Leadership Styles, Organizational Culture, Diversity Report

This report provides a comprehensive overview of leadership styles, including authoritarian, participative, delegative, transactional, and transformational approaches. It evaluates each style's advantages and disadvantages, highlighting their suitability in different organizational contexts. The report further explores the impact of leadership on organizational culture and diversity management, emphasizing the importance of inclusive leadership in fostering a positive work environment. It discusses workforce diversity, its challenges, and how transformational leadership can effectively harness diversity through communication and conflict resolution. The report concludes by emphasizing the importance of selecting the appropriate leadership style based on various factors, such as organizational culture, resources, and external environmental factors. This report is a valuable resource for students studying leadership and management.

Leadership Report

INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Evaluate a range of inclusive leadership styles and models.....................................................................3
Assess the impact of leadership on organizational culture and diversity management............................6
CONCLUSION...........................................................................................................................................8
REFERENCES............................................................................................................................................9

INTRODUCTION
In an organization, the most important measure to produce maximum productivity and
profitability is to manage human resources in an efficient manner (Akhras, 2018). For
management of human resources, the most important tool is to adopt most appropriate
management and leadership style. As given by various theorists, there are several management
and leadership styles those can be adopted in order to manage employees. This report focuses on
two wider dimensions so as to develop an overall understanding of several leadership styles. This
report is divided in two parts. First part discusses about different styles of leadership along with
their advantages and disadvantages. Second part discusses about a practical example of a
successful leader in the time that helps in enhancing the productivity and profitability of
company.
MAIN BODY
Evaluate a range of inclusive leadership styles and models
Before discussing about different styles of leadership, it is important to discuss about
what is leadership. Unlike management, it can also be defined in number of ways. One direct
definition of leadership can be as a process of directing efforts of immediate sub ordinates in
desired direction. In a broader view, it can be defined as a setup which includes various roles,
such as, development of organization’s planning and control systems, designing an
organizational structure which is appropriate for all the activities undertaken and also acts as
spokesperson for an organization. The major theme of leadership is that in revolves around
management of human resources and it means a tool of influencing individual or group of
individuals so as to direct their activities in direction of achieving desired goals and objectives.
To effectively carry out the above process, it is important to adopt a suitable style. Various styles
and models of leadership are explained below:
Authoritarian leadership style: This style allows a leader to forces expectations and
defining outcomes of the business process. This style can be explained clearly as a one person
show as it involves lying of power in one hand only. These hands are of leader. This style is most
suitable in the situations of a team where the leader is most talented and knowledgeable person in

the surroundings or whole team (Cheung, Yeung and Wu, 2018). This strategy is somewhere not
suitable in present times of participative employee base where all workers are talented and
creative in the team. Yet, this style can be proved to be very helpful in situations of time
constrained work culture as the inputs and creativity will be reduced to major range and it will
fast up the process so that it is competed in stipulated time period. It is also a useful tool and
style in cases when clear guidelines are needed to be delivered to all team members. Benefits and
limitations are explained below:
 Advantages: This approach can reduce the time spent on crucial decision making process
and this will give more time to execute these decisions in the organization. Furthermore,
through this approach, chain of command can be clearly implemented in the place.
Mistakes will be reduced to a great extent as authority is one hand only and he is only the
directing person, therefore, there will be no confusion. This approach will produce
consistent results and also improve productivity in place (Dartey-Baah and Mekpor,
2020).
 Limitations: This approach becomes very strict sometimes; this can result into employee
rebellion and decreased productivity from their side. It also puts a very negative impact
on creativity and innovative skills of employees as they are not getting any chance to
participate in the management and decision making process. It poses a threat for group
synergy and motivation for team collaboration.
Participative leadership style this theory originates from the roots of democratic concept.
The basic motive behind this approach is making team members involve in the process of
decision making and executing policies in the work place. This results in inculcating the feeling
of participation, satisfaction, engagement and also motivation in the business process. The major
concept in this style is that the last word in the process will still be of leader. Furthermore, if
there are some disagreements on some topic, than it will lead to time consuming process of
solving that problem.
 Advantages: it increases the level of job satisfaction among employees which further
motivates them to perform better. It also improves level of creativity and innovation
in workers. This style helps in building a very strong and innovative team that

contributes heavily in the process of achieving desired objectives (Kanwal, Lodhi and
Kashif, 2019).
 Disadvantages: Under this process, if there are some disagreements, it can lead to a
very long time consuming discussion process. Due to some communication barriers,
interaction process can fail and it will lead to fault in whole process. Security issues
also pose some threats because of transparency in information sharing (Kelly and
MacDonald, 2019).
Delegative leadership style: Commonly known as laissez faire leadership style. This
approach concentrates on distribution of responsibilities and initiatives to fellow team members
or sub ordinates. This is most suitable strategy for teams in which all the team members are very
competent and are capable of taking up the responsibilities. They are able to work on individual
basis and also produce high quality results. One major impact of this style can be that if there are
some conflicts that it may result in divide of group and also poor motivation and low morale.
 Advantages: in this approach, major role is of experienced employees as they can
make benefit of their experience and competence. Furthermore, creativity and
innovation is highly valued. It creates a highly positive work culture.
 Limitations: command chain is not clearly identified and also it creates major
problems in the process of adoption of change.
Transactional leadership style: It is basically a style which revolves around transactions
that are done between a leader and followers. These transactions are for rewards, punishments
and other programs. These all transactions are directed towards one thing only and it is to get the
job done from employees. The leader is setting up the goals and objectives for their team
members and if they complete the targets, than they will be rewarded. This "give and
take" leadership style is more concerned with following established routines and procedures in
an efficient manner, than with making any transformational changes to an organization.
 Advantages: leaders are creating specific and achievable goals and objectives so that they
can be achieved in an efficient manner and also employees are satisfied.
 Disadvantages: innovation and creativity is minimized and empathy is not valued.

Transformational leadership style: It is an approach through which leader is becoming
himself the role model for his followers. He tries to inspire followers through vision and also
motivates them to achieve desired goals (Mills and et.al., 2019).
.
 Advantages: This approach has a very low turnover rate of employees. They pose high
value on achieving corporate vision. Employees are having a high morale or motivation,
which induces them to perform better in company. it is not a coercive approach to
leadership (Mroz, Yoerger and Allen, 2018).
 Disadvantages: Leaders can deceive employees as they are in the position of role model
and employees are blindly following them. They are having consistent motivation and
constant feedback may be required.
Assess the impact of leadership on organizational culture and diversity management
Workforce diversity is defined as common things and differences towards the employees
in relation to gender, physical qualities, caste, community, previous aspects and orientation of
sex. Human beings are not complicated in terms of gender, habit, race, social culture and mental
appearances but also differ in their viewpoints. Community has been categorized on the basis of
perception for years. Diversity creates difference among the labor force. In present situation
commissioning exploration workforce is mandatory for each and every corporation but also leads
to the actual labor force is also create a for difficulties for the administration. This research
disapprovingly identifies the workforce exploration and its effects on the operation of the
corporation. Investigators after analyzing the overall review and several research documents
included that labor force multiplicity is asset for any corporation perhaps public stuck to their
overviews caste, religion etc. and mentioned as a difficulties but if accomplished accurately, can
escalation the operation.
Workplace culture is the environment that you create for your employees which plays a
powerful role and determining their work satisfaction, relationships and progression. It is a
mixture of tradition believes interactions values behavior and attitude that contribute to the

physical emotional development of the employee. Workplace culture determines how pleasant or
toxic or work environment is and has direct influence on your employee.
An corporation is set to have a strong work culture when the employees follow the organization
rules and regulation (Zaman and et.al., 2017).
Let talk about characteristics of healthy work culture.
 It leads to satisfied employees increas4d productivity
 A culture there each is treated as whole and there is no partiality.
 There are encouraging discussions at the workplace.
The organization must have employee friendly policies and practical guidelines. There
should be frequent team building activities that promote employment engagement. So the overall
impact of the positive workplace culture is that the employees of an organization would give
organization that benefits the organization and the employee. In their best in with happiness and
with always be aligned with the future goals of the organization. In the end it’s a win–win
situation (Zineldin, 2017).
Transformational leadership is characterized by leaders who are often seen as charismatic,
and inspire team members to go over and above the basic requirements of their job. They take
time to emotionally engage their team members and often act as role models, providing a clear
vision and ensuring that each team member is valued and has sufficient stimulation. This
transformational approach to leadership relies on encouraging and motivating followers to
participate in molding a successful future for an organization. This often includes establishing a
group’s common purpose—a concept rooted in an organization’s official “vision” and “mission,”
which are two aspects leaders use to help define and outline goals. Transformational leadership
is essential if diversity is to propel an organization forward. Transformational leaders excel at
harnessing diversity through conversation, team building, and conflict resolution. A
transformational leader constantly articulates the goals and objectives in a personal and
persuasive manner, helping individuals with diverse experience and perspectives see how
everyone contributes to the mission of the whole. Instead of shaming those who are not yet on
board with inclusive practices, the transformational leader teaches and models the attitudes and

interactions she desires from her team. Transformational leaders embody the change they seek in
the organizational culture.
CONCLUSION
From the above report, it can be elucidated that a suitable leadership style can be adopted
based on various factors and elements. These factors impact the choice of leadership style such
as, organizational culture, organizational resources, employee roles and behavior, sociological
factors, external environmental factors like economical and political factors, technology, etc.
Management should analyze all above factors carefully and then adopt a suitable style. Every
style has its pros and cons and therefore, a single style can be adopted or a mixture of them can
also be used by a leader.

REFERENCES
Books and Journals
Akhras, C., 2018, May. Business Leadership Styles and Workplace Assessment by Example of
MENA. In ICMLG 2018 6th International Conference on Management Leadership and
Governance (p. 11). Academic Conferences and publishing limited.
Cheung, F., Yeung, D.Y. and Wu, A.M., 2018. Employees’ perception of leadership styles and
successful aging in the workplace. Journal of Career Development. 45(6). pp.610-624.
Dartey-Baah, K. and Mekpor, B., 2020. Beyond the job description Exploring the mediating role
of leaders’ emotional intelligence on the nexus between leadership styles and voluntary
workplace behaviours in the Ghanaian banking sector.
Kanwal, I., Lodhi, R.N. and Kashif, M., 2019. Leadership styles and workplace ostracism among
frontline employees. Management Research Review.
Kelly, S. and MacDonald, P., 2019. A look at leadership styles and workplace solidarity
communication. International Journal of Business Communication. 56(3). pp.432-448.
Mills, C.B. and et.al., 2019. No laughing matter: Workplace bullying, humor orientation, and
leadership styles. Workplace health & safety. 67(4). pp.159-167.
Mroz, J.E., Yoerger, M. and Allen, J.A., 2018. Leadership in workplace meetings: The
intersection of leadership styles and follower gender. Journal of Leadership &
Organizational Studies. 25(3). pp.309-322.
Zaman, N.U. and et.al., 2017. The mediating role of positive psychological capital between
perceived leadership styles and workplace advice network closeness. Pakistan Journal of
Commerce and Social Sciences (PJCSS). 11(1). pp.66-89.
Zineldin, M., 2017. Transformational leadership behavior, emotions, and outcomes: Health
psychology perspective in the workplace. Journal of Workplace Behavioral
Health. 32(1). pp.14-25.