Leadership Essay: Theories, Communication, and Team Dynamics Analysis

This essay delves into various facets of leadership, beginning with an analysis of effective leaders like Barak Obama, highlighting their risk-taking abilities and commitment to change. It then explores the impact of different leadership styles, contrasting democratic and autocratic approaches and th...Read More

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Table of Contents
1. Leaders and capabilities...........................................................................................................2
2. Performance of subordinates....................................................................................................2
3. Fielder contingency model with the path-goal theory..............................................................3
4. Elements of emotional intelligence..........................................................................................3
5. The powerful mean of communication....................................................................................4
6. Stages of team development.....................................................................................................4
7. Diversity...................................................................................................................................5
8. Important differences...............................................................................................................6
9. Nobel purpose...........................................................................................................................7
10. Overcome from resistance....................................................................................................7
References........................................................................................................................................8

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1. Leaders and capabilities
Barak Obama has been a good leader in a true sense. Before becoming the US president, Obama
was a prolific politician. He boosts of habits and qualities of effective leaders. This made him a
leader and statesman of the highest repute across the world. The slogan of Obama was “Change
we can believe in”. This is a common practice that people play safely in professional life. He
likes to take the risk as it is not the cup of tea for everyone. In his book “it’s Audacity of Hope”
his described that he took a risk by running for the presidency. Obama always argued people to
take the calculated risk. The campaign of Obama was a case of how to converse by virtually in
the USA that is eligible to vote. Turning endings into new beginnings. According to him a leader
never satisfied with his own work and took to achieve more (Draft, 2018).
2. Performance of subordinates
Feedback is meant to provide a supportive culture to build empowerment and confidence within
the team. Democratic leader opinions and values the suggestions of the subordinates
(Nanjundeswaraswamy, 2014). The authority is delegated to the subordinates in democratic
leaders. Democratic leaders are relation oriented that improve the subordinate relation by the
allotment of powers with the members of the group. These leaders indicate a low level of control.
The democratic leader provides subordinates independent thinking and freedom of expressions
(Iqbal, 2015). This leadership is appropriate for the qualified, professionals and experienced
members of the group. An autocratic leader has the power of centralization but subordinates of
autocratic leader do not have the power of commanding. By comparing the leadership styles, the
subordinates under the democratic leaders are empowered to make a decision on their own and
take ownership of tasks.

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3. Fielder contingency model with the path-goal theory
Fielder contingency model and Path goal theory are very similar and difficult to differentiate
between the approaches of leadership. These are the way to lead, motivate, direct, and achieve
performance from employees (Da Cruz, 2011).
Theory of fielder is broader whereas path-goal theory is detailed and far more structured. Fielder
theory has limited structure and things to handle and path-goal theory has wide structure. The
fielder theory motivates directions and charismatic whereas path theory is more of a directional
feeling that changes as the progress of team by a goal or process. Path theory motivates and
cherishes focus on the situations by the part of the process. The path-goal theories are more
focused on difficult tasks or processes that leaders have to navigate. Fielder theory is a part of a
number of contingency model that is general in nature with the process or task guidance and
examinations.
The preferred model is contingency as suggest the leader to dominant styles/behaviors to match
with the right situation. As this is based on the structure of the task, relations of leader-member,
and power of position.
4. Elements of emotional intelligence
These are the four important elements of emotional intelligence:
 Self-awareness
This represents the feelings as a leader mean. This is necessary to know the feelings that affect
the people surrounding. This is also necessary to use them appropriately.

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 Self-regulation
This is necessary to be in control of emotions. A leader gets stress and they need to control their
negative feelings and construct them to solve the problem.
 Motivation
High emotional intelligence is also very good for motivation without need of external support.
Leaders with high emotional intelligence set motivation and goals to reach their goals.
 Empathy
This is an important part of the mindset. This is necessary to understand the approaching conflict
to motivate others (Hess & Bacigalupo, 2011).
5. The powerful mean of communication
Storytelling is a technique of leadership for the powerful, natural, refreshing, persuasive, and to
make sense for the organization. This is an essential tool for the leader to embody the change
with advocating the propositional arguments. The storytelling is the best way for sparking
change by enhancing the brand, values transmitting, sharking knowledge, and creating high-
performance teams to leading people in the future. Storytelling is a critical part for leadership
and management as chart leave listeners bemused. Dialogues laborious time after time and faced
the task of persuading a managers group and front line staff to enthusiastic main change for the
work. Storytelling inspires people to act in a familiar and welcome way. Logical arguments build
changes effective. Storytelling transmits the magic of connectedness between the universe and
the self (Newell, 2012).

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6. Stages of team development
 Forming
Bringing together a group of individuals is the first step in a team’s life. Individuals focus on
assigning and defining a task, establish schedules by startup matters. By avoiding disagreement
and conflict individual by focusing on relations can build the team.
 Storming
In this stage members of the team like to take clarity about the goals and activities. Storming can
be built quickly as a team never leaves the stage. Consideration and patience towards members
of the team are the long way towards attention for tasks.
 Norming
Team by clarifying strategy and purpose organization can achieve the goals. This transits a
strategy and purpose for achieving goals. By the support of collaboration, certain issues with the
modes of communication like email and telephone can be solved.
 Performing
After establishing the norms organization works on independent tasks and communicate
effectively. Team building exercise is necessary for process development (Colombini &
Mcbride, 2012).
7. Diversity
Demographics of workforce shift and world markets emerge, diversity of the workplace is inched
closer to becoming a need of a banner that an organization wave to present commitment to
embrace change and difference. Employees reap tangible and intangible benefits from the

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benefits of the workplace, not the least of that include respect from co-workers (Chin, 2014).
Diversity in the market is important as this brings benefits in spheres of business as brand
management. CSR and client engagement generates additional values for the organization by the
attraction of diverse professionals by drive innovation. Diversity helps the organization to go
ahead by subsidizing the factors that do not instantly present the sense. Diversity adds standards
to an organization by leaders and staffs to use culture. An internal dynamic represents diversity
to drive an organization successfully. A business can have diversity even if all the workers are
the same race: background and age. All people are unique, allowing internal factors of
diversification like culture to drive change.
8. Important differences
Transformation leadership is a leadership style that leader use for enthusiasm and charisma to
influence the followers. Transaction leadership is leadership style in which punishment and
rewards are used by a leader as a basis for initiating the followers (McCleskey, 2014).
Transformation leaders motivate followers to exceed own self-interest for the association. They
change followers to look at an old problem in a new way. Charismatic leaders have the vision to
take the personal risk as these are sensitive to followers (Knippenberg, 2013).
Transformational and charismatic leadership is based on the behaviors of persons by observing
the people make them more effective using the concept to find the contribution of leader
relations. Charismatic leaders are also called as transformational leaders as they share numerous
similarities. These both place substantial responsibility on the leader. Leaders guide members of
the team, volunteers, and employees in a specific direction.

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9. Nobel purpose
Every organization for success in the long term needs a global purpose. Organizations try to
crowbar employees, suppliers, shareholders, communities, etc. in their purpose to improve the
lives for their customers to outperform the market by over 400%. Nobel purpose inspires people
within the organization to perform at a high level by maintaining a competitive advantage over
others in their business. This provides an opportunity to involve more to make a difference.
Noble purpose organization delivers a better return to shareholders with the engagement of rally
people around the cause called customers. Tata does not change with the seasons as it drives
strategies with the focus mission to supply useful products to customers. This organization also
follows a specific concept with the power of big data to improve the safety of everyone. This
organization also works with its purpose to the largest database in the world.
10. Overcome from resistance
Overcoming from the own resistance might be interested in the success of the organization. By
understanding and realization straighten from desk and list in order to perform with the proper
check of email. By realizing and focusing right things can be done. This is the main technique to
outline the war of art. By clear focus, accomplishments can be achieved to finish the major
projects with the most important tasks. By moving the smaller tasks that can be focused. A set
place and time help to write the different exceptions. By the procedure of just start a leader can
overcome from the distractions. By motivation, a role model can set the high standards for
accountability of behaviors and motivate a team to achieve the goals of the organization. Change
can be good and helps to improve the strategies by accepting feedback in a positive manner.
These changes made benefits to address the concerns with the possible solutions.

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References
Chin, J. L., 2014. Diversity and Leadership. 07 ed. New York: Sage Publications.
Colombini, C. B. & Mcbride, M., 2012. The Value of Group Development. The Journal of
Business Research, 17(04), pp. 191-207.
Da Cruz, M. R. P., 2011. Fielder's Contingency Theory. Journal of Organizational Behavior,
10(04), pp. 85-96.
Draft, R. L., 2018. The Leadership Experience. 7 ed. Sydney: Cynage Learning Australia.
Hess, J. D. & Bacigalupo, A. C., 2011. Application of Emotional Intelligence Skills. Journal of
Management Research, 49(05), pp. 710-721.
Iqbal, N. S., 2015. Effect of Leadership Style. Journal of Business Management, 05(05), pp. 01-
06.
Knippenberg, V. D., 2013. Leadership. The Academy of Management, 07(01), pp. 01-60.
McCleskey, A. J., 2014. Leadership and Leadership Development. Journal of Business Studies,
05(04), p. 117.
Nanjundeswaraswamy, T. S., 2014. Leadership Styles. Advances in Management, 07(02), p. 57.
Newell, B., 2012. Effective Integrative Practices. The Journal of Global Environment, 22(03),
pp. 776-783.