Qualifi Level 4: Leadership Styles, Theories and Development

This report provides a comprehensive analysis of leadership within organisations, focusing on the skills and characteristics of successful leaders, the impact of different leadership styles, and an evaluation of various leadership theories, models, and principles. It delves into transformational, bureaucratic, charismatic, servant, transactional, and visionary leadership models, alongside essential leadership principles such as self-improvement, technical proficiency, and responsible decision-making. The report also examines the behavioural, contingency, and management theories of leadership. Furthermore, it discriminates between the leadership skills needed for different tasks and levels within organisations, from strategic roles to team leader positions. It evaluates the suitability of different leadership styles across various industries and sectors, including human resources, operations, sales and marketing, finance, and supply chain. Finally, it identifies methods of leadership development such as training, 360-degree feedback, coaching, action learning, and self-directed learning, providing a holistic view of effective leadership practices and development strategies. Desklib offers access to this and other solved assignments.

QUALIFI LEVEL 4 DIPLOMA
IN BUSINESS
MANAGEMENT

Contents
1.0 Introduction........................................................................................................................................................3
Leadership in Organisation:.................................................................................................................................3
ASSESSMENT CRITERIA TASK 1......................................................................................................................4
1.1 Identify different skills and characteristics of successful leaders...........................................................4
1.1.1 Confidence..................................................................................................................................................4
1.1.2 Communication...........................................................................................................................................4
1.1.3 Decision Making.........................................................................................................................................4
1.1.4 Vision...........................................................................................................................................................4
1.2 Assess how different leadership styles can influence an organisation..................................................5
Leadership styles:.................................................................................................................................................5
ASSESSMENT CRITERIA TASK 2......................................................................................................................6
2.1 Appreciate and comment on different leadership theories, models and principles.......................................6
Leadership Models...............................................................................................................................................6
2.1.1 Transformational leadership Model........................................................................................................6
2.1.2 Bureaucratic leadership Model...............................................................................................................6
2.1.3 Charismatic leadership Model.................................................................................................................6
2.1.4 Servant leadership model........................................................................................................................6
2.1.5 Transactional leadership model...............................................................................................................6
2.1.6 Visionary leadership model.....................................................................................................................6
2.1.7 Substitute Leadership Model...................................................................................................................7
Leadership Principles..........................................................................................................................................7
2.1.8 Know yourself and seek improvement....................................................................................................7
2.1.9 Be technically proficient.........................................................................................................................7
2.1.10 Seek responsibility and take responsibility for own actions.................................................................7
2.1.11 Make sound and timely decisions.........................................................................................................7
2.1.12 Set the example.....................................................................................................................................7
2.1.13 Develop a sense of responsibility in workers........................................................................................7
2.1.14 know your people and look out for their well-being.............................................................................7
Leadership theories.............................................................................................................................................7
Behavioral theory.............................................................................................................................................7
Contingency theory..........................................................................................................................................7
Management theory..........................................................................................................................................8
2.2 Discriminate between the leadership skills needed for different tasks in organisations and at different
levels, from strategic to team leader....................................................................................................................8
2.3: Evaluate the usefulness of leadership theories, models and principles........................................................9
2.3.1 Leadership Theories...................................................................................................................................9

2.3.2 Leadership Models....................................................................................................................................9
2.3.3 Leadership Principles.............................................................................................................................10
Assessment Task 3.................................................................................................................................................11
3.2: Evaluate different industries and sectors and what leadership styles may be most suited to them............12
3.3: Evaluate different organisation functions and situations and what leadership styles may be most suited to
them...................................................................................................................................................................14
3.3.1 Human resource Leadership..................................................................................................................14
3.3.2 Operations Leadership..........................................................................................................................14
3.3.3 Sales and Marketing Leadership...........................................................................................................15
3.3.4 Finance Leadership...............................................................................................................................15
3.4.5 Supply chain Leadership.......................................................................................................................16
3.4: Identify methods of leadership development suitable for a range of different contexts............................16
3.4.1 Training.................................................................................................................................................16
3.4.2 360-degree feedback.............................................................................................................................16
3.4.3 Coaching...............................................................................................................................................17
3.4.4 Action learning......................................................................................................................................17
3.4.5 Self-directed learning............................................................................................................................17
Conclusion.........................................................................................................................................................18
References..........................................................................................................................................................19

1.0 Introduction
Leadership and organisation
Leadership in Organisation:
Leadership in organisation is the influencer and who motivates people towards a common
vision and goal of an organisation. It is the job of a leader to create settings in which
individuals can perform at their best. It's about people's complex interactions and
relationships. It is also about applying strong, engaging, and inspiring abilities and resources
where needed to win as a team or an organization

ASSESSMENT CRITERIA TASK 1
1.1 Identify different skills and characteristics of successful leaders.
Good leadership skills are acquired over time and with good education and experiences.
Leaders need to be efficient in their task performance and the responsibilities they carry.
There are different characteristics and skills required to be an effective leader.
1.1.1 Confidence
To delegate and influence others somehow seems an easy task. In fact, the ability to believe
in oneself is firstly the foundation to be an effective leader. while many lacks confidence and
persuasiveness in themselves, confidence is one of the most important characteristics to be a
successful leader. it is often said that if you do not believe in a product, how can you sell it
with confidence? Same applies for a leader. They must instil confidence and self-esteem in
their followers and to achieve so, they must be confident in their speech themselves and be
truthful.
1.1.2 Communication
Communication skills is one of the most essential talent to be a successful leader. Even a
minor gap in communication might result in chaos. It goes without saying that strong
communicators are expected of leaders. This is so because they manage projects and make
choices that have a direct influence on the company's profits and they interact with people on
a daily basis. Thus, a leader's communication must be clear and concise in order for the entire
team to share the same vision and goals.
1.1.3 Decision Making
Great leaders, in the end, are those that develop high-performing teams, drive change, and
have a positive influence on the company. A strong leader's capacity to develop a vision and
guide others to its achievement is vital. Great managers with this leadership talent can seek
out new possibilities, build on previous accomplishments, motivate others to act, and
communicate their vision to motivate staffs. For this, they need to be able to make proper
decision-making and have integrity. Leaders who demonstrate these skills will achieve better
results.
1.1.4 Vision
Leaders are in charge of ensuring that their teams meet organizational goals and maintain
workplace performance standards. They are leaders with a vision. Having this leadership
talent may lead by example, take command, and offer clear advice and direction to their staff.

1.2 Assess how different leadership styles can influence an
organisation
Leadership styles:
Leadership styles are the method, approaches and behaviour used to implement change,
inspire, motivate people and innovate ideas within an organisation.
Different leadership styles are studied in many facets within an organisation. This is so
because employee morale, productivity, decision-making speed, and Key performance
indicators (KPI) are all affected by leadership style. There are different leadership styles
namely, autocratic, authoritarian, democratic, delegative, coaching styles among others.
The autocratic leadership style is like the commanding style. Autocratic leaders are like the
leading boss where they make decision and employees are seldom consulted. This leadership
style can result into negative impact. Employees will have moral down, no motivation and
more absenteeism and decrease employee retention. However, it is also to be noted that the
authoritarian style can of be an advantage. This can apply in a young dynamic culture
environment. School leavers and fresh graduates can benefit and learn a lot. Since they are
new to the work environment, using the commanding style can give them direction and
experience.
Participative leadership style is also known as the democratic style. This involves working in
a positive environment and where all employees are involved in the decision-making process
Impact of Leadership Styles on Organizational Performance", Ebrahim Hasan Al Khajeh
(2018)." Since these leaders they emphasize on generating new ideas, a culture of creativity
develops across the organization as a result of their purposeful encouragement on exchanging
ideas. This helps the organisation in productivity due to employee engagement. Furthermore,
because a democratic leader encourages individuals to express their views and ideas, the team
is more likely to come up with innovative solutions to issues.
Last but not least, Paul Hersey and Kenneth Blanchard initially defined the coaching
leadership style in the late 1960s, describing it as one of leadership styles that a leader can
use depending on the scenario, the maturity of the company's workers, and current attitude.
Coaching leaders are usually great communicators and help other in taking up new
challenges. They can accomplish this by focusing on others and using active empathy and
self-awareness to do so. Leaders collaborate with teams to achieve a common goal, and they
have a strong learning component with feedback mechanisms that allow them to learn and
adapt to changing requirements. Therefore, this influence organisation to be open on different
strategies to boost up productivity.

ASSESSMENT CRITERIA TASK 2
2.1 Appreciate and comment on different leadership theories, models and
principles.
Leadership theories are reasons of how and why people become leaders. Emphasis is laid on
their behaviours and traits to better develop their leadership skills. Leadership models are
guidelines that propose various leadership practices to adopt in a given circumstance or
environment. Leadership principles are a set of activities that a leader may do to motivate
people to strive toward a common objective.
Different models, theories and principles are focused in order to be an effective leader.
Leadership Models
Different types of leaderships models are stated as follows:
2.1.1 Transformational leadership Model
The job of leadership is to generate more leaders, not followers, argues Ralph Nader (2019).
This is known as transformational leadership, in which a leader may change a follower's
vision or behaviour, inspiring them to desire to be a leader as well.
2.1.2 Bureaucratic leadership Model
Bureaucratic leadership is based on a clear line of command, rigid regulations, and follower
conformity. This is a type of leadership that is often seen in government, military, and public
institutions. Usually, roles, duties, and expectations are all very clear with a collection of
processes and rules that are very apparent.
2.1.3 Charismatic leadership Model
A charismatic leader is someone who can influence people though their communication
abilities, persuasiveness, and appeal. Charismatic leaders are especially helpful in companies
that are experiencing a crisis or are trying to go forward because of their ability to connect
with people on a deep level. Their Trait behaviour is usually a sense of camaraderie and
collaboration.
2.1.4 Servant leadership model
Servant leadership prioritizes followers needs and well-being. In other words, these leaders
place their company, workers, and community before themselves by taking a serve-first
attitude and adopting a growing mindset.
2.1.5 Transactional leadership model
Control, organising, and short-term planning are characteristics of transactional leadership.
This theory uses a system of incentives and punishments to adopt a behavioural approach to
leadership.
2.1.6 Visionary leadership model
Visionary leaders are those who think about long term planning and are far-sighted. Instead
of focusing on making the present situation better, visionaries examine the status quo to
discover how they might improve it. They are usually risk takers and seeks for opportunities.

2.1.7 Substitute Leadership Model
The substitute model includes being in a position of power over someone else. The notion
also includes helping people on your team with vision, inspiration, resources, encouragement,
and advice.
Leadership Principles
The following leadership principles are seen as vital to success:
2.1.8 Know yourself and seek improvement
To understand oneself, leaders must first comprehend your be, know, and do traits. Self-
improvement requires leaders to work on their skills on a regular basis.
2.1.9 Be technically proficient
Be technically proficient is when a leader understands his job and employees' responsibilities.
2.1.10 Seek responsibility and take responsibility for own actions
This is for innovative strategies to propel company forward. They don’t play the blame game
and they will examine the issue, make any adjustments, and move on to the next challenge.
2.1.11 Make sound and timely decisions
This means employing effective problem-solving, decision-making at the right moment, and
planning techniques.
2.1.12 Set the example
Setting the example is to be the role model in an organisation. Leaders must not only hear but
also see what they are supposed to perform.
2.1.13 Develop a sense of responsibility in workers
Assist them in developing positive character qualities that will aid them in carrying out their
professional obligations.
2.1.14 Know your people and look out for their well-being
Assist employees in establishing positive character traits that will help them fulfill their
professional responsibilities.
Leadership theories
These more prevalent leadership theories are crucial to comprehend and identify, especially
if you plan to be a corporate leader in the future.
Behavioural theory
The behavioural leadership theory examines how leaders act and thinks that these qualities
may be replicated by other leaders “The behavioural theory goal is to try to prescribe how a
leader should behave” (Allen & Sawhney, 2015 p. 225).
Contingency theory
The contingency leadership theory, also known as situational theory, focuses on a leader's
context. These ideas examine the situational implications of a leader's success or failure.

Management theory
Management theory is all about group performances and focusing on supervision and
organisation. It is also called the transactional leadership where it is based on reward system.
2.2 Discriminate between the leadership skills needed for different tasks in
organisations and at different levels, from strategic to team leader.
Leaders must understand that in order to perform successfully in their professions and
achieve the required goals and objectives, they must have the necessary skills and should
tailor their actions to the situation. Different leadership skills are stated as follows for various
tasks:
All businesses strive to set themselves apart from the competition. This is when marketing
professionals come into play. The capacity to convey objectives and intentions defines and
distinguishes a great leader. They motivate team members to improve their performance
through effective communication and listening skills. Since the marketing department liaise
with many other departments, motivating managers and co-workers together has a greater
impact on the profitability than managing teams. Transformational leadership is suitable in
marketing department as leaders keep their eyes on the future and create goals that lead to
progress and welcome new ideas.
A successful manager must have the ability to delegate in order to grow their subordinates,
particularly when deadlines and timeframes are involved. Delegating duties will also act as a
training ground for workers to learn how to handle certain tasks and will improve their
decision-making abilities with the support of the manager's training. A case scenario can be a
senior marketing manager who will be taking maternity leave must have the delegating skills
to her superiors. She must further give little training on how to execute task on different
situations, makes the necessary tools and resources available.
Because each employee has their unique set of talents and capabilities, a manager should be
able to identify the best individual to allocate a task or assignment to, especially if the work
necessitates specialized knowledge. Objectives and outputs should be clearly stated, and in
each area, such as warehouse, inventory, deliveries, personnel, and services, a designated
person will be appointed to ensure that objectives are fulfilled. Thus, coaching skills is one of
the most effective management strategies for monitoring delegation outcomes.
At the top level of management such as a chief finance officer, leaders are largely involved in
the planning process and instead define organizational goals and objectives; they do not,
however, control day-to-day operations, therefore motivation skills are less important at this
level than at lower levels of management. But, the value of interpersonal skills cannot be
ignored. A leader cannot be considered effective unless they possess certain interpersonal
qualities such as problem-solving, listening, decision making among others.
This demonstrates that interpersonal skills are linked to leadership success at the top level of
management, and that a leader cannot be effective without them. If a top leader lacks the
capacity to develop a team, then team building skills are more crucial at top management
since it is top management that builds and controls the team.

Managers at the middle level of management communicate upward by providing guidelines
and feedback to top managers, who are also responsible for carrying out top management's
goals. Team building skills are necessary at the intermediate level of management since it
builds teams that operate at lower levels, and motivation is also required to get work done at
lower levels.
2.3: Evaluate the usefulness of leadership theories, models and principles.
2.3.1 Leadership Theories
Since different methods work well in different contexts, learning multiple theories provides
someone with a broad toolset to address a wide range of organizational issues. If someone is
confronted with a crisis scenario, he knows how to respond and which approach to use.
For example, a leader who finds it easier to communicate through writing will encourage his
team to do same, but if a new employee is not receptive to communicate in writing, the leader
will need to change his method of communication towards this specific employee. This
explains the effectiveness of the contingency theory where it examines how different
conditions impact a leader's performance and how a leader's capacity to adapt may be their
most powerful tool in the workplace (Allen & Sawhney, 2015 p. 227).
When a company is going through a big transformation, transformational leadership comes in
handy. Under a transformational leader, followers demonstrated better job satisfaction,
adaptation to change, acquisition acceptability, and job performance. Using this theory also
retain customers and employees because of the charisma that the leadership has.
Last but not least, the behavioural theory can promote change in the workplace as they are
commonly related to effective leadership, these being task-oriented and people-oriented and
participative leaders. Work becomes much more collaborative as a result, allowing the entire
team to take responsibility of their work and the procedures that support it. As a result, they'll
be more driven to carry out your processes with more consistency and accuracy.
2.3.2 Leadership Models
After we figured out how to get an employee to work for your company, the next step is to
put the proper leadership model in place. Leadership models gives effective result on the long
run and a good leader must be aware of the different leadership models.
Leadership models such as servant, laisser-faire, charismatic, transactional, autocratic,
bureaucratic among others focusses on employee motivation. It is critical to value the
requirements of employees in order to develop a successful company strategy. So far, the
above leadership models have had a beneficial impact on businesses in a variety of
industries.
Leaders of the charismatic model is to inspire their staff to achieve their objectives. This
fosters a sense of belonging, dedication, and enthusiasm among the employees, all of which

are good to the company. Therefore, it is likely that employee engagement will increase and
will adhere to high expectations of leaders.
Autocratic model may appear to be a flawed paradigm, it can function and depending on the
company, may be quite productive. Taking others advice, for example, might be a waste of
time in settings where significant choices must be made quickly and regularly. The autocratic
model's severity typically leads to considerably strict monitoring, which may be productive
and beneficial for the business.
2.3.3 Leadership Principles
Inspiring is contagious. If a leader is inspired, same feeling will be transmitted to his
followers. And the inspiration isn't only constrained to immediate subordinates and the
current plan; it may potentially reach across countries and continents. Example of Larry Page
and Sergey Brin, the founders of Google, were fully out of the box, their concept not only
changed the world we live in, but it also encouraged many other entrepreneurs to think
outside the box.
Leaders must have a positive attitude in all situations. Because only his optimistic personality
can inspire enough confidence in his subordinates to get them through the crisis. Little
gestures by the leader to demonstrate concern for his subordinates may make a big difference
in the team's performance. For instance, the boss should continue to praise the subordinate for
a job well done.
Communication is an important quality a leader needs to develop. If the leader does not have
a solid method for communicating, he will not be able to convey ideas to the team to work
better toward the objectives. This skill will also assist leaders in developing teams and
inspiring individuals to accomplish more as they grow into leaders in their respective fields.
A leader should be committed to the work in hand. It is critical for him to demonstrate that he
or she is a hard worker so that the subordinates will not hesitate to go the additional mile to
complete the assignment to the best of their abilities and dedication. This will result in
favourable outcomes. Therefore, commitment is an important principle in leadership.

Assessment Task 3
3.1: Identify discuss how an organisation’s objectives can influence choice of
leadership style.
Company objectives are targets that are used to evaluate an organization's team's, or
individual's performance over a period of time. The following are common types of
organisations objectives:
Quality
Efficiency
Productivity
Profit
Customer relationships
Knowledge
Competition
Sales
Products
Customer experience
Creating and communicating an organization's objectives, long-term vision and mission is
part of leadership. They positively impact organization's structure and profitability by
strengthening the leadership characteristics of experience, problem-solving skills, personality,
and self-awareness.
Taking into consideration the current situation the world is facing due to the Coronavirus
(COVID-19), many organisations have been forced to set up or review their objectives.
Regardless, the pandemic will drastically change the way we conduct business in the future.
Many experts have questioned whether a different style of leadership is required to manage a
crisis in the aftermath of the epidemic. Needless to say, managers will also need to reconsider
their leadership style.
Adopting a democratic style; a more trusting, adaptable, and supportive attitude to various
forms of employee involvement while maintaining productivity and achieving desired results
is said to be at the heart of organizational success. This is so because many organisations will
strive to maintain profit to remain competitive. Since many companies facing several
challenges due to the pandemic, democratic leadership has a beneficial effect on
organizational performance. While many may fear losing their job, or low salary, democratic
style can bring reassurance and motivate employees to adapt to the new change. As a result,
democratic leadership may be utilized to boost organizational support, efficiency and
performance.
In today's competitive market, no business can achieve excellent efficiency unless each
employee is dedicated to the firm's goals and performs as an effective team member.
However, if a company’s objective is to focus on customer experience and delivering service
under tight deadlines schedules, using autocratic leadership style can be beneficial in short
term. Autocratic leaders set very clear directions, tactics, information to subordinates and
expects them to follow accordingly. This can result in high productivity within the required

deadline. Employees will hence tend to adapt to a fast-paced environment or adapt to change.
Leaders should also consider the participative style and focus on team building to foster
innovation.
Very often in private companies, they encounter several organizational changes in their
policies and procedures, goals and objectives. Since many employees are hesitant to change
in the work environment, to retain control, autocratic leaders might utilize organizational
bureaucracy, policy, power, and authority. An example can be a change in their disciplinary
board in respect of the laws and regulations. Bureaucratic leaders influence their subordinates
to follow the policies and procedures they devise. Members of the team may quickly identify
their responsibilities and satisfy expectations. When there is a sense of togetherness, there is a
sense of confidence, which can contribute to increased production towards the new
objectives.
When an organization depends on sales to run, management expects goals and target
achievement. Barking orders such as autocratic leaders do or constantly being at the back of
employees to achieve sales target will result in moral stress. Hence, Transactional leadership
style in this case is beneficial. Transactional leaders establish clear objectives and convey
them to the people they lead. There is an understanding of the incentives in place, for the
work, dedication, or achievement of the objectives, in addition to the aims. This leadership
style promotes in the creation of a performance-enhancing atmosphere and expresses a clear
vision that improves overall organizational performance.
Transformational leadership style is concerned with the development of employees' entire
values and beliefs, moralities, skills, and levels of motivation. This particular style fits well in
a company where they striving to change. Example can be new products, innovations,
improved strategic plans, technology, and personnel are all the result of this shift. All of these
processes and factors have had a massive impact on the company's operations, and
transformational leaders may help the organization change for improved performance in
current challenging and changing business environment. However, democratic leadership can
also be beneficial as it promotes the exchange of ideas and decision-making.
Moreover, charismatic leadership style can also be used along with the transformational
leadership during change of company’s objectives. Managers perceive charismatic leadership
as motivating because it encourages innovation and creativity. Since they are open to risk,
facing challenges on new objectives such as quality of customer service, integrity will be a
mere task for them. While transformational leadership is more action-oriented and aims for
progressive change, charismatic leadership is not necessarily concerned with altering the
condition. Instead, they will inspire the people with a clear vision and mission on the
objectives.
3.2: Evaluate different industries and sectors and what leadership styles may be
most suited to them.
Be it in private, public sector or third sector and in any industries, effective management and
leadership are vital to the company's success. Since major attributes vary by role, it is
imperative for companies to specify which leadership abilities are necessary for each function
in their business. The following are some of the most prevalent leadership styles, as well as
the industries in which they are most effective.

Private Sectors
Technology industry, arts and entertainment such as theatres, are examples of creative
industries with highly trained personnel. Since these industries have their brains in projects,
adapting a democratic style will be a plus. This is so because employees at all levels will be
involved in decision making process and sharing of ideas (Hamiton & Parker, 2001, p. 58).
This leadership style with subordinate engagement is crucial since their thoughts and
opinions can enhance the team's performance. Transformational style can also be suitable. It
may bring out the best in a company, ensuring self-development, positive communication,
leadership qualities, and the capacity to solve problems as a team. Democratic leaders
delegate decision-making to their employees and encourage them to come up with novel
ideas and solutions. This leadership style will further boost their communication skills and
ability to excel in career.
A restaurant industry objectives and goals are not only to sell to make money and profit, but
also to expand as a business to become a global business or simply to open more restaurants
to provide good service to customers and consistently deliver superior quality and value in
products and services. However, this industry is a hustle and bustle environment. Thus,
transactional style can be most appropriate. In some case servant leadership can be
appropriate because the customers are priorities.
Along with the transactional style, servant style can also be suitable in a sale driven company
such as the real estate’s industries. In exchange for defined rewards, a transactional leader
expects a certain output from his or her employees. And servant leader will acknowledge and
increase innovation. All of an employee's efforts and hard work will be appreciated in order
for them to feel that it was all worthwhile. They will be more motivated to perform better and
to keep innovating if they are given an award or a prize every time, they achieve amazing
goals and accomplishments.
Public Sectors
Autocratic leadership style is said to demotivate employees. However, this leadership style is
the most suited one in the military army under the public sector. Due to its nature of work and
culture, it necessitates a powerful authoritarian control system, with the leader making precise
commands and instructions as well as accepting responsibility for decisions. To manage a
large group in the military when it comes to doing tasks to exact specifications, accuracy is
crucial. In order for military students to follow rules and regulations and directions in the best
possible way, autocratic leaders must have the power and authority to manage the group to
achieve the input they are expecting.
In public sectors such as Ministry of education, fire-fighters, police among others, goals and
objectives are clearly defined and status quo. Needless to say, that bureaucratic leadership
style fits in. This is a traditional leadership style that is frequently employed by leaders who
are uncertain and unsure of their function in organizations that do not foster innovation and
change. It is neutralized among a group of individuals or departments who follow a tight set
of norms, rules and regulations and procedures. Because in the public sector, it is all about
getting the job done and bureaucratic style is mostly suited for them.
Third Sectors

Adopting a laissez- faire style can have major drawbacks in businesses. Although famous
businessman, Warren buffet adopted this style, it can lead to loss of self-initiative,
responsibilities, innovations and many more. Thus, the laissez-faire style according me is
most suitable in third sectors which can also be called the volunteering sectors. An example
of volunteering is the Rotary clubs in Mauritius. People involved are usually capable of
working on their own and are creative and can accomplish tasks with little guidance. When
followers have a high level of enthusiasm and intrinsic drive for their job, the laissez-faire
approach can be employed. Because it is also to be noted that volunteering needs no micro-
management.
Servant leadership style can also be suitable as the volunteers will be working for the
community and community comes first. Servant leaders are more likely to have engaged
workers and stronger connections with internal and external parties than leaders who put their
own interests first. Also, adopting servant leadership style will develop own skills such as
listening, self-awareness commitment among others.
3.3: Evaluate different organisation functions and situations and what leadership
styles may be most suited to them.
Organisation functions: This refers to the set of activities conducted in different departments
of an organisation. Some of an organisation functions includes:
1. Human Resources
2. Operations
3. Sales & Marketing
4. Finance
5. Supply chain
It is an indisputable fact that a manager needs a certain leadership style or several styles, to
manage and supervise subordinates' and colleagues' job performance. Different leadership
styles are required for different work situations withing an organisation function.
3.3.1 Human resource Leadership
Human Resources is an important part of every organization's management. This department
must recruit well-trained and skilled personnel, give training, and provide recommendations
to enhance the work force's and organization's efficiency. Transformational style, in my
opinion seems to be more effective in the Human resource function. This is so, because
transformational also involve traits, behavioural and situational approaches. This style of
leadership is concerned about their employees' well-being and tend to be a wonderful form of
support for them.
Human resource managers are in charge of forming the selection and recruitment of
individuals with talents that will aid the organization's growth (Carmichael and et.al., 2011).
However, in certain situation where an employee is failing to comply to company objectives
or rules and regulations, the leader should change his approach. A case scenario can be an
employee having high absenteeism and not meeting the deadline of a project. Despite several

warnings by manager, employee is still failing to meet the company objectives. The Human
resource leader can opt for the democratic approach where he will take the sole and right
decision whether he wants to keep the employee or shift his duties where he deems fit.
3.3.2 Operations Leadership
Operations department plays a fundamental role in an organisation. It entails planning,
coordinating, and supervising the organization's activities in order to produce the maximum
feasible operational profit by balancing revenues and costs. An operations manager is
responsible for ensuring that the organization's inputs, such as resources, labor, and
technology, are efficiently converted into results. To achieve so, the most suited style is the
democratic approach. To manage a project, democratic leadership necessitates a great deal of
participation, discussion, and recommendations from colleagues. This type of leadership can
be used when new ideas and views are needed for a project. For example, creating
partnership with another sales brand to gain recognition. But it is not appropriate for making
crucial decisions that affect the company's success and future growth.
In some cases, the democratic style method frequently results in procrastination, making it
difficult for management to work within the given framework and timeframe. As a result, it is
a poor choice for time-sensitive or urgent delivery. Thus, when a team's work requires
passion, encouragement, or even a fresh viewpoint on a project, this type of leadership is
important. With the help of an authoritative leader, the workflow process can be significantly
improved, and the project execution plan can be more innovative.
3.3.3 Sales and Marketing Leadership
Sales and marketing department leads revenue as it is about promoting products and services.
Effective leadership styles such as the transformational styles stablishing a compelling vision,
outlining a mission, and setting realistic sales objectives that everyone can strive for to
inspire a sales team. Transformational style suitable for the sales and marketing team because
establishing credibility, retaining trust, and motivating salespeople to accomplish outcomes
are all important aspects of developing a positive connection with them.
When sales strategies need to shift, transformational sales executives realize it. By building
enthusiasm and presenting a motivating vision for the future, they assist the whole sales force
in making the shift to new tools and processes. Shifting to a customer selling approach, for
example, necessitates employees learning to focus on addressing client issues rather than
merely selling items and services.
Sometimes this department can require a leader to be autocratic as well. During an
emergency or crisis, an authoritarian leader can handle the situation without consulting the
rest of the workforce. To accomplish specific sales targets, you might, for example, allow
product discounts or eliminate certain fees from loyal consumers to increase sales. Thus, it is
important for the leader to adjust his style in different situations.
3.3.4 Finance Leadership
Leading finance officers from across the world believe they need to take their teams to the
next level in terms of driving business success. In my opinion, the bureaucratic style can be
mostly suitable as this department deals with company transactions and so there are policies
and procedures to be respected.

We are aware that the finance team can undergo several stresses. In stressful situation,
employees have their moral down and therefore can lead to a diminishing productivity and
performance. A competent leader should choose and use a coaching leadership style, in
which talented employees are given opportunity to expand their knowledge, gain new
abilities, and advance in their professions. This leadership style encourages employees to take
charge of their own growth, which increases productivity.
3.4.5 Supply chain Leadership
Supply chain managers are responsible for bringing together a large variety of business
functions, including suppliers, customer service, and information technology. Supply chain
leaders must be innovative thinkers, strong negotiators, and connection builders. It might be
difficult to organize businesses such that they can successfully interact across divisions. It
necessitates the clear and consistent delivery of a compelling vision, as well as superior
organizational abilities. Therefore, an autocratic approach can be used. This is so because
supply chain managers must also manage their own departments with capable executives that
can oversee all aspects of the process.
3.4: Identify methods of leadership development suitable for a range of different
contexts.
Leadership development is all about the steps to enhance own skills and abilities. Knowing
how to adopt leadership development plan is essential for building effectiveness of the
organization leadership culture. Defining which leadership qualities are most important to the
organization's performance is a common step in developing a leadership development
program.
Different strategy can be used for personal leadership growth and they are as follows:
1. Training
2. 360 - degree Feedback
3. Coaching
4. Action learning
5. Self-directed learning/ delegating
3.4.1 Training
Comprehensive training programs are often used to improve people's leadership qualities.
Each development programme demands a customized strategy that meets the organization's
specific corporate learning requirements. Leadership training programs might be for a short
or longer period of time, with workshops held to inculcate a certain skill or attribute.
Consider a case scenario where a situation in which a major company's information
technology department is having difficulty communicating daily goals to all members of the
team. As a result, the department's leaders may choose the best performers for extra training
centered at developing their capacity to communicate as leaders.

Gradually, individuals who are provided leadership development opportunities can develop
the skills necessary to lead local measures to boost communication within their departments.
This type of leadership development may provide less experienced workers with a beneficial
opportunity to gain the skills they need to progress their careers while also helping
organizations in filling critical leadership talent shortages.
3.4.2 360-degree feedback
The 360-degree feedback assessment technique provides sufficient information to identify a
person's weaknesses and take actions to address them. The aim of 360-degree evaluation is to
help each person understand his or her own strengths and weaknesses, as well as to provide
awareness into areas of their job that require professional growth. These activities, in
particular, have been found to increase employee engagement and decrease turnover.
The 360-degree feedback can be both positive and negative. People must complete their tasks
on time in order for an organization to function properly. There may be obstacles in their
way, but staff might also become careless when it comes to deadlines especially if a
salesperson is not reaching the target. It is worth mentioning if you have a concern that a
team member or is frequently late on deadlines without explanation.
An anonymous feedback can be “you could not meet the deadlines within the required
timeframe, if you have a low moral or not feeling motivated let us know how we can help as
it is impacting the team’s productivity as this is how we can achieve our goals in the near
future.” It is important to ensure that the focus of this 360-degree feedback is not on bad
qualities, but rather on how to overcome them.
3.4.3 Coaching
The coaching mechanism is a strategy to help develop prospective leaders before they attain
executive positions. This is the role of a transformational leader. Through mastering coaching
for leaders, it focuses on behaviours and mentality. It helps businesses build a dynamic and
effective coaching leadership style that blends performance and purpose.
An example of a situation is a new senior marketing director who joined in a high peak
season and needs to adapt quickly so that she meets the market demand. To be able to
assimilate in the team and to understand the work culture, the new marketing director will be
coached on an onboarding program where she will have one on one coaching sessions. This
will help in individual development plan to match objectives, strategies, and actions with the
goals, and activities of the team and organization.
3.4.4 Action learning
Action learning is the method of learning by direct experience. This is ideal for learning skills
and knowledge, since it allows for trial and error as well as the ability to practice approaches
on real-world problems. It entails both personal and organizational growth.” Mike Pedler
(1991). Action learning empowers experienced individuals to utilize their expertise in
addressing issues, boosting confidence and improving company productivity. This can help
enhancing own leadership skills and development
3.4.5 Self-directed learning
Self-directed learning occurs when a person chooses their own learning path in order to
improve their leadership abilities. In other words, they take charge of their own leadership

development and carry it out on their own terms. self-directed learning is most effective and
lasting when there is the process of change and the actions to attain it as you go through it.
An example can be an operation manager of a small electrical company who has several work
experiences in sales and marketing and was previously a lecturer. The skills acquired as a
lecturer and sales marketing can be used to manage the operation department. Thus, the
information gained via action learning, which leads to leadership development, motivates
businesses to establish training programs for their workers to help them become more
successful leaders.
Conclusion
The combination of abilities necessary for effective leadership may change over time.
Organizations are forming at an increasing rate, and they will pick their own management
style based on their business needs. There is no such thing as a successful leadership style,
and its efficiency is determined by the organizational culture and the sort of business they
operate.
Managers must possess particular strong leadership abilities in order to complete a certain job
successfully by motivating their staff. Managers' decisions, on the other hand, will not always
be correct; they will occasionally need to listen to other people's opinions, suggestions, and
ideas and reflect those things in their decision-making process in order to achieve effective
outcomes.
To effectively use leadership traits and talents, it is important make sure leaders are familiar
with the leadership models and how to apply them at the appropriate moment. Also, any
company that aspires to be the best in its field must invest in leadership development and
training. With the fast speed of change in the business world, organizations must establish a
long-term strategy for developing new leaders and improving the abilities of existing ones.

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