Leadership and Management: Theories, Skills, and Reflection

This essay provides a detailed analysis of leadership and management, addressing key questions about successful leadership, leadership development, the distinction between leadership and management, and self-reflection. The essay explores various leadership theories, including the Great Man Theory, Big Five personalities, Managerial Grid, and Lewin's leadership styles. It also examines contextual and rational approaches such as the Contingency Model, Leader-Member Exchange Theory, Transformational Leadership Theory, and Servant Leadership Theory. Furthermore, the essay compares the roles of managers and leaders and concludes with a self-assessment of the author's leadership skills and experiences. The essay emphasizes the importance of communication, decision-making, and managerial skills for effective leadership.

Running head: LEADERSHIP AND MANAGEMENT
Leadership and Management
Name of the Student
Name of the University
Author’s Note

1
LEADERSHIP AND MANAGEMENT
Executive Summary
This very specific study has focused to evaluate a clear distinction about the concept of
management and leadership. The entire study is constituted with four major questions. In the first
question various leadership theories have been portrayed along with evaluating the role of
business leaders. The second question has analyzed on how leadership can be developed. The
third question has made a comparative analysis between the role of managers and leaders. The
role of management is to control the entire process of business. On the other hand, leaders are
not concerned with the entire process of business. Last question is about self-reflection where I
have critically analyzed my own experience and leadership skill.

2
LEADERSHIP AND MANAGEMENT
Table of Contents
Introduction:....................................................................................................................................2
Question 1: What is involved in being a successful leader?............................................................3
Question 2: Can good leadership be developed, and if so, how?....................................................6
Question 3: What distinguishes leadership from management?......................................................8
Question 4: What have you learnt about leadership from your own experiences?.......................10
Conclusion:....................................................................................................................................10
Reference List:...............................................................................................................................11

3
LEADERSHIP AND MANAGEMENT
Introduction:
This specific study by analyzing four questions critically has evaluated various
theoretical concepts of leadership. Individual employee is able to perform well by getting a
proper direction from the leader while providing services. This very specific study has provided
detailed overview about the various traits of leadership. An individual in quest of being a
successful leader tends to follow different forms of leadership style depending on their
organizational structure and discipline. While leading a team towards reaching a business goal
leaders have to follow appropriate leadership styles, approaches and leadership theory. Based on
those specific aspects a particular leader tends to direct the team members in delivering services.
This very specific study in the third question has focused to evaluate a clear distinction about the
concept of management and leadership.
Question 1: What is involved in being a successful leader?
1.1 Individual approach:
Definition of leadership by various eminent scholars
A business leader primarily aims to motivate the employees in giving their best effort
towards services. Various eminent scholars have made different point of views regarding
leadership. As per the opinion of Mayowa (2009), “leadership is the ability to evaluate and or
forecast a long term plan or policy and influence the followers towards the achievement of the
said strategy”. People belonging to various geographical boundaries and attitudes are associated
with a particular organization (Wong and Laschinger 2013). Bill Gates emphasized, “as we look
ahead into the next century, leaders will be those who empower others.” Therefore, the role of a

4
LEADERSHIP AND MANAGEMENT
successful business leader is to provide equal priority to every team members and direct them
towards the business goal. Handy (1992) has stated, "A leader shapes and shares a vision which
gives point to the work of others."
Great man theory:
As per Great Man Theory of Leadership, some people are born with distinct quality,
traits and attributes that make them different from others. The primary traits based on which an
organization tends to identify a leader include adaptability, learning capability, excellent
communication skill, capability of handling crisis and so on. Team members within a particular
team may be from different psychological backgrounds and attitudes. The role of a business
leader is to adapt the behavioral and psychological approaches of every team members and give
them effective responses in accordingly (Choudhary, Akhtar and Zaheer 2013). Leaders should
have the trait of learning so that employees working under a specific leader can share their
problems and issues. A business leader should have an excellent communication skill based on
which the person can maintain proper interaction with every team members.
With the gradual dynamic progress of business, it is observed that business leaders to
face innumerable crisis while dealing with a particular project. Crisis may arise due to the
repeated rate of employee absenteeism (Dumdum, Lowe and Avolio 2013). In this kind of
situation, an efficient leader should have the capability of overcoming the crisis. Leader should
make every single employee competent so that employees can take additional burden at
emergency (Northouse 2013). In addition, leaders should never show aggressive attitude at the
workplace while handling work pressure (Clarke 2013). As per Great man theory, an efficient
business leader should have the capability of taking immense work burden at the workplace.

5
LEADERSHIP AND MANAGEMENT
Big five personalities:
The five personalities based on which an eminent leader should be possessed with
include Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism. Openness
implies the courageous and energetic attitude that a leader should have in running the entire
team.
Figure 1: Five Personality types
(Source: Keskes 2014)
Employees get proper motivation from their leaders. Therefore, over introvert may
hamper the energy level and determination of the employees as well. Conscientiousness is the

6
LEADERSHIP AND MANAGEMENT
strategy of showing self-discipline that every employee within the team has to obey for getting
good performances (Nixon, Harrington and Parker 2012). Extraversion is the systematic
approach of transmitting positive energy and enthusiasm within the employees so that they can
perform well. Agreeableness implies the way of being cooperative, supportive and trust worthy
towards the team members rather than being suspicious and arrogant. Neuroticism is the
approach of accepting criticism and unpleasant experience on the work floor. While appointing
in the post of a business leader the individual may not get appreciation from every single team
members (Lam and O'Higgins 2012). Therefore, the leader should have that sporting attitude in
accepting both criticism and compliments simultaneously.
Managerial grid:
As per Blake’s Managerial Grid model, leadership should be based on two major
behavioral dimension including concern for people and concern for results. If the managers
become successful to motivate and encourage people while working, the organization would
automatically get good result. Therefore, the performance of employees is highly dependent on
leaders’ concern on people.

7
LEADERSHIP AND MANAGEMENT
Figure 2: Managerial Grid Model
(Source: Keskes 2014)
Katz’s three skill approaches:
As per Katz’s three skill approaches, a particular business leader should have include
technical skill, human skill and conceptual skill. With the advanced process of technology, the
business leaders should have competency so that employees do not have to struggle in meeting
business due to sudden technological barrier. It is undeniable at the same time that technological
skill itself is not sufficient enough for becoming a proficient business leader (Kapp 2012). The
leader should have appropriate human skill as well based on which the individual would like to
maintain effective communication with every team member. The leader should make an
enthusiastic attitude towards the team members. As a result, employees would like to perform
well for achieving the business goal. Conceptual skill allows a business leader in focusing on
work, which is amalgamated with ideas (Keskes 2014). The leaders before implementing a
particular strategy and policy have to think about the future and its appreciation level. If the
employees are not comfortable in accepting the strategy the leaders have to change the strategy
at once for giving priority on employees’ thoughts and emotions.
Lewin leadership style:
As per Lewin, leadership style is possessed with several types including participative
form of leadership, autocratic form of leadership and transformational form of leadership
style and laissez-fair style of leadership. In participative leadership style, leaders do not like to
impose their own decision on the employees. Employees are comfortable in sharing their views
and ideas in reaching the business goal. As a result, both the leaders and the employees have

8
LEADERSHIP AND MANAGEMENT
equal participation towards the success of business (Caillier 2014). Autocratic form of leadership
does not allow the employees in sharing their own opinion regarding the business success. The
employees have to accept the decision taken by leaders and employers. Transformational form of
leadership style is completely based on situation. This particular form of leadership style does
not follow participation or autocracy. Business leaders tend to change their leadership style and
skill based on various situations. In order to handle sudden crisis the business leaders may have
to take an urgent decision by following autocratic form of leadership style (Du et al. 2013). On
the other hand, participative form of leadership style is effective in involving both participants
and business leaders before forming business strategy and policy. Large number of business
organizations tends to follow this specific form of leadership style in order to handle the overall
situation of business.
1.2 Contextual approach: Contingency Model:
In order to develop leadership skill and quality business leaders can follow Contingency
model, which is constituted with three major steps. The steps are as follows:
 Identify the situation
 Identify the leadership style
 Determine the most suitable leadership style based on the situation
Business leader before selecting the style of leadership has to observe the organizational
situation (Peterson et al. 2012). If the employees are successful enough in maintaining
organizational image and discipline, the leaders can follow a specific form of leadership style.
On the other hand, if the employees fail to maintain organizational culture leaders have to imply
their own decision on the employees (Goleman, Boyatzis and McKee 2013). Based on the

9
LEADERSHIP AND MANAGEMENT
situation, the business leaders have to implement appropriate leadership style. Participative form
of leadership style is very much effective for the development of a specific organization. With
the help of participative form of leadership style both the employers and employees can equally
participate within the services. Contingency model is very much systematic in evaluating the
leadership skill of an individual.
1.3 Rational approaches:
Leader member exchange theory:
Leader member exchange theory implies that both the employee and leader have equal
right of sharing their views and ideas (Aydin, Sarier and Uysal 2013). Leaders while taking a
business decision do not like to impose their own decision on the employees. Business leaders
believe on collective decision-making based on which both the employees and employers have
equal right in exchanging thoughts and views.
Transformational leadership theory:
Transformational leadership style as opined by Strom, Sears and Kelly (2014) is another
form of situational approach. As per the situation happened at workplace business managers have
to implement appropriate form of leadership style. At the time of crisis business managers have
to take immense decision. In this situation, managers do not have sufficient time in involving the
employees while making the decision (Men and Stacks 2013). On the other hand, while forming
appropriate business strategy and policy the business managers tend to involve the employees in
order to make collective decision. Therefore, transformational leadership style is completely
based on situation.

10
LEADERSHIP AND MANAGEMENT
Servant leadership theory:
The theory of servant leadership is the set of practices that reaches the lives of
individuals in order to build an effective organization. Along with resolving the issues at work
place, business leaders tend to focus on resolving the problem of individual. As per the concept
of numerous eminent scholars, an individual can never perform well if that specific individual
has to face personal issues (Aydin, Sarier and Uysal 2013). Therefore, this specific theory of
servant leadership implies that business leaders should resolve the personal problem of
employees so that they can perform well towards the services.
Team leadership:
Team leadership is the method of leading a particular team. The role of a team leader is to
provide proper guidance and direction to the team members for achieving the business target.
While leading a team properly the leaders have to focus equal attention to every member of
team. As a result, the employee gets motivated in performing well towards the services.
How to be a good leader:
However, in order to be a good leader an individual should have proper communication
skill, decision-making skill, managerial skill and time management skill. The models and
theories discussed above would help an individual to be an efficient leader. A successful leader
an individual is required to have a combination of individual contextual and relational
characteristic relate to the leader's traits and leadership styles. Contextual characteristics refer to
the leader ability to adapt to different situations and environments. Relational characteristics are
associated with the leader ability to relate to other people and develop positive relationship that

11
LEADERSHIP AND MANAGEMENT
will support their vision. In order to become an efficient leader an individual should have both
contextual and rational characteristics.
Question 2: Can good leadership be developed, and if so, how?
2.1 Can leadership be developed, is it born or made?
Different eminent scholars have provided point of views about the skill of leadership. ()
stated that leadership is a skill that can be developed with the gradual experiences gathered at the
workplace. This specific scholar has opined that leadership quality is not a born talent. It has to
be gained while working at the work floor.
2.2 How can you develop leadership?
Numerous eminent scholars have pointed out that good leadership can be developed by
taking an effective training and guidance from the senior managers as well as professional
trainers. It is observed that business leaders sometimes fail to draw the attention of employees.
Employees do not intend to perform well due to the lack of appropriate leadership style within
the team. As a result, the organizational productivity is hampered effectively. Different eminent
scholars have expressed their own point of view regarding the on how to develop the style of
leadership within organization. Carter and Greer (2013) stated that superior guidance from the
senior employees is one of the most effective ways based on which business leaders can groom
up. On the other hand, in order to evaluate the skill and competency the leaders can attend
coaching and development session as well. This particular coaching and development session
can help the business leaders in reaching the business goal. Monitoring is one of the most
effective ways of rendering development on leadership. Junior leaders can consider the seniors as
their mention while delivering the services (Kelloway et al. 2012). As a result, the junior

12
LEADERSHIP AND MANAGEMENT
business leaders can enhance their performance level while leading the team. In addition,
training and development session is the most effective ways, based on which leaders can
develop their competency by fulfilling satisfaction level of employees.
2.3 Method of leadership development:
Another important ways of developing the skill and competency level of an employee is
conducting effective case studies. Business leaders can make an in-depth analysis of the case
studies of those leaders who have achieved the peak of success (Braun et al. 2013). They should
identify the strengths of leaders while evaluating the observational case study for gaining
motivation and courage (Grint 2005). Succession planning on the other hand is the systematic
way of evaluating the performance level of a business leader. While making an effective
succession planning business leader has to think on several factors and the factors are as follows:
 Identify the drawback of leader that can be improved
 Focus on evaluating the reasons for those drawbacks
 Make an effective action plan on how to overcome the challenges faced by leader
It is undeniable that leaders can improve their way of leadership based on various
approaches. Contextual approach implies that leaders should make an effective approach to the
team members based on a specific context or clients’ specific needs and demands. In this case,
leaders do not like to follow a particular leadership style (Yeh and Hong 2012). The employees
are supposed follow the instruction of leaders based on a specific context. Situation approach is
one of the most effective ways of interacting with the members as per situation. At the time of
taking an urgent decision, business leaders have to follow autocratic form of leadership style.

13
LEADERSHIP AND MANAGEMENT
Leaders do not have sufficient time in taking collective decision by communicating with the
employees (Liden et al. 2014).
Figure 2: Different approaches of Leadership
(Source: Liden et al. 2014)
The primary purpose of path goal theory is to set a specific business goal and to direct
the employees towards this path. While following proper leadership style, business experts tend
to meet a specific business target (Bello 2012). The leaders motivate and encourage the
employees in reaching the business goal.
According to the report, majority of the human resource managers are of the opinion that
the more engaged will be the employees and other associated stakeholders, the more will be the
effectiveness of the leadership development program of the organization. This is due to the
ApproachesofleadershipSituationalapproachContingencyapproach

14
LEADERSHIP AND MANAGEMENT
reason that, if the employees and the majority of the internal stakeholders are not engaged in
their workplace and they are not motivated with their leadership, then the criterion for the
leadership development can be identified. On the other hand, it is also been see that, in the
coming years, some of the popular trends in the leadership development will be the mentoring,
social media and on the job training.
2.4 What method of leadership development is the most effective?
After evaluating various methods of leadership development, it can be concluded that
succession planning is one of the most significant leadership development method. While
leading a particular team business leaders have to face innumerable challenges at the workplace.
The leader has to identify those challenges first, based on which the individual tends to make an
effective succession plan for improving the leadership quality. One of the key methods of
leadership development activities is the enhancing the participation of the employees in their
workplace. This will be helpful due to the reason that, the more participation of the employees
will help in having more engagement of them in their workplace. Moreover, it is also being
concluded that, the selection and recruitment of the employees is another important method of
development of leadership. This is due to the reason that, if the employees are not being selected
and inducted in the organization based on the existing organization culture, then it will be
difficult for the employees to adjust with the organizational culture and it will also be difficult
for the upper level management to manage them.
Question 3: What distinguishes leadership from management?
3.1 Leadership vs. management:

15
LEADERSHIP AND MANAGEMENT
Peter Drucker raised a question like “does a manager have to be a great leader and does
a leader need to have good management skills? What is the difference between leadership and
management?” Men and Stacks (2013) stated, “the term manager was adopted because the
prevailing view was that managers were in charge. Managers were still seen as professional
workers with critical roles and responsibilities to help the organization succeed, but leadership
was mostly not in the everyday vocabulary of management scholars.” The two overarching
terms management and leadership are inseparably related to each other. As per the opinion of
Clarke (2013), “leadership means "the ability of an individual to influence, motivate, and
enable others to contribute toward the effectiveness and success of the organizations of which
they are members.” The similarities of these two roles are that both the leaders and the managers
have to direct the employees in rendering business profit. Therefore, the objective of both
managers and leaders are same within an organization (Grint, 2005). At the same time, it is
undeniable that the two concepts leadership and management are different from each other.
Business managers are primarily concerned in controlling the overall process of business
(Northouse, 2013). The role of an efficient business manager is to render organizational profit by
forming different business strategies and policies.
3.2 Definition of management and leadership:
Management is the systematic process of managing, planning and implementing
different strategies within organization in quest of controlling the entire flow of business. In
order to render the success of business the business managers have to communicate with the
business leaders, supervisors and evaluate their performances. The business managers tend to
deal with the client directly in quest of collecting feedback (Lorinkova, Pearsall and Sims 2013).

16
LEADERSHIP AND MANAGEMENT
Based on the gathered feedback from the clients organizational managers like to make
organizational strategies and policies.
Leadership is the process of showing a right path to the employees based on which they
tend to give their best effort towards services. Business leaders are not concerned in controlling
the entire process of business (Rothfelder, Ottenbacher and Harrington 2012). Leaders primarily
aim to motivate and encourage the employees in achieving the success of business. However,
managers have to play the role of a leader while controlling business process. On the other hand,
an efficient leader does not have to look into the entire business process. Enhancing the
performance level of employees is the primary objective of business leaders.
3.3 Similarities and dissimilarities between leadership and management
Leadership Management
Similarities The role of a leader is to motivate
employees in achieving the
business target.
The role of a manager is to
provide equal motivation and
enthusiasm to the employees and
leaders for rendering business
success.
Dissimilarities Leaders need to focus on the
enhancing the performance level
of employees.
On the other hand managers have
to control the entire process of
business.
3. 3Critical analysis about the two terms:

17
LEADERSHIP AND MANAGEMENT
Different scholars have made an objectionable approach while using the term like
leadership vs. management. As per the point of view of Northouse (2013), the ultimate aim of a
leader and a manager is not different. The primary objective of both leader and manager is to
control business process by implementing managerial strategies and policies. The only difference
between a leader and a manager is specification of job role. Leader tends to focus on the
performance of employees only for meeting the business target. On the other hand, the role of a
manager is vast. Manager aims to control entire business process where employee motivation,
customer satisfaction are intimately related. Therefore, in order to control overall business
process leaders have to provide effective support to the managers. Therefore, the two
overarching term management and leadership are inseparably related to each other.
Question 4: What have you learnt about leadership from your own experiences?
I have gone through several experiences at my workplace while playing the role of a
responsible leader. The primary challenges that I have faced while guiding my team members
include language barriers, psychological barriers and cultural barriers. Employees belonging to
different cultural backgrounds and attitudes have to face immense challenges in communicating
with me due to language barrier. I failed to interact with those employees properly as I was
unable to understand their problems and difficulties. As a result, the issues that the workers faced
at the workplace remained the same. In this kind of situation, it is very much difficult for an
organization to maintain the performance level effectively.
In addition, I had to face difficulties at the time of decision making of strategies as well.
Employees are from various cultural and religious backgrounds and attitudes. Therefore,
psychology of those individual varies from person to person. While taking a collective decision I

18
LEADERSHIP AND MANAGEMENT
had to face challenges in convincing every individual member equally. However, while leading
the team I have gone through numerous positive effects from the team members. I got the scope
of sharing views and ideas from the team members in group-discussion. They have shared their
own point of views regarding the success of business goal. Whenever I was confused to select
the appropriate business strategy for my organization, I got immense help and cooperation from
my team members.
While working as a subordinate I had to face challenges in providing good performances
to the organization. I had to face challenges in communicating with my team lead due to cultural
barrier. I failed to share my problems facing at the workplace. In this kind of situation, clients
failed to get good performances from me. They had to wait for long time while receiving the
services. However, after observing the leadership skills and quality of some of my seniors I have
identified major drawbacks within my leadership quality.
While evaluating my own experiences as business leader I have learnt what should be the
role of an efficient leader while directing the team members. I have learnt that leader should have
proper professional skill, communication skill, human skill and technological competency. I have
learnt that as a business leader my communication skill should be increased so that I can easily
interact with my team members. I have also realized that I need to improve my technological
competency. In order to resolve the issues of my team members I should improve my human
skill as well. As a lead, I have learnt on how I can motivate the employees towards
performances. However, the drawbacks that I have identified within me should be improved in
order to become more efficient towards the services. In order to enhance my communication skill
I can receive training and development session. Trainers can help me in enhancing my

19
LEADERSHIP AND MANAGEMENT
professional competency so that employees can share their views without any hesitation. I would
be able to perform better in future that enables organization in achieving the peak of success.
Conclusion:
This very specific study has focused to give detailed overview about theories of
leadership and its various components. People belonging to various geographical backgrounds
and attitudes are associated within the business process. The role of an efficient business leader
is to treat every single employee with equal priority. Business leaders primarily aim to motivate
the employees towards performing well. The success of a business organization is entirely
dependent on the performance level of employees. Employees tend to perform well towards the
services only when they get enough co-operation and motivation from the employees. However,
this very specific study has provided critical evaluation on various leadership theories such as
Great man theory, contingency theory. At the end, I have provided a self-reflection about my
own experience as a business leader. I have provided a critical evaluation regarding my learning
process from process experiences.

20
LEADERSHIP AND MANAGEMENT
Reference List:
Aydin, A., Sarier, Y. and Uysal, S., (2013). The Effect of School Principals' Leadership Styles
on Teachers' Organizational Commitment and Job Satisfaction. Educational sciences: Theory
and practice, 13(2), pp.806-811.
Bello, S.M., (2012). Impact of ethical leadership on employee job performance. International
Journal of Business and Social Science, 3(11).
Braun, S., Peus, C., Weisweiler, S. and Frey, D., (2013). Transformational leadership, job
satisfaction, and team performance: A multilevel mediation model of trust. The Leadership
Quarterly, 24(1), pp.270-283.
Caillier, J.G., (2014). Toward a better understanding of the relationship between transformational
leadership, public service motivation, mission valence, and employee performance: A
preliminary study. Public Personnel Management, 43(2), pp.218-239.
Carter, S.M. and Greer, C.R., (2013). Strategic leadership: Values, styles, and organizational
performance. Journal of Leadership & Organizational Studies, 20(4), pp.375-393.
Choudhary, A.I., Akhtar, S.A. and Zaheer, A., (2013). Impact of transformational and servant
leadership on organizational performance: A comparative analysis. Journal of Business
Ethics, 116(2), pp.433-440.
Clarke, S., (2013). Safety leadership: A meta‐analytic review of transformational and
transactional leadership styles as antecedents of safety behaviours. Journal of Occupational and
Organizational Psychology, 86(1), pp.22-49.

21
LEADERSHIP AND MANAGEMENT
Du, S., Swaen, V., Lindgreen, A. and Sen, S., (2013). The roles of leadership styles in corporate
social responsibility. Journal of business ethics, 114(1), pp.155-169.
Dumdum, U.R., Lowe, K.B. and Avolio, B.J., (2013). A meta-analysis of transformational and
transactional leadership correlates of effectiveness and satisfaction: An update and extension.
In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary
Edition (pp. 39-70). Emerald Group Publishing Limited.
Goleman, D., Boyatzis, R.E. and McKee, A., (2013). Primal leadership: Unleashing the power
of emotional intelligence. Harvard Business Press.
Grint, K. (2005). Leadership: limits and possibilities. Basingstoke. Palgrave Macmillan
Kapp, E.A., (2012). The influence of supervisor leadership practices and perceived group safety
climate on employee safety performance. Safety science, 50(4), pp.1119-1124.
Kelloway, E.K., Turner, N., Barling, J. and Loughlin, C., (2012). Transformational leadership
and employee psychological well-being: The mediating role of employee trust in
leadership. Work & Stress, 26(1), pp.39-55.
Keskes, I., (2014). Relationship between leadership styles and dimensions of employee
organizational commitment: A critical review and discussion of future directions. Intangible
Capital, 10(1).
Lam, C.S. and O'Higgins, E.R., (2012). Enhancing employee outcomes: The interrelated
influences of managers' emotional intelligence and leadership style. Leadership and
Organization Development Journal, 33(2), pp.149-174.

22
LEADERSHIP AND MANAGEMENT
Liden, R.C., Wayne, S.J., Liao, C. and Meuser, J.D., (2014). Servant leadership and serving
culture: Influence on individual and unit performance. Academy of Management Journal, 57(5),
pp.1434-1452.
Lorinkova, N.M., Pearsall, M.J. and Sims, H.P., (2013). Examining the differential longitudinal
performance of directive versus empowering leadership in teams. Academy of Management
Journal, 56(2), pp.573-596.
Men, L.R. and Stacks, D.W., (2013). The impact of leadership style and employee empowerment
on perceived organizational reputation. Journal of Communication Management, 17(2), pp.171-
192.
Nixon, P., Harrington, M. and Parker, D., (2012). Leadership performance is significant to
project success or failure: a critical analysis. International Journal of productivity and
performance management, 61(2), pp.204-216.
Northouse, P.G. (2013). lEADERSHIP: Theory and practice,6th ed.London: Sage
Peterson, S.J., Walumbwa, F.O., Avolio, B.J. and Hannah, S.T., (2012). RETRACTED: The
relationship between authentic leadership and follower job performance: The mediating role of
follower positivity in extreme contexts. The Leadership Quarterly, 23(3), pp.502-516.
Rothfelder, K., Ottenbacher, M.C. and Harrington, R.J., (2012). The impact of transformational,
transactional and non-leadership styles on employee job satisfaction in the German hospitality
industry. Tourism and Hospitality Research, 12(4), pp.201-214.

23
LEADERSHIP AND MANAGEMENT
Soieb, A.Z.M., Othman, J. and D'Silva, J.L., (2013). The effects of perceived leadership styles
and organizational citizenship behaviour on employee engagement: The mediating role of
conflict management. International Journal of Business and Management, 8(8), p.91.
Strom, D.L., Sears, K.L. and Kelly, K.M., (2014). Work engagement: The roles of organizational
justice and leadership style in predicting engagement among employees. Journal of Leadership
& Organizational Studies, 21(1), pp.71-82.
Wong, C.A. and Laschinger, H.K., (2013). Authentic leadership, performance, and job
satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), pp.947-
959.
Yeh, H. and Hong, D., (2012). The mediating effect of organizational commitment on leadership
type and job performance. The Journal of Human Resource and Adult Learning, 8(2), p.50.