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1. Sample Essay on Understanding Leadership Styles
Choice of leadership style and Behavior
The leadership style used in an organization is crucial in determining
whether results desired will be achieved. Leadership is all about
influence, it is a leader’s ability to influence subjects so they can realize
they have common goals or vision. There are different aspects that
influence the leadership style used in any work situation. A leader, must
be in the position to identify and understand impacts that each factor
has, as such, be in a position to adapt the most ideal style that can
optimize the results desired. Not being able to understand impacts of
varying factors leads to inappropriate choices of style of leadership,
which can be detrimental on the overall performance. For instance, in
situations that are critical, a leader might choose to opt for the
democratic style of leadership which can prove to be devastating. It
might take long before one consults all parties that are involved in
order to seek their opinion regarding the issue. In the course of a crisis,
autocratic leadership might be the most ideal in overcoming crisis and
minimization of possible damages. There are numerous factors that
influence style of leadership as well as behavior in the workplace,
including the nature of decision, situation, the experience of the leader,
organization culture, organizational structure as well as personality
trait.
In all organizations, there tends to be a change in situations, sometimes
from hour to hour and one day to the next. Every situation as well has
numerous factors that influence it and these as well vary from one
situation to another. Any leader that is successfully situational has the
ability of diagnosing separate factors and they also possess the
flexibility of adapting their leadership style to acquire positive outcome
from all the factors that contribute to the overall situation (Harrison
23). For instance, in the situation of an emergency, autocratic

2. leadership might be more favorable compared to democratic
leadership since the urgency does not favor consultation much.
The nature of decision needed to be made has a great influence on the
leadership style (Harrison 23). For instance, a simple decision, like
where to go for a picnic might require a leadership approach that is
more relaxed compared to making complex decision like organizational
restructuring. The style of leadership is also influenced by the type of
task that needs to be undertaken. For instance, in an organization
where things are differently done after every few days, supportive style
of leadership is more ideal, while coaching approach might be ideal
where there are constant tasks, as such subordinates need to acquire
experience that is relevant.
Harrison Jenney (24) made the observation that the past experience of
a leader in dealing with situations, groups and persons can influence
their leadership style as well as behavior to be adopted in the
workplace. While leaders who are experienced employ different styles
of leadership, realizing some of the set objectives in a given situation,
inexperienced leaders might lack the confidence, skills and ability that is
needed to use different styles of leadership in certain situations.
Inexperience also drives a leader into adopting a leadership style that is
not appropriate as such, affecting the end results.
There are also instances when the style of leadership is an extension of
the personality trait of the leader. For instance, an outgoing or assertive
person might incline in favor of direct communication with juniors
through face to face confrontation. The case might be difference in the
case of a reserved person who might opt for communication through
telephone or writing to address subordinates opposed to addressing
them in a face to face confrontation. Such a leader might also prefer
one-on-one interactions with subjects rather than interacting with a
group of subordinates. Harrison (23-24) noted organizational structures
and the methods of operation in a specific organization might dictate
the style of leadership to be adopted by management. For instance, an

3. organization that encouraged employees to contribute ideas is very
likely to incline towards democratic leadership style while the one that
emphasizes leaders to make decisions they feel are ideal, favors
autocratic style of leadership.
Why the leadership styles are likely to have effects on groups and
individuals
Warrick, in his works consequences of leadership styles notes that
there are some leaders who do not understand fully the significance of
their style of leadership in relation to performance and satisfaction of
their subordinates (155). He made the observation that leaders control
interpersonal and material punishments and rewards both of which
have great effects on the behaviors of employees, attitudes,
performances and attitudes. The leadership styles used towards
particular employees are a reflection of their self-image and they lead
to either a negative or positive impact on their potential. Behaviors like
fairness, supportiveness, encouragement, lack of support,
inconsistencies and negative criticisms have ability to affect workers
negatively or constructively (Warrick 155). Some styles of leadership as
well cultivate fear and they can create a tense environment which can
have effects that are counterproductive on both individuals and groups.
Different styles of leadership have varying effects on groups and
individuals (Voon, Lo, Ngui & Ayob 24). For instance, the
transformational style of leadership has numerous dimensions which
include “intellectual stimulation and inspirational motivation” (Voon et
al. 25). Intellectual stimulation refers to the role of the leader to
stimulate creativity and innovation on followers through questioning of
traditional approaches and assumptions to issues (Voon et al. 25). Such
an approach has the likelihood to trigger thinking outside the box, as
well as originality among employees as such, ensuring they are more
productive. Inspirational motivation relates to inspiring the followers so
they can stay committed to the vision of the organization. Such affects

4. the followers in team formation and makes them groups that are more
united and capable of overcoming competitions that are not healthy.
The transactional style of leadership has a couple of dimensions which
include “management by exception (passive and active) and contingent
reward” (Voon et al. 25). This can cause negative effects on both
individuals and groups since the employees get used to rewards so they
can accomplish different tasks as such, their motivation is misplaced.
Management by exception passive involves a leader who intervenes
only when there is an issue, which has positive effects on employees as
they learn how to work independently in handling challenges and tasks.
Understand leadership qualities and review own leadership qualities
and potential
Assessment of own leadership behaviors and potential
As mentioned earlier, the kind of leadership used varies from one
situation to another in accordance to factors listed. Following my
assessment as well as assessment from my colleagues, teammates and
seniors, I practice several kinds of leadership depending on the existing
circumstances including democratic, autocratic and transformational
styles of leadership. I am an emergency and crisis leader at ADNOC,
where it is important for me to communicate both the goals and the
vision of the organization as well as motivate the team members
towards realization of those goals.
Once in a while, we face critical incidences like oil spills n sites and as a
division manager, it is my responsibility to protect UAE environment,
infrastructures as well as resources. We also face some emergencies
that demand immediate decisions and actions from management. As
the individual in charge, such occurrences call for autocratic leadership
style where I have to make a decision on what should be done, how
and by whom without consultation or delays. My prior understanding
of the organization as well as preparedness of such occurrences and

5. understanding of procedures in the case of emergencies makes it
possible for me to make such directives and establish the appropriate
line of action. During situations of crisis, time constraints never permit
me to carry out lots of consultation or to act in a manner that is
democratic.
Also, I exercise, democratic and transformational styles of leadership,
especially when attempting to involve other staff members and fellow
managers in operating the organization. In the attempt, I realize the
goals of ADNOC, I seek to inspire changes that are positive among
subordinates by stimulating their intellect, influencing their ideas and
selling the organization’s vision to them. I also encourage them to
participate in drawing their innovativeness and ideas in realization of
our goals. The team members have the freedom of sharing their ideas
and they also participate in the process of decision making. Among the
numerous benefits, the approaches have also helped me in gaining
loyalty from my staff.
Enhancing own leadership behavior
To be an effective leader demands more than simply making
subordinates do what is expected from them. It demands real
influence, where the people own the organization’s vision and they are
loyal not just to the leader, but the organization as well this propelled
by a desire to deliver only the best results. Improving the behaviors of
leadership is only possible if am able to ate my performance as well as
determine areas that need improvement an those I need to keep up
with in my current strategies. There are several strategies however that
play a crucial role in my endeavor to enhance my behavior of
leadership skills and the development of professional action plan
growth.
In relation to assessment of my belief system, as a leader, I must always
be in tune with my own internal belief system and how such affects my
processes and perspectives of decision making. Understanding my

6. systems belief can be quite helpful in minimization of personal biases
and opinions while increasing the level of objectiveness and making
sure interests of the organization always take center stage. Without
subjective influences and biases, I will be in position to align the
decisions I make with the values of the organization.
Examining my skills of leadership will also assist me in understanding
my shortcomings as well as how I should respond to them. If I ignore
my weaknesses, it is likely that I will continue influencing my behaviors
of leadership as such, affecting my performance as a leader. Having an
understanding of my weaknesses and strengths is of great importance
as I will be able to capitalize my energy and the areas I must be cautious
with. This can be achieved by listing areas of my strengths and
weaknesses and comparing my skills with the standards of the
organization on the capacity of leadership. Developing a plan of action
for professional growth as well relates to identification of strategies
that can address my weakness areas.
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7. Work Cited
Harrison, Jenny. Excel Senior High School: Community and Family
Studies. London: Pascal Press, 2002.
Voon, Mung, Lo Monte, Ngui Kwang, and Ayob Brunswick. The
influence of leadership styles on employees’ job satisfaction in public
sector organizations in Malaysia. International Journal of Business,
Management and Social Sciences, 2.1 (2010): 24-32. Print.
Warrick, Donald. Leadership styles and their consequences. Journal of
Experiential Learning and Simulation, 3.4 (1981): 155-172.
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