Leadership Style Approach And Contrasting Theories †Free Samples

Question: Discuss about the Leadership Style And Approach And Contrasting Theories. Answer: Leadership style is determined by the organizational environment and classification in terms of organizational need acclaimed from them. There are several kinds of leaders and all of those leaders have separate kind of characteristics as well to meet at goal, all through all leaders are established for the developmental enhancement of the company as well as they are assigned for the timely intervention of duties to employees (Chemers, 2014). These are the important work for a leader to understand the situation and work in repose to that situation. Several Leadership approaches are followed by the leaders. Those approaches are the motivation and team building initiation that helps to grow the leadership standard and also bring the new innovation in the organization to differentiate them alike from others. Approaches to Trait Approach, Situational Approach, and Functional Approach are the important approach for pursuing leadership thus the implementation of this approach is also important as well as relevant (Van Wart, 2014). Trait approach is the most primitive approach that leaders should have in characteristic. It is an amalgamation of a mental, physical and personal trait that only possessed by the leader, not by the ineffective leaders (Van Wart, 2017). Some of the key features of trait approach in leadership are adjustment, adaptability, creativity, and enthusiasm all these are an important and relevant aspect of leadership that showcase the interpretation skill and assertiveness in work to other employees and they would g et motivated by the leader. New and innovative theories implementation and their situational understanding is the key factor of situational approach (DInnocenzo, Mathieu Kukenberger, 2016). This approach is quite important for the changes scenario in the organization and executes their brain in any situation to overcome the problem. Motivation and commitment are the two subplots that added with that approach and strong and weak leadership differentiation has determined by the implement of approach. The functional approach is the most impactful approach of all as it does not believe in theories rather it wants the level of involvement of leaders in terms of application, management, and innovation. There are certain Leadership theories for different situations and these theories are implemented by leaders to mitigate the adverse situation in a constructive way. There are some lead organizations leaders who have maintained a single theory for a good period of time and they have the responsibility and authority to complete the theory in a suitable way (Jensen et al. 2014). Autocratic Leadership is one of the predominant theories of all time. Leaders who believe in this theory make a decision and without consulting with their subordinates they try to implement that in a quick time. This leadership has few supporters as the autocratic nation only subdue this theory rest of the nation will not accept it anyway (Klenke, 2016). Examples of Albert J Dunlap or Donald Trump are these kinds of leaders who believe in the autocratic theory of leadership. On the other hand, Democratic Leadership involves all their subordinates and communicates with their views and then implements an innovati on in the organization. This is the most appreciable and preferred theory by the leader as well as the employees as they also feel that they are in the part of the discussion and express their thoughts in terms of evaluating the theory (Notgrass, 2014). Jacinda Kate Laurell Ardern is the 40th Prime Minister of New Zealand and she came from the Labour Party. The leader has social democratic and progressive approach. Both these approaches are important for the national welfare and support the safety of Labour management. Ardern has the modern and civilized view over same-sex marriage and supports those events by heart and this shows the assimilation of social ethics for the equity in New Zealand (Esselment, Lees-Marshment Marland, 2014). Ardern has chosen some of the universities for campaigning as the innovative approach to engage the modern student and motivate them for the development of the country is the only motive for this leader. On the other hand, Donald Trump is the 45th president of United States and a different form of leadership has overcome in that situation. Most of the decision was taken by the leader are controversial as the leader has followed by some unconventional business practice (McAdams, 2017). In this leader characteristic, some of the great business decisions are taken and make smarter dealing approach in business as well as the nation. The leader has a good view of a political, psychological and personal aspect of future so those decisions took by Trump are define US future but the way of decision making is a bit controversial for some of the critics. In an organization employee, satisfaction understating is the most important aspect for the leader. In case strategic leadership leaders are implementing a particular strategy with the suggestion of all the senior employees. Most of the leadership normally innovate something and for that reason, accustom process for the employees have to judge them only (DInnocenzo, Mathieu Kukenberger, 2016). Thus in the comparison of both these leaders, Democratic leadership style and applying method of Laurell is important as this leader have qualities like team leadership and transformational leadership process and that evaluate a good number rather than Trump. Leadership models and styles This segment of the essay will cover two factors such as Stakeholder responsibility engagement and Ethics ethical practice. The essay will try to show the chosen leadership factors in the selected leader Christopher Luxon who is the CEO of Air New Zealand (Airnewzealand.co.nz, 2017). Stakeholder responsibility and engagement depends on a trust, which is built on brand value and leadership style (Freeman Moutchnik, 2013). Stakeholders are of varied kinds such as the employees. This is indeed a challenge to retain employees in this globalization dominated the world. Employees have varied options in the same industry. They have a tendency to scuffle between the organizations. This is where leadership plays its role in making such employees realized the importance of being into their selected firm (Carmeli, Gelbard Reiter?Palmon, 2013). This goes very true with the Air New Zealand Company. It is a flag carrier airline of the country. The company is based in Auckland. The merger of Ansett in 2000 did prove wrong for the company. The company has announced a huge loss of around $360 million in the last quarter of September. This was indeed a shocking and an unexpected performance (Airliners.net, 2017). The merger proved wrong for the company. They needed a leadership quality, which could dislodge the created challenges. This was indeed the leadership quality that not only took out the company from such drastic situation but it also helped to attain a big success. 15 years later since the incident happened; the company has now transformed into one of the most successful companies in New Zealand (Stuff, 2017). The question arises that what actually helped the company overcome such a crisis. It was indeed a leadership quality that has remained as per the reputation throughout these years. The recent CEO of the company is no any different. Now, the question arises about what leadership quality has remained in practice in this company. The leadership quality in the chosen leader was confined to two important characteristics such as stakeholder responsibility engagement and Ethics or ethical practice (Lawrence Weber, 2014). The repairing could have never happened had it not been supported by the employees. Employees in this company are engaging and innovating as well. They love innovating with ideas. They do also understand their responsibility, which is very rare with many reputed companies. Christopher Luxon was able to change his philosophy towards more practical terms. Employees were made to feel as if they are an important asset for the company. This was indeed a drastic change in strat egy making that resulted in finding the essential factors needed to dislodge the challenge. Christopher Luxon did encourage its employees by presenting them the example of an ideal leader. This was a kind of leadership that encouraged its employees for their best (Fairhurst Connaughton, 2014). Stakeholders are of varied kinds. Employees are one of the stakeholders. They are an integral part of a firm. An organization needs such employees who are the hard workers. Innovative ideas are expected from such employees (Mok, Shen Yang, 2015). Nevertheless, the Air New Zealand Company was blessed to have such employees who were highly innovative. This is never easy to dislodge a challenge as such it faced in the form of loss in revenues. Christopher Luxon has managed its employees effectively. The leader was able to keep its employees engaged with their responsibilities. The stakeholdermanagement theory dictates the importance of managing the stakeholders. Employees being one of the stakeholders represent themselves as a very vital value to the organizations leaders. Nevertheless, there is a requirement to satisfy them on various factors such as the basic salary packages, additional benefits etc. Christopher Luxon has unarguably maintained the same kind of treatment with its empl oyees (Hrisch, Freeman Schaltegger, 2014). Ethicality is the other factor that prevents a company from criticism. Ethicality is indeed very important as it conveys the reputation that an organization carries. This helps in attracting talented professionals. Nevertheless, Air New Zealand is blessed to have such employees who are both skilled and innovative as well. Luxon has shown an ideal resilient against the challenging situations and emerged out as a winner. Some of the instances can prove this right. There have been instances of controversies related to the outsourcing maintenance and minor policy for seating. However, the company has always roved its resilient against such challenging situations (Scoop.co.nz, 2017). Luxon looks ideal to what the company has attained so far in relation to the ethicalities. However, the leader has never shown any sign of nervousness against such situations. It continued its fighting spirit, which is why the company was able to resurrect from a loss that looked impossible before. From the above example of leadership, this can be concluded that leadership quality is indeed required in the topmanagement team or in the middle management team as well. This is required to run the company under the governing of utmost ethical practices. Moreover, this is also important in getting talented professionals who can use their innovative skills to bring a drastic change like the one that happened with Air New Zealand Company. Change Management Models The two identified leaders are Christopher Luxon and Rob Fyfe. Both the leaders have the leadership quality in them, which has encouraged them to work hard in attaining the success (Airnewzealand.co.nz, 2017). There are different approaches, which could help in bringing a cultural change in the workplace. The organization selected is Air New Zealand. The organization has witnessed two most effective leaders ever since the loss that has happened to the company in the year 2000. They both intended to change the culture at the workplace to bring in the effectiveness, which was missing when the loss has happened to them. There are four approaches using which the required cultural change can be implemented in the workplace. Those four approaches are Structure Process, Incentives, People and Changing enforcing Controls. The selected leaders from the Air New Zealand Company had picked "People" as their approaches towards reshaping the culture at the workplace (Cummings Worley, 2014). They had believed in hiring fresh professionals because they wanted to use innovative strategies, which was not possible with the existing employees. The decision had indeed turned well as they finally had compens ated the loss incurred in 2000. The question arises that what changes had then occurred after they recruited the fresh people. The reason behind selecting the fresh professionals was to get a committed and innovative input from them. Nevertheless, it paid off. The freshly recruited professionals had found the two most effective leaders they had ever worked with. It was a good coordination between the fresh professionals and the two leaders in their own era. This was indeed a union of sheer leadership quality with the innovative engaged employees. Hence, such a consequence was certain to happen (Kim, Kumar Kumar, 2012). Forcefield analysis is really helpful in bringing change in the workplace. This helps in analyzing those factors, which are retarding the change process to happen. This is really important as change process can never be successful without identifying the potential retarding factor in the way of change process (Card, 2013). The analysis has helped in identifying that the Air New Zealand Company had numerous issues when it faced such a huge loss in the year 2000. One of such factors was the shortage of competent employees. This is when the leaders had felt the importance of hiring some fresh professions who are both skilled and innovative as well. The strategy really worked because it was its employees who actually helped in regaining the earned reputation. The change can be brought through successive steps. The first step is to identify and define the change. Then there is a need to align the identified change with the business goals. The afterward step is to determine the consequence s. After finalizing the change process, it is then required to communicate the change process to the internal stakeholders and the shareholders. The change will require effective training as well such as it happened in case of Air New Zealand. After the training is over, implementation will take place. This will be followed by monitoring of the progress, which is important to understand whether any further change is required (Hornstein, 2015). The three leadership styles that match with the change management process of Air New Zealand are the authoritative leadership style, the affiliative leadership style, and the democratic leadership style. Both the CEOs of the company were authoritative when they believed in the freshly hired professionals and teamed with them to bring the much-needed change. They along with the engaged professionals did the thing for the company. They were affiliate when they felt the necessity of hiring fresh professionals to infuse skilled workforce. It actually paid off. The hired professionals were skilled as well as innovative. They kept themselves engaged with the change management goals and objectives. Without their proper cooperation, the result had never happened. Both the CEOs were democratic when they allowed their employees ample in place to accommodate their own strategy making skills. Employees were given enough of freedom to explore their innovativeness. Additionally, the trust that the leaders had shown in their fresh talents has encouraged them to be engaged in the entire change management process. The loss that has happened in the year 2000 could only be compensated when it experienced a cooperating approach of both the CEOs and the freshly recruited professionals (Trivellas Drimoussis, 2013). This can be concluded that change management in an organization needs a cooperative effort of an ideal leadership style and the committed professionals. Both the leaders and the skillful workforce identify the operational related issues and then they move collectively to resolve the issue. 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