Analysis of Leadership Approaches for Leading Change in Business

This report delves into the critical aspects of leading change within organizations, emphasizing the significance of effective leadership in navigating market dynamics and increasing competition. The introduction highlights the necessity of strong leadership to implement successful changes in products and services, exemplified by the consumer electronics company, Logitech. The report then explores four key leadership approaches: democratic, autocratic, paternalistic, and free-rein, analyzing their strengths, weaknesses, and implications for organizational environments. Democratic leadership, fostering employee participation, is contrasted with autocratic leadership's centralized decision-making. Paternalistic leadership, emphasizing employee loyalty, and free-rein leadership, empowering employees, are also examined. The conclusion underscores the importance of adapting to market changes and customer demands, emphasizing the workforce's role as the backbone of organizational success. The report includes references to relevant academic sources.

UNDERSTANDING AND
LEADING CHANGE

TABLE OF CONTENT
INTRODUCTION
TASK 3
CONCLUSION
REFERENCES

INTRODUCTION
 It is very important for businesses in the market to be able to get changes in the
products and services and that is a very important factor because of the competition
which is rising.
 There have to be powerful leaders and managers which are required in all the
businesses in the market so that there is going to be a well developed and effective
changes which are coming up.
 The leaders must have a lot of experience and skills so that in different situations the
right decisions can be made for the better profitability. Logitech belongs from the
consumer electronics technology which was established in 1981.
 The founders of the organization are Daniel Borel, Pierluigi Zappacosta and Giacomo
Marini.

LEADERSHIP APPROACHES IN ORGANIZATION
The organizations which are present in the market have to pick up the most
effective and efficient leadership style or approach for themselves so that
there is going to be a strong functioning.
There are four styles which are present in leadership approaches which are
democratic leadership, autocratic leadership, and paternalistic leadership
and free- rein leadership.

CONTINUE…
Democratic leadership
 Democratic leadership is also well known as participative leadership in which
there is a say of the employees in the decision making of the management of the
organization so that the outcome is going to be better and improved.
 There are a lot of new innovations and inventions which come up in the
organization which is going to be very good and the internal environment of the
organization can be maintained which is a good factor for the organization.
 The drawback of this style is that this style is very time consuming and that is
going to affect the productivity of the organization with the demands of the
customers increasing rapidly.

CONTINUE…
Autocratic leadership
 In an autocratic leadership style there is no say of the employees directly in the
decision which are being made in these organization.
 There are limited ideas which are generated and there is one side functioning in
the organization because the management is not involving the employees.

CONTINUE…
Paternalistic leadership
 Employees and the partners which are associated with the company are considered
to be a part of the organization as an extended family which means there is a
strong bond, loyalty and trust within the employees of the organization.
 This is going to be very beneficial for a long run because the employees will want
to get in those changes since that are going to be a family responsibility.
 The decisions which are going to be taken are going to be very different and
considering all the take of the employees so that the right decision can be taken.

CONTINUE…
Free- Rein leadership
 The decisions in this leadership are left in the hands of the employees itself and this
leadership style is also known as Laissez- Faire.
 This is a very good and effective leadership style because the employees will be able
to make decisions for themselves which is according to the way they want to work but
they have to achieve the objectives of the management.
 This is going to make the organization have loyal and trust worthy employees in the
organization because the satisfaction level of the employees are going to be higher.
 There is going to be a better and improved way of working in the organization which
is also going to lead to a good team work which would be present in the organization.

CONCLUSION
There are a lot of changes which are coming in the market because of the trends
and demands of the customers for which there is a use of technology, designing,
planning, etc which is required for the companies in the market to be able to do.
There is a lot of competition in the market which has to be overcome and that
can take place when the organizations get in a lot of changes and what the
customers need are present.
The workforce is the backbone of the organization which is why it is very
important for the organization to be able to have a better functioning.

REFERENCES
 Blackburn, B.R. and Williamson, R., 2018. Leading change in your school: A
sustainable process. Australian Educational Leader. 40(1). p.8.
 Brion, C., 2020. Leading change for school improvement: a case
study. International Journal of Teaching and Case Studies. 11(1). pp.24-33.
 Chng, H.H. and Mårtensson, K., 2020. Leading change from different shores:
The challenges of contextualizing the Scholarship of Teaching and
Learning. Teaching & Learning Inquiry. 8(1). pp.24-41.
 Fernando, M., 2018. LEADING CHANGE. Leadership: Regional and Global
Perspectives. p.280.
 Flanding, J.P., Grabman, G.M. and Cox, S.Q., 2018. The Technology Takers:
Leading Change in the Digital Era. Emerald Group Publishing.
 Groen, E., 2017. Leading Change: Student Engagement in Sustainability
Leadership (Doctoral dissertation).
 Kelley, B., 2016. Leading Change. In Charting Change (pp. 159-170). Palgrave
Macmillan, New York.

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