The process of influencing and supporting others to

work enthusiastically toward achieving objectives

- John Newstrom and Keith Davis

Leadership is the process whereby one individual

influences other group members towards the
attainment of defined group or organizational goals.
- Baron and Greenberg
1. Understanding The Needs And Characteristics Of The Post

2. Knowing And Using The Resources Of The Group

3. Communicating
4. Planning
5. Controlling Group Performance

6. Evaluating

7. Setting the Example

8. Sharing Leadership

9. Counseling

10. Representing the Group

11. Effective Teaching

Management is a process of planning, organising,
coordinating, directing and controlling the activities of
others.

Managership is the authority to carry out these functions.

Leadership, as mentioned above, is the process of

influencing for the purpose of achieving shared goals.
Managers administer, leaders innovate
Managers ask how and when, leaders ask what and why
Managers focus on systems, leaders focus on people
Managers do things right, leaders do the right things
Managers maintain, leaders develop
Managers rely on control, leaders inspire trust
Managers have a short-term perspective, leaders have a longer-term
Managers accept the status-quo, leaders challenge the status-quo
Managers imitate, leaders originate
Managers emulate the classic good soldier, leaders are their own person
Managers copy, leaders show originality
 Democra
tic Style
Peace
Coercive Setting
style Style

Leadership
Styles

Authorita Coaching
rian Style Style

Affiliativ
e Style
This style involves retention of the full authority with the leader.
This type of leadership is visible in the Defense forces.

Advantage:
1. The tasks can be accomplished efficiently and quickly, without
wasting time in a two way communication process.

Drawback:
1. This style leads to low employee morale, losing initiative and
avoiding shouldering of responsibility.
 Here the leader adopts an extreme top-down decision making
style, thereby killing all new ideas on the other side.
This is because the leader does not believe or encourage a two
way communication flow.

Advantage:
The coercive leadership style can help to break failed business habits
and shock people into new ways of working. It is effective in case of
emergency like fire etc.
Drawbacks:

1.This leadership style is not effective in the long run as it is

insensitive to the morale and feelings of the followers.

2.Employees lose their sense of ownership and feel little

accountability for their performance.

3.Coercive leadership has a damaging effect on the reward system,

leaving high performance workers de-moralized, de-motivated.

 As per this style the leader confers final authority on the
group. The entire group functions as collectors of opinion and
together takes a consensus decision.
Advantages:
1.This style is effective for a high performing group members who
get highly motivated when they are allowed to make decisions and
experience feelings of increasing self-worth and satisfaction due to
this.
2.When decision is arrived at through discussions and employees
participation, it not only gains more acceptance but also paves the
way for better quality solutions to problems.
Drawbacks:

1.The democratic style does not work always especially when the

leader is unwilling to delegate authority completely to the

subordinates.

2.At times when the subordinates are not mentally and physically

willing to shoulder the entire responsibility of decision making this

style does not work.

 Under this style, the leader sets extremely high performance
standards and exemplifies them himself.
The leader is quick in pointing out poor performers and
demands more from them. If the subordinates are not able to rise to
the occasion, the leader replaces them with people who can.
Advantages:
1.This style works well when all employees are self motivated, highly
competent and need little direction or co-ordination.
E.g.: R & D groups ,legal teams etc.
Drawbacks:
1.Pace setter leader demands for excellence which results in a drop
in employees’ morale thus destroying the organizational climate.
2.The employees feel that work is not something which one is
required to give his/ her best performance but is more of second
guessing (or mind reading) of what the leader wants.
3.The employees are not given any feedback on their work
performance and the leader merely will forcefully take over when he
feels work is lagging.
4.Should such a leader leave, the employees will feel directionless.
 This approach involves the leader listening to the subordinates,
trying to seek an understanding of each key employee as a person,
exploring their lives, dreams and aspirations.
The leader gets work done by developing good interpersonal
communication and building relationships by being empathetic to his
employees.
Advantages:
1.An affiliative leader is able to build rapport with the employees
2.Affiliative leader displays high emotional intelligence, empathy in
building relationships and good communication which will work well in
all types of work environment and work groups.
Advantages:
3. An affiliative leader displays a natural ease in forming new
relationships by getting to know the employee as a person, cultivating
a bond with them and thus willingly extract the desired work
performance.
Drawbacks:
1.In case of emergencies or quick decisions to be taken and
implemented, the leader may have to combine this style with probably
another style (say authoritative style) to get a fast responses.
 Coaching leaders help employees to identify their unique
strengths and weaknesses and tie these up to their personal and
career aspirations.
Coaching leaders are ready to delegate, provide challenging
assignments to subordinates and willing to put up with short term
failure if this could result in long term learning.
Advantages:
1.Coaching style primarily focuses on personal development.
2.Coaching style enables the employee to be aware of what is expected
of him and of how his job will fill into the larger vision or strategy,
thereby ensuring clarity of work.
3.Coaching style facilitates the employee commitment to the job
Drawbacks:
1.the coaching style is used least often especially because the leaders
do not have the time in the existing high pressure economy to go slow
and adopt the tedious work of teaching people and helping them grow.
2.The coaching style makes little sense when the employees for
whatever reason are resistant to learn or change their ways.
3.This style may be unsuitable or ineffective if the leader is unfamiliar
or lacks the expertise to coach and give constructive feedback to his
subordinates.
1. Bureaucratic Leader

2. Charismatic Leader

3. Laissez-faire ("Let Do") Leader

4. People-oriented Leader

5. Task-oriented Leader

6. Servant Leader

7. Transaction Leader

8. Transformation Leader

9. Environment Leader
1. Transformational Leadership

2. Women As Leaders

3. Charismatic Leadership

4. Emotional Intelligence
 Transformational leadership implies a process whereby
an individual attempts to elevate his or her consciousness
(chetana) so that various common place conflicts and dualities
begin in at higher level of synthesis.

Transformational leadership has the ultimate aim of

raising the level of human conduct and ethical aspiration of both
the leader and the led. The leader’s main thrust is to elevate,
inspire, evangelize his followers and himself to higher things in life.
1. Sulajja Firodia Motwani (Kinetic Engineering)

2. Ekta Kapoor – Creative Director (Balaji Telefilms)

3. Kiran Mazumdar (CMD, Biocon)

4. Indira Nooyi (CEO, Pepsi)

 Emotional intelligence refers to one’s ability to monitor
own and others’ emotions, discriminate among them, and use the
information to guide his or her thoughts and actions.
Specifically emotional intelligence consists of the following four
dimensions –
1. Emotional atonement or self awareness and people skills
2. Emotional management
3. Self-driven
4. Self-management skills
The hallmark of emotional intelligence namely, self
awareness, empathy, adaptability and self confidence are learned
capabilities and they can be developed.
developed
 Charisma is a leadership trait that can help influence
employees to take early and sustained action.

Charismatic leaders are dynamic, risk takers who show

their expertise and self confidence, express high performance
expectations, and use symbols and language to inspire others.

However, charismatic leadership may not always be

needed to achieve high levels of employee performance. It may be
most appropriate when the follower’s task has an ideological
component.
component