Leadership Styles, Delegation, and Project Success Analysis

This report delves into the critical aspects of project management leadership, exploring various leadership styles such as autocratic, participative, and laissez-faire, with a focus on the participative approach as most suitable for construction projects. It examines the importance of task delegation for smooth business operations, highlighting how it ensures timely project completion and quality standards by assigning roles based on individual expertise. The report further assesses the key aspects of effective team leadership, emphasizing the need for strong communication, analytical skills, and delegation abilities. Finally, it presents different organizational structures, including flat and hierarchical structures, and their respective impacts on project success, concluding that a flat structure often fosters better communication and quicker decision-making. The report underscores the significance of leadership in project success and the need for continuous skill development.

Project Management Leadership

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Discussing the various types of leadership styles along with their roles.....................................3
PART 2............................................................................................................................................4
Stating the extent to which delegation of task ensures smooth functioning of business
operations.....................................................................................................................................4
PART 3............................................................................................................................................5
Assessing the aspects which are associated with effectual team leadership................................5
PART 4............................................................................................................................................6
Presenting different types of organizational structure that affect the success of project.............6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Leadership is the vital part of every project whether it is related to construction or any
other aspect. It is highly significant which in turn contributes in the success of project to the
significant level. Moreover, in the absence of having effectual leadership individuals who are
involved in project team face high level of difficulties in directing their efforts in right direction.
This report is based on construction related projects which will provide deeper insight about the
numerous types of leadership styles that can be undertaken to lead others. Besides this, it also
depicts various organizational structures that enhance and hinders growth of firm.
PART 1
Discussing the various types of leadership styles along with their roles
Leadership refers to skills and abilities in relation to providing guidance to others
regarding their working aspects. Hence, there are mainly three types of leadership styles that can
be undertaken by the manager of construction project are as follows:
 Autocratic leadership: Under such leadership style, manager only lays emphasis on
providing instructions to others. In this, manager or leader of project does not take any
input from individuals while taking decisions (AlMazrouei and Zacca, 2015).
 Participative leadership: In such leadership style, with the motive to boost employee
morale and motivation leader focuses on taking input from team members. Hence, leaders
who follow such leadership style consider their team members and their suggestions
more valuable.
 Laissez faire leadership: On the basis of such style or practices, manager does not focus
on doing close supervision of personnel (Avolio and Mhatre, 2012). This style of
leadership is suitable when employees are skilled and experienced.
Contextual leadership implies for the one in which leader makes focus on aligning resources with
the objectives. By taking into account such aspect it can be stated that leader of construction

project should employ participative style of leadership. Moreover, by taking input from team
member’s manager of construction project can assess the areas where more resources are
required.
PART 2
Stating the extent to which delegation of task ensures smooth functioning of business operations
In the recent times, to accomplish project within the suitable time with appropriate
quality standards it is highly required for manager to delegate roles and responsibilities among
the individuals. This in turn prevents duplication of performance and thereby ensures timely
delivery of outcomes. The rationale behind the delegation of roles is that each individual has
expertise in some specific area. Thus, by allocating the roles to individuals according to their
level of expertise manager or leader of team can ensure smooth functioning of the business
operations as well as functions (Barrick and et.al., 2013). By doing this, manager would become
able to meet quality standards to a great extent. For instance: in the case of construction of
building project manager delegates several tasks among the team members are enumerated
below:
 Ensuring enough availability of material: In the construction project, functioning or
performance is highly influences from the availability of raw material. Moreover, without
having raw material labour would not become able to work (Daft, 2014). Thus, by giving
responsibility regarding this to one personnel leader can prevent issues significantly.
 In addition to this, effectual labour management is highly required for completing project
on time. On the basis of such aspect, by giving responsibility to specific personnel to
ensure that labours are making their best efforts.
 Besides this, leader of team has accountability to set highly realistic or competent
budgeting framework that helps in making optimum utilization of funds (Daicoff, 2012).
Besides this, manager also plays a vital role in providing training to personnel which in
turn makes contribution in attainment of project goals and objectives.
In this way, by assigning specific tasks or responsibilities to the individuals leader would
become able to meet goals and objectives. However, sometimes delegation aspect creates
problem in front of leader. Moreover, sometimes individuals involved in project team do not

have sufficient experience pertaining to specific work aspect. This in turn places direct and
negative impact on project outcome or success. In this, manager can avoid undesirable
impact of such situation by conducting training and development session (Iqbal, 2013).
Hence, by providing training to personnel leader would become able to build highly effectual
team. Thus, by taking suitable action or measure according to situation leader would become
able to ensure smooth functioning of activities to a great extent.
PART 3
Assessing the aspects which are associated with effectual team leadership
Effectual leadership is the key of success in the highly strategic business environment.
The main reasons behind this, leaders simply the task which individuals need to be performed by
providing specific guidance or instructions. Moreover, leader provides clear guidance as well as
direction to team members and thereby facilitates timely achievement of goals. From assessment,
it has been identified that some good leaders have managerial skills from their birth. By doing
analysis of concerned article, it has found that individuals are usually promoted as leaders
without any formal training (Kathy and Deborah, 2007). Moreover, it is assumed that individuals
who are performing their activities more effectually having leadership and management
potential. On the other side, some individuals become a good leader by developing specific skills
and abilities. In order to become a good leader, manager must have following skills and
attributes such as:
 Effectual communication: Team leader must have good communication skills because
absence of such aspect may result into lack of co-ordination Thus, leader is required to
timely communicate project goals, expected outcomes and potential improvements. By
doing this, manager can facilitate high level of co-ordination among team members.
 Analytical and decision making: Manager of project is also highly required to take
suitable decisions according to the situation. Moreover, delay in decision making aspect
has greater impact on project outcome and aspect of competitive advantage.
 Delegation of roles and responsibilities: For project success, it is highly required for
manager to delegate roles and responsibilities in an appropriate manner. Thus, manager
must have ability in relation to allocating task among the individuals by assessing their
expertise level.

Hence, to become a good and effectual leader individual must have all the above mentioned
attributes (Kaur, 2015). Thus, by working on the aspect of good communication, analysis etc. an
individual can become an effectual leader. Thus, it can be said that individual are born as well as
can be made.
PART 4
Presenting different types of organizational structure that affect the success of project
Organizational structure provides deeper insight about the manner in which individuals
will report to others regarding their working aspects and practices. There are mainly two types of
organizational structures that can be undertaken by project manager to perform activities more
efficiently. Both such structure of organization has direct impact on growth or success of project
in the following manner:
Flat organizational structure: It refers to the one where few or no layers of management
between manager and personnel. In such type of organizational structure manager does less focus
on the supervision aspect of employees (Chiang and Hsieh, 2012). Besides, flat structure
emphasizes on promoting or enhancing personnel involvement in the decision making aspect. In
this, usually all personnel directly give report to one manager. Such structure carries following
benefits and drawbacks:
Advantages
 It facilitates better communication and relationship between individuals who are
performing varied roles.
 Ensues quick decision making
 Flat structure increases employee responsibility level to a great extent.
 Under flat structure, it is easier for the firm to introduce change and adapt the same
without facing more difficulties.
Disadvantages
 In this, individuals found to be confused because they do not have clear idea to whom
they need to give report (De Jong and Den Hartog, 2010). Moreover, due to having busy
schedule it is not possible for higher manager to give enough time to everyone.

 In large sized business unit, flat structure does not give suitable outcome in the case of
large sized business unit.
Hierarchical organizational structure: Under hierarchical structure, each individual directly
reports to their respective authorities rather than higher management. Thus, higher manager or
CEO invests their valuable time in effectual decision making (Flat v/s hierarchical structure,
2017).
Advantages
 Well defined authority and responsibility
 In this, by promoting personnel firm can motivate personnel to a great extent.
 It offers opportunity to the personnel to develop expertise in their specialized field.
Disadvantages
 Less effectual communication
 Difficult to introduce and adapt change
The above depicted aspect shows that both such structures have some benefits and drawbacks
which manager or leader of construction project team should keep in mind while making
selection of it. Hence, leader of construction project should opt flat structure which in turn helps
in getting the desired level of outcome through the means of sound communication system.
CONCLUSION
From the above report, it has been concluded that participative style of leadership is
highly significant which in turn helps the manager of construction project in getting desired
outcome. Besides this, it can be revealed from the report that flat organizational structure is
highly effectual over others. It can be seen in the report that manager of construction project can
prevent duplication of tasks by delegating the roles and responsibilities. Further, it can be
inferred that leadership skills can be learnt by individuals through making continuous efforts.

REFERENCES
Books and Journals
AlMazrouei, H. and Zacca, R., 2015. Expatriate leadership competencies and performance: a
qualitative study. International Journal of Organizational Analysis. 23(3). pp.404-424.
Avolio, B.J. and Mhatre, K.H., 2012. Advances in theory and research on authentic
leadership. The Oxford handbook of positive organizational scholarship. pp.773-783.
Barrick, M.R. and et.al., 2013. The theory of purposeful work behavior: The role of personality,
higher-order goals, and job characteristics. Academy of Management Review. 38(1). pp.132-
153.
Chiang, C.F. and Hsieh, T.S., 2012. The impacts of perceived organizational support and
psychological empowerment on job performance: The mediating effects of organizational
citizenship behavior. International Journal of Hospitality Management, 31(1). pp.180-190.
Daft, R., 2014. The leadership experience. Cengage Learning.
Daicoff, S.S., 2012. Expanding the Lawyer's Toolkit of Skills and Competencies: Synthesizing
Leadership, Professionalism, Emotional Intelligence, Conflict Resolution, and
Comprehensive Law. Santa Clara L. Rev. 52. p.795.
De Jong, J. and Den Hartog, D., 2010. Measuring innovative work behaviour. Creativity and
Innovation Management. 19(1). pp.23-36.
Iqbal, T., 2013. The Impact of Leadership Styles on Organizational Effectiveness. GRIN Verlag.
Kathy, O. R. and Deborah, R. P., 2007. Integrating self‐managed work teams into project
management. Journal of Facilities Management. 5(1). Pp.22 - 36.
Kaur, J., 2015. ENHANCING LEADERSHIP COMPETENCIES: THROUGH MENTORING
PROCESS. International Journal of Management Research and Reviews. 5(4). p.265.
Online

Flat v/s hierarchical structure. 2017. Online. Available through: <
http://smallbusiness.chron.com/flat-vs-hierarchical-organizational-structure-724.html>.
[Accessed on 12th June 2017].