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Part A
1. Why is a systematic understanding of leadership theories and organizations beneficial for aspiring leaders?
a Fundamental questions leaders need to ask themselves
Two fundamental questions that leaders must ask of itself is that what sort of leadership I must provide to my team or followers so that they best utilization can be done in the business. Another question that leader must ask of itself is that what sort of areas are there due to which my followers are dissatisfied at the workplace.
b Aspects of leadership
Two most important aspects of leadership are transparency and learning from failure. The leader must be transparent about its activities so that trust of the followers can be won and maintained. The leader must learn from failure so that he can make best try next time to achieve the target (Renz, 2016).
c What is leadership theory or style?
It is approach that leader follow in order to control behavior and direct activities of followers at the workplace.
d Leadership styles appropriate for VUCA business environment
Two leadership styles appropriate for VUCA are democratic leadership style and transformational leadership style. In democratic leadership style one take advice from multiple employees and by doing so VUCA business environment can be handled in a better way. Other leadership style is transformational under which leader motivate its followers to innovate and create something new in the workplace (Bush, Bell and Middlewood,. (Eds.). 2019). By implementing innovative idea VUCA business environment can be handled in easy way.
e Need to understand leadership styles
In depth understanding of leadership style is required because each leader has its own capabilities and followers have their own nature and behavior. Each leadership style has its own weakness and strong factors. Leader by identifying self and followers weak points adopt appropriate leadership style and by doing so deal with any situation in the best way.
2. Why is an ability to evaluate the contribution that individuals, leaders and stakeholders make in creating and executing the mission and vision of an organization important for aspiring leaders?
a What is an organizational mission and vision?
Vision refers to the level at which company intend to reach in long term. Mission refers to the target that company intends to achieve to make its vision true in upcoming time period.
b Contribution individual made in achievement of mission and vision
In the achievement of mission and vision individuals contribute their intellectual capability and valuable time and effort (Thorpe, 2016). More intellectual capability and efforts are made inaccurate direction, vision is turned into reality.
c Leaders contribution in achievement of mission and vision
Leaders channelize efforts and mind of followers in specific direction and also provide guidance to them whenever required in respect to achievement of mission and vision.
d Stakeholders contribution
Creditors provide fund to the firm when it require and Government provide necessary support to the firm when it required in its business.
e Need to evaluate contribution
The leader needs to evaluate the contribution because by doing so it identify entities whose support it receives in its business (Amanchukwu, Stanley and Ololube, 2015). By preparing strategy support of those is taken who is not supporting business in a proper manner.

f. Conclusion
Johnson is the effective role model for the aspiring leaders because the main specialty of Kevin is that he works in multiple areas on the same time. His work for satisfaction of needs of the employees and customers. At the same time Kevin closely analyze company operations and make necessary changes in it and his decisions are supported by data. Thus, Kevin is a role model for others as he cares about his stakeholders and company interest and aligns interest of both. An ideal leader takes about his stakeholder’s interest and organization interest. He takes all entities hand on hand. This these things fit on Kevin and he is ideal leader for all corporate managers.

Books and journals
Amanchukwu, R. N., Stanley, G. J. and Ololube, N. P. 2015. A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), 6-14.
Beehner, C. G. 2020. Servant Leadership as a Pathway to a Sustainable Future. In New Horizons in Positive Leadership and Change (pp. 65-82). Springer, Cham.
Bolden, R. 2016. Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.
Bush, T., Bell, L., and Middlewood, D. (Eds.). 2019. Principles of Educational Leadership and Management. SAGE Publications Limited.
Chang, H. 2017. Does leadership matter? Study of leadership style, job performance and job satisfaction. Poslovna ekonomija. 11(2). 1-28.
Clark, K. D.. and Waldron, T. 2016. Predictors of leadership behavior in early career white-collar professionals: The roles of personal characteristics and career context. Journal of leadership & organizational studies. 23(1). 27-38.
Crites, S. N., Dickson, K. E.. and Lorenz, A. 2015. Nurturing gender stereotypes in the face of experience: A study of leader gender, leadership style, and satisfaction. Journal of Organizational Culture, Communications and Conflict. 19(1). 1.
Gopee, N. and Galloway, J. 2017. Leadership and management in healthcare. Sage.
Haile, S., Emmanuel, T. and Dzathor, A. 2016. BARRIERS AND CHALLEGES CONFRONTING WOMEN FOR LEADERSHIP AND MANAGEMENT POSITIONS: REVIEW AND ANALYSIS. International Journal of Business and Public Administration. 13(1).
Hallinger, P. and Chen, J. 2015. Review of research on educational leadership and management in Asia: A comparative analysis of research topics and methods, 1995–2012. Educational management administration and leadership. 43(1). 5-27.

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