Running Head: Leadership 1

Running head: LEADERSHIP 1
Leadership
Name
Institution
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Question 2
Styles of Leadership
Any organisation that contains several people requires good administration for the organisation’s
goals, short term objectives and vision to be achieved. In leadership, it is always proper to take into
consideration the difference in personality of the organisation’s employees. For example, for any
organisation, there will be always people of theory Y and theory X (Nawaz and Khan, 2016). Hence the
acting leader must closely consider both of them and as well considers their individual needs, interest
and problems. For this to be achieved, the organisation must have a flexible, understanding and skilful
leader who uses his or her wisdom in making of them decisions. In order for the organisation leader
to come up with such kind of a leadership, there are several styles that he or she must consider. These
leadership styles adopted by different leaders include Authoritarian, Democratic, Laissez-Faire
leadership, Transactional leadership, nomothetic, Charismatic and Ideographic among other styles
described by different leaders (Nawaz and Khan, 2016). Leadership style refers to the leaders’
behavioural pattern reflecting from his or her duties. This paper describes four styles of leadership
among those several styles identified by different people
1. Authoritarian Leadership style
Authoritarian leadership style is a task-oriented type of leadership. The leader dominates the
organisation with little or no consultation from the personnel. He determines policies made in the
organisation, steps of activities taken and tie schedules for each of the activities. These kind of leaders
dictates their workers to work more effectively and makes policies as an individual and commands the
subordinates to obey and follow (Nawaz and Khan, 2016). Through this kind of leadership, the
organisation achieves her goals, maximizes production, law and order is maintain besides saving time
during decision making process. However, this style of leadership is majorly characterized by
frustration of employees, low work morale and insecurity of the work itself as the leader can stop one
from work at any time.
2. Democratic style of leadership
This is the style of leadership that dictates power and authority to be contained by the governed
people. This style as well dictates respect and guaranteed rights and freedom. It is characterised by
group activities and consultation in regards to setting objectives and decision-making activities. The
leader influences the subordinates by giving information, suggestions of course of actions and
stimulating self-directions in the parts of the members and do not dominates their thinking. In
achieving the organisation’s objectives and visions, there is a lot of corporation between the
management and the employees besides high morale and quality decisions being made (Nawaz and
Khan, 2016). However, this style of leadership is not worth being used in non-corporative members
and also consumes a lot of time in implementing the organization’s activities.
3. Laissez-Faire Leadership
This is a French word meaning let people decide. In this style, the leader gives people the rights to
establish goals and responsibilities, resolve any difficulties that may arise and evaluate group
activities. Its main advantage is that freedoms workers are motivated by the freedom given by the
management to those who have self-motivation, experienced and have the desires to perform several
activities. However, at the same time, lack of a leader’s direction chaotic during decision making
processes hence in most of the cases where this method is applied, the organizational goals are rarely
met.
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4. Transactional leadership style
This style of leadership integrates between the nomothetic and the ideographic styles. It is
achieved through balancing the personal needs with the organizational needs. Therefore, in this style,
the situation prevailing dictates the need to be prioritized. Through this, the organizational objectives
may be accomplished as the human welfare is recognized (Nawaz and Khan, 2016). However, it is
difficult to obtain balance between the personal needs and the organizational needs, thus achieving
the organizational needs is easy.
Question 4
Mission statement
A mission statement refers to a short summary of the organizational goals and values. Mission
statement describe the reasons for existence of any organization and the general goals of the
organization (Ekpe, Eneh and Inyang, 2015). The statement also defines the individual goals of the
organization, the product or services offered by the organization, the primary market for the
organization and its geographical location or settings. Any mission state should describe the
company’s current capabilities, its primary activities, target or available clients and customers besides
the core structure of the business. It defines what, why, how and when the goods and services are
offered. The statement must describe the company’s main values and virtues, culture, ethics, agenda
and the above-mentioned fundamental goals. Therefore, any mission statement for a company or
business organization must be unique and different from other companies or organizations since it is
what distinguishes one company from the other companies who are its competitors.
Business values
Business values refers to the underlying principles of how a given organization offers its
services and goods to the prospective customers. It describes the company’s foundational guidelines
to how the set organizational goals are achieved. These business values must define what the
organization stands for and its uniqueness with the other competitive businesses. For any business
settings, the business values never change with time despite of the changes that might occurs in the
business plans and strategies (Ekpe, Eneh and Inyang, 2015). Therefore, business values determine
the prosperity and well-being of the business in the future.
Question 6
Importance of an effective organizational change management
An effective organizational change management refers to the detailed actions of curbing

changes within an organization, outcomes of setting a new business and the cultural changes within
an organizational activity. Any business company is subjected to sudden changes as a result of the
market changes, changes in the management styles, changes in the product or services offered by the
company and even changes in the business components (Pick and Teo, et al. 2015). Therefore, any
managing controlling a given company should ensure deployment of suitable ways of counter
attacking the underlying changes within the organization and operation of the business without
causing a decline in the production outcomes.
Generally, the organizational change management addresses specifically the people’s side of
the change management while maintaining other aspects constant. Any change within an organization
requires the employees to learn and adopt new behaviours, skills and attitudes towards the business
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operations. Hence, any effective organizational change management requires a skilful approach to
minimise losses to the company. This paper discusses some of the necessities of an effective
organizational change management to the business leaders. Since the returns for any of the changes
is predetermined, the following are some of the necessities of having an effective organizational
change management (Pick and Teo, et al. 2015).
i. Planning of the organization’s available resources - Having an effective organizational

change management helps the administrators of the company to effectively and
efficiently plan with available resources in the organization. This exactly helps the
company to know how much of the physical, human and economic resources would be
required by the new change in the course of its implementation.
ii. Assessment of the overall impact to the organization – Through establishing effective
organizational change, any company is capable of determining the change’s general
impact to the organization’s well-being. It helps in determining whether the change would
lead to a loss or gain in the company. This in turn helps the company’s managers in proper
planning of the company activities towards meeting the expected outcome.
iii. Maintains the organization effectively and efficiently – By closely involving employees
thought the analysis of the change, the employees’ points of view are incorporated thus
the change do not ambush the people within the company. This ensures that the
company’s activities are effectively and efficiently maintained.
iv. Reduction of the implementation time – When there is an effective organizational
change management processes and strategies, time taken before initiating the change is
reduced thus facilities continuous flow of work within the company. Long time intervals
are normally characterized by slow implementation processes and may discontinues the
company’s daily activities in preperation to initiate the new change on board.
v. Reduced possibilities of failures – When the change is critically analysed and managed,
the possibilities of the change failing to catch up as planned is reduced thus there is high
chances of positive gains by the company as a result of effective change management in
an organization. Poor analysis and management of the organizational changes ay results
into severe loses to the company thus the necessity of the effective change management
strategies.
vi. Improved employees’ performances – When there is an effective change management
strategies and processes within an organization, the employees feel that they are cared
and understood by the organization as they form part of the change management process.
Through this, the employees get motivated and works effectively and efficiently even with
or without supervision because they understand the change process. When employees
are motivated, they develop interest to their responsibilities and loves their tasks and
consequently improves the company’s goals.
vii. Improved quality of services – Since employees are motivated, their interests
consequently rises. When this happens, they love their duties thus developing the need
to enquire a lot concerning their fields of duties hence getting more knowledgeable. When
the servicing employees are highly conversant with their duties, the quality of services
offered to the clients also increases.
viii. Identification and solutions to challenges – When there is an effective change
management process in an organization, it is easy to identify the various possible
challenges and respond to them more effectively. That is, when a challenge is identified,
its solution is cultivated more recently before advancing to course other challenges.
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ix. Improved investment return – When there is an effective organizational change

management strategies program, employees get motivated, possible challenges are
identified and again time wastage is reduced. This shows a possible realization of gains in
the company thus the improved investment return.
x. Opportunity for identifying best-practices – Effective change management strategies
provides the organization with the opportunity to identify some of the best practices for
the company in realization of the goals and vision.
References
Nawaz, Z. A. K. D. A., & Khan_ PhD, I. (2016). Leadership theories and styles: A literature review.
Leadership, 16, 1-7.
Ekpe, E. O., Eneh, S. I., & Inyang, B. J. (2015). Leveraging organizational performance through effective
mission statement. International Business Research, 8(9), 135.
Pick, D., Teo, S. T., Tummers, L., Newton, C., Kruyen, P. M., Vijverberg, D. M., & Voesenek, T. J. (2015).
Connecting HRM and change management: the importance of proactivity and vitality. Journal of
Organizational Change Management.

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Running head: LEADERSHIP 1

1. Authoritarian Leadership style

2. Democratic style of leadership

4. Transactional leadership style

Importance of an effective organizational change management

An effective organizational change management refers to the detailed actions of curbing

i. Planning of the organization’s available resources - Having an effective organizational

ix. Improved investment return – When there is an effective organizational change

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