Leadership and Management: Styles, Change, and Strategies Report

This report provides an overview of leadership and management, emphasizing their interconnectedness. It explores various leadership styles, including transformational leadership, and their impact on employee development and organizational goals. The report discusses the importance of change management, the need for structured approaches, and the role of motivation in achieving success. It also examines different leadership styles such as laissez-faire, participative, servant, transformational, and transactional leadership. Furthermore, it highlights the application of industrial techniques and the significance of employee training. The report concludes by reiterating the importance of self-reflection and situational approaches in leadership development, emphasizing the need for leaders to adapt to changing dynamics and foster a successful workplace environment. References from Boin, Bolden, Goetsch, Gruber, Pontin, and Shin are included to support the analysis.

Running head: LEADERSHIP & MANAGEMENT
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LEADERSHIP & MANAGEMENT
Introduction
Management and leadership are interrelated as leadership is fundamental to any
effective management. The leadership behavior determines the type of environment that will
be able to develop an employee’s skills. The manager must have traits of a leader in order to
influence and drive the team into achieving their set targets and goals. A leader must develop
the strategies in which an organization has competitive advantage and building the company
upwards. The must have leadership qualities and traits. He or she must impose good business
morals for the employees to be able to deliver to the set organizational goals and targets
(Boin, Stern, & Sundelius, 2016).
Leadership and management concepts are both transposable in the description of the
performance and effectiveness of the employees in an organization. Management describes
the crafts and skills that a leader has and requires while leadership describes who the leader
is. Skills can be primarily developed and learned but leadership is cultivated within the
individual in his or her willingness to improve. Leadership requires development of self-
reflection for becoming a better manager. A situational approach towards leadership
development has various strengths. The leader can assume a new position and within a short
period of time the team is dynamically different. Lack of flexibility by a leader would be a
problem due to the ever changing dynamics of the team he or she is leading (Bolden, 2016).
ACTIVITY 4B
In an organization, changes which can be proposed for the improvement of the
process while utilizing structured change management. The changes begins with the
beginning of project work and recruiting the necessary support system that includes middle
level managers and frontline supervisors. The support system of the management are
necessary for advocating of this changes. The benefits to the employees also involve changes

LEADERSHIP & MANAGEMENT
in communications for the need to have impactful changes. The organization needs to impose
proper technical mechanisms, educational qualifications and good motivation to the
employees. Motivation includes prizes and awards for better performance. The explanations
regarding how the company carries its production process in an elaborate and comprehensive
manner needs to be explained to the employees (Goetsch, & Davis, 2014). The management
and the employees need to address what is in for individual employees in order to enhance
their performance and subsequent success of the organization.
I played the role of a charismatic leader and adopted a transformational leadership
style due to the need for innovation. A leader requires the ability to inspire other workers and
stimulate the strategies to stimulate them in taking risks and having a clear vision of the
future. Teamwork enhances successful team members to achieve organizational goals.
Transformational leadership style helps inspire employees and develop their skills as a vision
for their future (Gruber, Smerek, Thomas-Hunt, & James, 2015).. I was the leader of the five
Airmen who were able to fulfill their goals and success which helps in understanding the
value of different leadership styles of management for different employees. New and old
employees need to be handled by different management leadership styles.
ACTIVITY 4C
For a successful workplace, and better success in an organization there are five ideas
in leadership styles which include laissez-faire leadership, participative leadership, servant
leadership, transformational leadership and transactional leadership. Participative leadership
style involves consultative information and leadership with the team members while taking
final decisions. For laissez faire, leadership places emphasis on independence of decision
making while decentralizing the decision making functions. Transactional leadership has the
understanding of employee-employer relationship where loyalty is used as part of the

LEADERSHIP & MANAGEMENT
exchange relationship (Pontin, Havard, & Snelling, 2016). Mostly, it is used in not for profit
organization and the leaders primarily enables their staff to support. It is a servant leadership
style that has high emotional attachment with their job roles and the organization.
Transformational leadership involves inspiring the employees by sharing the leadership role
which helps them to develop their skills and have the same vision as the organization.
There are limitations in applying industrial techniques in an organization is that there
need to be a continuous update of technology all the time. Employee training is effective in
application of industrial techniques which are applied in an organization. Employee training
is better through application of industrial techniques that brings achievement of the desired
outcome (Shin, Sung, Choi, & Kim, 2015). New leadership styles like participative
leadership style can be effectively used for motivating the employees and gaining trust
between the leadership and the employees.
Conclusion
The management and the employees need to address what is in for individual
employees in order to enhance their performance and subsequent success of the organization.
Leadership requires development of self-reflection for becoming a better manager. A
situational approach towards leadership development has various strengths. The leader can
assume a new position and within a short period of time the team is dynamically different.

LEADERSHIP & MANAGEMENT
References
Boin, A., Stern, E., & Sundelius, B. (2016). The politics of crisis management: Public
leadership under pressure. Cambridge University Press.
Bolden, R. (2016). Leadership, management and organisational development.
In Gower handbook of leadership and management development (pp. 143-158). Routledge.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational
excellence. Upper Saddle River, NJ: pearson.
Gruber, D. A., Smerek, R. E., Thomas-Hunt, M. C., & James, E. H. (2015). The real-
time power of Twitter: Crisis management and leadership in an age of social media. Business
Horizons, 58(2), 163-172.
Pontin, D., Havard, C., & Snelling, I. (2016). Management and leadership.
In Becoming a Nurse (pp. 163-193). Routledge.
Shin, Y., Sung, S. Y., Choi, J. N., & Kim, M. S. (2015). Top management ethical
leadership and firm performance: Mediating role of ethical and procedural justice
climate. Journal of Business Ethics, 129(1), 43-57.