Unit-5

Syllabus
Leadership: What is leadership, types of leaders and
leadership styles, traits and qualities of effective leader,
trait theory, LSM – Leadership Situational Model, Team
Building, Tuckman Model of Team Development.
Organizational Change: Meaning of organizational change
approaches to managing organizational change, creating a
culture for change, implementing the change, Kurt Lewin
Model of change. Case Studies
 Definition

According To Peter Drucker:

“The only definition of a leader is someone who has
followers.”

Definition:
“Leadership is a process of social influence, which
maximizes the efforts of others, towards the achievement
of a goal.”
 Functions
• Leader develops team work.
• Representative of subordinates.
• Counselor.
• Leader uses power.
• Time management.
• Strives for effectiveness.
 Importance

• Inspires employees.
• Secures cooperation.
• Creates confidence.
• Provides good working climate.
 Types of Leader

• Managerial.
• Relational.
• Motivational.
• Inspirational.
• Transformational.
Styles of Leadership
• Democratic.
• Autocratic .
• Laissez-Faire.
• Strategic.
• Transformational.
• Transactional.
Trait & Qualities

• Intelligence.
• Communication Skills.
• Emotional Balance.
• Technical Skills.
• Inner Drive.
• Energy.
• Human Relation .
 TRAIT THEORY OF LEADERSHIP
• The trait model of leadership is based on the characteristics of
many leaders, both successful and unsuccessful and is used to
predict leadership effectiveness.
• The resulting lists of traits are then compared to those of potential
leaders to assess their likelihood of success or failure.
• Trait approach attempted to identify physiological, demographic,
personality, self-confidence, aggressiveness, intellectual, task-
oriented and social characteristics with leader emergence and
leader effectiveness.
Contd
TRAITS OF LEADERSHIP

• Drive.
• The desire to Lead.
• Honesty and Integrity.
• Self-confidence.
• Intelligence.
• Job-Relevant Knowledge.
 Leadership Situational Model
Situational Leadership Model, is a model created by Paul Hersey and Ken
Blanchard, developed while working on Management of Organizational Behavior.
The theory was first introduced in 1969 as "life cycle theory of leadership“

Contd
 Leadership Situational Model
(Contd)

S1. Directing: a lot of direction by the leader and little support; low
competence and low motivation.
S2. Coaching: a lot of direction by the leader and a lot of support; low
competence and high motivation.
S3. Supporting: little direction by the leader and a lot of support; high
competence and low motivation.
S4. Delegating: little direction by the leader and little support; high
competence and high motivation.
 Team Building

Definition: Team building is a management technique used for

improving the efficiency and performance of the workgroups through
various activities. It involves a lot of skills, analysis and observation
for forming a strong and capable team. 

The manager must encourage communication and interaction among

the team members and also reduce stress with the help of various team-
building activities.
 Tuckman's Model

Psychologist Bruce Tuckman came up with the memorable phrase "forming,

storming, norming, and performing" in his 1965 paper, "Developmental Sequence in
Small Groups."

It describes the path that teams follow on their way to high performance. Later, he
added a fifth stage, "adjourning" (also known as "mourning") to mark the end of a
team's journey.
Team Building Development stages
 Organizational Change
In general sense, change is to make or become different, or
give or begin to have different from. Organizational change
refers to the process of growth, decline and transformation
within the organization. 

Mr. John Bull defines organizational change as “When an

organizational system is disturbed by some internal or
external force, change frequently occurs. Change as a
process, is simply modification of the structure or process
of a system. It may be good or bad, the concept is disruptive
only”.
 Managing Organizational Change

Change management is the systematic approach and

application of knowledge, tools and resources to deal with
change. It involves defining and adopting corporate
strategies, structures, procedures and technologies to handle
changes in external conditions and the business
environment. 
 APPROACHES TO MANAGING
ORGANIZATIONAL CHANGE

• Kotter’s change management approach.

• Six Change approach

 Kotter change management approach
This theory has been devised by John P. Kotter, who is a Harvard
Business School Professor and author of several books based on
change management. This change management theory of his is divided
into eight stages where each one of them focuses on a key principle
that is associated with the response of people to change.
 The Six Change Approaches
Kotter & Schlesinger suggested resistance to change.

(Contd)
The Six Change Approaches
(Contd)
 Creating a Culture for Change

• Clarify values and organizational culture code.

• Reinforce the vision and purpose – Ensure that everyone in the
organization is clear on vision, values, culture code and how those
elements lead to success.
• Empower behaviors aligned with values, culture code and vision.
• Align conversations up and down the organization.
• Target effort on high impacts areas.
• Emphasize success, plan for wins, celebrate change.
Implementing Change

• Prepare for Change.

• Explain the Change.
• Acknowledge the Loss.
• Create the Climate.
• Build a Plan.
•  Launch and Sustain.
Kurt Lewin Model
 CASE STUDY
John was the personnel executive of a reputed bank and had been
working there for 15 years. During this period he had developed a
good rapport with the subordinates. The subordinates commonly
sought his help for their personal problems. Frank was a clerk and
had been working with the bank for the past 20 years. One day,
Frank went to John and confessed to him an event of his past. He
said that when he was a teenager, he was caught stealing and had
been sentenced to prison for 2 years. But he escaped from the
prison, when 6 months were left. 
(Contd)
 CASE STUDY
(Contd)
This had been a secret since, but he often had nightmares and he asked
John to help him. John expelled Frank from the bank and handed him
over the police. When the Vice-President came to know about John's
actions, he sacked John on the grounds that he had breached the faith
of the employee. John wrote a letter to the President explaining that he
was not a priest and so cannot be expected to remain confidential.
Since Frank was a runaway convict he had done his social duty by
handing him over to the police. Moreover, it was company's policy not
to employ any ex-convicts. Since all his actions were justified, he
should be reinstated.
 Questions
Q.1 What should the president do?

Q.2 If you are Mr. john what will you do?

 Answer Q No. -1
1.Problem Identification:- Role of action about the President .

2.Assumptions:- It is presumed that the president would have undergone

the following.
(a) President should have gone through the personnel policies and could
have also consider the ethical and loyal conduct of the personnel
executive.
(b) Should consider revoking the termination of the executive and a clerk.
3.Analysis:-
President is the head of the bank he should go with the bank policies
because policies are the basis to operate the whole organization. Here the
president is the leader who will lead the organization and he has to set a
benchmark of executing the policy without the biasness or favors. On the
other hand if he revoke the termination it will lead to wrong message in
the organization.
 Answer Q No. -1
(contd)

4. Alternate Solution:-
(a) President can go for terminating vice president for not
observing policies and revoke the termination of
personnel executive.
(b) President could go with the policy of the bank and should
praise the action of personnel executive.
 Answer Q No. -1
(contd)

5. Proposed Solution :- I select option given in para 4 (b) because

it is rational.

6. Managerial Application:- Transactional Leadership styles

Intelligence trait, Decision making and Ethical Conduct.

7. Conclusion:- Every wrong action has a bad result. President is

having decisive role and leaders are known by the decision they
take.
 Answer Q No. -1
(contd)

8. Recommendation:-

President should take appropriate decision for the sake of

observation of policies and ethical conduct in organization.
President should develop a procedure for the personnel that
before initiating any action where other government
administrative authority are involved they should communicate
to the higher authority within the organization before initiating
action.
 Answer Q No. -2
1. Problem Identification:- Exploring the options of conduct.

2. Assumptions:- I will be having following options of conduct.

(a) I would have ignore the fact about the frank and can also hide the facts
with the organization.
(b) I can consult this issue with the higher authority for appropriate decision.
(c) I can take action on ethical, loyalty and as per policy ground against frank
.

3. Analysis:-
If the executive hide the facts he will be doing unethical act towards the organization. and it
will promote flattering in the organization. As the executive of personnel it is expected
that I cannot compromise the policy of the organization regarding character of the
personnel and since it is the part of the policy I should terminate frank for his wrong
action after consultation with the higher authority.
 Answer Q No. -2
(Contd)

4. Alternate Solution:-
a)Should have consultation with the higher authority about the
fact related to frank and insist the authority to take action.
b)Can go for ignoring the fact and let the frank to continue with
the job.
 Answer Q No. -2
(Contd)

5. Proposed Solution :- I select option given in para 4 (a) for the

action it is pragmatic.

6. Managerial Application:- Decision Making, Consultation

Personality(character) and Leadership.

7. Conclusion:- Person should take action as per the ethics and

policy of the organization.

8. Recommendation:- To have a consultation with the higher

authority enables the better decision making and action.
Person should act on the basis of policy of the organization.
 CASE STUDY
John was the personnel executive of a reputed bank and had been
working there for 15 years. During this period he had developed a good
rapport with the subordinates. The subordinates commonly sought his
help for their personal problems. Frank was a clerk and had been
working with the bank for the past 20 years. One day, Frank went to
John and confessed to him an event of his past. He said that when he
was a teenager, he was caught stealing and had been sentenced to prison
for 2 years. But he escaped from the prison, when 6 months were left. 

Contd
 CASE STUDY
(Contd)

This had been a secret since, but he often had nightmares and he asked
John to help him. John expelled Frank from the bank and handed him
over the police. When the Vice-President came to know about John's
actions, he sacked John on the grounds that he had breached the faith of
the employee. John wrote a letter to the President explaining that he was
not a priest and so cannot be expected to remain confidential. Since
Frank was a runaway convict he had done his social duty by handing him
over to the police. Moreover, it was company's policy not to employ any
ex-convicts. Since all his actions were justified, he should be reinstated.
 Questions
Q.1 What should the president do?

Q.2 If you are Mr. john what will you do?

 Answer : Q No -1
1. Problem Identification:- Role of action by the President .
2. Assumptions:- It is presumed that the president would have undergone the following :-
(a) Should have gone through the personnel policies and could have also considered the
ethical and loyal conduct of the personnel executives.
(b) Should have considered pros & cons of revoking the termination of executive and the
clerk.
3. Analysis:- President is the head of the bank. He should go with the bank policies because
policies are the basis to operate the whole organization. Here the president is the leader who will
lead the organization and he has to set a benchmark of executing the policy without the bias or
favors. On the other hand if he revoked the termination, it would lead to wrong message in the
organization. Every wrong action has a bad result. President is having decisive role and
leaders are known by the decision they take.

Contd
 Answer : Q No -1
(Contd)

4. Alternate Solutions:-

a) President can issue show cause notice to vice president

for not observing ethics & ethos of the bank and
revoke the termination of the personnels.
Advantage: It will boost the morale of the loyal employees.
Disadvantage: For every action employees will look for the president.

b) President could go with the policy of the bank and should

praise the action of personnel executive.
Advantage: It will enhance practices of observing upright conduct.
Disadvantage: For praise, employees may breach the hierarchy.

Contd
 Answer : Q No -1
(Contd)

5. Proposed Solution :- I select option mentioned in para 4 (a) because it is rational.

6. Managerial Application:- Transactional Leadership Style, Intelligence Trait, Decision
Making and Ethical Conduct.
7. Conclusion:- Frank will be suspended till the enquiry and will be terminated if needed.
John and Vice President have to issued show cause notice for their said action.
Suitable action will be initiated based on their reply.

Contd
 Answer : Q No -1
(Contd)

8. Recommendation:- President should review the policy and procedure on personnel

management, particularly with reference to major civil & criminal offences. If found
inappropriate and inadequate, he should initiate prompt action to set in the provisions in
place.
 Answer : Q No -2
1. Problem Identification:- Exploring the options of conduct of Mr Jhon.
2. Assumptions:-
(a) He had an option to keep the offence of Mr Frank to himself with no further
action there upon.
(b) Option to consult higher authorities for appropriate action in the instant
case, was not exercised .
(c) Apparently the action was prompt without consideration & consultation
which usually renders wrong results.
3. Analysis:- If the executive hide the facts he will be doing unethical act towards
the organization. and it will promote flattering in the organization. As the executive
of personnel it is expected, that I cannot compromise the policy of the organization
regarding character of the personnel and since it is the part of the policy I should
terminate Frank for his wrong action after consultation with the higher authority.
Person should take action as per the ethics and policy of the organization.
Contd
 Answer : Q No -2
(Contd)

4. Alternate Solutions:-
(a) Should have consultation with the higher authorities about
the fact related to frank and insist the authority to take action.
Advantage: It will provide more options for action.
Disadvantage: Higher authority may not take action.
(b) Can go for ignoring the fact and let the frank to continue
with the job.
Advantage: It will not create any problem to anyone.
Disadvantage: Organization will suffer on this ground.

Contd
 Answer : Q No -2
(Contd)

5. Proposed Solution :- I select option given in para 4 (a) for the action since it is pragmatic.

6. Managerial Application:-Decision Making, Consultation Personality and Leadership.

7. Conclusion:- The top authority must be communicated by the executives about any severe
action initiated in the organization. Consultations and confirmation should be brought in
vogue to ensure befitting award / reward.

Contd
 Answer : Q No -2
(Contd)

8. Recommendation:- To have a consultation with the higher authority enables the better
decision making and action. However, people should act on the basis of existing policy
along with pragmatic procedures.