Leadership Report: Evaluating Leadership Statements - Business Module

This report provides an evaluation of three leadership statements by Peter F. Drucker, Faye Wattleton, and Sundar Pichai, using various leadership styles and approaches. The report examines the differences between management and leadership, the importance of leadership during crises, and the benefits of a diverse mix of voices in decision-making. It analyzes transformational, situational, and participative leadership styles, referencing the organizational culture and diversity policies of Marks and Spencer to support the evaluations. The report emphasizes the significance of adapting leadership styles to different situations and the positive impact of inclusive leadership on teamwork, decision-making, and productivity within an organization.

Leadership Report

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
Evaluate the statement “Management is doing the things right; leadership is doing the right
things.” Peter F Drucker using leadership approaches and style............................................1
TASK 2............................................................................................................................................3
Evaluate the statement “The only safe ship in a storm is leadership.” Faye Wattleton using
leadership approaches and style.............................................................................................3
TASK 3............................................................................................................................................5
Evaluate the statement “A diverse mix of voices leads to better discussions, decisions and
outcomes for everyone” Sundar Pichai, CEO of Google using leadership approaches and style
................................................................................................................................................5
CONCLUSION................................................................................................................................6
References:.......................................................................................................................................7
Books and Journals.................................................................................................................7

INTRODUCTION
In the contemporary business environment the role of leadership has been become a vital to
manage the people of organisation with proper guidance and support of leader. Leadership is an
ability and skill of an individual (leader) to influence, guide and lead the group of other people of
an organisation using proper leadership styles and approaches (Van Dick and Monzani, 2020).
The leaders of the organisation integrate different leadership styles and approaches together as
one leadership style or approach is not enough to guide and lead the people appropriately. The
effective leadership has impact on management of the organisational culture and diversity of
people. The present report will evaluate the three leadership statements by the famous leaders
using the different leadership styles and approach. The report will also analyse the organisation
culture and diversity policies of “Marks and Spencer” a multinational retailer based in UK to
justify the above evaluation.
MAIN BODY
TASK 1
Evaluate the statement “Management is doing the things right; leadership is doing the right
things.” Peter F Drucker using leadership approaches and style
The above statement was given by Peter F Drucker a famous thinker, educator, author and
consultants of management. The statement was given to represent the difference between the role
of manager and leaders. It is critically evaluate a that leaders are required to use some of the
management skills and similarly the managers are required to use some leadership skills in order
to lead the organisations action towards their goals and objectives (Olaz, 2021). Statement
leadership doing the right thing define that leaders decides the best action to be taken and
management is doing right things means managers finds out the ways to perform those actions.
It's critically evaluated that the today's corporate world organisations are required to choose right
Management process which is highly important to do the things correctly. Because it is very
important to do the things right which means to have more productivity and profitability so that
output can be measurable which means there should be efficiency in the work. But only
efficiency is not enough therefore this is the another angle of effectiveness in today's
contemporary business world which is leadership is about doing the right things which means
leaders of the organisation prioritise the activities to make the process quick and efficient which
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is important in the competitive environment to complete with the competitors on the right track
and in the right way. Both the statements given the Peter exhibit the balance between doing the
right things right. In Marks and Spencer leader it is an individual who know the ways of doing
right things at right time by leading the others on doing the right things based on their leadership
styles and approaches.
In relation to the statement given by Peter in the recent corporate world the leaders of
organisations like Marks and Spencer is using the transformational leadership style and
functional leadership approach collectively. The transformational leadership style is used by the
leaders to guide their followers towards the correct path as they are visionary to identify the
needs of the business in terms of innovation and transform themselves to do right thing at right
time to gain the competitive advantage and to inspire and encourage others towards the
transformation (Shafi and et. al., 2020). The functional leadership approach represents the leader
that acts, looks and communicate like a leader because the leader do right things by performing
certain actions such as identifying and developing a smart goals and objective for an organisation
defy planning the ways to achieve those goals with appropriate planning and creating the right
team that can meet the objectives with their hard work and controlling the activities for optimum
utilisation of resource and understand the right path. Also motivate their follower’s by
motivating factors like rewards thereby organising the people the good time management
towards the correct path which leads to you doing right things as a leader (Carter and et. al.,
2020). For instance Marks and Spencer has a customer driven organisation culture which means
they are innovation driven because the customer’s trends rapidly change with their growing
needs and wants for which organisation has transformational leadership to engage their
employees with the innovation and to motivate and encourage them to adapt the changes quickly.
Also the organisation is the multinational organisation with diversity in workforce therefore they
have diversity policy of “equality act 2010” to provide equal opportunities to their followers.
Hence the leadership style stands and justifies the above statement of Peter.
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TASK 2
Evaluate the statement “The only safe ship in a storm is leadership.” Faye Wattleton using
leadership approaches and style
It is critically evaluated that when an organisation there is use crisis problems in terms of
finance, availability of resources, conflicts of employees any other critical issue that is reducing
the company's productivity and brand image the most appropriate solution to resolve the conflict
and reduce its consequences is an effective leadership. A statement says the only safe ship in a
storm is leadership which means the safest option to overcome the critical situation in an
organisation is through appropriate leadership. In the above statement the storm represents the
situation within an organisation that requires the different types of leadership styles for which
most of the organisation utilise the situation leadership approach at contains four types of
leadership styles. Leader that utilizes situational leadership approach utilise one of the four
leadership style to provide the organisation high profitability and possibility of success in a
situation that they encounter (Engber, 2020). According to the situation leadership theory there is
no one leadership style fits with the entire situation there for the model provides a framework to
the leaders to identify the situation in order to adapt their leadership approach accordingly. In
situation leadership approach the competence of an employee is considered and also the
commitment level as they vary in different challenges and situations. Level of direction and
support is required to be considered by the leader. The flexibility of situation leadership
approach allowed the leader to face the situation and bring out the best in their employee so that
there can be highest possibility of success. The force styles of situation leadership are defined by
supportive behaviour and directive behaviour. In Marks and Spencer their organisational culture
which is highly focused providing the best products and services to their customers and has
innovation. The company also has diversified workforce which leads to different situations and
challenges to manage the workforce and their competence effectively, therefore company utilize
this theory that also stands the statement given by Faye Wattleton. The four situational
leadership styles are:
S1: Telling
The leadership style directs their people by telling them what to do by regular guidance and how
to do which requires the close supervision. The leaders take decisions and communicate to the
followers thereby the employees follow the path directed by their leaders. The theory works
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effectively when there a crisis within an organisation and there is a requirement of repetitive
results and leaders expect the employees to act accordingly thereby following autocratic
leadership style.
S2: Selling
In this leadership style there is exchange of ideas and activities between the leaders and
followers thereby taking the initiative of teamwork and communicating effectively. This
leadership style is high in task behaviour as well as relationship behaviour (Negro and (Mesia,
2020). Leaders relate the decisions committed and interested with the followers learning and
gaining the task related experience. In this leadership style the leaders are open towards
collaborative decision-making and feedbacks to boost the morale of their team members and also
to utilise skills and critical thinking of their followers which help their followers to develop their
skills and boost followers to a larger vision.
S3: Participating
This leadership style is follower driven hazard high relationship behaviour thereby leaders
developing the abilities of their followers by making them part of decision making to enhance
their motivation and commitment towards their task also so the leaders provide less direction to
their followers and make them active to come up with new ideas. In this the leader is just an
advisor to enrich their collaborative decision making.
S4: Delegating
This leadership style has very least involvement of leader and most of the responsibility and
accountability is taken by the followers to make the decisions for the particular situation
(Ridlwan, Purwandari and Syah, 2021). The intention of this leadership style is to enhance the
responsibility and accountability of a follower meet the uncertain complex situations of the
business organisation which drives intrinsic motivation and commitment towards excellence the
leaders only monitor the performance of their followers without interfering and giving them
power to take decision with the high degree of freedom. The leader in enhance high level of
competence in the followers and set a vision to find out the way of a particular situation by
outlining the desired outcomes.
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TASK 3
Evaluate the statement “A diverse mix of voices leads to better discussions, decisions and
outcomes for everyone” Sundar Pichai, CEO of Google using leadership approaches and
style
The famous leader and CEO of Google Sundar pichai has delivered a statement which means
diversity in organisational culture that it has as flexibility of open voices lead to effective and
efficient decisions discussions and results for the profitability and prosperity of an organisation.
In Marks and Spencer there is a flat organisational structure where the leaders and the managers
of the organisation providing equal opportunity to their employees to provide the suggestions in
the decision-making and to involve themselves within the discussions in order to gain a better
results and better solutions (Bliven, 2020). Marks and Spencer is a multinational company with
diversity policies such as equality act, where the employees are provided with equal
opportunities in terms of rewards and other activities of organisation as company has customer-
driven organisational culture the diversity in workforce there by respecting the values, believes
and ideas of every employee which provides the organisation outstanding results that are
reflected in their financial statements.
It is critically evaluated that in the current corporate world the organisation that follow
participative leadership styles have more effective team work, decision making and productivity
because of the equal involvement of leaders and followers. The participative leadership refers to
the in which all the members are having a freedom of speech during the discussions and
decisions to work together in a democratic organisational culture like Marks and Spencer that
increase the confidence of the followers to participate (Kusworo, 2020). This leadership style
allows the followers to facilitate discussion and also provide the information to the followers to
decide and share their ideas within group for the better implementation of decision making.
Basically the leaders with participate in leadership style benefits the organisation by bringing the
work is together which raises the contribution of followers towards company's productivity. The
participating leadership style offers the followers training and development opportunity and also
creates the transparency between leaders and subordinates which justify the statement of Sundar
Pichai that the diverse mix of voices leads to the better decisions discussions and outcomes for
everyone within an organisation which means participative leadership allows of free flow of
ideas which benefits in organisation to increase the collaboration to gain the advantage of
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expertise of every member that deploys outstanding results in terms of productivity and
profitability of an organisation (Chang and et. al., 2020). Hence the democratic and participative
organisational culture of Marks and Spencer with diversity in workforce stands and justifies the
above statement and the deployment of the participative leadership style within the organisation.
CONCLUSION
It is concluded from the above report that leadership is highly important for the
organisations to provide the guidance and support to the employees. It is also concluded that two
qualities of leader and leadership styles have different trolls and responsibility that are highly
important for the development and encouragement of the employees of an organisation. The
crisis good leadership lead the organisation towards steps to overcome the situation that it
provides the growth for the future of a company. Organisation with multiple leadership style
integrated in their organisational structure has better future growth as well as has a capability to
foster the competency of the employees. An organisation with good leader has better flow of
resources and employees with efficient capabilities that leads to better decision making.
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References:
Books and Journals
Bliven, K.C.H., 2020. Our Commitment to Diversity, Equity, and Inclusion. Journal of Sport
Rehabilitation, 1(aop).
Carter, D.R and et. al., 2020. Functional leadership in interteam contexts: Understanding
‘what’in the context of why? where? when? and who?. The Leadership Quarterly. 31(1).
p.101378.
Chang, Y.Y and et. al., 2020. Participative leadership and unit performance: evidence for
intermediate linkages. Knowledge Management Research & Practice, pp.1-15.
Engber, H., 2020. Rose's Turn: How Women in Positions of Political Leadership Handle
Terrorism on the Homefront. Journal of Management Policy and Practice. 21(2). pp.102-
109.
Kusworo, K., 2020. The Importance of Delegation of Authority, Budget Allocation and
Leadership in Improving Performance. The Importance of Delegation of Authority,
Budget Allocation and Leadership in Improving Performance. 2(01). pp.221-228.
Negro, A.R. and Mesia, R., 2020. Situational Leadership and Leader Versatility. Journal of
Leadership, Accountability & Ethics. 17(3).
Olaz, Á., 2021. Lidera proyectos de trabajo: Una visión en clave competencial. ESIC Editorial.
Ridlwan, M., Purwandari, D.A. and Syah, T.Y.R., 2021. The effect of situational leadership and
organizational culture on employee performance through job satisfaction. International
Journal of Multicultural and Multireligious Understanding. 8(3). pp.73-87.
Shafi, M and et. al., 2020. The effects of transformational leadership on employee creativity:
Moderating role of intrinsic motivation. Asia Pacific Management Review. 25(3). pp.166-
176.
Van Dick, R. and Monzani, L., 2020. Positive Leadership in Organizations. In Oxford Research
Encyclopedia of Psychology.
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