Critical Evaluation of Leadership Styles in the Corporate World

This report critically evaluates various leadership styles and approaches prevalent in today's corporate world. It begins with an introduction to business leadership, emphasizing its role in achieving organizational goals through effective decision-making and employee motivation. The main body delves into inclusive leadership, trait and behavioral theories, and different leadership styles such as autocratic, authoritative, and democratic. It also explores leadership theories like Victor Vroom's expectancy theory and Adam's equity theory, demonstrating their impact on employee motivation and performance. The report further examines the influence of leadership power and control, as well as the importance of organizational culture in fostering quality, work-life balance, and employee retention. The report concludes by summarizing the key findings and emphasizing the importance of leaders in shaping organizational culture and influencing employee behavior.

Business leadeship

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Critically evaluate various leadership styles and approaches that can be seen in today’s
corporate world.......................................................................................................................1
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The business leadership is completely related to the ability of a management to that assist
to set and achieve standardised goals and objective within stipulated period of time. It is also be
dependent over the effectual decision making as per need, fastest actions required to perform,
inspire others and outperform certain set of actions with this highest range of performance and
productivity get developed in clear manner (Alade and Windapo, 2019). The leaders induced
higher value that used to formulate and communicate strategic direction as by motivating
employees so that desirable goals are attained in successful period of time. Leaders also get
cultivate to maintain clear focus and concern about to advance awareness and inward focus so
that emotional intelligence and ability to devise strategy, innovation and management is
processed with adequateness. The report below comprised of different leadership styles and
approaches that is used in corporate world.
MAIN BODY
Critically evaluate various leadership styles and approaches that can be seen in today’s corporate
world
The inclusive leadership are the leaders those are always get aware about own preference
and basis under which active seek is represent towards different perspective so as to inform
adequate decision making. For this effectual decision making is processed so that diverse range
of benefit is attained that is a source of competitive advantage in this people also get inspire
about to attain diverse range of benefit that drive both individual and organisational performance.
The inclusive leaders have stronger and effective recognising that reflects optimised,
collaboration and dependable aspects with this rapid change evolved with stability. The leaders
primarily concern with inclusiveness by people oriented, great listener, ability to tap motivation
and talent with team, patience, soft-spoken, effective understanding and genuine interest towards
others.
The inclusive practice is basically diverse as with respect of customers, market, idea and
talent as it thrive towards fulfilment of need as by embracing ability to make sustained change
and potential leverage in relation to competitive advancement (Goel and et. al., 2019). The leader
get cultivate the innovative behaviour in this ability of an employee get advanced and induced
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significant impact over working tendency of employees as it induced an encourage expression
and generation of creative ideas as per combination of motivation and intelligence.
There are different theories of leadership that is attained by the leader of Tesco so as to
influence others with this probability to accomplish sustained target is perceived with
attentiveness. The leader doesn’t have a fixed set of theories they have change their working
style as per demand of situation. Thus there are few theories of leadership style that is as
explained below as:
The Trait Theory of Leadership: According to this theory there are some specific traits that
is shared by successful leader and that is as per fact and consideration of innate equality and it is
a basis that is present as by birth (Hahn and Gangeness, 2019). The leaders have quality as
empathy, integrity, likeability, critical thinking, decision making, assertiveness, problem solving
and many others as well. The manifest is completely dependent over the internal process in this
better working value is processed in systematic manner.
The Behavioural Theory of Leadership: It is a leader that has worked to make wider
consult about their subordinate with this effectual decision making is processed over regular
basis. The leader always assures to take the decision as per concern of the entire employee and
take their prior feedback as well so that working environment is emphasised with perfection.
The leadership styles are dependent over the leader and act as its toolkit under which
leader opt the style as per dependency and demand of certain situation. There are different
leadership styles and that is as explained below as:
Autocratic Style: It is a style that is used by the leader in order to maintain command-and-
control approach so that working proficiency and its effectiveness is developed in balanced
manner. For instance, leader of Tesla uses this as by taking crucial decisions or to deal with
inexperienced and new team members as they are not familiar towards their own roles and
responsibility.
Authoritative Style: In this style a visionary and “follow me” approach is marked that is
followed by the confident leader in this clear mapping and sustained understanding about
engagement and energizing is processed with certain way (Kane and et. al., 2019). It induced
ultimate range of certainty with this critical thinking is processed in support of latitude basis. For
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instance, the leader of Marks and Spencer uses this to make clear analysis about thinking about
to achieve standardised objective.
Democratic Style: It is a style that is adopted by the leader as by sharing all the relevant
information with the employee so that working responsibility and opinion of employees takes
considered as before approval of final decision (Roe, 2020). It induce numerous range of benefit
as in this all the employee takes its participation. For instance Tesco uses this to promote better
working culture so that employee growth and development both processed with effectiveness.
On the other hand, there are various leadership theories as well that are followed by leader
of different organisation so as to influence working standards and organisational performance as
well. These theories induced favoured amount of changes within the working consequences with
this ability to make profitable and productive changes in working standards is processed with
clarity and also described below in brief as:
Victor Vroom’s expectancy theory: It is a theory of motivation that affects individual
working standards and its impact over expectation in future. The motivation of an individual
drives with respect of adequate value and reward that is usually associated with the action and
belief to induce sustained changed so that effective result get achieved. It is also be related to
believe through which adequate range of ideas get generate in terms of rewards and that might be
intrinsic or extrinsic (van Mensvoort and et. al., 2020). The extrinsic motivation is dependent
over externals aspects as promotion and appraisal while the intrinsic motivation is related to
internal basis such as sense of belongingness and achievement. It comprise of different basis that
is as explained below as:
Figure 1https://expertprogrammanagement.com/2018/10/expectancy-theory
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Valence: It is related to value that is associated with the adequate potential and reward with
this specified range of benefit and behaviour change is attained with perfection.
Expectancy: It this employee get expect about the return of its additional efforts as it also
assist an individual to target adequate result and it induced a certain change in behaviour as well.
Instrumentality: It reflects the belief and believes both towards reward that is actually
dependent over the desired behaviour and outcome with this possible range of benefit is altered
in responsive manner.
It induces positive impact over the working credibility of an employee as its working and
efforts both get recognised in beneficial manner (Hooper and Potter, 2019). For instance, the
employee felt motivated as with this worth able outcome is developed that is associated with the
ability to advance working possibility. In Debenhams, to motivate the employee management
provide reward so that individual working value and its attribute both developed in specific
manner along with this provide promised rewards that is directly based on individual working
and its performance.
Adam’s equity theory: It is a theory that is processed as with concern of fair balance in
between the input that is put of employee as like hard work, skill level, acceptance, enthusiasm
and the output that is provided by the employer such as salary, benefits, intangibles such as
recognition etc. It is a process of motivation within which an effectual range of sense and reward
is govern to the employee that is as in compared to the sense of contribution, affects motivation
as with this a sense of equality and fairness is improvised in certain basis.
Figure 2http://www.free-management-ebooks.com/news/adams-equity-theory/
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For example, the management of TUI use this to provide favoured amount of changes within
the daily working and maintain record of all the different employee and input that is induced to
accomplish certain goals. Thus provide adequate outcome that might be in terms of monetary or
non-monetary so that functional range of benefit is perceived with regularity (Cockburn and
Smith, 2021). In this a fair compensation is processed with this contribution and reward both get
emphasised with better sense of fairness and motivation. It process with the minimised form of
exploitation of employee that is processed as with support of no discrimination in between
working condition, payment and bonus it is completely dependent over working performance.
Leadership power and control is used to influence others as with this better efforts is induced
to make essential range of benefit in terms of attainment of organisational goals and target. The
legitimate power is being used to make powerful sense about hierarchy in an organization thus
influence others in organised manner, coercive power induced in between colleagues or even
from an employee to a manager so as to leverage the threat of exposing un-required information.
The effective leaders are the basic and fundamental of an organisation as they build great
culture and better working standards over regular period of instance. A leader influence or
authority, in spite of of title, and leaders put the quality for organisational culture. For instance,
the leader of Morrison’s worked to reinforce the working value as by stimulates individual
accountability. The organisation culture is an essential aspect within an organisation and that is
as explained below as:
Higher quality and safety: The employee engagement usually commits to meeting of
standardised quality and excellence under which sustained decision making is processed as by
paying close attention towards through fullness approach (Guzmán and et. al., 2020). It this
adequate range of actions are induced so as to promote and maintaining adequate safety at
workplace.
Better work/life balance: The leaders worked to maintain clarity among the working culture
so that a healthier and balanced support is processed that also used to encourage more of the
employee in this an individual remains more motivated and efficient that enhance loyalty of
employee towards organisation.
Greater retention rates: The retention rate is resultant of employee loyalty and attraction
towards the company that shows that employee loves and enjoy and connected towards the
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company and this feeling only get generate when working of employee get appreciated in
advanced manner.
A function of culture is intrinsic form that promotes both social and economic range of
benefit with this improvised range of benefit is altered in all possible manners. The
organisational performance culture defines the process with this employee get complete certain
task and interaction with each other’s so that working operations and its functions get advanced
in beneficial manner.
The leader worked to influence organisational culture and it most probably used to realise
the impact of actions that is used to promote working standards in adequate manner. There are
different way used by leader of Tesco to influence organisational culture and it is as explained
below as:
Model behaviours: In this leader worked as by maintaining lead within the display and
communication of working expectations in this willing to perform certain set of change in
processed in better manner (O’Toole, 2019). The leader assures that working tendency and
behaviour of employee remains more attractive so that adequate lead is maintained in terms of
proficiency.
Establish a purpose to believe in: The employee get communicate with each other so as to
stimulate the sustainable change within this direct focus is maintained towards purposeful
connect in this information get processed with clarity. It is supported by the leader under which
positive working culture get promote to make working standards even more enhanced.
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CONCLUSION
It has been concluded from the above report that business leadership is an aspect that is
used by the leaders in order to process the working credibility in easiest manner. In this possible
range of benefit is altered that provide favoured outcome to process both tangible and intangible
benefits. The leaders more often used different of approaches and style to resolve certain
situations with this possibility to perceived higher standardised goal is developed in clear
manner. Moreover it induces favoured change within organisational performance and
productivity in this inclusive working practice is improvised so that ability to achieve higher
goals in timely constrained is processed with flexibility.
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REFERENCES
Books and Journals
Alade, K. and Windapo, A., 2019, July. 4IR leadership effectiveness and practical implications
for construction business organisations. In Construction Industry Development Board
Postgraduate Research Conference (pp. 62-70). Springer, Cham.
Cockburn, T. and Smith, P.A., 2021. Reflecting Emerging Digital Technologies in Leadership
Models. In Global Business Leadership Development for the Fourth Industrial
Revolution (pp. 26-64). IGI Global.
Goel, S. and et. al., 2019. HR Flexibility in Family Firms: Integrating Family Functioning and
Family Business Leadership. Organization Management Journal, 16(4), pp.311-323.
Guzmán, V.E. and et. al., 2020. Characteristics and Skills of Leadership in the Context of
Industry 4.0. Procedia Manufacturing, 43, pp.543-550.
Hahn, C.J. and Gangeness, J.E., 2019. Business, Leadership And Education: A Case For More
Business Engagement In Higher Education. American Journal of Business
Education, 12(1), pp.19-31.
Hooper, A. and Potter, J., 2019. The business of leadership: Adding lasting value to your
organization. Routledge.
Kane, G.C. and et. al., 2019. How digital leadership is (n't) different. MIT Sloan Management
Review, 60(3), pp.34-39.
O’Toole, J., 2019. The prospects for enlightened corporate leadership. California Management
Review, 61(3), pp.72-92.
Roe, K., 2020. Leadership: practice and perspectives. Oxford University Press.
van Mensvoort, C. and et. al., 2020. A cross-country comparison of gender traditionalism in
business leadership: How supportive are female supervisors?. Work, Employment and
Society, p.0950017019892831.
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