employees,
investors and board of directors, etc., where manager is also categorised under this type
(Johnston and Marshall, 2016). Whereas, the suppliers, customers, government, creditors and
shareholders represents the external stakeholders. It is therefore on considering the way in which
the OM of the quoted firm is required to interact with both organisational stakeholders, there
exists certain effective ways to do so. However, there together exists some essential elements
that are required to be considered by the OM while interacting with the organisational
stakeholders with a foremost requirement of distinguishing the targeted set of audience to
communicate with. On whose basis, some effective ways must be ensured by the OM to further
transmit the message via prompt channels and language.
 Using appropriate communication channels and language
There exists two distinct type of methods to thoroughly interact with the targeted set of
audiences with a main concern of involving the stakeholders of the organisation. This include
formal and informal methods of communication where the OM of Qantas Catering can refer to
use the formal communicating methods to interact with the external stakeholders (Renz, 2016).
This will involve the governmental bodies, shareholders, customers, suppliers and creditors, etc.,
and can be interacted by conducting meetings, arranging conferences and sending newsletters,
poster and emails, etc. It is on referring to the Lasswell model of communication where it is
based upon three leading functions of communication, as described below-
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1. Surveillance of the surrounding,
2. Correlation of societal components, and
3. Cultural transmitting among generation.
It is also specified to be a procedural approach of communication that includes five
leading aspects of communicating, as stated below-
1. Who- It refers to the communicator addressing the audience to transmit a message.
2. Says What- This indicates the message that is required to be communicated to the
targeted set of audience.
3. Through Which Channel- It reflects the medium, through which the message will be
transmitted to the assemblage (Weiss, Hassell and Parks, 2014).
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Illustration 1: Lasswell's communication model
(Source: Olenski, 2015)

4. To Whom- This affirm the receiver of the message to transmit the message to the right
person.
5. With what effect- It is the last approach in which the effect of the transmitted message
is being analysed to confirm a right understanding of the audience received the
message.
This theoretical model proposes the flow of message in a multicultural social group with
respective audiences (Williams and Allen, 2014). It is also referred to be an effortless model that
is suitable to almost all type of communication with a concept of effect. However, it is also
criticised for being a linear model with no existence of feedback in it.
The leader's influence, support and resourcing to enable individuals and groups to
 Participate in consultations and decision-making processes
This is on considering the role of OM in Qantas Catering to influence, support and
resource the individuals and groups by enabling them to take part in the consultation and
decision-making procedures. This is referred as the tactic of empowering employees to take
some beneficial decisions for the attainment of organisation's undertaken goals and objectives
(Bargau, 2015). For this, the OM can hereby refer to adopt the measures of democratic
leadership which is also termed as participative form of leadership. Into which, the employees
are duly encouraged to take part in the process of decision-making for taking considerable
decisions in favour of the organisation. This way, the employees will be informed about the
ongoing issues in the organisation with a chance to propose effective measures for resolving the
same.
 Contribute in innovation and improvements
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Innovation is referred to be a foremost consideration of almost all sort of organisation
where it is simply irrespective of their accepted nature and type of business that in turn indicates
a prompt existence of improvement in all fields with the use of invention. Enabling the
individual and groups towards its acceptance is considered to be yet another crucial prospect that
can be done by adopting the tactics of complexity leadership (Harris, 2013). Into which, the
individuals are duly enabled to adopt some creative measures to learn and adapt a capability of
performing complex tasks. This together enable the leaders and managers to examine complex
procedures and systems to correspond with today's dynamic environment of work that
necessitate the organisations to bring continual changes in their work.
 Achieve their responsibilities and objectives
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Illustration 2: Complexity leadership theory
(Source: Williams and Allen, 2014)

This being another most important consideration of leaders and managers necessitates
them to undertake such measures that in turn assist the employees to themselves take the
responsibility of their own work. It will not only result in a raised level of productivity but will
also lead to enhance the work performance of the employees where they will themselves take the
ownership of their assigned tasks (Nahavandi, 2016). This requires the OM of Qantas Catering to
focus upon solution based approaches by together expressing a sense of confidence on the
capability of the workers. Also, identification of gradual steps will together enable the employees
to move towards a progressive direction.
How the leader, would
 Facilitate consultative decision making processes with relevant internal stakeholders
Facilitating consultative process of decision-making with pertinent set of internal
stakeholders indicates the formation of collaborative decisions that mostly involves the
employees, managers and owners, etc., (Ward and Bailey, 2016). It can done by following the 6
step procedure of decision-making that includes-
1. Ensuring leadership and level of commitment,
2. Framing issues,
3. Developing models for evaluation to further formulate the alternatives,
4. Collection of meaningful and reliable set of information,
5. Evaluating the proposed alternatives to make substantial decisions, and
6. Developing an implementation plan.
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 Demonstrate ethical conduct & professional competence
This is to discourse upon the way in which the individuals and group of individuals in
Qantas Catering can be encourage to behave in an ethical manner by together focussing upon the
existence of professed competency (Weiss and Tappen, 2014). It can be done by following the
traits of an ethical leader who is aware of the core organisational values to ensure the occurrence
of ethical practices at the workplace. Also, the OM is hereby required to lead in people oriented
manner with no such interest of self serving. For which, there exists a 4-V model of ethical
leadership based upon below 4 constituents-
1. Values
2. Vision
3. Voice
4. Virtue
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Illustration 3: Collaborative decision making
(Source: Weiss, Hassell and Parks, 2014)

 Build commitment & encourage business ethics in others
It is after following the traits of ethical leadership, the leaders and managers are then
required to create and support an ethical workplace that reflects a principled culture of work
(Kay, 2016). This can be done by adopting a three way procedural approach that defines-
1. Presence of a written code of conduct,
2. Arranging training sessions for developing the knowledge of employees regarding the
pursuit of ethics and compliance, and
3. Reflecting as a role model to the employees by themselves performing ethical practices
at work that involves being accountable and punctual at work, dressing up in a
professional manner, working in teams with an affirmative attitude towards the work
(Olenski, 2015).
 Demonstrate continuing professional development
This is on considering the development of workers in a professional direction that
necessitate the leaders to create a professional developmental plan for them (Zaineb, 2016). For
which, it is important for the OM of Qantas Catering to discourse upon the career goals and
individual interests of the employees. This will in turn assist the leaders and managers to
determine the developmental activities that can be undertaken by the individuals for their growth.
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Illustration 4: 4-V model of ethical leadership
(Source: Bargau, 2015)

REFERENCES
Books and Journal
Baker, E.L., 2014. Leadership and management—guiding principles, best practices, and core
attributes. Journal of Public Health Management and Practice. 20(3). pp.356-357.
Bargau, M.A., 2015. Leadership versus management. Romanian Economic and Business Review.
10(2). pp.197.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Harris, A., 2013. Distributed leadership: Friend or foe?. Educational Management
Administration & Leadership. 41(5). pp.545-554.
Johnston, M.W. and Marshall, G.W., 2016. Sales force management: Leadership, innovation,
technology. Routledge.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Ward, J. and Bailey, D., 2016. How far can a short leadership and management programme
address the challenges for first line social work managers? An evaluation of one of the
skills for care leadership and management demonstration sites. Practice. 28(4). pp.281-
303.
Weiss, R.L., Hassell, L.A. and Parks, E.R., 2014. Progress toward improved leadership and
management training in pathology. Archives of Pathology and Laboratory Medicine.
138(4). pp.492-497.
Weiss, S.A. and Tappen, R.M., 2014. Essentials of nursing leadership and management. FA
Davis.
Williams, P. and Allen, S., 2014. Faculty perspectives on the inclusion of spirituality topics in
nonsectarian leadership and management education programs. The International Journal
of Management Education. 12(3). pp.293-303.
Online
Kay, M., 2016. Leadership Skills #7: Great Leaders Have Ethics. [Online]. Available through:
<https://aboutleaders.com/leadership-skills-7-great-leaders-have-ethics/>. [Accessed on
29th June 2016].
Olenski, S., 2015. 8 Key Tactics For Developing Employees. [Online]. Available through:
<https://www.forbes.com/sites/steveolenski/2015/07/20/8-key-tactics-for-developing-
employees/#765c38506373>. [Accessed on 29th June 2016].
Zaineb, A., 2016. Ethics in the Workplace: 3 Ways to Build and Maintain An Ethical Workplace
Culture. [Online]. Available through:
<http://blog.commlabindia.com/elearning-design/ethics-in-the-workplace>. [Accessed on
29th June 2016].
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