5) Explain different leadership styles.

Is there any difference between successful

and an effective leader? Discuss with suitable examples from an organization you
are familiar with. Describe the organization you are referring to.

Define leadership

Role of leadership in management

Leadership styles

Difference between Successful and effective leader

Case Study of an Organization

Analysis

Recommendation

References

Leadership
Leadership is a great quality and it can create and convert anything, it is the
ability of a manager to induce subordinates to work with confidence and zeal.
Some definitions of leadership are as follow:According to Peter Drucker - Leadership "is not making friends and influencing
people i.e., salesmanship. Leadership is the lifting of man's vision to higher
sights, the raising of man's performance to higher standards, the building of
man's personality beyond its normal limitations
According to Louis A Allen - "A leader is one who guides and directs other
people. He gives the efforts to his followers a direction and purpose by
influencing their behavior".

Question 5/MS-1/2009

In the words of Theo Haimann - "Leadership is the process by which an

executive imaginatively directs guides and influences the work of others in
choosing and attaining specified goals by mediating between the individuals and
the organization in such a manner that both will obtain maximum satisfaction".
From the above definitions we can conclude that leadership is a psychological
process of influencing subordinates and providing guidance, directing and
leading the people in an organization towards achieving objectives of the
enterprise.

Leadership styles
Each type of action is related to the degree of authority used by the boss and to
the degree of freedom available to his subordinates in reaching decisions.
Leadership styles are classified as follow:1) Autocratic Leaders: - Autocratic leadership can be roughly translated as

"A person with unlimited power or authority".

Pros of Autocratic Leaders
1) In the workplace, some conditions may simply call for urgent action, and in
these cases an autocratic style of leadership may be best style to adopt.
2)

In fact, in times of stress or emergency subordinates actually prefer an

autocratic style - they prefer to be told exactly what to do.

3) When a new employee is hired , it is autocratic leadership style which is

required in order to aware him with the policy and working culture of
organisation

Question 5/MS-1/2009

Cons of Autocratic Leaders

1) The communication style of an autocratic leader is usually described as one
way. They tell you exactly what they want done.
2) The feedback you would get from this type of leader would generally be
unplanned. They would simply tell you when you've made a mistake.
3) The decision making process is usually unilateral and they accomplish goals
by directing people.
4) If you company is struggling with low morale or is interested in building
employee relationships, an autocratic leadership style will only make things
worse
Example: - Martha Stewart built her empire with personal attention to each
and every detail. Whether you like her or not, she was meticulous and
demanding. She was also very successful in her endeavors and in using her
autocratic management style.
2) Participative or Democratic Leadership style
A democratic leader is one who consults and invites his subordinates to
participate in the decision making process. He gives orders only after consulting
the group; sees to it that polices are worked out in group decisions and with the
acceptance of group
Pros of Participative or Democratic Leadership
1) The manager largely avoids the use of power to get a job done
2) Leader behaves that a desired organizational behavior can be obtained if
employees' needs and wants are satisfied
3) leader recognizes human value for greater concern for his subordinates

Question 5/MS-1/2009

4) Subordinates are supervised, guided and aided rather then threatened

and commanded to work.
5) Since employees or followers have an equal say in the decision-making
process, they are more committed to the desired outcome
Cons of participative or Democratic Leadership
1) Mistakes are not viewed seriously.
2) Disciplinary action breeds discontent and frustration among employees
and creates an unhealthy work environment.
3) The democratic leader depends on the knowledge of his followers or
employees. If the workforce is inexperienced, this style is not very
effective
Example: - one of the best examples of a democratic leader is also a political
figure - Dwight D. Eisenhower (a Republican no less!). As a military leader
Eisenhower was faced with the difficult task of getting the Alliance forces to agree
on a common strategy. Eisenhower worked hard to make sure everyone worked
together to come to a common understanding. This was one of his greatest
achievements. It was here that the democratic leadership style and collaborative
efforts of Eisenhower shone through and with a victory of the Alliance forces to
help back up the correctness of the approach
3) Free Rein Leadership
A free rein leader does not lead, but leaves the group entirely to itself .Such a
leader allows maximum freedom to subordinates. They are given a free hand in
deciding their own policies and methods. Here, the leader acts as an umpire and
coordinator of information. This type of leadership style is also known as the
permissive style of leadership, where there is least intervention by the leader,
abdication of authority and letting the group cooperate entirely on its own. This
type of direction can produce good results if the subordinates are highly
educated.

Question 5/MS-1/2009

Pros of Free rein leadership:1) Subordinates feels there importance for the organisation and thus tries to
give there best of capabilities
2) Development and creativity of Subordinates increases thus helps to train
subordinates in decision making process and prepares him as future
manager for the organisation.
Cons of Free rein leadership
1) subordinates must be highly educated and brilliant people otherwise can
lead to big loss to organisation
2) Such leadership can bring lousiness and fearless thinking in mind frame of
subordinates and can thus affect his productivity and ability to perform
assign task.
3) Subordinates tend toward idleness when direction from the leader is
absent
Difference between Successful and effective leader
Successful Leader:- speed of promotion as the measure of success, it was
found that successful leaders spent relatively more time and effort socializing,
politicking, and interacting with outsiders than did their less successful
counterparts. Perhaps equally important, the successful real managers did not
give much time or attention to the traditional management activities of planning,
decision making, and controlling or to the human resource management activities
of motivating/reinforcing, staffing, training/developing, and managing conflict. The
goal of a successful leader is to achieve the goal assign to him, and is purely
concern with results
Question 5/MS-1/2009

Effective leader: - Effectiveness is defined as the perceived quantity and quality

of the performance of a manager's unit and his or her subordinates. Satisfaction
and commitment, then the biggest relative contribution to real manager
effectiveness comes from the human oriented activities - communication and
human, resource management. Effective leader does not walk alone with his
success, he takes his counterparts and his subordinates with his success, He
keep a vigilance on his subordinates activities and provide them proper feedback
and guidance to achieve the desired goal.
Above definitions suggests that. Networking activity had by far the strongest
relative relationship to success, but the weakest with effectiveness. On the other
hand, human resource management activity had a strong relationship to
effectiveness (second only to communication activity), but had the weakest
relative relationship to success. In other words, the successful real managers do
not do the same activities as the effective real managers (in fact, they do almost
the opposite).(Henry Mintzberg, The Nature of Managerial Work, New York: Harper & Row, 1973,
John Kotter, The General Managers, New York: Free Press, 1982)

Question 5/MS-1/2009

Case study of Sunpharma Azura Division ZSM & RSM Management

Styles.
Azura is one of division of Sunpharma dealing in cardiology and diabetic
segment, West zone sales manager is Mr.Z.S.Palekar and West zone Gujarat
Regional Sales manager is Mr. Subhash chakrborty,The sales target for the
Gujarat region for Azura division in Month of March was 50 Lakhs , and the
Gujarat zone was having vacancy in different sub regions ,regional manager
was being under lots of pressure to achieve targets assigned to him, he have
forwarded the pressure on his area sales manager and marketing
representative ,Sales manager and marketing representative was aware of
there region situation and had conveyed message to there regional manager
about the situation and asked them to talk with management to reduce the
target assigned to them as it in was in no condition achievable, but regional
sales manager had not care about those request and ordered the area sales
manager to reach the target anyhow, he also advised area sales manager
and marketing representative to put dump stock at distributor level and reach
the target, he himself had word with different distributor agencies across the
region and used his personal relation to put a dump order to reach his target,
eventually with efforts and social network of regional sales manager target for
the month of March was achieved, In the quarterly sales review meeting, this
issues was raised by area sales manager in front of zonal sales manager
,zonal sales manager listened and inquire whole case and he forwarded
request to national sales manager to again review on the sales target for
Gujarat region and provide them a new target due to reasons mentioned by
area sales manager and marketing representative and stock level at
distributor end.

Question 5/MS-1/2009

Analysis
ZSM Mr.Z.S.Palekar a successful and effective manager

Mr.Palekar

had

perceived

quantity

and

quality

of

the

performance of a manager's unit and his subordinates and have

analyzed the need for situation ,

He believed that aiming to what which was not practically not

achievable will land you no where and had thus shown a
positive approach on recommendation of his subordinates

He was aware that if this step is not taken , there will be loss of
skill employees due to immense pressure on them

He had as well aware for the future consequences of achieving

target, i.e. dumping stock will result in stock expiry and return to
organisation and thus will lead to twice loss in sales revenue.

RSM Subhash Chakraborty successful but not an effective manager

Subhash Chakraborty being an autocratic leader had not

care about he views and opinions of his subordinates

His aim was to achieve success at any condition without

thinking of the consequences

He has made his social networking and relations with

distributor so strong that distributor agency had put a dump
order on his request.

Question 5/MS-1/2009

Conclusion: - ZSM Mr.Palekar was an efficient and successful leader as he was

aware of the situation and future consequences, he have long term vision in both
aspect I.e. to retain his human resources and monitor inventory level across
region, where as RSM Mr.Shubash was having short sight to achieve his
objective to fulfill target specified by organisation, he was very effective in
networking and doing politics and have overlook his subordinates views and
suggestion.
References:1)Henry Mintzberg, The Nature of Managerial Work, New York: Harper & Row, 1973,
2) John Kotter, The General Managers, New York: Free Press, 1982)
3) Peter F. Drucker, "Management Tasks, Responsibilities and Practices", Harper &

Row, New York (1974).

4) Louis A Allen, Management and Organization, McGraw Hill, New York, 1958.

Question 5/MS-1/2009