Leadership Management and Development

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Leadership is a skill or ability in the individual who can lead or guide other team members or groups to perform willingly and can inspire others as well as share vision with other team members. Provide information and knowledge to others to achieve tasks effectively and efficiently. A leader is one who motivates or encourages others to work actively with time management to achieve tasks (AlMazrouei and Zacca, 2015). Leaders should have a clear vision first of all so that they can show the correct path to other teams or group members.

Leadership creates an image of a person who has a good management skill and a personality and who gives tasks to other people and monitors them. There are various theories introduced by experts on the basis of different beliefs and values. As per case study, we will have a major focus on Transformational leadership theories at the workplace rather than in other areas. Leadership involves the following activities, which are discussed in brief. In this context, Creating a vision creates a vision. A leader should identify the strengths of an organisation through different analysing tools for example, SWOT analysis, Porter's five forces model, etc. Vision should be compelled such that it can be explained to other people and he can also feel and understand that (Avolio and Mhatre, 2012).

Motivate and Inspire Team Members A leader should have the skill of motivating and inspiring other team members so that they can accomplish tasks actively. The organisation also expects a good result from their employees so it is significantly essential that employees work actively and with enthusiasm. The delivery leader should also ensure that the delivery of work is as per the requirement and if not, then an effective change should also be managed. Developing team development refers to the developing potential in team members, providing knowledge to them, and building coordination in team members (Barrick et al., 2013).

There are various theories introduced by experts' individual beliefs that are briefly explained. In this way, Great Man Theory This theory was introduced in the 1840's. The great man theory suggests that the traits of leadership are inside the individual by birth and he grows in the confrontation of appropriate situations to him. This theory was popularized by Thomas Carlyle. In 1860, Herbert Spencer, an English philosopher, opposed this theory. According to him, a leader is a result of time and actions of conditions he faced during his social life.

Trait Theory This theory was founded in the 1930's. This theory focuses on individual attributes which include mental, physical, and social qualities. By ranking on the above attributes, an individual is known as a good leader. That is, certain qualities cooperatively make a good leader, such as intelligence, a good sense of humour, responsibility, and creativity (Collinson and Cook, 2013).

Behavioural Theories This theory was founded in the 1940s and is a reaction to trait theory. Under trait theory, the behaviour of a leader is focused, which includes a mental, social, and physical attribute of the individual. In this theory, the first leader is divided into two categories.
First, the leader who is concerned with a task. Secondly, the leader who is concerned with people. The theory says a good leader is one who is focused on both things, as task accomplishment alone should not be only focus but the effective accomplishment of the task is essential and for that leader should also be concerned about people.

Transformational Leadership Theories This theory was founded in the 1970's. It is also known as the exchange theory of leadership. As the name suggests, theory is upon the transaction between a leader and their followers (Daft, 2014). This theory says leaders should motivate team members so that their performance increases. Leaders must give adequate rewards as well as punishments on the basis of their performance so that individuals become aware of their mistakes and can overcome them and increase their performance.

Transformational leadership, wherein leaders are those who grow with their followers. They inspire followers to achieve extraordinary results and develop them into leaders. Here, the leader tries to create a good bond or relationship. It helps in the growth of both leaders and followers. Leaders provide flexible rules and regulations and are guided by group norms. The essence of this theory is that a leader transforms his followers, both intrinsic and extrinsic. In this context, the transformational leadership under which the leader creates the vision and mission accordingly guides team members, which helps to get the idea about, like, how to complete the work and attain the mission of the team (Daicoff, 2012.). On the other hand, this leadership increases the motivation level, which is used by the leader for enhancing the motivation towards the task. It helps leaders to easily manage their work and attain the goals of the team. In this way, with the help of transformational leadership, the leader effectively uses it at the workplace and increases the interest in the task. It helps team members to work in an effective manner and complete the task on time. Moreover, a good leader can guide the members in a well-mannered and right direction, which helps individuals be able to handle any task that is assigned by the leader. Accordingly, they meet the aim of the team members and manage their work-based activities. Furthermore, through this leadership, the leader can identify the strengths and weaknesses of the individual, and as per this basis, they provide the work for them. In this context, the transformational leadership style provides the individual with a way of idea about the work under which they are able to handle any risk that occurs at the workplace (Frick et al., 2014). It assists the leader in effectively using the available resources and managing work-based activities as well. On the other hand, a leader attends to the follower's needs and wants, which they require to take the open session. It helps all members to interact with each other and share their needs and demands. In this context, they fulfil the demand of the followers, which helps to increase the interest level and meet their aim. Furthermore, they are also part of the decision-making process, which helps leaders make effective decisions because the person gives the ideas and suggestions. Transformational leadership Employee motivation This leadership style helps to motivate employees based on reward and punishment, making them more productive and efficient. This technique also helps to maximise performance and they work efficiently and complete projects on or before time deadlines (5 Different Types of Leadership Styles, 2015). Achievable goals under this management style ensure that the objectives of the company will be realised. They are easy to fulfil and perform well to achieve organisational goals and objectives. Productivity and costs: Transformational leadership is very effective when it comes to the organisation; it reduces overall cost and enhances productivity.Does not create creativity: This leadership is rigid; the suggestions are under the management so it hampers the creativity of members of the team. The short-term objectives and their policies make it hard for Transformational leadership. Insensitivity: Since the Transformational leadership style operates within rules, these rules cannot be changed in this style and this style does not really put the emotions of employees in the organisation; these still remain popular among the leadership style and it controls the employee's performance and hampers the leadership and creativity skills of the workforce.

Transformational leadership is a style wherein the leader follows the rules and regulations to maintain the relationship with the team members (Fullan, 2011). In this context, these rules and regulations help people to maintain their behaviours towards the services and perform in a good manner. This theory is based on inspiration motivation, intellectual stimulation, idealised influence, and individualised consideration, in which a person focuses on these aspects and is accordingly motivated. On the other hand, another leadership style is the democratic leadership style, under which the leader takes the decision with the help of all team members (5 Different Types of Leadership Styles, 2015). They give suggestions and innovative ideas in the decision-making process, which helps leaders make effective decisions and workers create motivation towards the task. In this way, leaders use this leadership style, which is more beneficial. However, a leader is not able to fulfil the demands of the team and delays the decision-making process because members give suggestions in decisions. Henceforth, the democratic leadership style is positive and negative, so it depends upon the leader and different situations at the workplace (Hakanen and van Dierendonck, 2013). Moreover, another leadership style is the autocratic leadership style, under which leaders take the decision without involving others. In this way, with the help of this leadership style, the leader takes the quick action and decisions because all the members are not able to give suggestions. It affects the decision-making and the situation that is taken by the leader. In addition to this, the leadership style applies at the workplace, which creates less motivation and a lack of interest towards the task (Iqbal, 2013). They are not able to deliver the best services and discourage the individual. As per this, leaders are not able to manage their work, and they are also not able to fulfil the goals of the team. However, the autocratic leadership style applies in the workplace, which negatively impacts the team and individual performance. Henceforth, autocratic and democratic leadership is followed by the leaders and uses the different situations at the workplace. Apart from this, the laissez-faire leadership style under which the leader measures the performance of the team members. In this way, if the individual requires training and development to enhance performance and improve the knowledge and skills that are needed at the workplace for completing the task. It helps followers to generate interest in and attain the team goals and objectives. However, this leadership style creates a lack of control of the individual, and the leader is not able to measure every performance of the person (Kathy and Deborah, 2007). Apart from this, in the transformational leadership style, the leader sets the goals and objectives of the team under which they get the idea about how the individual is performing the task. In this context, they guide in the right manner, which helps the person to perform in a good manner and generates interest in the task. Furthermore, they also provide rewards to the individual, which helps to increase the motivation towards the task, and they are able to fulfil the goals and objectives. Henceforth, all these leadership styles are interconnected with the transformational leadership style, which is directly and indirectly useful to the leader. It helps leaders make effective decisions, and they are able to meet the goals and objectives of the team (5 Different Types of Leadership Styles, 2015). In this way, individuals get the chance to contribute ideas and are highly motivated towards the task, and they are able to handle any risk that occurs at the workplace. Moreover, by providing training and development, an individual gets the opportunity to enhance their performance and improve their knowledge and skills, which helps to generate interest in the work. They are able to give the best services and meet the goals and objectives as well. The transformational leadership style is more useful for the company under which they increase individual productivity and enhance the motivation level. It affects the performance of the individual, and they are highly motivated towards the task. In this way, followers are influenced to fulfil the goals and objectives (Kaur, 2015).

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As per the above discussion, it has been ascertained that Malcolm X has adopted various effective strategies in order to coordinate people at the workplace. Leadership is an effective quality of an individual through which he/she can monitor, evaluate, control, inspire, and motivate his subordinates in the workplace (AlMazrouei and Zacca, 2015). Malcolm X adopted a transformational leadership style in order to improve her performance and monitor his subordinates. As per the previous discussion, it has been ascertained that the transformational leadership style assists Malcolm X in order to monitor and guide subordinates in the workplace. In addition to this, transformational leadership style may be found at all levels of the organisation, team department, division, and organisation as a whole.
Malcolm X's leadership style defines the use of impression management and therefore lends itself to amoral self-promotion by leaders. As per this theory, leaders creating a high-performance workforce has become increasingly important and to do business, leaders must inspire organisational members to go beyond their task requirements. By using this leadership style, present leaders have effectively attended their tasks at the workplace (Collinson and Cook, 2013). Malcolm X has effectively inspired and motivated his subordinates in the workplace. In other words, it can be said that the transformational leadership style defines effective ways to inspire subordinates and workers in the workplace (Krogh, Nonaka, and Rechsteiner, 2012).

With the assistance of this transformational leadership style, the cited leader works with subordinates to identify needed changes, create a vision to guide the changes through inspiration and execute the changes in tandem with committed members of a group (Barrick et al., 2013). Transformational leadership serves to enhance the motivation, morale, and job performance of followers through a variety of mechanisms; these include connecting the followers' sense of identity, the self, to a project and to the collective identity of the organisation, being a role model for followers in order to inspire them and to raise their interest in the project, challenging followers to take greater ownership for their work, and understanding followers to take greater ownership for their work and understanding the strength and weakness of followers, allowing the leader to align follower with a task that enhances their performance.
On the other hand, another leader of the workplace adopts the trait theory of leadership, which is the very essential theory of leadership. By using this theory, leaders can achieve a driven high level of effort, high level of ambition energy, and initiative. The trait theory of leadership is based on the characteristics of many leaders. As per this leadership style, leadership can develop in the individual by birth. In the leader, various leadership styles have been developed by born time (Termeer and Nooteboom, 2012). As per this style of leadership, successful leaders definitely have interests, abilities, and personality traits that are different from those of the less effective leaders. Through many pieces of research conducted in the last three decades, it has been found that successful leader have been identified by their characteristics. In addition to this, a leader's traits are not responsible solely for identifying whether a person will be a successful leader or not.

As per the above discussion, it has been ascertained that Malcolm X adopted the transformational leadership style in order to motivate, coordinate, control, inspire, influence, direct, and support the people in the workplace. By use of this leadership style, he has successfully attempted the entire assignment of the organisation in an effective manner. He has successfully attempted people's success in the workplace (Daicoff, 2012). He has been able to motivate, coordinate, inspire, and control the people so that they have successfully completed their roles and responsibilities towards cooperation. As per the previous discussion, it has been found that this leader has accomplished his desired task at the workplace and motivates subordinates to accomplish their task within a specific time period. However, some of the subordinates were not properly maintained by Malcolm X. Some of the subordinates and workers were unable to like this style of leadership, but most of the subordinates liked it. Malcolm X leader should adopt the criteria of self-analysis so that it can bring essential improvement in his work. In addition to this, leaders must use different approaches and methods to motivate and inspire people at the workplace so that subordinates will be motivated to higher performance (5 Different Types of Leadership Styles, 2015).

Conclusion

From this above discussion, it has been ascertained that Malcolm X has adopted the transformational leadership style through which he contributed his high level of effort and ambition in working at the workplace. This theory is a naturally pleasing theory and serves as a yardstick against which the leadership traits of an individual can be assessed.

References

• Akers, R. L., 2013. Crimeological theories: introduction and evaluation. Routledge.
• AlMazrouei, H., and Zacca, R., 2015. Expatriate leadership competencies and performance: a qualitative study.International Journal of Organisational Analysis.
• Avolio, B.J. and Mhatre, K.H., 2012. Advances in theory and research on authentic leadership.The Oxford handbook of positive organisational scholarship
• Barrick, M.R., and et al., 2013. The theory of purposeful work behaviour: The role of personality, higher-order goals, and job characteristics. Academy of Management Review.
• Collinson, V. and Cook, T. F., 2013. Organisational Learning: Leading Innovations. Journal of Educational Leadership and Management.

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