PCM 135 Leadership & Human Relations Management

Assignment cum Test 2

Q.1 Describe the variables that determine leadership effectiveness.
There are few leadership variables, behaviours and traits that determine the effectiveness of the leader.

Below I have mentioned few variables that determine the leadership effectiveness.

Good leaders have courage, passion, confidence, commitment, and ambition in addition to offering
direction, inspiration, and leadership. They develop their employees' abilities and talents and form
teams dedicated to attaining shared objectives. These characteristics are shared by the most effective
leaders.

Share Their Vision

A visionary leader knows exactly where they want to go, how they plan to get there, and what success
looks like. Make sure your team understands how their individual activities contribute to higher-level
goals by articulating your vision clearly and passionately. Personal determination, tenacity, and
excitement in pursuit of your vision will inspire and urge others to do the same.

Lead By Example
Setting the correct example as a leader is the best approach to obtain credibility and respect from
others. Demonstrate the behaviour you want others to emulate. If you expect a lot from your team, you
should be willing to hold yourself to high standards as well. Aligning your words and actions will increase
trust and encourage your employees to follow your lead.

Demonstrate Integrity
A leader with integrity bases their decisions, behaviour, and interactions with others on their principles.
They are admired for being honest, principled, ethical, and consistent in their beliefs about what is right
and wrong. They have a strong sense of character, follow through on their promises, and connect with
people in an open, honest, and direct manner. Employees will reward you with loyalty, confidence, and
respect if you demonstrate integrity in your daily actions.

Effective Communication
An important leadership talent is the capacity to communicate effectively, simply, and politely. Listening
attention to others and responding appropriately are only two aspects of communication. Sharing useful
information, asking intelligent questions, collecting opinion and fresh ideas, clearing up
misunderstandings, and being clear about what you want are all part of it. The finest leaders use
communication to motivate and inspire their teams.

Make difficult choices

The ability to make quick, difficult judgments with minimal knowledge is essential for effective
leadership. When faced with a difficult decision, start by establishing your goals. Consider the potential
ramifications of your selection as well as any other options. Make your ultimate decision with
confidence, accept responsibility, and stick to it. Being a firm and confident decision-maker will allow
you to seize opportunities and earn your team's respect.
Recognize Achievement
One of the most important practises of inspirational leaders is to recognise achievement frequently and
persistently. People need to know that their work will be respected and appreciated in order to push
themselves and provide their best efforts. Find ways to acknowledge your employees' accomplishments,
even if it's only a simple "well done." It will improve their incentive to continue providing their best, as
well as their morale.

Others to Empower
Great leaders recognize that for people to give their all, they must feel responsible for their job and
believe that what they're doing matters. Allow your team clear goals and deadlines, then give them the
freedom and authority to decide how the task is completed. Set high expectations for them and
encourage them to be creative and innovative.

Motivate and Inspire

With passion, excitement, inspiration, and encouragement, the finest leaders propel their teams ahead.
Invest time in determining the strengths, needs, and priorities of the individuals you lead. This will assist
you identify the ideal technique to motivate them as well as make them feel valuable. Continue to
emphasise how their efforts are making a difference and provide relevant goals and challenges to help
them reach their full potential.

Q2. What is Leadership Trait Theory, Discuss in Details?

The trait theory of leadership is concerned with identifying several personality traits and qualities that
are associated to effective leadership in a range of contexts.

While the list of leadership qualities can vary depending on who is compiling it, a recent study identified
behavioural features that distinguished lower-level supervisors from higher-level supervisors.

The attributes most typically associated with exceptional leadership, according to the study, are:

• Adaptability and flexibility: They don't get stuck in a rut. They can think outside the box and
adjust rapidly to changing circumstances.
• Directness and Assertiveness: A strong leader can be direct and assertive without coming across
as pushy or hostile.
• Capacity to motivate others: A great leader understands how to inspire and motivate others to
achieve their goals.
• Courage and determination: The best leaders are courageous and dedicated to the group's
objectives. They do not run away from difficulties.
• Creativity: Perhaps most essential, exceptional leaders not only have their own creative abilities,
but they can also encourage others to do likewise.
• Decisiveness: A strong leader can make decisions and is confident in his or her decisions.
 • Eagerness to accept responsibility: Strong leaders are eager to accept responsibility and do not
pass the blame to others. They take pride in their accomplishments and accept responsibility for
their mistakes.
• Emotional stability: Strong leaders can control their emotions and avoid overreacting, in
addition to being dependable in general.
• Intelligence and action-oriented judgement: Great leaders are intelligent and make decisions
that propel the group ahead.
• Need for achievement: Strong leaders have a strong desire to succeed and help the group
achieve its objectives. They sincerely care about the group's success and are dedicated to
assisting the group in reaching these goals.
• People skills: Effective leadership requires excellent interpersonal skills. Great leaders
understand how to work successfully with other leaders and team members.
• Perseverance: When things go tough or the organisation faces substantial challenges, strong
leaders stick with it.
• Self-assurance: Many of the best leaders are quite confident in their abilities. Followers
frequently begin to share their confidence in themselves because they are confident in
themselves.
• Task Competence: A excellent leader is skilled and capable in his or her job. Members of the
group can look to the leader for guidance on how to conduct themselves.
• Trustworthiness: Members of the group must be able to rely on and trust the person in charge.

Q.3 Discuss the importance of using the managerial grid

A technique called as grid training is used to assist managers assess their own leadership styles using the
Managerial or Leadership Grid. This is accomplished by presenting a questionnaire that allows managers
to assess their level of concern for production and people.

A proposed graphic representation of leadership styles using a managerial grid, often known as a
leadership grid. The grid represented two facets of leadership behaviour: concern for people and their
needs, as well as concern for output.

Impoverished Management - Managers with a 'Impoverished Management' or 'Indifferent

Management' style are characterised by a lack of concern for output and a lack of regard for people.
They put up the bare minimum of effort to do needed tasks and maintain interpersonal relationships.
The motivations for this type of management behaviour vary. The fundamental worry of impoverished
managers is to avoid being held accountable for errors.

Sweatshop Management - Sweatshop bosses are more concerned with production than with
individuals. Country club director. has a great regard for individuals but a low regard for output Manager
who is well organized.

Country Club Management - When a leader focuses heavily on people and connections while ignoring
output and performance, this is known as country club leadership. Although happy employees are a
result of country club leadership, they will lose their employment if the business fails due to poor
performance.
Status Quo Management - Even when considerable change is required for survival, status quo
leadership is the skill of managing a firm the same way it has always been managed. It has medium
concern for both production and people.

Fully Functioning Management - The leader demonstrates a dedication to both employee

empowerment and increased productivity. Workers will be more driven to do more if they are
encouraged to work as a team. It has High concern for both production and people.

Q.4 Why Leadership contingency theory is important?

The leadership contingency theory emphasizes a leader's personality as well as the circumstances in
which he or she operates. Fiedler and his colleagues studied leaders in several settings, mostly the
military, and built their model on their findings.

They outline two styles of leadership:

• task-motivated and
• relationship motivated.

A leader's performance in the workplace is influenced by a variety of things. The size of the team, the
scope of a project, and the estimated delivery deadline for a result are all examples. Different leaders,
each with their own leadership style, will react differently to these elements. According to contingency
theorists, no matter how good a leader is, there will always be a situation that will test them. As a result,
leaders must be willing to admit that their success is influenced by their environment as well as their
abilities.

Managers and supervisors may need to modify their leadership style to the present situation or
outsource some of their leadership tasks to a coworker to effectively lead their teams.

Followers with more experience and novice followers will have varied leadership requirements.
Depending on their situation, leaders require diverse interests, values, and talents.
Situational considerations include:
• The work that is being done
• The atmosphere at work
• The task's importance

In each scenario, leadership occurs when the leader's ideas and actions match the needs and
expectations of the followers.

A toxic triangle can have negative consequences:

• A charismatic leader with narcissism and a hate ideology
• Followers who have poor values, unmet wants, and are ambitious
• A situation of imagined opportunity, as well as a lack of checks and controls

During a crisis, people may turn for a charismatic leader to solve their concerns.
Some people may purposefully create crises to improve public acceptance of their vision, the variety of
activities they can do, and the amount of work their supporters will put in.
Q.5 Discuss Transformational leadership theory in details.
The term "transformational leadership" refers to a leadership style that affects both individuals and
social systems. It promotes valuable and good change in followers in its ideal form, with the eventual
goal of growing followers into leaders. Transformational leadership, in its purest form, improves
followers' motivation, morale, and performance through a variety of techniques. These include
connecting a follower's sense of self to the organization's mission and collective identity; inspiring
followers by being a role model; challenging followers to take greater ownership of their work; and
understanding followers' strengths and weaknesses so the leader can assign tasks that maximize their
performance.

Energy, passion, and drive characterize transformational leaders. It should come as no surprise that
these characteristics may make or break a company.
This style of leadership is often used in board rooms, hospitals, schools, and the entertainment business.
Suddenly, transformation appears to be everywhere as we gaze around.
The time and effort required to thoroughly comprehend and apply any leadership style, let alone one as
dynamic and effective as transformational leadership, is often overlooked.

Leaders with a transformational leadership style focus on monitoring and organizational goals reached
through a system of incentives and punishments, as well as maintaining the status quo.

• Transformational leadership is a leadership style that relies on a team's support to achieve

overall success. Raising a team's morale and self-confidence allows them to identify themselves
with a larger vision or common goal.
• This purpose however, for this objective to be effective, it must be established early on. When
used correctly, transformational leadership may entirely change a struggling or stagnant team
into a productive and vibrant collection of individuals.
• This begins with identifying everyone’s challenges and strengths. Next, the leader must define a
new common goal and direct the team members toward this new vision.
• In practice, transformational leadership motivates team members to function as a single unit
rather than as a collection of distinct components. For a metric so dynamic, it is no surprising
that numerous scholars and professionals had a hand in its development.