Leadership is defined as the ability to influence others towards achieving goals. It involves directing and guiding subordinates through both personal qualities and formal managerial role. There are different styles of leadership such as autocratic, where the leader has full control, and democratic, where the leader involves subordinates in decision making. Effective leadership depends on adapting one's style to the specific situation.

1. What is Leadership
Leadership is a process by which an executive can direct, guide and influence the behavior and work of
others towards accomplishment of specific goals in a given situation. Leadership is the ability of a
manager to induce the subordinates to work with confidence and zeal.
Leadership is the potential to influence behaviour of others. It is also defined as the capacity to influence
a group towards the realization of a goal. Leaders are required to develop future visions, and to motivate
the organizational members to want to achieve the visions.
According to Keith Davis, “Leadership is the ability to persuade others to seek defined objectives
enthusiastically. It is the human factor which binds a group together and motivates it towards goals.”
Characteristics of Leadership
1. It is a inter-personal process in which a manager is into influencing and guiding workers towards
attainment of goals.
2. It denotes a few qualities to be present in a person which includes intelligence, maturity and
personality.
3. It is a group process. It involves two or more people interacting with each other.
4. A leader is involved in shaping and moulding the behaviour of the group towards accomplishment
of organizational goals.
5. Leadership is situation bound. There is no best style of leadership. It all depends upon tackling
with the situations.
6. Leaders and Managers can be compared on the following basis:
Basis Manager Leader
Origin
A person becomes a manager by
virtue of his position.
A person becomes a leader on basis of
his personal qualities.
Formal Rights
Manager has got formal rights in an
organization because of his status.
Rights are not available to a leader.
Followers
The subordinates are the followers of
managers.
The group of employees whom the
leaders leads are his followers.
Functions
A manager performs all five functions
of management.
Leader influences people to work
willingly for group objectives.
Necessity
A manager is very essential to a
concern.
A leader is required to create cordial
relation between person working in and
for organization.

2. Stability It is more stable. Leadership is temporary.
Mutual
Relationship
All managers are leaders. All leaders are not managers.
Accountability
Manager is accountable for self and
subordinates behaviour and
performance.
Leaders have no well defined
accountability.
Concern
A manager’s concern is organizational
goals.
A leader’s concern is group goals and
member’s satisfaction.
Followers
People follow manager by virtue of job
description.
People follow them on voluntary basis.
Role
continuation
A manager can continue in office till
he performs his duties satisfactorily in
congruence with organizational goals.
A leader can maintain his position only
through day to day wishes of followers.
Sanctions
Manager has command over
allocation and distribution of
sanctions.
A leader has command over different
sanctions and related task records.
These sanctions are essentially of
informal nature.
Leadership styles are as follows:
Autocratic leadership style: In this style of leadership, a leader has complete command and hold
over their employees/team. The team cannot put forward their views even if they are best for the
team’s or organizational interests. They cannot criticize or question the leader’s way of getting
things done. The leader himself gets the things done. The advantage of this style is that it leads to
speedy decision-making and greater productivity under leader’s supervision. Drawbacks of this
leadership style are that it leads to greater employee absenteeism and turnover. This leadership
style works only when the leader is the best in performing or when the job is monotonous, unskilled
and routine in nature or where the project is short-term and risky.
The Laissez Faire Leadership Style: Here, the leader totally trusts their employees/team to
perform the job themselves. He just concentrates on the intellectual/rational aspect of his work and
does not focus on the management aspect of his work. The team/employees are welcomed to
share their views and provide suggestions which are best for organizational interests. This
leadership style works only when the employees are skilled, loyal, experienced and intellectual.

3. Democrative/Participative leadership style: The leaders invite and encourage the team members
to play an important role in decision-making process, though the ultimate decision-making power
rests with the leader. The leader guides the employees on what to perform and how to perform,
while the employees communicate to the leader their experience and the suggestions if any. The
advantages of this leadership style are that it leads to satisfied, motivated and more skilled
employees. It leads to an optimistic work environment and also encourages creativity. This
leadership style has the only drawback that it is time-consuming.
Bureaucratic leadership: Here the leaders strictly adhere to the organizational rules and policies.
Also, they make sure that the employees/team also strictly follows the rules and procedures.
Promotions take place on the basis of employees’ ability to adhere to organizational rules. This
leadership style gradually develops over time. This leadership style is more suitable when safe work
conditions and quality are required. But this leadership style discourages creativity and does not
make employees self-contented.
Transactional leadership
A transactional leadership style follows a managerial philosophy of reinforcement and exchanges,
managing employees by establishing specific goals and then offering a reward for achieving them.
That’s the “transaction” in transactional leadership. Effective transactional leaders recognize and
reward a follower’s accomplishments in a timely way.
A study in Psychiatric Services found transactional leadership “more practical in nature because of
its emphasis on meeting specific targets or objectives.”
Transactional leaders are often found in manufacturing, where line workers are expected to hit a set
production quota per shift. Another area where a transactional mindset is beneficial is sales, as the
team and individual members are driving to hit specific sales goals. Transactional leadership can
also be most effective in situations where teams are working under strict time constraints to deliver
on a project and/or where financial resources are limited.
Transformational Leadership
Transformational leaders emphasize personal and professional growth and encourage all employees
to think creatively in developing solutions to longstanding challenges, but they can be most impactful
in leading younger employers, helping to integrate them into the company culture and giving them a
sense that their work is a part of something special.
The leadership style works well in organizations or teams where the goals include developing the
talent of the employees, and not just meeting an immediate production quota or sales goal.
Transformational leadership can also be the preferred approach in an environment where a product
or service is new, or in an industry where innovation is key to survival.