MGMT1101: Leadership Management Theories and Application

Desklib provides past papers and solved assignments for students. This report analyzes leadership theories and their practical applications.

LEADERSHIP MANAGEMENT 1
MGMT1101: LEADERSHIP MANAGEMENT
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Introduction
The discussion will be specifying the application of leadership theories and scenarios in the
learning and development of a budding leader. This will also use examples of individual leaders
and will study the application of the same on the practice development of an individual. The
discussion will be providing a basic analysis of a leader and will also determine the impact of the
same on the qualities of a leader. The practical application and self-analysis will also be done to
determine the issued in the current process.
Trait Theory
All the leaders have different qualities and characteristics they possess to deal with the need of
the employees and the team. A trait theory identifies the positive and negative aspects of a leader
and the impact of the same on the team. I was working as an HR in a company, and I have
possessed some of the traits from the theory which I am proud of and apply the same in my
work. The first trait is Drive which suggests that a leader has to be ambitious and should drive
the team to achieve their goal which I always did, I always motivate my team to think outside the
box. Next is the honesty and integrity that I had towards my company and my team, I used to
check the working style and quality of their work. Another important trait was the intelligence
that I had from my working experience and the education I had, and I always prepare my team
for all the issues and volatility in the market that can lead to a better and more functional
workplace. This has helped me to analyze the current behavior of the team and help them
perform better (Day & Antonakis, 2012, para 1, p-7).

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One quality that I have apart from trait theory is my commitment and my passion for my work.
This has helped me to analyze the situation and act according to the need of the situation. This
has helped me to motivate my team to take effective measures to make an effective application
of the same in the internal and external development of the organization.
I feel I am a very considerate and confident leader and I have always been helping my team to
deliver optimum results. I can foresee and analyze the issues that have been blocking our way
and always welcome innovative ideas and brainstorming in my work. I have always been keen to
learn new things and deliver the same attitude to my team. My empathetic behavior and positive
attitude have developed a good relationship between my associates and me.
Situational, Transformational, and Servant Leadership
Situational leadership is that kind of leadership that is required when some hard or
unpredictable situation comes into the vision. These leaders are those who are ready in all the
situations and have the readiness to face anything that follows. They have goals for self and also
think about the employees. They are good in transitional times and contains close relation with
the entire employee. Thus they act as a good source to avoid attrition. Other leaders are the
transformational leaders they usually come into pictures at the time of transition or
transformation phase of the organization. They are highly motivated and visionary and helps the
team to complete their mission and attain the objectives afterward. These leaders are very good
in transformation times and help an individual to identify the qualities needed by the team to deal
with these situations. Another leadership is the servant leadership that is mostly less visionary
and weak as compared to the above two. These leaders are the one who has a sole purpose to

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serve the organization and follow their mission and vision. These leaders are the one that lacks
competency and qualities for further development.
I believe the situational leaders are the most effective and most sought after leaders as they are
the ones that have a vision and mission of their own and they have an equal amount of
motivation they can deliver to the team. They are best in the long term and short term decision
making purpose.
The incident that best describes my quality being a situational leader when my company
introduced new software in operation and all the employees were not happy with the change at
that time I help them understand the value of the same in the organization and motivated them to
learn. I analyzed the possibility of this in the company. Thus I trained all the leaders accordingly
to take care of their teams and help them learn better.
A leader with positive/negative traits
The most prominent example of negative leadership is Adolf Hitler who was adamant and
dominant. The motive he had was to have power all for himself and do not allow anyone else to
flourish in front of him. His dictatorship and brutal killing demonstrated his power and adamants
towards others. Mother Teresa, on the contrary, was a positive leader who spent her whole life
working and serving others. She never thought about the power of money and was always
helped the needy. The motive was to help others and take the issues of others before her.
Leadership Scenarios
In the first scenario, the participant leadership style will help the manager to understand the
issues with the underperforming employee and help them in the delivery of optimum results.

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This will also help in the motivation of the employee and improve his performance. This help the
employee to feel like a part of the organization and the guidance of the manager will help them
perform better in work.
In the second scenario, the supportive style from the path-goal model will best suit to help the
employee regain her confidence and passion towards the work. This will help the manager to
learn about the issues she has been facing in the organization. This will help her to regain her
real career wise and also personally. This kind of behavior will help in the application of better
work culture and practices from her end (Cherry, 2012).
The third scenario achievement method from the path-goal theory will be best suited to analyze
the level of efforts invested by the employees and the number of rewards and recognition they
deserve. This will help them to achieve more in life and do well in the organization. This will
help the manager also to identify the needs of the employee and help in the identification of an
effective reward policy to be applied in the situation.
The fourth scenario will use the directing method from Hershey's theory to explain the high
directive and low supportive behavior an individual can perform to have effective recognition of
the employees. This will help the manager to rank and evaluate individual performance.
The last scenario to raise sales the best method will be a directive method as this will help in
identifying the major points of the realignment of the team. This will help in the proper
distribution of roles and responsibilities to the employee and provide them with effective aims
and objective to achieve. This is helpful in the identification of better services and facilities that
can be used to improve the current situation.

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Personal Leadership Profile
Based on the knowledge attained from the Path-Goal and the Trait theory I found that to be an
effective leader I need to be more prepared for the situations and needs of the organization by
keeping in mind the ideas and welfare of my team. There is a need to develop a directive and
participative behavior in me to realize that there is proper guidance given to the employees and
their ideas are also taken cared for effectively. I am needed to be more directives and well
informed about the market needs and the changes happening in the market. Being an aspiring
leader, I should know about my job role and the details and requirements needed for the same.
A leader is needed to be open to the thoughts and ideas of the team members and should always
motivate the team to think outside the box and bring freshness in the environment. This helps in
creating good relations with the employees and develops clear relation; this will help the
employees to share the issues and idea with the leader and develop a good work environment. I
needed to build up my confidence and problem-solving skills that should reflect in my work.
This will be helpful in identifying the flaws in current attitude and behavior.
I needed to be well aware of the upcoming needs of society and the adaption of technologies in
the operations of an organization. Being a leader, I need to maintain the proper flow of
information between the seniors and juniors and develop proper communication bridge between
them. I am needed to be goal oriented not only for myself but for my team as well. I need to be
resource-oriented and budget oriented in order to develop my team and help them behave
accordingly. A visionary leader is needed to understand better and well organized in his work
this sets a good example for the subordinates to follow. The learning I have attained from all the
theories and practices determines the behavior and attitude one is needed to possess in order to
deal with the needs of the organization and also develop an attitude and intellect to deal with my

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team and develop my team’s knowledge. I need to develop innovation in me so as to help my
team develop innovation and improve their performance (Sharma & Jain, 2013, pp-313-316).
Conclusion
The overall analysis has helped me in learning the aspects and qualities of different leaders and
the best and worst practices adopted by them. This can be very effective for an aspiring leader to
know more about the positive and negative characteristics of a leader. This has helped in
addressing the kind of leadership and the applicability of each of them in the future needs of an
individual. The discussions have highlighted the need for adaption of qualities and understanding
from the external environment and apply the same in the current behavior. The above discussion
has helped in understanding the internal and external impact of leadership on the behavior of an
individual and how they guide and treat their teams accordingly.

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References
Day, D. V., & Antonakis, J. (2012). Leadership: Past, present, and future. The nature of
leadership, 2, 3-25.
Sharma, M. K., & Jain, S. (2013). Leadership management: Principles, models and
theories. Global Journal of Management and Business Studies, 3(3), 309-318.
Cherry, K. (2012). Leadership Theories.