UNIT 3: LEADERS AND TEAM DECISIONS

Unit 3: LEADERS AND TEAM DECISIONS

Team Decision Making:
Meaning:
The Group Decision Making is the collective activity wherein several persons interact simultaneously to find
out the solution to a given statement of a problem. In other words, group decision making is a participatory
process wherein multiple individuals work together to analyze the problem and find out the optimum solution
out of the available set of alternatives.
Definition: Group Decision-making is a form of participative decision-making, where a group of individuals
work together to solve a problem complex in nature. The group members try to discover and test creative
alternatives to solve complicated problems.
Importance/Benefits of team decision-making

1. Allocation of resources: Effective decision-making as a manager is crucial for properly allocating

resources, including time, money, and personnel, to achieve their team goals. Managers must weigh the
costs and benefits of different options and choose the best action to maximize the return on investment.
2. Problem-solving: Managers must effectively identify and solve problems that arise in their work. They
can address issues such as reducing costs, improving efficiency, and addressing customer complaints by
making informed decisions. Problem-solving helps maintain a positive work environment and increases
the team’s overall success.
3. Opportunity identification: Good decision-making skills enable managers to identify opportunities for
their team to grow and succeed. This could involve entering new markets, launching new products, or
investing in new technology. By taking advantage of these opportunities, managers can drive their team
forward and improve its competitiveness.
4. Goal achievement: Effective decision-making as a manager helps to achieve their team goals, such as
increasing sales, expanding into new markets, or improving customer satisfaction. By making informed
decisions, managers can align their actions with their goals and ensure that the team is moving in the right
direction.
5. Effective resource utilization: Managers must decide how to best use the resources at their disposal, such
as time, money, and personnel. They can ensure that resources are used most efficiently and productively
as possible by making effective decisions, reducing waste, and maximizing outcomes.
6. Conflict resolution: Conflicts can arise in any workplace, and effective decision-making by managers is
crucial for conflict resolution. Whether it is a dispute between employees or departments, managers must
be able to make fair and effective decisions to maintain a positive work environment and avoid negative
consequences.
7. Employee motivation: Good decision-making by managers can improve employee motivation and
satisfaction. By making fair and effective decisions, managers can demonstrate respect for employees and
create a positive work environment. This can lead to increased productivity and performance and help to
retain top talent.
8. Risk management: Effective decision-making is essential for managing risks that may impact the team.
This could involve assessing financial risks, regulatory compliance risks, or operational risks. By making
informed decisions, managers can mitigate potential risks and ensure their team’s long-term success.
9. Adaptability: The business world is constantly changing, and managers must be able to adapt to these
changes. Effective decision-making enables managers to be flexible and responsive to changes in the
marketplace, technology, and other external factors. By making informed decisions, they can ensure that
their team remains competitive and successful over the long term.

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10. Improved communication: Managers’ decision-making helps enhance communication within the team.
By involving employees and stakeholders in the decision-making process, managers can ensure that
everyone is on the same page and working towards a common goal.

Process/steps in the decision making process

The decision making process is the method of gathering information, assessing alternatives, and, ultimately,
making a final choice.
The following seven step process is intended for challenging decisions that involve multiple stakeholders, but
this process can be used for something as simple as what cereal to pour into your breakfast bowl in the
morning.
Step 1: Identify the decision that needs to be made
When you're identifying the decision, ask yourself a few questions:
 What is the problem that needs to be solved?
 What is the goal you plan to achieve by implementing this decision?
 How will you measure success?
These questions are all common goal setting techniques that will ultimately help you come up with possible
solutions. When the problem is clearly defined, you then have more information to come up with the best
decision to solve the problem.

Step 2: Gather relevant information

Gathering information related to the decision being made is an important step to making an informed decision.
Does your team have any historical data as it relates to this issue? Has anybody attempted to solve this problem
before?

Step 3: Identify alternative solutions

This step requires you to look for many different solutions for the problem at hand. Finding more than one
possible alternative is important when it comes to business decision-making, because different stakeholders
may have different needs depending on their role. For example, if a company is looking for a work
management tool, the design team may have different needs than a development team. Choosing only one
solution right off the bat might not be the right course of action.

Step 4: Weigh the evidence

This is when you take all of the different solutions you’ve come up with and analyze how they would address
your initial problem. Your team begins identifying the pros and cons of each option, and eliminating
alternatives from those choices.
There are a few common ways your team can analyze and weigh the evidence of options:
 Pros and cons list
 SWOT analysis
 Decision matrix

Step 5: Choose among the alternatives

The next step is to make your final decision. Consider all of the information you've collected and how this
decision may affect each stakeholder.
Sometimes the right decision is not one of the alternatives, but a blend of a few different alternatives. Effective
decision-making involves creative problem solving and thinking out of the box, so don't limit you or your
teams to clear-cut options.

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Step 6: Take action

Once the final decision maker gives the green light, it's time to put the solution into action. Take the time to
create an implementation plan so that your team is on the same page for next steps. Then it’s time to put your
plan into action and monitor progress to determine whether or not this decision was a good one.

Step 7: Review your decision and its impact (both good and bad)
Once you’ve made a decision, you can monitor the success metrics you outlined in step 1. This is how you
determine whether or not this solution meets your team's criteria of success.
Here are a few questions to consider when reviewing your decision:
 Did it solve the problem your team identified in step 1?
 Did this decision impact your team in a positive or negative way?
 Which stakeholders benefited from this decision? Which stakeholders were impacted negatively?

Advantages of Group Decision-making

 A pool of Knowledge
Decision-making in a group involves many people during the process. This brings more knowledge
and expertise at the time of decision-making.
 Acceptance
As the decision is taken collectively, the members easily accept the decisions.
 Variety of Alternatives
A group can generate more alternatives than individuals.
 Overall Development
Group decision-making is an interactive process in which all members share their skills and
knowledge. Thus, it results in the overall development of the group members.
 Diversity of Views
Different individuals possess different views towards a situation. Thus, there is a collection of
different ideas for specific problems during decision-making.
 Balanced Decisions
Group members ascertain multiple consequences and risks associated with the idea. Hence, results in
balanced decision-making.

Disadvantages of Group Decision-making

 Dominance
The group members have to agree with one or more dominating members to make a decision.
 Conflict
Disagreement among the group members may lead to conflict in the group.
 Time-Taking Process
It may take plenty of time if the group members cannot reach any suitable decision.
 Pressure
The group members may feel pressure to accept the decisions taken by others.

Techniques of Group/team Decision-making

Group decision-making techniques are the processes that help group leaders in idea generation regarding a
business problem. The creativity and expertise of the group members facilitate hedging risks associated with
the decision.
The techniques which one can use for group decision-making are discussed in detail below:

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1. Brainstorming

Brainstorming is a group decision-making technique developed by Alex Osborn. This technique aims to
generate a pool of ideas in a judgement-free environment.
Pros:

1. A list of a large number of creative ideas is created.

2. The process is carried out in a bias-free environment.
3. It results in a low cost per idea.
4. The size of the group is small, which leads to increased participation of group members.
5. As there is no restriction or judgement, quality ideas are received.
6. The idea is acceptable to all.
Cons:
1. In the end, no plan or solution is generated. Only a list of ideas is left with the manager.
2. Due to lack of closure, group members are left dissatisfied.

2. Delphi Technique:
Delphi Technique is a group decision-making and planning process. Norman C.Dalkey and his
associates at the Rand Corporation developed this technique.

3. Nominal Group Technique (NGT)

This decision-making technique doesn’t involve interaction among the group members. The group members
are present but don’t interact with each other that is why it is called nominal.
The group members need to write their ideas without any discussion. Their opinions are noted on a chart one
by one and clarified without any criticism.
The steps involved in NGT are as follows:

1. The group members list their ideas silently.

2. Group members write their ideas on a chart until all the ideas are listed.
3. After that, the members collectively discuss the ideas without criticism.
4. In the end, collect a written vote from all the members.

4. Fish Bowling
Here the group members sit in a circle and one of the group members sits at the centre. Generally, the
member seated in the centre is the decision-maker. Besides, he suggests solutions for the problem
given by the group members. All the members will ask questions and critically evaluate the solution
suggested by the person in the centre. But, the group members cannot interact with each other. After all
the views are expressed, select the ones with conses.

5. Electronic Meeting
It is a blend of the NGT technique and technology. In this method, the group hosts the meetings through an
electronic medium.
The problem is shared with the group online, and the members submit their responses through votes.
However, the vote signifies agreement or disagreement with the idea or suggestions.
Pros:

1. The group members can be honest without any pressure.

2. It is a less time taking process.
Cons:

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1. The members with good typing speed can excel compared to those with low or average typing speed.
2. Excellent ideas are not recognized.
6. Devils Advocacy

This technique identifies the flaws during the group decision-making process. The benefit of this
technique is that it highlights every possible loophole in the solution. It is a technique where two group
members are appointed as ‘devils‘. These devils have to identify flaws in the ideas suggested by the
group members. The other members have to satisfy these devils with solutions.

7. Didactic Interaction
This technique is useful when the answer is to be drawn in Yes or No. Here we divide the entire group
into two parts. One part suggests points favouring the decision and the other part presents points against
the decision. In this, we obtain judgements and solutions through group members without physical
interaction. Communication takes place through e-mails or other methods via questionnaires.

Power and Influence in Team:

Meaning of Power:
Power is the ability to influence the behavior of others with or without resistance by using a variety of
tactics to push or prompt action. Power is the ability to get things done. People with power are able to
influence others behavior to achieve a goal or objective.

What is leadership power?

Leadership power is the influence that leaders have over their followers. It persuades others to support the
leader's efforts and do as they ask. Influence is essential to leadership because it helps them establish
relationships with their teams and maintain authority, which is the right to exercise power.

Types of power in leadership:

1. Legitimate power
Legitimate power is the result of hierarchy in an organization. Leaders with legitimate power can influence
employees because their position dictates it. An example of legitimate power is military rank. All lower-
ranking members abide by the direction of their commanding officer and other high-ranking officials. This
structure helps maintain organization and ensures everyone works toward the same goals.

2. Coercive power
Coercive power is the power someone gains through threat or force. For example, a higher-ranking manager
forcing a lower-ranking employee to perform tasks or face disciplinary action is a coercive leader. Managers
can use this type of power positively, such as when they use discipline when a team member breaks rules to
help them correct their behavior and improve their productivity.

3. Referent power
Referent power is the power that role models hold. It occurs when a leader has strong interpersonal skills, so
others follow them because they find the leader inspiring. For example, an employee who wants to resolve a
conflict refers to what his mentor might do and follows that model to resolve the issue.

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4. Charismatic power
Charisma is the nature of attractiveness or charm that compels others to follow someone. Charismatic power
inspires positivity and joyful feelings in others. The persuasive nature of this power is reliant on the
engaging quality of the leader's personality.

5. Expert power
Expert power exists in an organization when one member possesses skills others don't have. This leads
others to defer to the expert. Employees typically assume managers or executives possess some skill or
knowledge that others don't, but anyone in the organization can hold expert power.

6. Informational power
Someone holds informational power when they know something others don't. This type of power lasts as
long as the information is not known to others. This puts the person in possession of the information in a
unique position to leverage this power however they choose.

7. Reward power
Gifts can give someone the ability to influence the behavior of others. Reward power exists when a manager
has the power to offer incentives to employees who perform well. For example, offering a raise to
employees with the highest sales numbers signifies reward power.

8. Moral power
A leader with moral power inspires action based on their beliefs and behavior. Moral leaders live by a
principle that others can observe and decide to follow. Employees are inspired by these leaders because the
leader builds trust through their ethics. They become a role model for setting personal standards.

Leadership Influence:
Meaning:
Leadership influence is the ability a person has to change values, beliefs or attitudes about a topic. It's a skill
you can learn as you gain more experience as a leader. A leader can use their knowledge and speaking
ability to offer a new perspective or new information to an audience or team.

characteristics of effective leadership influence

1. Attitude:
Attitude is the way a person thinks and feels about someone or something and how it shows through their
behavior. When you're influencing others, having a positive attitude can be beneficial. Your attitude has the
potential to affect how others around you also feel about someone or something.

2. Value:
Value is something an audience or team member can apply to their lives, whether it's tangible or intangible.
When you're influencing others as a leader, it's helpful to incorporate your values into your words and
actions.

3. Listening:
Listening is a way to help you form a stronger connection with others. By listening to your team members or
an audience as a leader, you may be more likely to create influence.

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4. Passion:
A passion in life may motivate people to work toward their personal and work goals. Showing excitement
for an idea can help give others motivation. This can cause them to act on your idea or change their
perspective on whatever you're sharing.

5. Openness:
As a leader, it's important for you to show and encourage openness because it allows others to share their
ideas with you. You can help each other as you work together. When leading a team meeting, it may be
beneficial to ask others to share their ideas if no one is speaking.

6. Time management:
While planning is essential in the workplace, it's also important to practice mindfulness. Mindfulness is
when you're fully paying attention to the moment you're currently experiencing without thinking about the
past or the future.

7. Knowledge:
It can be helpful for a leader to share their knowledge with their team and commit to continuing their
education. You can do this by taking additional training courses the company offers its employees.

Benefits of leadership influence

Here are some benefits of leadership influence:

 Increase motivation: You can influence others to feel motivated in their work by asking what they
require for success in their role. This can give them the tools and support to do their job well.
 Encourage change: There's an opportunity for you to encourage others to create change or to ask for
change at work if they feel the passion in what you're saying. This is beneficial for organizations if the
change helps them reach their goals or makes a process easier for others to complete.
 Promote education: If you're sharing your expertise with others, it can inspire them to educate
themselves on a topic or research it further for a better understanding.
 People development
 Task completion
 Empower and encourage employment

Difference Between Power V/S Influence:

Basis Power Influence

Meaning Power can be best defined as the Influence can be described as the ability to
potential or the ability to influence alter others people’s perception of any
decisions and control resources. situation.

Ability Influence is the ability to create an impact

Power is the authority to get things done on the beliefs and actions of others without
by others. forcing them.

Respect Power might not generate respect Influence generates respect as people act out
because people are forced to obey the of their own beliefs and change of heart
commands of someone who is stronger when they like someone or follow him or
and has authority over them. her.

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Feeling Power does not contain any emotional

feelings and without the presence of an
authoritative figure, work may not Influence is just like a magic and those
continue or its quality may not remain being influenced keep working even when
the same. the influential figure is not present.

based Power is positional as it usually comes Influence is personal and it is due to who
with a high post and rank. the person is, not what rank he or she holds.

pushes Influence persuades people by changing

Power pushes people to do things. their beliefs and perceptions.

imposed Power is imposed by authoritative Influence does not require position or

figures like bosses or teachers. authority and it is wholeheartedly accepted.

Sources Leader uses variouse sources of power Leaders use various types of influence to
to get others to act. increase their ability.

Tactics to increase influence:

1. Pressure
As a push tactic, the aim of pressure is to make a person change their behaviour or carry out an order
by using intimidation, threats, and authority. In most cases, it is not an effective tactic.

2. Assertiveness
Assertiveness is another push tactic. It could be setting unreasonable deadlines, repeatedly making
requests, and getting angry with employees. It is also relatively ineffective.

3. Legitimating
Legitimating means convincing a person they should comply with a request, given their position or
situation. It’s a push tactic, and its effectiveness is limited.

4. Coalition
Coalition is a tactic that leaders use to leverage employees who support them. They form alliances with
these employees and use them to try to influence others. As a push tactic, it’s fairly ineffective.

5. Exchange
Exchange is a push tactic, although a moderately effective one. It involves offering a reward or
benefits to employees who comply with what you request of them.

6. Upward appeal
An upward appeal means asking for the support of your superiors before making a request of your
employee. This tactic is also moderately effective, as it gives the influencer more authority over their
direct report.

7. Ingratiating
Ingratiating means getting on someone’s good side before asking them to do something. It might look
like offering to help them with something or paying them a compliment. This is a pull tactic, and it is
moderately effective.

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8. Rational persuasion
Rational persuasion is a way of influencing people using logical arguments and factual evidence. It is
also a moderately effective pull tactic.

9. Personal appeal
This tactic relies on interpersonal relationships to persuade someone to do something as a “personal
favor.” This is a pull tactic, although the person on the receiving end may experience a certain amount
of pressure. It is moderately effective.

10. Inspirational appeal

This tactic appeals to people’s emotions, values, and ideals. Inspirational appeals aim to arouse
enthusiasm or increase employees’ confidence. This is a pull tactic, and it is highly effective.

11. Consultation
This tactic is the most democratic and collaborative. It requires involving people in strategic planning
and decision-making. It is also a highly effective pull tactic.

Team Empowerment:
What is team empowerment at work?
Team empowerment at work happens when a group of employees has the responsibility and authority to
make decisions.

Instead of waiting for a manager to issue instructions or approve requests, an empowered team
organizes itself around a leader. Despite that self-organization, every member of the self-managed
team plays a role in making group decisions.

Employee Empowerment – Meaning

Empowerment is the process of giving employees in the organisation the power, authority,
responsibility, resources, freedom to take decisions and solve work related problems. In order to take
such initiatives and decisions, they are given adequate authority and resources.

The importance of employee empowerment

Understanding the advantages of empowering employees makes it evident how important it is. The
following are likely the most well-known benefits of empowerment, while it has a good effect in many
different areas.

1. Work quality
Quality boosts revenue and customer loyalty. Allowing employees to affect product or service results
will improve quality. The result is a source of pride and the customer and employee benefit.

2. Employee satisfaction
Many research studies show that empowered employees are happier and less likely to quit. Thus,
hiring costs and employee education decrease. According to a study, seven out of ten employees
believe empowerment is crucial to job satisfaction and company loyalty.

3. Growth of collaboration

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Confident employees share information and best practices more. Honesty and transparency improve
teamwork. Increased collaboration and proactive participation will help a company achieve strategic
goals.

4. Increasing productivity
Self-confidence and a quality-focused, collaborative mindset will boost productivity. Ownership of
the process and product motivates workers to improve. Businesses that respect employee
empowerment have less waste, bureaucracy, and time waste.

5. Empowerment reduces expenses

There will be an overall reduction in costs across the entire organization as follows:
o Staff turnover decreases because an empowered environment workforce is happier with their
jobs and career paths.
o Increased retention rates, lower training expenses, and internal experience retention.
o Productivity increases when operations become more effective.
o Customer loyalty rises as issues are promptly addressed and resolved. As a result, marketing
and acquiring new clients are less expensive.

Advantages/Benefits of employee empowerment

Empowering employees boosts academic and professional performance, according to research. Larger
companies benefit from more people and complexity. JaBRA discovered that workers with greater
autonomy were happier and more pleased in a remote survey. Independent workers had 20% better
performance. Employee empowerment has these benefits:

1. Increased productivity

Empower employees are more motivated, dedicated, and engaged employees to their work. When
they have the power to make decisions and take action, they feel more responsible and like they own
something. This increases productivity because workers are more likely to go above and beyond to
reach their goals.

2. Improved job satisfaction and morale

Empowering employees helps create a positive work atmosphere where people feel valued and
respected. When workers have a say in decisions and are trusted to do their jobs, it boosts their job
satisfaction and morale. This, in turn, leads to better motivation, loyalty, and job retention.

3. Enhanced creativity and innovation

Organizations can take advantage of their workforce’s many different views, ideas, and skills by
giving employees more freedom. Encouraging people to think creatively and share their novel ideas
leads to an organization’s culture of continuous improvement. Empowered employees are more
likely to try new things, take calculated risks, and find new ways to solve problems, which can drive
innovation within the company. Provide employees with what they need to be creative and
innovative to get desired results.

4. Increased employee engagements

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Empowerment gives employees a sense of purpose and participation in their work. They feel that
what they do matters and that it has a direct reports effect on the success of the company. This leads
to higher employee engagement, where people are emotionally invested in their job performance,
committed to achieving organizational goals, and willing to go the extra mile.

5. Better decision-making and problem-solving

Empowered employees can make choices and find solutions to problems in their areas of expertise.
By decentralizing decision-making and giving more power to the people closest to the problems,
organizations can make decisions faster and with more information. This not only makes the job
enrichment of top-level management easier, but it also lets the company respond faster to challenges
and possibilities.

6. Improved customer service

When workers are empowered, they have the power to make decisions that directly impact customer
satisfaction. Empowering employees is more likely to make them go above and beyond to meet
customer wants, solve problems quickly, and provide personalized service. This leads to better
customer experiences, more loyal customers, and good word-of-mouth for the company.

7. Development of leadership skills

Employee empowerment gives people chances to grow and improve their regular and senior
leadership skills. When workers are trusted to make decisions and given responsibility, they gain
valuable experience in handling tasks, working with others, and taking responsibility. This can help
them grow as professionals and find future empowering leaders in the company.

Types of employee empowerment

Empowerment encourages employees to perform well, work hard, and apply their capabilities. Empowered
managers distribute some of their authority to a select group of workers they believe can make decisions, set
goals, and achieve success.
A company has a variety of ways to empower its workers, including:

 Decision-making empowerment: This is when a company gives its employees the power and tools
they need to make decisions.
 Financial empowerment: This is when a company gives its employees control over its budget to
help them make choices.
 Time management empowerment: This is where allowing employees to decide how to use their
time to get the job done.
 Shared information empowerment: This is where managers share important business information
that breaks down barriers, makes things clear, and makes workers feel like they belong.

How to effectively do employee empowerment

To effectively empower employees, consider the following steps:
1. Define objectives

Set clear and meaningful goals for the employees and make sure they know what you expect of them.
This will help everyone stay on the same page and stay focused.
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2. Delegate decision-making

Give employees the freedom and power to make choices about their work so that they can take
ownership and responsibility.

3. Encourage open communication

Create an environment where employees feel safe sharing their ideas, concerns, and other feedback.
Actively listen and react to what they say.

4. Offer development opportunities

Offer training, mentoring, and coaching programs to improve your employees’ skills and knowledge
and help them grow professionally.

5. Recognition accomplishments

Recognize and reward employees often for their work and achievements. This will help build a
culture of appreciation and motivation.

6. Promote teamwork

Encourage collaboration among employees and across teams to build a sense of a shared goal and
success for everyone.

7. Supportive culture

Create a supportive and inclusive community that values diversity, encourages innovation, and
promotes psychological safety, so employees can take risks and learn from their mistakes.

8. Trust and empower

Trust employees to make choices and give them the resources, tools, and authority they need to do
their jobs well.

9. Provide regular feedback

Give employees helpful feedback and advice to help them understand their strengths and areas where
they can improve. This will help them grow and develop.

10. Lead by example

As a leader, show how to behave in a way that empowers others. Show your workers trust, honesty,
and open communication in your interactions with them. This will encourage them to take on more
responsibility.

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Challenges in team Decision Making

Teamwork challenges are a natural part of managing a staff, and effective managers know how to identify a
challenge and provide a solution. Understanding how to address and resolve teamwork issues can help keep
morale and performance levels high.

1. Lack of clarity
When an employee is working on a project, it's important for them to understand what you expect from them
so that they are best prepared to deliver satisfactory results. When an employee does not know what their
goal is, it can lead to inefficiency from a lack of focus or from performing work that does not fit into the
larger goals of the project.

2. Trust issues
Establishing trust between coworkers is important for team productivity. Trust allows an employee to
request assistance or offer help to others, which can help everyone on the team solve problems more quickly
and effectively.

3. Personality conflicts
Individuals all have their own preferences and personalities, and occasionally this can lead to situations in
which two employees have a tendency to disagree. This can lead to decreased morale or poor cooperation.

4. Withholding information
Sharing project-related information helps teams succeed, so when one or more employees keep information
away from a coworker, it can have a detrimental effect on team performance. When an employee operates
with incomplete information, they may miss an opportunity or perform unnecessary work.

5. Lack of communication
Open communication helps every employee know what to expect from their coworkers as well as what their
coworkers expect from them. This raises the overall reliability of the team, minimizing productivity loss due
to duplicate work or delays.

6. Reduced engagement
Employees who feel a connection to their work are more likely to produce positive results. Engagement
helps an employee maintain focus and enthusiasm, which can increase both the quantity and quality of their
output. When an employee loses their connection to a project, it can lead to a reduction in productivity.

7. Excessive staff numbers

While you can often expect a larger staff to produce more results, when your staff grows too large for the
project, it can result in a drop in overall efficiency. By attaching too many team members to a project, there
may not be enough work to go around, and you may also experience duplicate work or increased tensions.

8. Philosophical differences
Even when staff are working toward the same goal, they may have different beliefs about the best way to
pursue this goal, and this may lead to inefficiency when each staff member operates according to their
personal preferences.

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9. Habitual clashes
Although clear work expectations and documents provide structure for your staff, an employee's personal
habits may still dictate some of their workplace behavior, which may cause conflict with coworkers.
Habitual differences can include dining, organizational and sanitary habits.

10. Opposing goals

It's important to keep your team members working toward a unified end product to maintain both morale and
consistency. When staff members pursue goals that are in opposition to each other, it can lead to
incompatible or even contradictory work.

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 UNIT 4: LEADERSHIP STYLES AND SKILLS

A. Leadership styles:
Meaning of Leadership styles:
A leadership style refers to a leader's methods and behaviours when directing, motivating,
and managing others. A person's leadership style also determines how they strategize and
implement plans while accounting for the expectations of stakeholders and the well-being
of their team.
Various Types of Leadership:
1. Autocratic or Authoritarian Leader:
What is meant by an autocratic leader?
Autocratic leadership, also known as authoritarian leadership, is a leadership style where
leaders have absolute control and authority to make decisions and supervise their subordinates
with minimum or no input from others.

Characteristics of Autocratic Leadership

Some of the primary characteristics of autocratic leadership include:1
 Allows little or no input from group members
 Requires leaders to make almost all of the decisions
 Provides leaders with the ability to dictate work methods and processes
 Leaves the group feeling like they aren't trusted with decisions or important tasks
 Tends to create highly structured and very rigid environments
 Discourages creativity and out-of-the-box thinking
 Establishes rules and tends to be clearly outlined and communicated
 1. Top-down decision-making: Group members have little to no input on decisions. Team
members are not entrusted with important choices.
 2. Rigid work environment: Strict rules can create an uptight environment.
 3. Minimal teamwork among coworkers: With clearly defined tasks and hierarchies,
collaboration may not be rewarded or encouraged.
 4. Less need to take initiative: Acting outside of your specific job description is typically
frowned upon in an autocratic workplace.
 5. Few mentorship opportunities: Autocratic leaders are typically not available for
mentoring, and leadership roles are kept separate from the workforce.

Advantages of Autocratic Leadership

1. Faster decision-making
If we talk about an autocratic leadership style in an organization, the biggest advantage to talk
about is that it has the quickest decision-making among all leadership styles. This is because
here, the decision of only one person is to be considered and that sole person calls the shots.
2. Quick crisis management
It is said that an autocratic leadership style is best suited for times of crisis. In the democratic
style, there is a lengthy and time-consuming decision-making process system kept in place, so
it is not as efficient as the autocratic style in crises, where we need quick management and
decisions to control the damage.

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3. Reduces employee stress

In an autocratic work environment, the employees are not bound to make any decisions, which
helps them channel their time and energy toward the tasks they are directed to perform. This
takes away a huge amount of stress from the employees.
4. Direct Communication
Usually, an autocratic leader communicates with his teammates and employees directly, which
is not done in the democratic leadership style. This medium of direct communication takes
away any room for error in communication. It allows both parties to talk and discuss any task
one-on-one, resulting in clearer communication.
5. Improves productivity and efficiency
Due to employees not having to make crucial decisions and just do what they are asked to do,
they can put their time and energy into the task they are asked to perform, thus improving their
productivity. By this, they are also able to save precious time.
6. Workload
When autocratic leadership is set in place in any workplace, the employees generally have less
stress about what to do next as their leader directs everything. This way, they are usually
motivated to work more. Also, if the employees are given prizes or other forms of recognition,
it instills motivation, pushing them to work harder.
7. Productive Workplace
Autocratic leaders encourage the completion of productive projects. An autocratic leader
makes decisions and promptly conveys them to the team, ensuring that they have all the
knowledge necessary to complete the project on time. A leader of this quality also increases
productivity at work by educating staff members on what to do and how to fulfill deadlines.
This process frequently results in the regular completion of projects and has a great effect on
the worker’s output.
8. Provide Directions
Autocratic leaders provide direction to employees. Directions make it easier for employees to
follow the leader’s instructions and achieve the set objective in the best possible manner. For
instance, autocratic leaders can assist a team member who frequently misses deadlines by
instructing them on how to divide the project into smaller pieces and concentrate on
accomplishing short-term objectives.

Disadvantages of Autocratic Leadership

1. High dependence
Since the leader makes all the decisions, the employees might find themselves lost in making
decisions or handling crises in their absence.
2. The threat of micromanagement
In an autocratic leadership style, the autocratic leader looks into every task or step performed
personally. Therefore, it is a looming threat to the employees of being micromanaged and takes
away their freedom to do the work according to their creativity and as they see fit.
3. Lack of creativity
As we discussed above, the autocratic leader may micromanage things that take away the
employee's creativity. Nevertheless, the autocratic leader has a structure set in place which is

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to be followed by employees regardless of whether they are being micromanaged. This, too,
takes away creativity from the employees.
4. Discouragement of employees
There are fewer meetings in this setup because it is usually not required. However, this
discourages the employees from using their innovation and creativity in any task.
5. Effects on work culture
An autocratic person sets up a workplace as he sees fit. Generally, this harms the workplace as
the structure is set in place by the autocratic leader himself without asking or considering the
advice or suggestions of the employees who are expected to work in the workplace.
6. Lack of Ownership
In autocratic leadership, leaders tend to take credit for all the work which leads to team
members not taking ownership of their work. For long run in a company, this leads to a decrease
in employee morale.
7. Decrease in Employee Morale
Low employee morale is one of the biggest drawbacks of using an autocratic style of leadership.
It has been seen that more than half of the employees want to leave their jobs because they feel
underappreciated. Autocratic leaders do not value team members’ suggestions at all.
Additionally, they like taking credit for the project’s success, which demoralizes the workers.
8. Creates A Dependency System
The potential of the team’s troubles and stress disappear when the leader is in charge of all
responsibilities and issues, yet this creates a relationship of complete dependence. No one must
be dependent on another for their satisfaction, motivation, or professional advancement, even
at work. Effective leadership creates more leaders by letting individuals work independently.
Depending on someone else decreases the chances of personal growth.

2. Participative or Democratic Leadership:

Participative leadership is a style of leadership in which all members of the organization work
together to make decisions. Participative leadership is also known as democratic leadership, as
management teams encourage all employees to participate.
Participative Leadership Characteristics
1. Curiosity
Participative Leaders Are Curious, Always Looking for Fresh and Innovative Ideas from
Their Employees To Improve The Business. They Realize That Inputs from Others Can
Enable Them to See The Larger Picture From Various Perspectives.
2. Excellent Communication Skills
Seeking Inputs And Suggestions From Workers Requires Leaders With Excellent
Communication Skills. Communication Is A Significant Factor In An Organization’s
Success. Both Upward And Downward Flows Of Communication Are Important. If
Feedback From The Employees Or Leader Is Not Taken Seriously, The Team Could Face
Chaos.
3. Ability To Empower Workers
Authoritative Leaders Make Decisions By Themselves. Suggestions From Employees Are
Seen As A Challenge To Their Authority. Participative Leaders Try To Empower

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Employees With Decision-Making Responsibilities And Active Participation In The

Company. They Want Others To Lead As Well. Therefore, Participative Leaders Provide
Knowledge And Training To Their Employees To Prepare Them As Leaders Of Tomorrow.
4. Broad-Mindedness
Participative Leadership Calls For Open-Mindedness. Such Leaders Are Always Open To
Inputs, Suggestions And Advice From Their Colleagues And Subordinates. They
Acknowledge That Feedback From The Workforce Brings Better Results.
5. Good Listening Skills
Participative Leaders Are Great Listeners. They Love Receiving Inputs From Their
Employees. Therefore, They Encourage Employees To Speak Up. This Way, Employees
Also Feel Connected And Devoted To The Company. A Participative Leader Realizes That
High Morale Among The Employees Delivers Better Overall Results. They Also Make Sure
To Appreciate Their Employees For Their Work.
6. Open-Minded
Being a leader in any organization almost always requires you to be open-minded. An open-
minded leader is open to suggestions and feedback that is able to help the business take off.
Having the ability to take ideas from other workers and implementing them into your
business will help boost morale.
Advantages of Participative Management

Undoubtedly participative approach to management increases the stake or ownership of

employees. But there is more to it. The following points elucidate the same.

 Increase in Productivity: An increased say in decision making means that there is a

strong feeling of association now. The employee now assumes responsibility and takes
charges. There is lesser new or delegation or supervision from the manager. Working
hours may get stretched on their own without any compulsion or force from the
management. All this leads to increased productivity.
 Job Satisfaction: In lots or organizations that employ participative management, most
of the employees are satisfied with their jobs and the level of satisfaction id very high.
This is especially when people see their suggestions and recommendations being
implemented or put to practice. Psychologically, this tells the individual employee that,
‘he too has a say in decision making and that he too is an integral component of the
organization and not a mere worker’.
 Motivation: Increased productivity and job satisfaction cannot exist unless there is a
high level of motivation in the employee. The vice versa also holds true! Decentralized
decision making means that everyone has a say and everyone is important.
 Improved Quality: Since the inputs or feedback comes from people who are part of the
processes at the lowest or execution level. This means that even the minutest details are
taken care of and reported. No flaw or loophole goes unreported. Quality control is thus
beginning and is ensured at the lowest level.
 Reduced Costs: There is a lesser need of supervision and more emphasis is laid on
widening of skills, self-management. This and quality control means that the costs are
controlled automatically.

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 Acceptance of Decisions More Likely

Your staff will more readily accept policies and decisions that were reached by general
consensus. This cuts down on the resistance that new company policies will experience
and speeds up the process of implementing new ideas.
 Improves Employee Morale
Employees that are given a voice in the operation of the company feel personally liable
for the success of the company. The staff morale remains at a high level because there
is an appreciation for the chance to be part of the company decision-making process.

Disadvantages of Participative Management

There is a flip side to everything; participative management stands no exception to it. Whereas
this style of leadership or decision making leads to better participation of all the employees,
there are undoubtedly some disadvantages too.

 Decision making slows down: Participative management stands for increased

participation and when there are many people involved in decision making, the process
definitely slows down. Inputs and feedback starts pouring from each side. It takes time
to verify the accuracy of measurements which means that decision making will be
slowed down.
 Security Issue: The security issue in participative management also arises from the fact
that since early stages too many people are known to lots of facts and information. This
information may transform into critical information in the later stages. There is thus a
greater apprehension of information being leaked out.
 More time-consuming: It can be more time-consuming than other leadership styles,
requiring more participation and collaboration.
 Risk of groupthink: When group members are heavily involved in the decision-
making process, there’s a risk of groupthink, where members conform to the opinions
and decisions of the group and may overlook other alternative solutions.
 Risk of poor or delayed decisions: It may lead to a delay in decision-making due to
the need for group members to discuss, debate, and come to a consensus.
 Can be challenging to implement: It can be complex in some organizations or
cultures. In addition, some group members may resist change or be unwilling to
participate in the decision-making process.

3. Laissez-faire or free rein style of leadership:

Laissez-faire leadership, also known as delegate leadership, is a type of leadership style in
which leaders are hands-off and allow group members to make the decisions.
Laissez-faire leaders allow their followers to have the autonomy to make their own decisions
and manage their own desks. They give their team support, guidance, consultation, and training
when it's needed, but trust them to handle the details and execution of their tasks and projects.

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Characteristics

Laissez-faire leadership is characterized by the following:

 Hands-off approach
 Leaders provide all training and support
 Decisions are left to employees
 Comfort with mistakes
 Accountability falls to the leader

Benefits/Advantages of Laissez-faire or free rein style of leadership

Like other types of leadership, the laissez-faire style has its advantages.

 It encourages personal growth. Because leaders are so hands-off in their approach,

employees have a chance to be hands-on. This leadership style creates an environment
that facilitates growth and development.
 It encourages innovation. The freedom given to employees can encourage creativity
and innovation.
 It allows for faster decision-making. Since there is no micromanagement, employees
under laissez-faire leadership have the autonomy to make their own decisions. They are
able to make quick decisions without waiting weeks for an approval process.

Disadvantages

Some possible disadvantages of the laissez-faire style include:6

 Lack of role clarity: In some situations, the laissez-faire style leads to poorly defined
roles within the group.7 Since team members receive little to no guidance, they might
not really be sure about their role within the group and what they are supposed to be
doing with their time.
 Poor involvement with the group: Laissez-faire leaders are often seen as uninvolved
and withdrawn, which can lead to a lack of cohesiveness within the group. Since the
leader seems unconcerned with what is happening, followers sometimes pick up on this
and express less care and concern for the project.
 Low accountability: Some leaders take advantage of this style as a way to avoid
responsibility for the group's failures. When goals are not met, the leader can blame
members of the team for not completing tasks or living up to expectations.
 Passivity: At its worst, laissez-faire leadership represents passivity or even an outright
avoidance of true leadership. In such cases, these leaders do nothing to try to motivate
followers, don't recognize the efforts of team members, and make no attempts at
involvement with the group.

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Strengths of Laissez-Faire Leaders:

If you have a more laissez-faire approach to leadership, there are areas and situations where
you might tend to do better.

 In creative fields: Working in a creative field where people tend to be highly motivated,
skilled, creative, and dedicated to their work can be conducive to obtaining good results
with this style.
 When working with self-managed teams: Laissez-faire leaders typically excel at
providing information and background at the start of a project, which can be particularly
useful for self-managed teams.
 During the early stages of a project: By giving team members all that they need at the
outset of an assignment, they will then have the knowledge they need to complete the
task as directed.

4. Transformational leadership:
Transformational leaders focus on helping members of the group support one another and
provide them with the support, guidance, and inspiration they need to work hard, perform well,
and stay loyal to the group. The primary goals of transformational leadership are to inspire
growth, promote loyalty, and install confidence in group members.

Effects of Transformational Leadership

 Better performance: Those led by transformational individuals have better performance

and are more satisfied than those in groups with different types of leaders.3
 Better well-being: Employees who identified a higher level of transformational
leadership in their employers also reported higher levels of well-being. The effect
stayed significant even after researchers controlled for factors linked to well-being,
such as job strain, education, and age.4
 Sense of empowerment: This is attributed to the fact that transformational leaders
believe that their followers can do their best, leading group members to feel inspired
and empowered.
Characteristics of Transformational Leaders
1. Internal motivation and self-management: Transformational leaders find motivation from
within and use that as the driving force to effectively manage the direction of the company.
The best natural form of motivation is to love what you do and ensure that your values are
aligned with the organization you work with.
2. The ability to make difficult decisions: Difficult decisions are a part of being a leader.
Transformational leaders do not back away or put off tough decisions. Difficult decisions are
made easier when decisions align with clearly defined vision, values, goals, and objectives.
3. Willing to take the right risks: Anyone can take a risk. Transformational leaders take
calculated risks that more often than not result in positive outcomes.

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4. Organizational consciousness: Transformational leaders share the collective conscious of

their organization. They understand what actions to take to evoke change, spur innovation, and
make decisions that will create growth.
5. Adaptability: Transformational leaders are willing to adapt and are always seeking new
ways to respond to a constantly changing business environment.
6. Willing to listen and entertain new ideas: It is a rare individual who can build an empire.
7. Visionary: Being a visionary is about setting a realistic and concise company mission,
vision, and values that fit the culture of your organization.

Advantages of transformational leadership:

1. It encourages ongoing learning and development.
2. It is a leadership style that engages the full person.
3. Transformational leadership lowers turnover costs.
4. It promotes enthusiasm.
5. The transformational leader asks the important questions.
6. It allows for a quick formulation of vision.
7. People are treated as individuals.
8. Transformational leaders seek to avoid coercion.
9. It uses inspiration to motivate people.
10. It reduces turn over costs.
11. Leadership style can take pride in the outcomes achieved.
12. It is a leadership style that focuses heavily on ethics.
.
Disadvantages of transformational leadership:
1. That may ignore certain protocols.
2. Transformational leaders can develop negative outcomes.
3. There must be continual communication available.
4. This style can lead to employee burnout.
5. It carries the potential for abuse.
6. This style may be risky and descriptive.
7. That can might overlook reality and truth.
8. Serious detailed challenges may be faced.
9. Transformational leaders are not always detail-oriented.
10. The risk taken through transformational leadership can be disruptive.

5. Charismatic leadership:

What is charismatic leadership?

The definition
Charismatic leadership is defined by a leader who uses his or her communication skills,
persuasiveness, and charm to influence others. Charismatic leaders, given their ability to
connect with people on a deep level, are especially valuable within organizations that are facing
a crisis or are struggling to move forward.

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Characteristics of Charismatic Leadership

1. Communication
These leaders hold extremely refined skills in communication. Helping employees through
tough times and making them stay grounded during tough times is the motto of every
charismatic leader.
2. Maturity
Even though leaders have a strong and powerful personality, charismatic leaders also display
maturity and character. They do not believe in making blanket statements, but they use their
accumulated knowledge and business experience to help an organization grow.
3. Humility
Having a sense of humility is exceptionally important for charismatic leaders. They need to
treat every employee with equal respect and dignity to listen to their concerns patiently.
Humility promotes diversity and inclusion in the workplace.
4. Substance
Charisma indeed exists without substance but not for a long time. The glitzy and glamorous
appearance will capture people’s attention, but gradually, employees will want something
substantial beneath the facade.
5. Confidence
Without a doubt, every charismatic leader holds an enormous confidence level to influence and
persuade a large audience. They know themselves in and out and do not try to become
somebody else. They are original and comfortable being who they are.
6. Body Language
One thing that you’d prominently notice in a charismatic leader is their positive body language.
They are warm, open, and full of joy with their appearance. They are usually making eye
contact while talking to people and always greet people with a smile.
7. Good Listening Skills
Charismatic leaders are excellent listeners. We say this because you won’t find them fidgeting
or fiddling when you have a word with them while interacting with such leaders.
Pros/ advantages of transformational leadership
Promotes motivation
Transformational leadership focuses on improving employee motivation, which can encourage
team members to be productive and achieve or surpass their goals. Leaders may motivate
employees by providing external incentives, like bonuses or recognitions, or by using internal
motivators.
Maintains workplace integrity
The management style of transformational leaders encourages employees to focus on current
tasks while acting in the best interest of the company.
Defines a clear vision and goal
Another area of focus for transformational leaders is defining clear goals that fulfill the vision
for a company, department, team or project.
Encourages professional development
In addition to motivating team members to meet project and business goals, transformational
leadership also encourages professional development.

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Improves loyalty and decreases turnover

Transformational leaders make their team members feel like valuable parts of the organization.
They help them feel engaged, empowered and committed to helping the organization succeed.
Encourages passion
Transformational leaders encourage passion among team members. When employees see their
leaders enthusiastic about a new perspective or objective, they may be enthusiastic as well.
Leaders who believe in their work may encourage others to see the value of their projects and
commit to them.
Improves communication
Leaders who use a transformational management style encourage good communication
between team members and between employees and supervisors.
Disadvantages Of Transformational Leadership
Dependency On The Leader
A significant drawback of revolutionary leadership is the dependence it can foster on the
leader.
High Expectations
When led by a transformational leader, it can be challenging for adherents to live up to their
lofty standards. When followers can’t meet their leader’s high standards, it can cause them to
feel let down and frustrated.
Lack Of Focus On Day-To-Day Operations
Transformational leaders can lose sight of the here and now in pursuing the future they
envision. This can ignore details and disregard pressing issues.
May Cause Negative Outcomes
Sometimes, transformational leaders do not impart morals and values to their team. They work
in a transformational style but lead to negative outcomes instead of positive ones.
Slow Decision Making
Transformational leadership does not require instructions from functional management. Yet,
this kind of leadership involves all team members before deciding.
Employee Burnout
Modern leadership styles like visionary, coaching, and transformational inspire their teams by
setting high standards.

6. Consultative leadership
What is consultative leadership?
Consultative leadership is a leadership style that targets team building and uses the skills of
others to create plans and make decisions. Leaders consult with their team to obtain their
suggestions and opinions to help them make informed and strategic decisions.
Here are some benefits of becoming a consultative leader:
 It creates a sense of involvement.
 Leaders know it is acceptable to ask for help.
 Creates a deeper bond between leaders and their subordinates.
 Focus on creativity and innovation.
 Mentor role for leaders.

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 Help people feel comfortable speaking up.

 Stay in touch.

Emerging trends in Leadership

Leadership trends are meant to provide insights and the needs of the current work culture
around the world.
Leadership Trends
1. Building The Right Culture for Remote Teams
Building a strong remote work culture is a necessity for businesses today. In fact, it is top of
mind for many organizations as they respond to business changes resulting from the global
pandemic caused by COVID-19.
Though some may downplay the need to establish a robust remote team culture, experts
believe that many businesses will choose to retain a significant part of their remote work
structure in the coming years.
If your employees are working from home, for the long term or temporarily, you need to take
steps to build a strong remote team culture that leads to happier, more engaged employees.
You can't magically make people happy. Leaders can set a direction and tone for how to
collaborate and work with the team, but you can't force your team to respond in a similar
fashion. Culture does that for you.

benefits of remote working for employees?

1. Freedom and Flexibility
2. Cost saving
3. Save time
5. Peace and quiet
6. Health and happiness
7. You’re not alone
8. Work/life balance
9. Comfortable environment.

2. Developing A Change Mindset

Learning agility is one of the most essential attributes of any successful leader. Agility helps
leaders make quick decisions in times of crisis or change. Many companies fail to sustain their
business since the leaders fail to make the right decisions in time.
Developing a change mindset is therefore so crucial and tops the leadership trend for 2023. A
leader must imbibe a sense of awareness to the company’s members to prepare for any
unwanted events.
3. Invest In Employee Wellbeing
The other leadership trend that everyone will invest their time and effort into is employee well-
being. Covid 19 has impacted people worldwide, and it has also made people aware of the
company's responsibilities towards its workforce.
Also, people's mental health has taken a toll due to the pandemic and its uncertainties. It
imprinted a significant impact on employee well-being and productivity. Companies now are
more concerned about their workplace’s well-being and ready to provide them with the

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necessities and support for their wellness. A few of the practices that companies are
implementing for employee well-being are-
 Work-life integration.
 Flexible work hours.
 Wellness programs.
 Employee benefits for a remote workforce.
 Health benefits.
4. Work from Anywhere
Companies and their HR leaders are more open towards working from anywhere concept. 2023
will witness this massive cultural shift, and more and more companies are going to adapt to
this new normal. A few of the apparent benefits of working from anywhere are-
 Lower business expenses.
 A vast pool of applicants and skills.
 Better disaster management.
 Improved employee satisfaction and retention.
 Reduced carbon footprint.
5. Empathetic Leadership
Take your humanity to work. Leaders must give up stereotypes of leadership and think beyond
the obvious. A genuine and truly open human being is what workers and others want. It means
connecting yourself with even other people and not just your successes.
Leaders must work for and behave with their teams with respect. Showing empathy towards
the workforce during any crisis builds a loyal team. When you need to take charge of your
team, support them, and be the compassionate leader they want you to be.
6. Shifting In Leadership Style
To overcome of the covid crisis, leaders must emphasize its leadership practices and inquire
about their existing leadership style drawbacks. The business world now needs a flat culture
with democratic leadership practices. A Flatter culture helps organizations to build internal
communication of the employees and boost their morale.
7. The Need To Develop Self And Others
To keep up with the constantly evolving technology environment, leaders can't sit back and
think, "I know what I need to know," because what they know now is tomorrow's obsolete. The
desire to improve yourself and your teams are now increased. Covid has shown everyone the
reality check. Many HR leaders failed to develop suitable strategies in response to the pandemic
because nobody was prepared to respond to such uncertain situations.

B. Leadership Skills:
Leadership skills include the abilities or strengths shown by people in management roles
that aid in guiding and encouraging a group of people and their team toward achieving a
common goal or set of goals. These skill sets include communication, negotiation, conflict
resolution, decision-making, and more.

Types of Leadership skills:

1. Human Skills:

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Human skills are the personal attributes and social graces that allow people to interact
effectively with others. Individuals with these capabilities are typically skilled at
communication, problem-solving, managing relationships, teamwork, and leadership. A
person with these abilities may also be patient, positive, and able to engage with customers,
clients, or patients easily. They can connect with people to make them feel like they know
the individual personally.
2. Conceptual skills:
Conceptual skills are a form of soft skills that aid your critical thinking and your ability to
see the big picture in complex situations. A person with strong conceptual skills may excel
at creative thinking, strategic planning, and grasping abstract concepts. Conceptual skills
supplement other types of skills called hard skills.
3. Communication skills:
Communication skills are the abilities you use when giving and receiving different kinds
of information. Some examples include communicating new ideas, feelings or even an
update on your project. Communication skills involve listening, speaking, observing and
empathising. It is also helpful to understand the differences in how to communicate through
face-to-face interactions, phone conversations and digital communications like email and
social media.
Types of Communication Skills:
Active listening
Active listening means paying close attention to the person who is speaking to you. People who
are active listeners are well-regarded by their co-workers because of the attention and respect
they offer others.
Adapting your communication style to your audience
Different styles of communication are appropriate in different situations. To make the best use
of your communication skills, it’s important to consider your audience and the most effective
format to communicate with them.
Friendliness
In friendships, characteristics such as honesty and kindness often foster trust and
understanding. The same characteristics are important in workplace relationships. When you’re
working with others, approach your interactions with a positive attitude, keep an open mind
and ask questions to help you understand where they’re coming from.
Confidence
In the workplace, people are more likely to respond to ideas that are presented with confidence.
There are many ways to appear confident such as making eye contact when you’re addressing
someone, sitting up straight with your shoulders open and preparing ahead of time so your
thoughts are polished.
Giving and receiving feedback
Strong communicators can accept critical feedback and provide constructive input to others.
Feedback should answer questions, provide solutions or help strengthen the project or topic at
hand.

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Volume and clarity

When you’re speaking, it’s important to be clear and audible. Adjusting your speaking voice
so you can be heard in a variety of settings is a skill and it’s critical to communicating
effectively.
Empathy
Empathy means that you can understand and share the emotions of others. This communication
skill is important in both team and one-on-one settings. In both cases, you will need to
understand other people’s emotions and select an appropriate response.
Respect
A key aspect of respect is knowing when to initiate communication and respond. In a team or
group setting, allowing others to speak without interruption is seen as a necessary
communication skill.
Understanding nonverbal cues
A great deal of communication happens through nonverbal cues such as body language, facial
expressions and eye contact. When you’re listening to someone, you should be paying attention
to what they’re saying as well as their nonverbal language.
Responsiveness
Whether you’re returning a phone call or sending a reply to an email, fast communicators are
viewed as more effective than those who are slow to respond.

4. Decision Making Skills:

What Are Decision-Making Skills?
Decision-making skills show your ability to select the best possible option from the alternatives
available. The ability to maintain good decisions helps contribute to the company's goal. The
process involves using the information to assess the risk and opportunity associated with each
choice.
Types of Decision Making Skills:
Problem-solving skills
Emotional intelligence
Critical thinking skills
Logical reasoning

Advantages of Decision Making

Gives More Information
Good decision-making process acquires enough information before taking any action. In
decision making, there is a large number of peoples involved. It is undertaken by the whole
group rather than by a single individual. Each person gives his perspective to handle a particular
situation.

Increase People’s Participation

Decision making in the organisation is done by a group of peoples working in the organisation.
It is not carried out by a single individual rather than by a group of people.

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 UNIT 4: LEADERSHIP STYLES AND SKILLS

Provide More Alternatives

Companies are able to get different alternatives for a particular situation through group decision
making. There are different people working as a group for proper decisions. Each person looks
differently to a particular problem.

Improves The Degree Of Acceptance And Commitment

Companies always face the chances of conflict among its staff working in the organisation.
Through group decision making each person gets equal right to share his views and ideas.

Improves The Quality Of Decisions

Decision making helps in taking quality decisions at the right time. There are different experts
engaged by organisations in their decision-making group. These peoples have through
knowledge and creative thinking.

Helps In Strengthening The Organisation

It helps in improving the strength of the organisation. Decision making provides a platform to
each individual working in an organisation to equally represent their ideas. Everybody gets an
equal right to take part in managing the organisation.

Disadvantages of Decision Making

Costly
The first and foremost disadvantage of decision making is that it is too expensive to process.
Decision making in organisations involves different peoples for taking proper action.

Time-Consuming
Decisions are of no use if they are not taken timely. Decision making involves a series of steps
to be followed to arrive at a particular conclusion.

Individual Domination
This is another disadvantage of the decision-making process in an organisation. There may be
a possibility that all members are not treated equally in a group created for decision making.

Ambiguous Responsibility
Another disadvantage of decision making is that responsibility is not clear. In the case of
individual decision making, responsibility is on a single person.

C. Women in Leadership:
Women leaders are more transformational than men leaders. They function as a role model for
their subordinates. They inspire their team and spend a lot of time coaching their team. They
care a lot about their personal development. Women leaders emphasize teamwork and authentic
communication as a key to success.

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 UNIT 4: LEADERSHIP STYLES AND SKILLS

Characteristics of Women Leadership

Strong Female Leaders Find Opportunities for Improvement
Whether it involves seeking advice from a trusted individual or a group of their peers, strong
female leaders continue to seek input from others. They recognize that there are things they
could be doing better and tirelessly work to meet those goals.
Strong Female Leaders Keep an Open Mind
Women in leadership positions aren’t afraid to see a situation from a variety of angles. They
tend to attempt to understand a situation as organically as possible by asking the right questions
at the right time, rather than bend a situation to their own will.
Female Leaders are Mindful
In today's constantly connected culture, the importance of this cannot be overstated enough.
Strong female leaders often meditate or practice the art of mindfulness on a regular basis to
generate much needed moments of introspection.
Strong Female Leaders Take Responsibility
Whether something is going perfectly or disaster strikes, strong female leaders accept the
consequences of their actions. They don't play the victim or try to pass the buck onto someone
else.
Female Leaders Aren't Afraid to Step Out of Their Comfort Zone
Strong female leaders are more apt to take chances that make them uneasy, or that aren't the
"safe" decision to make. They understand that by stepping outside of their comfort zones, they
create new and better opportunities for self-improvement.
Strong Female Leaders Make Equality a Reality
Strong female leaders understand that equality doesn't happen without action, so they
themselves often step up and act as the guiding light that shines the way.
Strong Female Leaders Treat Others with Respect
Women in leadership positions tend to practice the Golden Rule with great efficiency. They
treat others the way they themselves want to be treated and enjoy the many benefits that come
about as a result.
Strong Female Leaders Trust Their Instincts
Finally, strong female leaders, more than anyone else, have a tendency to understand that
sometimes the most important voice is their own. They trust their instincts in an
uncompromising way and we're all the better because of it.

Challenges/Limitations of women leadership:

Sexism
Sexism, veiled or overt, holds professional women back. Sexual harassment, inequitable work
environments, and subtler forms of sexism place a huge burden on professional women
working toward their goals. For example, when professional women constantly get interrupted
or mistaken for administrative assistants at board meetings, it takes a mental toll that can stall
their progress.

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 UNIT 4: LEADERSHIP STYLES AND SKILLS

Less Developed Female Leadership Networks

Men’s historical dominance in the workplace has resulted in less developed networks of female
leaders. Such networks play a critical role in mentoring and sponsoring budding female talent.
Some female leadership networks might offer formal presentations about strategies for
following up in business, while others might feature casual get-togethers over wine during
which professionals have a chance to build relationships and learn about one another’s
businesses and how to help one another.
Family Responsibilities
Professional women often face significant challenges balancing work and family. Their family
responsibilities can limit their ability to pursue leadership positions. That’s because despite the
fact they have full-time jobs, they also frequently have the lion’s share of household
responsibilities, such as caring for young, sick, or elderly family members.
Limited Access to Established Networks
Social activities, formal and informal, such as golf or happy hours, too often leave professional
women out, not because women wouldn’t join but because men don’t invite them. In turn,
professional women miss opportunities to build the rapport and relationships responsible for
career advancement.
Less Assertive Tactics When Seeking Promotions
Perhaps women tend to use less assertive tactics when seeking promotions out of a concern
they could encounter gender bias and stereotyping. Nonetheless, the failure to self-advocate a
well-deserved raise or promotion slows professional women’s rise to higher levels of
leadership.
Structural Barriers
Historical sexism and gender bias have resulted in structural barriers that serve as obstacles to
women trying to climb the rungs of the corporate ladder.

Opportunities of a women in leadership

Reasons Why We Need More Women In Leadership Roles
Women bring fresh perspectives
Diverse experiences and viewpoints play a significant role in fostering innovation since varied
perspectives lead to better decision-making. As a result, companies with higher degrees of
diversity tend to outgrow those with lower diversity percentages.
Women lead more effectively
Recent research by Business Insider showed that women are perceived as better and more
capable leaders in comparison to their male counterparts.
Women are more empathic
In terms of the roles they play throughout their life, empathy is often considered the greatest
superpower a female possesses. An empathic leader can accept that everyone perceives the
world differently without passing judgment.
Women are better communicators
Women are great at communicating and collaborating in everyday aspects of life. Women are
considered to communicate with intimacy and connection at the workplace, making them better

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 UNIT 4: LEADERSHIP STYLES AND SKILLS

communicators. On the other hand, male leaders speak with authority and have a one-
upmanship mentality.
Women handle crises better
Women have the qualities of leadership that are most appealing especially in case of
contingency or an emergency of any sort. People-development, the capacity to set clear
standards and rewards, the ability to serve as a role model, the ability to inspire, and
participatory decision-making are all examples.
Women leaders can help bridge the gender pay gap
According to data by the United Nations, globally the pay gap between men and women is 16
percent, meaning women earn 84 percent of what men do.
Women make amazing mentors
The significance of mentors, particularly for the younger generation, cannot be overstated.
Everyone, regardless of gender, requires someone to mentor them as they advance in their jobs.
Women leaders, in particular, are more vital mentors and coaches of emerging potential than
men.

Transgender Leadership:
A term that describes a person whose gender identity is different from the sex they were
assigned at birth. For example, a transgender person who was assigned female at birth may
identify as male, a combination of male and female, or neither.
Transgender is a broad term that can be used to describe people whose gender identity is
different from the gender they were thought to be when they were born.
Transforming a Community
When transgender people have a chance to develop their leadership skills, they find
opportunities to tell their own stories. This is transformative. These leaders become role models
for their communities. They reinforce community norms that uplift and shape the lives of their
peers today and generations who are coming behind them.
Leadership development helps transgender people find their voice, build capacity for greater
responsibility and make commitments to deeper personal accountability. It takes courage to
step up as a leader, and to show up confidently and unapologetically as your true and authentic
self. From a prevention perspective, we find that leadership development also helps increase
protective factors and decrease risk factors—a vital part of healthy lifestyle and disease
prevention.

Challenges/Limitations Faced by trans genders in India:

Transgender face a lot of issues in this country including physical abuse, mental abuse, verbal
abuse, not giving them the equal rights as other genders.
History and its significance:
In our country, there are socio-cultural groups of transgenders including hijras, jogtas,
jogappas, Sakhis and Aradhis. They all face severe discrimination, sexual harassment in every
part of this country on a daily basis. These communities are not something that came into
existence in the recent centuries, if we look back in history, they have a record of almost 4000
years. Including mythological times, there is mention of napunsaka in our Vedic literature as
well.

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 UNIT 4: LEADERSHIP STYLES AND SKILLS

Problems associated with Transgender persons in India:

 Discrimination: Transgender population remains one of the most marginalized groups.

Sexuality or gender identity often makes transgender a victim of stigmatization and
exclusion by the society
 Ostracization: Transgender individuals are often ostracized by society and sometimes,
even their own families view them as burdens and exclude them.
 Poverty: In many cases, this lack of legal protection translates into unemployment for
transgender people
 Education: Transgender people are unable to access equal educational opportunities
because of harassment, discrimination and even violence. Most transgender children are
forced to drop out of schools as Indian schools remain unequipped to handle children with
alternative sexual identities
 Health: Transgenders frequently experience discrimination when accessing health care,
from disrespect and harassment to violence and outright denial of service. The community
remains highly vulnerable to sexually transmitted diseases like HIV AIDS. According to a
recent UNAIDS report, the HIV prevalence among transgenders in India is 3.1% (2017).
 Mental health issues include depression and suicidal tendencies, and violence-related
stress
 Employment: They are economically marginalised and forced into professions like
prostitution and begging for livelihood or resorting to exploitative entertainment industry.
 Access to Public spaces and shelter: Transgenders face direct discrimination and denial
while accessing houses or apartments. Further, they also face problems due to lack of
provision of gender neutral/separate transgender toilets and discrimination in accessing
public toilets
 Civil Status: Possessing accurate and consistent identification documents has always been
challenging for the transgender community.
 Gender-based violence: Transgender are often subjected to sexual abuse, rape and
exploitation.

Meet These 6 Trans Women Who Proved Themselves as Achievers

Dr Kalki Subramaniam
Subramaniam is multi-talented as she is a writer, an actor and also an entrepreneur.
Manabi Bandopadhyay
Bandopadhyay has a lot of firsts in her kitty. Starting from the latest, in 2015, she became the
first transgender woman to be appointed the Principal of Krishnagar Women's College in Nadia
district of West Bengal.
Shabnam Bano
Four years after the hijra community was allowed to cast their vote, Shabnam Bano, also known
as Shabnam Mausi (Aunty), was elected member of the Madhya Pradesh State Legislative
Assembly from the Sohagpur constituency and held the office from 1998 to 2003.
Nitasha Biswas

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 UNIT 4: LEADERSHIP STYLES AND SKILLS

In 2017, while you were busy discussing your #MeToo moments on social media, Kolkata
trans girl Nitasha Biswas rose to fame and went on to win India's First Transgender Beauty
Queen.
Padmini Prakash
Coimbatore's local news channel LOTUS TV appointed Padmini Prakash as a prime-time news
presenter, which makes her India's first transgender news anchor.
K. Prithika Yashini
K. Prithika Yashini is India's first transgender police officer and just like others, her path to
success wasn't an easy one. Her application to join the force was rejected by Tamil Nadu
Uniformed Services Recruitment Board as she couldn't opt for a gender - male and female.

E-Leadership (Electronic Leadership):

E-leadership is a social influence process, mediated by technology, to produce a change in
attitudes, feelings, thinking, behaviour, and performance with individuals, groups, or
organizations to direct them toward achieving a specific goal.

Role/Advantages of Electronic/Digital Leader?

There are certain traits or skills that a digital leader must have. They are as follows:
1. Ability to network well
A digital leader needs to have brilliant communication and be able to network well and
maintain those relationships. This will ensure that the business is updated with all the fast-
paced changes that occur.
2. Belief in vision
A good digital leader should have a strong vision and have faith in that vision. The employees
will only follow a leader if they strongly believe the cause of their work. This furthers
innovation and adds a holistic approach to the strategy.
3. Good understanding of digital tools
Digital leaders MUST be well-versed with digital tools and be able to teach their peers and
teams the same ensuring the proper understanding of the technology. Without the skills being
imparted, resources are wasted.
4. Ascertaining which risks to take
Taking risks is very important to further organizations in the challenging business environment;
a good digital leader should take calculated risks to evolve the business.
5. Willing to change
Being adaptable is a very essential trait in a digital leader. If they are not willing to change, it
will be detrimental to the business.
6. Cohesive
A digital leader needs to be collaborative and so as to ensure cohesiveness and smooth work
between departments. This will ultimately add value to the organization.
7. Creativity
Being curious and creative go a long way with digital leadership; being open to ideas, concepts,
and thinking out of the box aid organizations in the achievement of their goals. Inspiration can
come from anywhere.

20
 MANGALORE INSTITUTE OF MANAGEMENT & SCIENCE
# 68, Ullal Main Road, Near, Bangalore University Qtrs, Bangalore-560056
IV SEMESTER BCA PREPARATORY EXAMINATION-AUGUST 2023
Subject: BUSINESS LEADERSHIP SKILLS
Time: 2 ½ Hour Model Question Paper-1 Max. Marks: 60
Instructions: Answer all the sections
SECTION – A
1. Answer any Six questions. Each question carries two marks. (2X6=12)
a. Give the meaning of Leadership.
b. Give the meaning of ethical leader.
c. What is team decision making?
d. Name any four leadership styles you know.
e. What is leadership skills.
f. State any two benefits of remote working.
g. What is women leadership.
h. Give the meaning of transgender leadership.

SECTION – B
Answer any three questions. Each question carries four marks. (4X3=12)
2. Explain the functions of Leadership.
3. Explain the benefits of ethical leadership.
4. Explain the importance of team decision making.
5. Explain importance of leadership style.
6. Analyse the need of women in leadership.

SECTION – C
Answer any three questions. Each question carries twelve marks. (12X3=36)
7. Explain the qualities of an effective Leaders.
8. What is leadership. Explain the different levels of leadership.
9. What is leadership influence? Explain characteristics of effective leadership influence.
10. Briefly explain various styles of leadership.
11. What is transgender leadership. Explain challenges faced by transgender in India.

**********************************ALL THE BEST************************************

 MANGALORE INSTITUTE OF MANAGEMENT & SCIENCE
# 68, Ullal Main Road, Near, Bangalore University Qtrs, Bangalore-560056
IV SEMESTER BCA PREPARATORY EXAMINATION-AUGUST 2023
Subject: BUSINESS LEADERSHIP SKILLS
Time: 2 ½ Hour Model Question Paper-2 Max. Marks: 60
Instructions: Answer all the sections
SECTION – A
1. Answer any Six questions. Each question carries two marks. (2X6=12)
A. Define Leadership.
B. What is leadership theory?
C. What is team empowerment.
D. State any two transgender leaders of India.
E. What is E-Leadership.
F. Give the meaning of women leadership.
G. What is conflict resolution.
H. What do you mean by personal values.

SECTION – B
Answer any three questions. Each question carries four marks. (4X3=12)
2. Analyse the Charteristics of a Leader.
3. Explain the traits of ethical leaded.
4. Explain benefits of leadership influence.
5. Briefly explain features are observed in women leadership
6. Explain leadership trends.

SECTION – C
Answer any three questions. Each question carries twelve marks. (12X3=36)
7. Explain the different roles of Leadership.
8. Briefly explain traits of good leader.
9. Explain challenges in team decision making.
10. What is skills of leadership. Explain various skills of leadership.
11. Briefly explain advantages and disadvantages of women in leadership.

**********************************ALL THE BEST************************************

 MANGALORE INSTITUTE OF MANAGEMENT & SCIENCE
# 68, Ullal Main Road, Near, Bangalore University Qtrs, Bangalore-560056
IV SEMESTER BCA PREPARATORY EXAMINATION-AUGUST 2023
Subject: BUSINESS LEADERSHIP SKILLS
Time: 2 ½ Hour Model Question Paper-3 Max. Marks: 60
Instructions: Answer all the sections
SECTION – A
1. Answer any Six questions. Each question carries two marks. (2X6=12)
a. Give the meaning of Leader.
b. Mention any three theories of leadership.
c. What is power.
d. What is influence.
e. What is E-Leaderships.
f. What is personal values.
g. What is women leadership.
h. Give the meaning of transgender leadership.

SECTION – B
Answer any three questions. Each question carries four marks. (4X3=12)
2. Explain the characteristics of Leadership
3. Briefly explain Great man theory.
4. Explain sources/types of power.
5. Difference between ethics and values in leadership.
6. Explain leadership trends.

SECTION – C
Answer any three questions. Each question carries twelve marks. (12X3=36)
7. Explain the functions and importance of leadership.
8. What is theories of leadership? Explain theories of Leadership.
9. What is team decision making? Explain role of leader in desion making.
10. What is transgender leadership and explain challenges faced by transgender in India.
11. Briefly explain various leadership skills.

**********************************ALL THE BEST************************************