Introduction to Managing and Leading People

This document provides an introduction to managing and leading people. It discusses various approaches to leadership, including traits, situational, functional, relational, and transformational approaches. It also explores different leadership theories and models, such as the great man theory, trait theory, contingency theory, and more. Gain insights into effective leadership and its impact on organizational success.

UGB164
the Introduction to Managing
and Leading People
Assessment 2019

Table of Contents.
INTRODUCTION................................................................................................................................3
Leadership and it approaches...........................................................................................................3
Leadership theories..........................................................................................................................5
Leadership models...........................................................................................................................7
CONCLUSION..................................................................................................................................10
REFERENCES...................................................................................................................................11

INTRODUCTION
Leadership is the process by which an executive can direct, guide as well as influence the behaviour
as well as the work of the others. Leadership is the ability of the manager to introduce subordinates
to the work with appropriate zeal and confidence. The organizational leader has the potential to
influence behaviours of the others. It is also defined as the capacity to influence a group towards
accomplishment of specific goals. Thus, leaders are required to develop future visions and to
motivate the organizational members to want to achieve the visions in an effective manner. In this
report it has been discussed the various approaches to leadership, followed by the various leadership
theories, moreover in this report we have also discussed the various leadership models (Anderson
and et.al, 2017).
Leadership and its approaches, theories & models are been discussed below
Leadership and it approaches
Trait approach
The most basic qualities possessed by the effective leader is the traits of personality, mental &
physical, these traits are only possessed by the effective leader and these are absent in ineffective
leaders. This leadership approach is one of the oldest approach of leadership which is still in
practice. According to some authors it is suggested that the personality trait of leader can be
determined by way the leader treats its team members. Thus, there are various leadership situations
in which the trait of personality is seen absent all within the leadership of the organization. Even the
communication researcher has examined the possible relationships between leaders & varying
communicative traits.
Situational approach
This approach of leadership is mainly dependent various factors other than the traits such as
follower motivation and commitments, leader follower relationships and interactions and task to be
completed. Thus, these new theories of leadership are commonly known as the situational
leadership approaches (Zhang, Huai and Xie, 2015). The situational leadership approach is further
divided into various categories Fred fielder's contingency theory & Paul herseys and Kenneth
Blanchard situational leadership theory.
Fred fielder's contingency theory
This researcher suggested that the leader doesn't change it leadership style on its own but the
situation tends the leader to change its leadership style thus these leaders adopt the leadership
strategies. The researcher predicted that the leadership is typically the notion of either relationship
oriented or the task oriented. Therefore, task oriented leaders are the one which are more

determinant toward achieving the goal of the organization while the relationship oriented leader
focuses on creating positive interaction within the followers, thus this establishes the relation which
is based on confidence, respect and trust.
Paul herseys and Kenneth Blanchard situational leadership theory
This leadership model is divided into four parts i.e. directing, coaching, supporting & delegating
directing
This type of leadership theory follows that the leadership that carried out is task directed
communication and oversights (Cullen-Lester and Yammarino, 2016).
coaching
The follower which are unable to perform effectively due to their lack of confidence then the
organizations need to assign such followers the coaching leader. Thus, in such leadership the leaders
needs to have more direct control over the followers attempt to accomplish the task
supporting
Followers who more often does not have the required skills but still requires the leader to motivate
them fall under this category. Thus, leadership which has supporting leaders are set about creating
organizational environment that foster the motivation of the followers
delegating
In the situation in which followers are both skilled and motivated then they need the delegating
leader. A leader can easily delegate the task to the individual with the expectations that the followers
will accomplish the task. In this leadership approach if the follower feels that it is being ignored,
then the relationship between the leader and follower will tends to get sour (Masa'deh, Obeidat and
Tarhini, 2016).
Functional approach
In both the approaches to leadership i.e. traits and situational approach the primary outcome called
leadership is the series of characteristics that helps in creating the concept. The functional approach
is further divided into categories Chester Barnard functions of the executive and Kenneth benne and
Paul sheats classification of functional roles in groups.
Chester Barnard functions of the executive
This theory executes the three basic functions i.e. formulating organizational purposes and
objectives, securing essential services from other members & establishing and maintaining a system
of communication
Formulating organizational purposes and objectives
the first function of such leader is the formulation of organizational objective as well as the
objectives. Thus, creating the task which is necessary for accomplishing the company's mission
Securing essential services from other members

Securing essentially service from the other member of the team. In this the leaders work actively to
accomplish the tasks in order to fulfil the organizational goal.
Establishing and maintaining a system of communication
This ensures that the channel of communication must be definite, the channel of communication
must be known by all the followers,. Moreover, everyone should have the access of formal channel
of communication (Dartey-Baah, 2015).
Kenneth benne and Paul sheats classification of functional roles in groups
Relational approach
This leadership approach focus not on traits, characteristic or on the functions of the follower or the
leaders. The relational leadership approach mainly focuses on the relationship between the leader as
well as the follower. This relational leadership approach is further divided into two categories i.e.
Robert Blake and Jane mountons managerial grid and George graens leader member exchange
theory (Carter and et.al, 2015).
Transformational approach
The final approach to the leadership is the transformation approach among the organizational
theories. The transformation theory can be defined as the process whereby a person engages with
others and creates a connection that raises the level of motivation and morality in both the leader
and the follower. This leadership approach is further divided into categories such as charismatic and
inspirational leadership, intellectual stimulation and individual consideration.
Leadership theories
The quality which is important for an organization to get success is the leadership. Throughout the
history of humans, people are much interested in leading the group. Earlier the ability of an
individual to become leader is based on the theory which mainly focuses on the quality to
distinguish followers as well as leaders while in the subsequent theories variables such as skill
levels & situational factors are also taken into account.
Five leadership theories are :
Transformational
Leader member exchange
Adaptive
Strength based
Servant
transformational
The transformational leaders are the leaders that tend to influence the other employees by showing
them what would be offered to them in respect of their help. Such leaders are connected to their

followers in the way that raise the level of morality & motivation. Transformational leadership is
divided into four factors individualized concern, intellectual stimulation, inspirational motivation &
idealized influence.
Leader member exchange
Leader member exchange theory of leadership in mainly based on two opposite groups out-group
members & in group members.
Adaptive
This type of leadership theory is the theory in which leaders tend to mobilize people to be able to
act on tough challenges. However, even if the solutions to challenges are not readily apparent then
to the leaders tends to mobilize the people to face tough challenges.
Strength based
A successful result only comes when a person tend to do good work, and this good work is carried
out by effective leadership, thus, a successful leadership is cried out by an individual belief in its
strength
Servant
In this leadership theory, the theory places the need of the other over their own self interests. The
idea to such theory is the leader serves first, and shifting of power is then passed to the person who
is being led (Antonakis and Day eds., 2017).
Great man theory
The great leaders posses the following qualities such as social skills, intelligence, confidence,
charisma etc. Thus, great man theory suggests that the individuals with inherent leadership qualities
are the actual leaders. Earlier the leadership was only seen in the military so it was assumed that the
male with strong built are the only one s that follow great man theory,
Trait theory
The trait theory of leadership suggest that the theory in which leaders are linked to great leaders,
they have courage as well as such leaders posses self-confidence. This theory is more similar to the
great man theory,
Contingency theory
Contingency theory of leadership is much dependent on the situation of the environment. Thus, this
theory suggests that no style of leadership is best suited in all the situations (Ma and Tsui, 2015).
Stimulational theory
Based upon the variable of the situation, the leaders of the organization choose the best course of
action. This has been suggested by the situational theory of leadership. For certain type of decision-
making within the organization there must be different styles of leaderships.
Behavioural theory

This theory of leadership is based on the fact that great leaders are made, they are not born. This
theory is completely opposite to the great man theory. Thus, this theory of leadership is not mainly
dependent upon the internal states as well as on the mental qualities of the individual but is
completely dependent upon the actions of the leader. Moreover, this theory suggests that through
proper learnings, teaching & observations an individual could learn to become leader.
Participative theory
This leadership theory suggest that the ideal leadership styles are the ones which takes inputs or the
outputs from the other into account. Team under such leadership takes active participation in
decision-making of the group as well as they contribute to help the other group members. Thus,
allowing of input of other is the right retained by the leader itself.
Management theory
Transactional theory is the other name of management theory (Furtner, Rauthmann and Sachse,
2015). This theory of leadership mainly focuses on the group & organizational performance as well
as role of supervision. Thus, these management theories are used in the business where the
successful work of the employee is appreciated and rewarded while if the employees failed to
complete the work successful then they are more likely to be punished or reprimanded.
Relationship theory
These theories are more concerned with establishment of relationship between the followers & the
leaders. The leaders that follows such leadership theories are believed to be the followers of moral
standards as well as they are high in ethics. Thus, such leader continuously inspires and motivates
the people by helping the other members of the group.
Leadership models
Leadership itself is the matter of subjective. Leader is the one who leads the team. There are several
qualities that must be present in a effective leader such as the leader must always be an active or an
expert listener who is capable of capturing the important information. Setting of a goal as well as
achieving it effectively and efficiently is one of the another quality possessed by the leader. A leader
must always be a loyal as well as honest in the pursuit of the success of the organization. It is
always assumed that the leader must be the one who does not waste time and should be highly
productive.
Some other qualities of effective leadership are the leaders must be highly focused on achieving the
solutions instead of focusing on the problems, maintaining a positive attitude as well as leading the
team by example is the other quality of effective leader. Cool-headed & confident at the time of
critical situations of the company as well as keen interested in the betterment of the company.

Having the strong ability to inspire the greatness in the other employees is one of the greatest
quality of effective leader.
There are basically 7 models of leadership :
The authoritative leader
The settling of the goals and achieving them is mainly focused by the leaders belonging to this
leadership module. These leaders are much concerned on the common vision as well as on the end
results of the task assigned to their team members, such leaders tends to inspire creativity &
individuality among their individual employees. Thus, such leadership can be accomplished by
providing a clear path to success. Strong spirit to entrepreneurial ship & inspiration for eagerness in
order to achieve success is the quality of authoritative leader.
Authoritative leadership model works :
By creating a success culture in the office, by establishing a constant faith and confidence in the
leadership, assigning of strong mentors to the employee as well as making those employee feel
confident in their ability to grow & the executives who execute the task are the true experts of the
field, so to mold such employees into the high performers is how authoritative leadership model
works.
The authentic executive
Transparency & honesty are the qualities possessed by the authentic executive leader. Such leaders
are unleashed their actual emotion & responds in the moment of time irrigating of the what will be
the fear they will be viewing. Such leadership is seems to be very emotional, moreover unreliable as
well as weak in the business environment.
Working of authenticity leadership model :
the culture that exists in the office is more likely family type, a passion for success of the company
is generated & promoted within the all the employees of the organization, employees at varying
level felt to be comfortable by sharing of their ideas. Thus, in authentic executive leadership model
executives are more relatable & accessible to their employees (Meuser and et.al, 2016).
The forerunner executive
the leader that leads its team by examples is the forerunner executive leader. The strategy used by
such leaders is for the effective productivity of their team these leaders set a pace initially and then
everything else fall into place thereafter accordingly. This time of leadership model is generally
seen in the organizations where there are high skilled members of the team are working. In this
model of leadership to execute the task the employees get several necessary trainings. One of the
drawback associated with this model is employees under this leadership lacks innovations.
The working of authoritative leadership model :

In such leadership model the culture that tends to exist in the office is productivity based,
employees & leaders tends to trust easily on each other by relying on the guidance. In such
leadership model there is a very higher level of productivity & a very low margin of errors, the
official or the executives of under such leadership model are leaded by examples, keeping in mind
that employees always know what is expected to them.
The coaching leadership
this type of leadership model is similar to coach of team, just like a coach trains its team for future
similarly here the coaching leader trains its team for the future. In this model the employees tends to
learn through the exploration shown by the executives & focusing on the grooming of the members
of the team. This leadership model implies in the organization where the employees are much
willing for growth & learn. One of another task of such leaders is to achieving the goal and building
confidence among the employee in achieving that goal.
The coaching leadership model works by creating a creative culture at the office. Moreover, in such
leadership model each employee respects and appreciates the other employee followed by a
continuous flow of learning, growing, trying & doing, by providing the appropriate tools to achieve
success the executives tends to lift the employees
The group think model
In group thinking leadership model the employee get enough power to make decisions. There are
various advantages associated with this leadership model are day to day sales & operations does not
require the involvement of executives of the team. Client and customer service employee tends to
contact directly. One of the danger associated with such leadership is as the lower level staff interact
with the customer who could affect the brand bottom line.
The democratic leadership
This leadership model is the combination of group thinking leaders, authoritative leader & authentic
leader therefore it is the most liked model of leadership. The feedback from employees or from the
other executives of the organization tends to thrive such democratic leader. Thus, such leaders are
expert in inspiring & communicating to their fellow team members. Such leaders are some times
seems to be too hard on their employee. The drawback to such leadership is if the members of the
team are not skilled enough or if they are unable to provide the valuable feedback then such teams
tends to diminish soon.
Working of democratic leadership model is the culture that exists in the office is the trust based and
a constant communication has been promoted between the employees and their executives.

CONCLUSION
This report has can be concluded as, leadership is the process by which an executive can direct,
guide as well as influence the behaviour as well as the work of the others. Leadership is the ability
of the manager to introduce subordinates to the work with appropriate zeal and confidence. The
organizational leader has the potential to influence behaviours of the others. It is also defined as the
capacity to influence a group towards accomplishment of specific goals. Thus, leaders are required
to develop future visions and to motivate the organizational members to want to achieve the visions
in an effective manner. Therefore, in this report discussed the various approaches to leadership,
followed by the various leadership theories, moreover in this report we have also discussed the
various leadership models.

REFERENCES
Books and journals
Anderson and et.al, 2017. What works for you may not work for (Gen) Me: Limitations of present
leadership theories for the new generation. The Leadership Quarterly, 28(1), pp.245-260.
Antonakis, J. and Day, D.V. eds., 2017. The nature of leadership. Sage publications.
Carter and et.al, 2015. Social network approaches to leadership: An integrative conceptual review.
Journal of Applied Psychology, 100(3), p.597.
Cullen-Lester, K.L. and Yammarino, F.J., 2016. Collective and network approaches to leadership:
Special issue introduction.
Dartey-Baah, K., 2015. Resilient leadership: A transformational-transactional leadership mix.
Journal of Global Responsibility, 6(1), pp.99-112.
Furtner, M.R., Rauthmann, J.F. and Sachse, P., 2015. Unique self-leadership: A bifactor model
approach. Leadership, 11(1), pp.105-125.
Ma, L. and Tsui, A.S., 2015. Traditional Chinese philosophies and contemporary leadership. The
Leadership Quarterly, 26(1), pp.13-24.
Masa'deh, R.E., Obeidat, B.Y. and Tarhini, A., 2016. A Jordanian empirical study of the associations
among transformational leadership, transactional leadership, knowledge sharing, job
performance, and firm performance: A structural equation modelling approach. Journal of
Management Development, 35(5), pp.681-705.
Meuser and et.al, 2016. A network analysis of leadership theory: The infancy of integration. Journal
of Management, 42(5), pp.1374-1403.
Zhang, Y., Huai, M.Y. and Xie, Y.H., 2015. Paternalistic leadership and employee voice in China: A
dual process model. The Leadership Quarterly, 26(1), pp.25-36.