Leadership Report: Analysis of Leadership Styles and Practices

This report provides a comprehensive analysis of leadership styles, with a specific focus on autocratic leadership, emotional intelligence, and their impact within the child care industry. The report begins by defining various leadership styles, including autocratic, democratic, transformational, and transactional approaches, and then assesses the leadership style of Rob, identifying him as an autocratic leader. It examines the implications of this style on employee morale and the overall success of a childcare company. The report further explores the concept of emotional intelligence, highlighting its importance for effective leadership and assessing Rob's emotional intelligence, concluding that he exhibits a low level of emotional intelligence. The analysis extends to the values of the child care industry, contrasting them with Rob's apparent values, and identifying conflicts related to providing equal access and respect to employees. The report concludes by emphasizing the need for Rob to develop his emotional intelligence and align his leadership approach with the industry's values to improve employee relations and organizational performance.

Running head: LEADERSHIP
Leadership
Name of the Student:
Name of the University:
Author’s Note:

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Question 1
Leadership is the action of leading the employees of an organization. Different types of
leadership exist in an organization, which are like autocratic leadership, Democratic leadership,
Task oriented leader, transaction leaders transformational leaders and many more. According to
Leithwood and Azah, (2016), autocratic leaders are always inclined to make decisions alone
without considering any other’s inputs. They do not delegate authority to the employees and lead
them with their strict instructions. On the other hand, Showry and Manasa, (2014) opined that
democratic leaders delegate some authority to the employees and give sense of owner ship to the
employees. Moreover, the communication in this leadership style is both upward and downward.
Furthermore, Bottomley et al., (2014) stated that transformational leaders apply
innovative ideas and concepts in the business decision for getting high level of business success.
They also allow the employees to contribute their business ideas in the business success. Hanson,
(2013) pointed out that transactional leaders also apply their innovative ideas in business process.
However, they have strict control on the employees and their activities. Owusu-Bempah, (2014)
stated that task oriented leaders are only concentrated on achieving the organizational success
and they are not much people oriented.
While assessing the leadership style of Rob, it can be said that Rob is a type of autocratic
leader. He is always associated with bossing style in controlling the employees. He is always
used to talk in high tone with the employees of the organization. Moreover, Rob expects the
employees to strictly follow his instructions. Furthermore, Rob is highly task oriented and
associated only with the success of the organization. Moreover, he often undervalues the
contribution level of the employees. It often lowers the morale of the employees and discourages

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them to work hard any further. Growing Place is a child care company and the employees caring
for the employees, should have high level of sensitivity for nurturing the children. In such
situation, Rob undervalues the contribution and effort level of the employees towards nurturing
the children. In this way, the CEO is actually making the employees frustrated, which can hinder
their capability towards properly nurturing the employees. Therefore, the leader style is not
appropriate for this company.
Question 2
Emotional intelligence defines the cognitive ability, which facilitates in interpersonal
behavior. According to Garrett and Camper, (2015), emotional intelligence is the ability of a
person towards managing his own feelings so that those feelings are expresses effectively and
appropriately. On the other hand, Gilbert et al., (2016) opined that emotional intelligence defines
the emotional awareness for harnessing the emotion, ability to apply emotion for solving
problems and controlling the own emotions for cheering up with other people. In case of an
organization, a leader can better understand his strength and weakness, when he has healthy
sense self-awareness. Therefore, he can better control his influence on other. High level of
emotional intelligence facilitates in better self-regulation in the workplace. Moreover, leaders
having high level of emotional intelligence can reveal their intelligence maturely and exercise
restraints whenever needed.
As per Batool, (2013), emotionally intelligent leaders are always self-motivated in
managing their subordinates. Such leaders are usually optimistic and resilient, when they come
across disappointment and driven by inner ambition. Furthermore, Kumari et al., (2014) pointed
out that emotional intelligence defines the empathy and compassion within a manager, which

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enhances their ability to better understand human nature and connect with the employees on an
emotional level. Apart from that, the managers having high level of emotional intelligence can
quickly build rapport and trust with the employees. In this way, they can gain huge respect from
the employees and he can lead high level of team productivity.
While assessing Rob’s emotional intelligence, it can be said that Rob has low level of
emotional intelligence at his workplace. Moreover, Rob has lack of proper emotional intelligence
to understand the perspective of the employees, who nurture the children in the organization.
Therefore, the employees are quire offended on Rob and he is unable to gain the trust of others.
Though Rob has the ability to innovate new ways of child care, he has no confidence and trust
upon the performance of the employees in terms of child care. Moreover, Rob has actually
undervalued the child care practices of the employees. In this way, the leader has actually made
the employees frustrated and the employees have taken decisions to leave the organization.
Therefore, Rob should immediately develop his emotional intelligence for understanding the
value of others and controlling his emotions with other for maintaining relationship with the
employees.
Rob should immediately improve his empathy skills for recognizing the feelings and
emotions of the employees, who nurture the children in the organization. Moreover, he should
effectively communicate with the employees for understanding their values and perspectives in
regards to child care. In this way, the shared value will encourage the employees towards
developing trust upon the leaders and it can also lead to more efficient child care. Furthermore,
Rob should reduce his negative emotions for effectively managing the employees of the
organization. Moreover, Rob should not give any negative expression to the employees, which
can discourage them and reduce their productivity. He should always be assertive, open-minded

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and agreeable with the effort level of the employees for enhancing overall performance of the
organization. Rob should positively manage any stressful situation and confidently deal with the
stresses without unnecessary scolding the employees. In this way, he will be able gain the
employee trust and enhance overall performance of the organization.
Question 3
The value of child care industry is to provide highest quality care and education for the
children. The value of the industry lies in properly flourishing the talents and opportunities of the
children (Hocine & Zhang, 2014). Moreover, the industry should provide safe and engaging
facilities within each setting associated with the child care. Rob was interested in providing the
facilities towards playing and exploring their talents with interesting playgrounds and learning
faculties. Rob was also capable of providing safe environment for the children within the
organization. He has also initiated webcams, which allow the parents in visiting their kids over
the internet without leaving their desk. Therefore, this particular industrial value has not
conflicted with the apparent value of Rob. On the other hand, the value of child care industry
also lies on providing equal access to all kind of children without considering their gender, social
inequalities, financial status and others. However, Rob is less interested in providing equal
access to the children of lesbians. Less support can be found from Rob in minimizing the gaps
between the children of lesbians and other children. In this way, such behavior of Rob can lead
to social controversies and it can lead to confliction with the value of the child care industry.
The value of child care industry lies in providing flexible and efficient child care to the
children (Owusu-Bempah, 2014). Moreover, the employees nurturing the children should be
provided with enough value and respect. In this way, they will be able to better concentrate on

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the teaching and nurturing with the children. However, Rob does not provide adequate value and
respect to the employees, who teaches and nurture the employees. Moreover, Rob has also
undervalued the teaching and nurturing capabilities of the employees, which has made them
frustrated and de-motivated. It can hinder their capability towards providing flexible and
efficient child care to the children. Furthermore, the authoritative style of Rob within the
workplace can dismiss the actual value of the organization towards providing efficient child care
facilities. In this way, there are several between the value of child care industry and the apparent
value of Rob.

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References
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