A Report on Leadership Styles, Impact on Work Culture and Diversity

This report provides an overview of different leadership styles, including democratic, autocratic, and delegative, and analyzes their impact on work culture and diversity policies within organizations. It discusses the importance of leadership in shaping employee experience, engagement, and overall well-being. The report highlights how effective leadership can foster a positive work environment, while poor leadership can lead to discouragement and decreased productivity. It also emphasizes the role of leaders in recognizing and appreciating employee contributions to boost motivation and job satisfaction. The document concludes that leadership plays a vital role in providing direction and fostering a positive organizational climate.

LEADERSHIP

Table of Contents
INTRODUCTION...........................................................................................................................3
Understanding about the leadership and management...........................................................3
Leadership styles and approaches..........................................................................................4
Impact of leaders over the work culture and diversity policies .............................................6
CONCLUSION................................................................................................................................7
REFERENCE...................................................................................................................................8

INTRODUCTION
Leadership is considered as the capability of a person or group of individuals for creating
impact as well as providing path and guide the members of the firm. Leadership includes
creating a certain decisions for the beneficial of the organisation, providing vision, establishing
aims and targets which are achievable as well as also offers certain tools to achieve them. They
have traits such as communication skills, management skills, innovation and creativity,
willingness to take risks and many more. A great leaders has the ability to make strategic and
visionary decisions and also influence others to follow the path for achieving the aims and goals
of the organisation. Both leadership and management is considered as same leadership is a
critical element of the management. The aim of this report is to evaluate the different leadership
styles and approached which is used by multiple entrepreneurs in the contemporary world. Along
with this, it also includes the the impact of leaders over the work culture and the diversity
policies.
Understanding about the leadership and management
Leadership is stated as the potential to create impact the individuals as well as team or
group for achieving the goals of an organisation. Management are responsible for creatinine
structure and delegate the authorities and responsibilities and leaders on other side have the
responsibility to offer right path for creating vision of the firm and also interact with all the
employees and encourage them to achieve. Leaders follow their own instinct and focuses on the
developing relationships, teamwork, listening, motivating and persuading their followers (Chon
and Zoltan, 2019). Management is considered as the administering the work as well as ensures
the daily operations and activities which is to be done in the organisation. Both leadership and
management must work simultaneously as they are linked and also complementary to each other.
Leadership and management both plays a vital role in organisation as leadership provides vision
and values as well as boosts the morale of the employees. It also make sure that everyone in the
organisation is able communicate properly which could reduces the risks of miscommunication.
While management is stated as a procedure which includes planning, organising, staffing and
controlling which is used to identify the aim and objectives and implements a tactical actions.

They are responsible for measuring and reporting performance as well as recruiting individual
for jobs. Leadership and management are different yet they are not separated and also these are
not mandatory to done by different individual (Fleron, 2017).
Leadership styles and approaches
A good leader is stated as those which has a clear vision of goals and the strategies for
achieving them which could benefit the organisations well as their employees. They chose to
firstly listen to them and then make certain decisions. They motivate their staff members as well
as always available for them. A good and bad leadership adopted by the leaders could lead to a
good organisational operations as well as in generating a poor productivity of the firm (Bianchi
and et. al., 2018). There are various leadership styles which are mentioned below:
Democratic leadership style: It is a leadership style where the leader makes decisions by
involving all the staff members or team members in an organisation. The leaders tend to share
information with all the employees as they are seeking the opinion of staff members prior to
approving a final decision. The employees are engaged to towards the decision making process
which results in employees getting a feeling of engaged and includes in the decision making
process. They felt that they have also contributed towards the goal of the organisation. Along
with this, this increases the employees motivation as well as their job satisfaction. It also
encourages the creativity of the employees (Kelly, 2018). This leadership styles elevated the
productivity which could be achieved as well as assists in developing a more strong team. As
stated by the CEO of Google, Sundar Pichai, “A diverse mix of voices leads to better
discussions, decisions and outcomes for everyone”, a good discussion with the subordinates
would lead to a positive result for the organisation . Adopting this type of leadership makes sure
that all the discussions are done with everyone could leads in finding out the risks which could
be minimised. This type of leadership is successful of organisations which have stated roles and
responsibilities and require a little management and also it could be applied to any level of whole
group ownership to meet the needs and requirements of the firm. This leadership style is
considered as the problem tracker of all the complicated issues and challenges and it empowers
to work combinly with each other. It also encourages a creative environment and this leadership
style work effectively on those who think out of the boxes. On the other side, this leadership
style could also creates blunders as sometimes the decisions made by the leader, keeping the
ideas in the minds given by the all employees could creates bad decision for the organisation and

leads to uncertainties. Also, this leadership style is time consuming as leadership style involve
the opinions of all staff members of the organisation (Afsar and Umrani, 2019). Example:
Google has adopted this type of leadership.
Autocratic leadership style: Autocratic leaders are those which takes all the decisions by
themselves and takes a little input from the group members. They make decisions for the
organisation based on their own knowledge and instinct. This type of leadership is effective
where there is small organisation and the team is also small that includes less number of
members (Cartwright, 2017). Faye Wattleton said that, “The only safe ship in a storm is
leadership”, which that employees and organisation is safe when a leader leads them. The leader
makes decisions which are in favour of them, leading to success of the firm. Under leadership,
the employees tend to follow the right direction towards achieving the aims and objectives of the
organisation. Under autocratic leadership style, the decisions are based on the evaluation through
a small influence of the others. All the methods and procedures are already planned for achieving
the goals. The staff members already know about their roles and responsibilities. Leaders who
are leading a small group could adopted this leadership style as the decision-making will be
quick as there are less number of members. Also, this leadership styles could be implemented
when there is stress in the business and the organisation is in need of an individual who can take
all the charges and lead them. Along with this, the leader which has strong leadership qualities
would be able to have more control on their decisions as well as they could also keep an eye on
every individuals and creates a uniformity in the work environment. This would ensures that the
firm would be able to achieve the aims and objectives. On the other hand, this type of leadership
style has some drawbacks such as adopting this leadership style restricts the idea generation as
only one individual is taking the decisions and all member would follow which leads in
predictable work pattern and no room for innovation and creativity (Bratton, 2020). This could
lead in slow business growth and development. Along with this, the employees under this
leadership style would be easily discouraged and lose the trust on its own capabilities as the
leaders would be imposing his or her rules and lack of employees confidence could lead to
develop certain problems. Example: Elon Musk, owner of Tesla adopted autocratic leadership
style. Example: Robert Noyce adopted this leadership for his organisation, Intel.
Delegative leadership style: Delegative leadership is also known as Laissez Faire
leadership. In this type of leadership style, the leader doesn't offer any path or guidance to the

group members and left them to take decisions by themselves. This type of leader provide all the
tool and resources to the employees for completion of the task or project and also takes all the
decisions making responsibilities. Here the power is not present in the hands of leader and
instead, it is handed over to the group members (Sørensen, 2020).“Management is doing the
things right; leadership is doing the right things” as stated by Peter F Drucker implies that leaders
are those which provides a right path to the group members for achieving the targets and goals of
the organisation whereas doing things right refers to the jobs which are needed to be done in a
cost effective manner. Delegative leader identify the right skills of each member of the
organisation or group. When his or her is capable of doing tasks independently as well as they
are already self motivated, the leader would be able to create outcomes which are beneficial to
the project or organisation by letting their group member work on their own part. This would
assists all the members to gain knowledge with minimal guidance so that they would be able to
work independently. Along with this, the members who are working under this type of leadership
would be able to get valued for their work and also inspire them to follow their passion which
tends to leave a good and impressive results (Wollmann, Kühn and Kempf, 2020). The members
are able to develop such an environment where they work routinely and leads to high
productivity and effectiveness. Though delegative leadership style a good for both employees
and leaders yet there are certain drawbacks such as the members are responsible for solving of
their own issues and concerns that says that the leader will not be providing any right direction
or guidance to the member. Also, when a leader is not present, then a pseudo leader will takes
place which will be a member of the team and attempt to provide directions when they do not
have any business (Grootenboer, 2018). The members are allowed to make decision but if the
decision went wrong, the leader will be taking all the responsibilities as well as when it get
success, the leader is responsible and take all the credits. An individual which is present in the
team doesn't get recognition and credits. Moreover, the leaders could easily hide from their roles
and responsibilities as they can avoid the team member and stop encouraging them. The leader
also could say no to interact with the team members at all that leads to the affect the productivity
of the team members.
Impact of leaders over the work culture and diversity policies
Leaders could have a great impact on the work culture. They are responsible for setting of
agendas, lead, managing and so on. An effective leadership could shape the employee experience

in the organisation, engagement as well as well being which is essential in the work culture. The
leader could create impact the work culture both in a positive and negative manner such as when
a leadership is poor, it directly creates impact on the productivity of the work of the employees
(Gallos and Bolman, 2021). If a leader is not motivating or supporting its team members, it will
automatically leads to discouragement of the employees as well as lowering in the levels of their
production. Appreciation and recognition plays a vital role in work culture and it is the duty of
the leader to appreciate the work of their employees. This will not only motivate employees to
work but also proving a feeling to the individuals that are a valuable to the organisation as well
as they have their contribution in the organisation. If it is not done due to the poor leadership
abilities, then it will leads to the discouragement, lower productivity and even leaving the job
(Golensky and Hager, 2020).
CONCLUSION
From the above discussion, it can be concluded that leadership has a vital role in an
organisation for providing a right track to the employees for achieving the aims and objectives of
the organisation. Both leadership and management plays their part in the firm which is
considered as same. Leadership requires to have followers while management is controlling over
their subordinates. In this report, it includes the understanding of both leadership and
management which the different leadership styles. Furthermore, it also includes the impact of
leader on the work culture.

REFERENCE
Book and journal
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Cartwright, R., 2017. Mastering team leadership. Macmillan International Higher Education.
Chon, K. K. S. and Zoltan, J., 2019. Role of servant leadership in contemporary
hospitality. International Journal of Contemporary Hospitality Management.
Fleron, F., 2017. Representation of Career Types in the Soviet Political Leadership (pp. 108-
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Gallos, J. V. and Bolman, L.G., 2021. Reframing academic leadership. John wiley & sons.
Golensky, M. and Hager, M., 2020. Strategic leadership and management in nonprofit
organizations: Theory and practice. Oxford University Press.
Grootenboer, P., 2018. The practices of school middle leadership. Singapore: Springer.
Kelly, R., 2018. Constructing leadership 4.0: Swarm leadership and the fourth industrial
revolution. Springer.
Sørensen, E., 2020. Interactive political leadership: The role of politicians in the age of
governance. Oxford University Press.
Wollmann, P., Kühn, F. and Kempf, M., 2020. Three pillars of organization and leadership in
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