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Introduction (L01)

1.1 The link between strategic management and leadership…………………………….pg 10 - 12

1.2 The impact of management & leadership styles on strategic decisions…………….pg 12

1.3 Evaluate how leadership styles can be adapted to different situations……………. pg. 13

Body (LO2 & LO3)

2.1 The impact that selected theories have on organizational strategy…………….pg 14 & 15

2.2 Create a leadership strategy that supports organizational direction…………….pg 16 - 19

3.1 The methods to review current leadership requirements……………………. pg. 20 & 21

3.2 Planning for the development of future situations requiring leadership interventions…pg. 22

Conclusion (LO4)

4.1 Planning the development of leadership skills for a specific requirement………. pg. 23 - 25

4.2 Report on the usefulness of methods used to plan the development of leadership skills.pg 26

Summary………………………………………………………………………….pg 27

References……………………………………………………………………. pg. 28 &


Jayanthi Raman pg. 1


Key Management is a basic piece of any organization. The pioneer should figure out how
to ensure that the general functioning of the affiliation is going as demonstrated by the technique.
A pioneer should have the ability to adjust to the future needs of the organization and ought to
recollect the impact of particular methodologies on relationship over the long haul. (Barratt,
Mottershead, 2000)

As per Marcouse (2008), initiative just means persuading representatives to achieve the objectives.
It is essentially impacting the staff to accomplish the vision and mission of the association. One
might say that administration can be controlled by getting things finished through impacting while
vital administration exclusively relies upon the investigation of the association's way of life and

1.1.1 Theories of Leadership

There are a few viewpoints of authority that recognizes a decent pioneer from a bas pioneer. The
accompanying are the sort of administration speculations.

1) Trait Theories

Attribute hypothesis or otherwise called the "Incomparable Man" hypothesis clarifies that
individuals grasp some abilities and characteristics to suit the sort of authority. It is a piece of a
man's demeanor and behavior that goes inside them or adjusted over the span of their life.

2) Situational Theories

Jayanthi Raman pg. 2

A situational hypothesis discloses that pioneers need to choose the best alternative to adjust to the
circumstances. A decent pioneer will recognize what to do at the opportune time without
taking a chance with the business.

3) Behavioral Theories

This is the sort of hypothesis that shows that incredible pioneers are made because of the
circumstances and conditions, not conceived. Such hypothesis concentrates more on the activities
as opposed to the inward characteristics. (Kendra Van Wagner, 2018)

1.1.1 The type of leadership styles

Imperious Style of Leadership

This is frequently seen as the normal approach. It is one in which the administrator holds
however much power and essential authority expert as could sensibly be normal. The
manager does not direct specialists, nor are they allowed to give any information. Agents are
required to obey orders without getting any clarifications.

Fair Style of Leadership

The fair authority style is otherwise called the participative style as it urges agents to be a piece of
the fundamental initiative. The popularity-based pioneer keeps his or her agents instructed about
everything that impacts their work and offers essential administration and basic reasoning
commitments. This style requires the pioneer to be a tutor who has the last say, however collects

Jayanthi Raman pg. 3

information from staff people before settling on a decision. Majority rule authority can convey
high bore and high sum work for longer hours. (Bureau of Business Administration iiste, 2018)

Free enterprise style of Leadership

The free enterprise authority style is generally called the "hands-off" style. Ololube (2013) placated
that it is one in which the manager offers beside zero heading and gives laborers however much
open door as could be normal. All authority or power is given to the specialists and they ought
to choose destinations, choose, and resolve issues without any other person. This sort of
administration can in like manner happen when chiefs don't have satisfactory control over their
staff and subsequently taking a chance with the business.



Companies drove by Democratic leaders have demonstrated great since they are both task
and people orientated. However according to Barratt and Mottershead (2000), the basic leadership
process is moderate and can be risky.

On the other hand, companies which practices Laissez-faire are more of relationship
orientated. According to Marcouse (2008), this only happens when the leader is very busy and
leaves the entire business to the employees as the owners know what the workers are capable of.



Jayanthi Raman pg. 4

Situational Leadership

Unmistakable work conditions call for different initiative styles, and most managers use one of
two techniques: prevalence or fame. When you lead through quality, you affect others by acting
naturally guaranteed and using your vitality and formal master. This approach works best when
your movement is to get everyone balanced and moving a comparable way. Exactly when there is
an unmistakable system for another thing dispatch, for example, and the test is in getting your
gathering to set up that vision, quality is a convincing strategy to make a united front. Renown,
then again, suggests affecting others by demonstrating signs of intelligence and ability and being
a decent case. This approach works best when you're attempting to empower the general population
who reply to you. ("Adjust Your Leadership Style to the Situation", 2018)




In view of the contextual analysis, the Anfieldroad Ltd, the organization is a little
warning firm that has become quickly finished the course of 10 years. It began off as a little
scale staff power to now having around 50 over staff that is extremely steadfast, conferred
and dependable. As per the examination, it is realized that the organization is a family
possessed business whereby both the couple are particularly engaged with dealing with the

Jayanthi Raman pg. 5

Before investigating the present authority style that has been adjusted by the Anfieldroad
Ltd, we need to translate the effect of the specific hypothesis of administration and
initiative on the system of the previously mentioned association which is the Trait Theory.
This theory is gotten from 'the considerable man' speculation, which recognizes the key
qualities of a better than average and wealthy pioneer. They have character, quality,
attraction, confidence, achievements and ability to figure a sensible vision. It is assumed
that through this approach essential expert attributes could be isolated and that people with
such qualities could then be enrolled, picked, and brought into organization positions.

The accompanying are the rundown of essential initiative characteristics and aptitudes
found by Stogdill in the time of 1974.

a) Must have the capacity to be situational or versatile

b) A great help as far as both extraneous and characteristic inspiration.

c) A great leader.

d) Charismatic/motivational

e) Persuasive

f) Responsible


The effect of such system on Anfieldroad Ltd is that a pioneer with these qualities
and aptitudes can drive the affiliation. Pioneer is accountable for everything the gathering

Jayanthi Raman pg. 6

does or fails to do all things considered. Since they are in facilitate contact with agents so
they need following attributes and go about as a decent case. At affiliation level, pioneers
are required to affect the whole relationship by managing the social principles, prizes and
affirmation tasks, and correspondence. Their valor engages them to challenge change, and
their social capacities empower them to get trust of others, since they have impact and
control. Changing the style according to the condition and sticking to the general execution
is certainly sufficient for Anfieldroad's progression over the long haul.

Consequently, thinking back to the association's present administration style, the

proprietors are rehearsing the Laizze-Faire hypothesis. Be that as it may, the main contrast
experienced amid the investigation was, Anfieldroad may not be versatile to circumstances
because of their present initiative style.


The suitability and applicability of this particular style, the Laissez-faire in relation to the
direction that the company is heading can be appropriate to apply when the staff of Anfieldroad is
highly skilled and have a number of years of experience. Besides that, from the way the owners
are taking their time to groom and nurture the employees, the staff are extremely loyal to both the
husband and wife. Hence, it can be concluded that the employees are trustworthy, committed and
have the drive to achieve their goals. However, this specific style can be disadvantaged if the
owners do not provide feedback time to time on how well the employees are doing. Furthermore,
employees may also feel insecure and faces low morale if the owners do not give them the proper

On that note, the performance will be affected as a whole. In this case, since the owners
are taking a good care of the employees, the suitability of the leadership style is appropriate to one
extend but Lucky and Jonathan should be more people orientated and should learn to be more
transformational. In case of crisis, Laissez-faire style may not allow them to adapt to the changes
quickly and thus, the business may not run for a longer term.

Jayanthi Raman pg. 7

To discuss further, reference is made to Anfieldroad’s growth and their future aims. From
a small scale of workforce to a bigger scale in over 10 years is an excellent expansion for their
business. Along with their growing business, the numbers of clients are also rapidly increasing,
which they have now requested for additional senior members to take on a bigger role to administer
the business. Apart from that, the ultimate aim for Anfieldroad Ltd is to take the company into
listing. Hence, before deciding to recruit senior officers and taking it to the next level, it is vital to
go through the organization’s life-cycle of growth and decline and to study the need to restructure
the organization’ culture.

The following is the size and stage of organization development.



Expansion Decline

Entrepreneurial stage

Figure 1

The above graph demonstrates the life-cycle of development and decay for Anfieldroad
Ltd. Right now, the association is in the middle of development and combination, where the 'X' is
checked. Concerning Anfieldroad Ltd, the organization is developing in measure and

Jayanthi Raman pg. 8

subsequently, the need to oblige greater creation and deals emerges. It is presently heading towards
combination arrange whereby the size is relatively steady yet now, it is essential for the association
to branch into more divisions and to build up a smooth correspondence process between the offices.
Be that as it may, because of the present association structure of the organization, Anfieldroad may
grow somewhat further yet will in the long run crumple.

The table below shows the current organization structure of Anfieldroad Ltd.







As outlined in Table 1, the structure of the association is with the end goal of suspicion as
it were. Such structure is also called the level hierarchical structure whereby it has one layer to few

Jayanthi Raman pg. 9

layers of administration. With respect to the levels of leadership, there won't be much supervision
through and through since the structure is level. This may give space for a more extensive traverse
of control to the supervisors, or for this situation the proprietors themselves, yet such structure will
just have a tendency to make all the more a generalist sort of representatives than pro since the
activity capacity may not be clear. ("Dr. Rishi pal", 2018)

Aside from that, the association won't develop much as there is no formalization and legitimate
correspondence convention. A perfect structure for such association with more than 50 workers
ought to go for various leveled or division graph for which it gives a more composed and
formalized request than the level structure. Various leveled structure is basic for greater
associations and affiliations. A different leveled structure business has a 'tall' progressive system
where it has various layers and a more broadened 'levels of administration'. Specialists are situated
at an extensive variety of levels inside the affiliation; each level is one over the other. ("Level and
various leveled association structures", 2018)


There are a few systems possible for concentrate the administration prerequisites and two of it will
be examined underneath.

Jayanthi Raman pg. 10

1) 360° Feedback

The likelihood of 360° criticism incorporates an assessment and input from different social events
inside the work condition, partners and subordinates and furthermore chiefs, and possibly inside
and outside customers. The basic explanation behind the 360° criticism is to highlight the
characteristics and weaknesses of an individual or an affiliation. It may consolidate a self-
examination review. This input helps in crushing the weaknesses and abusing the characteristics
of the affiliation. ("Mullins", 2005)

2) Trait hypothesis of authority

The characteristic technique to manage administration was a standout amongst the most
progressive speculations of initiative. This approach revolves around the individual characteristics
(or qualities) of pioneers, for instance, physical and personality traits, capacities, and
characteristics. Characteristic examiners consistently set up rundown of ascribes which they
consider to be related to triumphant administration. ("John W. Fleenor", 2018)

In the time of 1989, John W. Gardner directed an examination of a broad number of pioneers and
assumed that there are a couple of credits that appear to make a pioneer successful in any condition.

The accompanying are the attributes distinguished:


Jayanthi Raman pg. 11


Task ability

Understanding the need of devotees and giving it

People and activity orientated

drive to accomplish

Motivates individuals

Brave to go for broke and resolve issues


Confident and versatile

From both the speculations talked about over, 360° criticism strategy would be the most fitting on
account of Anfieldroad Ltd. This technique would not just give fulfillment to both the proprietors
and workers, however will likewise have the capacity to amend and defeat the issues.

Jayanthi Raman pg. 12

For examination reason, in light of my own experience working in a lawful firm, Ali and Bala
Advocates and Solicitors, the business utilizes Management by Objectives (MBO) technique to
audit the initiative necessity. As indicated by Mullins (2005, p. 249), MBO is a piece of
administration that goes for relating the general association's destinations to subordinate
exhibitions and movement by means of the interest of all levels of organization. MBO is potentially
an engaging structure. It allows to the workers to recognize more conspicuous commitment and to
make a bigger measure of individual duty. ("Mullins, L.", 2005)

Notwithstanding, this strategy won't be suitable to allude back to Anfieldroad Ltd since their
structure is to a greater extent a level structure, not at all like the one in the lawful firm. Joyce and
Steven Gerrard, the proprietors will most likely be unable to pass on the association objectives to
every one of the representatives since they don't have appropriate offices to manage nor direct
them to accomplish the objectives.



A fine pioneer always finds a way to confront any future changes and dangers. A decent
pioneer acts quick and correctly according to the given condition. We can express that a pioneer
takes the right decision at the ideal planning without taking a chance with the business and the
representatives. The accompanying are the kind of future circumstances that may emerge which
requires initiative mediations.

Jayanthi Raman pg. 13

Merger and Acquisition

Merger is the true-blue development in which no less than two affiliations join and only a solitary
firm make due as a legitimate substance. ("Horne and John", 2004)

It's an uncommonly troublesome decision. The pioneer must be particularly correct in his checks
and should have a nice comprehension of market designs. A pioneer with an objective and
significant idea is essential for this circumstance. Either merger or procurement, a pioneer should
have the ability to foresee the state of his delegates and relationship in coming years.


Numerous years back there was no comprehension of retreat on a far-reaching scale. Regardless,
now countless world's most conspicuous economies are defying troublesome conditions.
Subsidence has transformed into a most exceedingly terrible awful dream for a few people the
world over. Also, as demonstrated by the monetary master it is the principle shot for relationship
to control their budgetary arrangement. So, for subsidence there should be a strong pioneer with
an undeniable course of action. It is to be said that a pioneer's capacities will be tried through such




Jayanthi Raman pg. 14

There are a few aptitudes that relatively every pioneer ought to develop. While a few
pioneers have it in them normally and some grasp them in the demonstration of experiencing
challenges, these aptitudes are regular among the colossal pioneers on the planet. The
accompanying are the sorts of characteristics or aptitudes a pioneer ought to have.

1) Adaptable to circumstances

A decent pioneer must have a point and he should endeavor to show current strategies for finishing
things. He should likewise encourage his staff to use new advancement and new methodologies
for their day by day work. Other than that, a great pioneer must be sure and chosen in achieving
his vision. In instances of retreat or catastrophic event, he or she should be all around arranged to
confront the circumstance.

2) Able to impact

A pioneer ought to have the capacity to impact his representatives in basic leadership and
furthermore to accomplish the objectives. In addition, a pioneer ought to move and be a good
example to the workers, and thusly, it conveys a colossal distinction to the association. Basically,
pioneers ought to have the capacity to enable their representatives for the advancement of the

3) Motivate

Jayanthi Raman pg. 15

Aside from affecting the representatives, a pioneer additionally assumes a vital part in rousing and
boosting their resolve. A disappointed staff won't have the capacity to accomplish the
organization's objectives and, in this manner, cuts down the rate of efficiency. Consequently, a
pioneer ought to have the capacity to comprehend the requirements of his representatives and give
them both outward and inborn prizes to spur them to improve the situation.

Concerning Anfieldroad Ltd, these are the aptitudes or attributes that should be grasped by both
Joyce and Steven Gerrard. With respect to the wellspring of enrollment to employ senior level
officers for greater parts, the pioneers should enlist outer gatherings since it is less demanding to
actualize. Notwithstanding that, the accompanying are the distinction in attributes conveyed by
both inside and outer individuals.


Favorable circumstances:

1) They are probably going to be faithful

2) Cheaper

Jayanthi Raman pg. 16


1) Because they are as of now in a safe place.

2) Not willing to change

3) Limited ability pool

4) Internal clash

5) Lack of new thoughts


Favorable circumstances:

1) Huge ability pool

2) Can actualize changes speedier

Jayanthi Raman pg. 17

3) experienced

4) Easier to get the individual appropriate to top off the position


1) No dependability for the organization

2) Time expending

3) expensive



The approaches to execute outside gathering is by enabling, instructing, preparing and

advancement, and propelling them to comprehend the way of life of the association and to adjust
to the framework.

The principal technique is by sorting out a formal learning. Most pioneers are utilized to broaden
their authority abilities through formal learning. For example, leading classes and workshops for
the new comers are a piece of casual preparing. Then again, casual learning is where genuine

Jayanthi Raman pg. 18

learning happens. This should be possible through evaluations, virtual classroom occasions or by
means of training.

Next system would be the 360° input whereby each representative will have the capacity to give
their conclusions about the advancement of the association. Every one of these procedures are
amazingly compelling to design the advancement of initiative abilities and furthermore to
empower the pioneer to comprehend the perspective of the workers.


Taking everything into account, there is no single administration style that is neither
successful nor appropriate for each circumstance. It is to be presumed that each situation requires
an alternate style of initiative and consequently, a great pioneer will grasp every one of the styles
and use them as indicated by the progressions.

In any case, for organizations like Anfieldroad Ltd should now embrace popularity-based authority
style as everybody will be given equivalent open door in basic leadership and pioneers ought to
likewise figure out how to give up some of their energy by enabling the outside gathering to
demonstrate their capacities. Regardless of the association's initiative style, the mission and vision
does not change. Besides, it is additionally difficult to change the way of life of the association.
This can be because of the protection given by the workers.

Along these lines, the perfect method to beat such situation is by revamping the structure of the
association and additionally presenting another culture.

Jayanthi Raman pg. 19


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2) Barratt, Mottershead. (2000), Business Studies, Italy, G. Cannale & C. S. p. A Borgano T.


Jayanthi Raman pg. 20

3) Department of Business Administration, iiste. (2018). Iiste.org. Retrieved 1 March 2018,
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March 2018, from https://www.nibusinessinfo.co.uk/content/level and-progressive
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6) Horne, J. C. V., and John M. Wachowicz, J. (2004). Basics of Financial Management

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8) Kendra Van Wagner. (2018). Unpan1.un.org. Retrieved 1 March 2018, from


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Italy: Hodder Education.

10) Mullins, L. (2005), Management and Organizational Behavior, 7th Edition, Essex;
Pearson Education Ltd.

Jayanthi Raman pg. 21

11) Ololube, N. P. (2013). Educational Management, Planning and Supervision: Model for
Effective Implementation. Owerri: Springfield Publishers.

12) Stogdill, R.M. (1974). Handbook of leadership: A survey of the literature, New York: Free

Jayanthi Raman pg. 22