Leadership Styles, Diversity Policies, and Organisational Culture

This report provides a comprehensive analysis of various leadership styles and models, focusing on their impact on organisational culture, diversity, and overall performance, particularly within the context of AVIVA plc. It evaluates inclusive leadership styles such as situational, democratic, action-centred, and entrepreneurial leadership, examining their application in different scenarios like insurance service launches and innovation projects. The report also explores the impact of leadership styles on employee motivation through theories like Vroom's expectancy theory and Adam's equity theory. Furthermore, it delves into the functions of organisational culture, the role of leaders in shaping it, and the management of diversity through anti-discrimination, anti-harassment, inclusion, and equal payroll policies, highlighting the importance of adapting to external environmental factors and legal requirements.

Leadership report

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Analysis and evaluation of Inclusive leadership style and model in context to the organisation
performance and business practices. 450.............................................................................3
Analysis of the leadership theories application to the different situations.............................5
Impact of the leadership styles in employees motivation 300................................................5
Analysis of the impact of leadership on organisation culture, diversity, polices 750 ..........6
CONCLUSION................................................................................................................................8
REFERENCE...................................................................................................................................8

INTRODUCTION
Business organisation are having various important units which is crucial to effectively
manage by the organisation management system in order to achieve desire goals and objectives
of company. Leadership is one of the important management role which is given to the team
leaders and managers for affective coordination with subordinates and assurance of the proper
guideline and motivation support given to them for productive performance. There are the
various type of the leadership styles and models which is differentially use by the business
organisation. In order to get best result and achievement in context of employees performance
and management of the effective culture (Martel, Reilly-King,and Baruah, 2021). AVIVA plc is
the multinational insurance company headquartered in Landon, England. This is a British
company which is having 33 million customers across 16 countries. In UK that is one of the
best organisation which is providing the general insurance and pensions services. This report is
involving the brief analysis and evaluation of different leadership models and styles along with
consideration of its impact on organisation culture, diversity and performance.
MAIN BODY
Analysis and evaluation of Inclusive leadership style and model in context to the organisation
performance and business practices.
Inclusive leadership is developing in the current market with the leaders own biases and
preferences, by making there own choice related to the better decision-making. The importance
element of inclusive leadership is self awareness, consideration of diversity and inclusion ,
communication etc. on the basis of given leadership statement of Peter F Drucker, Faye
Wattleton, Sundar Pichai, the most appropriate and inclusive leadership style in current business
are as follows (Pruysers, S. 2017).
Situational leadership- In context to the Peter F Drucker statement about leadership
“Management is doing the things right; leadership is doing the right things” situation leadership
is best matching with this inclusive leadership statement. This model of leadership is given by
the Paul Hersey, according to this theory there is not any single leadership style which can fit
with all situational and department. This focus on the concept the leadership style should be
selected on the basis of task that in which it best suites. There are the four different types of

leadership style given by this theory which is according to the different situation and needs of
team (Peker, Inandi, and Gilic, 2018).
 Directive- In this leadership style leader not interact with team just provide the goals of
action. This is goal oriented leadership approach.
 Coaching - This is the leadership approach under which team get the both higher
directive and supportive environment.
 Supporting- This is the style under which leader posses the lower directive and higher
supportive behaviour.
 Delegating – Low supportive and low directing, done with innovative changes.
Democratic leadership- In relation to the given statement “A diverse mix of voices
leads to better discussions, decisions and outcomes for everyone” Sundar Pichai, CEO of
Google. Leadership is about making best decision with collective approach of employees and
leaders. So in context to that the related and effective leadership style is democratic leadership.
This is also consider as the shared or participative leadership, which encourage the performance
and contribution of team members in decision-making process. Leader take the suggestion of
every one but make their own decision on the basis of given suggestions (Oberer, and Erkollar,
A., 2018).
Action centred leadership- According to the Faye Wattleton leadership statement
“The only safe ship in a storm is leadership” which means leader should give responsibilities
and task to the team members according to their potential and abilities, in order to get best
result . On the basis of this theory leadership is about the proper management of team, task and
individual. So that in order to achieve success in leadership leader have make sure that task is
clear with all essential resources and assets, then in net step leader have to make sure that team
members are having proper guidelines, motivation, communication along with encouraging goals
and commitments. Then in other step leader have manage their team individually in context to
there strength, weakness and goals (Lynch, Brown, D., 2018).
Entrepreneurial leadership- This leadership style focus on the organisation of people
groups and with protective entrepreneurial behaviour. In order to achieve common goals with
proper risk management and innovation. The key features of this theory is supportive, honest,

vision and innovation. AVIVA plc is using this innovative leadership style in context to the
effective and inclusive innovation culture management with in organisation.
Analysis of the leadership theories application to the different situations
Insurance service lunch- Whit in the organisation there is lunch of the new insurance
plan leader is having best team with strong relationship and directive behaviour. So in context to
this situation, Coaching style of situation leadership is applicable as it help to make pro-per
utilization of team relationship and directive power to make achieve best results and outcomes.
Innovation project- AVIVA plc is working on the innovation program related to new
business strategies. With higher power, effective innovation skills and higher commitment of
team. In context to this situation entrepreneurial leadership is can be effective to achieve desire
goal (Mustofa, A., 2021).
Impact of the leadership styles in employees motivation
In each and every business organisation motivation and satisfaction of team is important
and if the organisation is not involve in that then they have to implement one of the best
motivation theory. Leaders have to make sure that they should use one of the most appropriate
motivation m model according to their organisation needs. The selection of motivational
concepts are depending on type of the leadership type and organisation. Below are some
motivation theory in context to effective leadership.
Vroom’s expectancy theory- This theory is given by the Vroom according to them
motivation behaviour of the individual get effected by the potential and higher pleasure options
provided to them. On the basis of this employees performance is depends on their personality,
skills and knowledge and ability. There are the three elements of motivation consider below.
 Expectancy- This element of motivation is illustrating that individual should get the
proper expectancy support. By make them realize about their ability's and possible
outcomes they can get by those abilities and collective efforts. So that leader have to
motivate their team by using this motivating approach.
 Instrumentality- Then in next another expectancy motivation element is clear
understanding of upcoming opportunities with there previous outcomes. According to
this element leaders have to make sure that team is clear about their goals, outcomes and
benefits related to that (Mertler, and et. al., 2019).

 Valence- On the basis of this element leader should use positive and true information
about task benefits and reward's. Which should we given to the employs after the specific
outcomes and achievement of task. As this can effect the performance of team.
Adam’s equity theory-
Analysis of the impact of leadership on organisation culture, diversity, polices
Functions of culture- With in the business organisation culture play very important role
as it is the sets of rules, regulations, ethics, motivation and productive of environment. This
influence the performance of employees and satisfaction of customers or company impression in
the market.
Organisational performance culture- The effective organisation performance culture is
the environment at which employees complete their task by proper coordination and interaction,
which comprises of various values, symbols, style etc. in context to the organisation
performance culture leader is very responsible and important because, leader style and actions
influencing that (Harrison, Burnard, and Paul, 2018).
Leader influence culture – That is the leader of team which provide them effective and
supportive environment in order to get best results and in this way leader create the productive
culture. Leader is responsible to guide their team, to resist the team in specific standers of
organisation by maintaining certain rules, regulations and polices. This is done by the leader to
manage equity, dignity, respect and ethics in organisation culture.
Cultural change in the working practices - Business functions and task influence by
the changing external factors in context to which leadership style modify and influence the
further more changes in working practices of team, with different leadership approaches and
guidelines. Such as due to the COVID organisation has implemented various changes in there
business strategies which is further use by the leader to make changes on working practices in
order to compete in changing environment with different and appropriate approaches (Miao,
Eva, Newman, and Cooper, 2019).
Analysis of Diversity management polices and impact of the external environment along
with leadership decision-making
In the current market situation which is continuously developing with the concept of
international and global business. Organisation is having the diversities of employees related to

home and foreign country. So diversity within the workplace is common now, which means
organisation composed of different characteristics employees such as related to different ethics,
gender, culture and place. So in order to manage positive and productive, conflict free
environment with in the organisation that is important to effectively manage the diversity
management polices, with proper leadership decision-making and environment analysis.
Anti discrimination- The political and legal factors are the external elements which
influencing the leaders decision making, due to which the team management polices also get
effected. Such as in con text to stable business leader have to coordinate with new rules and
regulation of employment and then improve organisation police. Anti description policy is
manage within the organisation to support equality and cultural values of divers employees.
AVIVA plc is having transparent employment polices and strategies in order to mange equity.
By giving the values and positioning according to the performance and productivity (Cardiff,
McCormack, and McCance, 2018).
Anti harassment- Each and every business organisation should manage workplace anti
harassment polices, by coordinating with the changing rules and regulations of Alberta Human
Right Act. According to this policy no one can harasses their subordinate in terms of their
physical appearance and diversity. According to this employees should get opportunities without
any discrimination and team maintain dignity by respecting each other.
Inclusion policy – As business organisation are having diversity of employee’s and in
context to their motivation and positive relationship, leader have to develop effective inclusive
policy by involving various interested rules and programmes. Such as inclusion counselling,
diversity celebrations, by the aid of different occasional celebrations. Policy should involves the
effective facilitates and guidelines to make their own topic among the team.
Equal payroll policy- According to the employment legislation organisation have to set
employees salary on the basis of changing guidelines and wages law. In order to keep
employees satisfy. Leader have to manage the equal payroll polices by making the clear decision
clear in context to changing law. Policy should collect clear information which helps to prevent
customers salary issues (Katmon, Mohamad, 2019) .

CONCLUSION
From the above study it has been concluded that leadership is very huge filed of the
businesses management which is involving different roles and responsibilities according to the
type of businesses. This is important in context to the organisation performance, culture,
diversity and policy management. There are the different models of leadership given by the
anthers in context to their own perception and business organisation prefer them on the basis of
their infrastructure and functions. Some important inclusive leadership styles are situational
leadership, continuous leadership, democratic, action centred leadership etc. leadership style
effects the organisation performance and practices due to its importance in the encouragement
and building of higher performance team. Leadership theory is can be situational and apply in the
different situation of businesses in order to make effective solution. Leader is also responsible
for the motivation of employees in context to which their leadership approach is can be related to
different motivation theory's and models such as Vroom’s expectancy theory and Adam’s
equity theory. Leadership is responsible for the effective businesses culture, diversity polices
management, which get effected by external factors like employment law. So in order to
coordinate effectively and reduce risk leader have to make selective decision.
REFERENCE
Books & Journal
Martel, A., Reilly-King, F. and Baruah, B., 2021. Next Generation of knowledge partnerships
for global development. Introduction/Prochaine génération de partenariat de savoir pour
le développement global. Introduction. Canadian Journal of Development Studies/Revue
canadienne d'études du développement, pp.1-21.
Pruysers, S. and Stewart, D., 2018. Federal-provincial variation in leadership selection:
processes and participation. Journal of Canadian Studies, 52(3), pp.742-764.
Fiaz, M., Su, Q. and Saqib, A., 2017. Leadership styles and employees' motivation: Perspective
from an emerging economy. The Journal of Developing Areas, 51(4), pp.143-156.
Peker, S., Inandi, Y. and Gilic, F., 2018. The Relationship between Leadership Styles
(Autocratic and Democratic) of School Administrators and the Mobbing Teachers Suffer.
European Journal of Contemporary Education, 7(1), pp.150-164.

Oberer, B. and Erkollar, A., 2018. Leadership 4.0: Digital leaders in the age of industry 4.0.
International Journal of Organizational Leadership
Lynch, B.M., McCance, T., McCormack, B. and Brown, D., 2018. The development of the
Person‐Centred Situational Leadership Framework: Revealing the being of person‐
centredness in nursing homes. Journal of Clinical Nursing, 27(1-2), pp.427-440.
Mustofa, A., 2021. The influence of situational leadership on employee performance mediated
by job satisfaction and Islamic organizational citizenship behavior. International Journal
of Research in Business and Social Science, 10(1), pp.95-106.
Harrison, C., Burnard, K. and Paul, S., 2018. Entrepreneurial leadership in a developing
economy: a skill-based analysis. Journal of Small Business and Enterprise Development.
Miao, Q., Eva, N., Newman, A. and Cooper, B., 2019. Ceo entrepreneurial leadership and
performance outcomes of top management teams in entrepreneurial ventures: The
mediating effects of psychological safety. Journal of Small Business Management, 57(3),
pp.1119-1135.
Cardiff, S., McCormack, B. and McCance, T., 2018. Person‐centred leadership: A relational
approach to leadership derived through action research. Journal of Clinical Nursing,
27(15-16), pp.3056-3069.
Mertler, C.A. ed., 2019. The Wiley handbook of action research in education. John Wiley &
Sons.
Katmon, N., Mohamad, Z.Z., Norwani, N.M. and Al Farooque, O., 2019. Comprehensive board
diversity and quality of corporate social responsibility disclosure: evidence from an
emerging market. Journal of business ethics, 157(2), pp.447-481.