Leadership is an effective way to lead the company. Leadership styles depend on the leader, his personality and the way he treats the employees of the company. A leader and his leadership style should be attractive and comfortable, so that the employees feel comfortable working under his leadership. The leadership effects the performance of the employees and on the other hand also enhance the performance of the employees. If the leader is cooperative and true to the organization, then it will have positive impacts on the employees and if the leader cannot communicate with its employees create a communication gap between him and his employees, then it will affect negatively the performance of the employees. Moreover, the leadership style differs according to the different conditions, different location, different traditions and different cultures. Further below, we will discuss that how leadership style differs with different conditions and how different leadership styles affects the performance of the employees and what leadership styles should be adopted by the leaders of the organization, to keep the organization running successfully and improve the performance of the employees and increase the output of the organization.

1. Critically evaluate how certain types of leadership/management styles differ depending on history, culture, geographic life and conditions

There are different leadership styles according to the different culture and different geographical conditions. But to critically evaluate the leadership styles, it is necessary to identify the Seven Leadership Mindsets that are necessary for the development of any organization. The seven leadership mindsets are as follows:

1. Openness of Leadership Styles and Their Effects:

Openness and o accept the flaws and the weakness of the company is really important, as most of the leaders do not believe on the openness and do not follow the rue of the openness. Openness is necessary for any leaders to improve the key areas of the company that are important for the success of the company. Moreover, it is necessary to define the areas that are weak. Most of the leaders hide the weak areas of the company and this has negative impact on the organization as well as the employees working in the organization. A leader is responsible for the success of any company, so leaders should be open and follow the rule of openness while representing an organization.

2. Ambition of Leadership Styles and Their Effects:

Secondly, the leader should be ambitious and it was observed that the leaders who are open to improvement are more ambitious than other leaders because they want to improve the weakness and flaws of the company and the organization and wants to take the company to a next level. And the ambitious leaders are tied more closely to the growth of the organization and the potential existing strategies and the shareholder value. The good leaders keep an eye on the activity of the employees of the company and them when it is the right time to invest and take the company to a new level.

3. Want for ROI of Leadership Styles and Their Effects

The leaders should look upon the ROI. The ROI should be utilized in the organization to invest in the leadership development. ROI should be utilized in the organizations; the ROI is an important factor of the organization as to develop the skills of the leaderhip in the organization.

4. Belief that it’s important of Leadership Styles and Their Effects:

The most important thing that is necessary in the development of nay leader is the personal belief, the belief in the professional and the personal development is necessary as to define the improvements and to improve positively for any organization. This positive improvement of the leader is necessary as to define to improve for the organizational and to improve its leadership skills for the organization.

Secondly, I have to belief on the employs a suggestions because the suggestions of the employees are necessary for the organization. And their feedback is important for any organization to run successfully.

5. Dread of Consequences of Inaction of Leadership Styles and Their Effects

The leaders that have the need to improve and are ready to improve, these kinds of the leaders usually have the thoughts and the mindsets because they have fear that what will happen if they take any action and what will be the consequences of their actions upon the organizations. And if these kind of the leaders lead the organization and run it successfully, then they will take the organization to another level because these leaders think before taking any action for the organization and this thinking will help the organization to succeed.

6. Soul-Searching of Leadership Styles and Their Effects:

According to the many researchers, most of the leaders also come in the period of soul-searching. The soul-searching is another important thing in the leadership and it is necessary. Soul searching is important for any leader and if the leader is pure at the soul and at heart, then the leader will lead the organization powerfully and take the organization to the next level.

7. Commitment for the self-improvement of Leadership Styles and Their Effects:

The leaders that are true to the organization are the leaders who are true to themselves and who as the capability to improve themselves for the organization and for their employees. These kinds of leaders are passionate and are committed to improving themselves are the leaders that are the long-life learners and they always look for growth and they also find a place to grow. These types of people are good for the organization and these people develop the organization and take it to the next level.

Leadership Style inside Organization of Leadership Styles and Their Effects

The idea of administration is progressively recognized and made a decision as far as the rising and expanding complexities in worldwide financial and natural dangers and openings and spotlight on the reasonable improvement. This is in accordance with Hassle et al. (2012) who noticed that advanced pioneers, regardless of whether they are in regions of legislative issues, corporates and common society, have a central commitment of acting inside the setting of a unique arrangement of worldwide weights and patterns. For this situation, to recognize the best authority style inside an association, it is perfect for concentrating on issues of widespread characteristics of good pioneers, seeing them in various sexual orientations and ages and distinguishing the job of globalization in changing pioneer's viewpoints and perfect capabilities.

Scope of Leadership Mindsets in Organization of Leadership Styles and Their Effects

To be in a place of making due in the changing and growing elements of the initiative, an individual must increase a perfect attitude. The pioneer outlook profile offers a thorough diagram of how a pioneer manages and adjusts to complexities and change. As supported by Chen and Miller (2011) an individual attitude influences an individual administration style like other character attributes or characters. In my dynamic practice as a local activity chief in Public Authority for Electricity and Water pioneers essentially embraces the fixed and development outlooks. In my association, I have noticed that these mentalities have immediate ramifications on how they lead their life and in the augmentation of how supporters are led and the association way of progress. In an investigation by Chase (2010). pioneers/individuals having a fixed attitude feels a convincing need for substantiating themselves consistently. This is because of their insight levels, abilities, and aptitudes. These are seen as viewpoints that can be deliberately developed through work and experience. I have noticed that pioneers in my association authority stretch out towards the extent of character and good characters. Likewise, in preparing individuals, pioneers in my association are all the more willing to contribute assets to build their worker's abilities and insight.

Mindset apply to different departments

HR department of Leadership Styles and Their Effects

In any business, the important part and critical component is employee well-being. Because the responsibilities of HR include the benefits, payroll, firing and hiring which also keeping up-to-date by states and the deferral tax laws. Then the other mindset of leadership is also identified. Because the leaders open the improvements which are always driven through career advancement opportunities, and the leaders are residing at the top of the organization, because the ambition could more be tied. Moreover, our HR department head-fixed character, as well as a good character, can't be balanced or extended even in time of changing elements in the worldwide initiative field. Then again, a development attitude in my association scopes from knowledge, abilities, or inclination is basic as a point of flight. Another interesting piece of data points to managers of high-potential leaders. And if the leaders are leading the HR departments and take the organization and its development as a priority, then those leaders are more ambitious than any other person in life. They are continually ready to seek after new tasks and furthermore a hotspot for developments that can encourage groups or associations' ability to convey advantages and worth.

Maintenance Department of Leadership Styles and Their Effects

The maintenance department is responsible for the proper operation of the different buildings along with the mechanical subsystem. Where the main leadership styles that enhance the performance of the employees are participative leadership, autocratic leadership and democratic leadership. These three styles of leadership help the employees to progress in the organization and they work comfortably in the environment. The mindset of leadership “Openness is very important in the maintenance department while most leaders, when asked, would answer that they are definitely open to improving, assessing genuine openness to improve in key areas is important.

Operation department of Leadership Styles and Their Effects

The responsibility of the operations departments is creating the user customer order which is filled on the proper schedule. And this responsibility also manages the production of the rhythms and syncing the manufacturing timelines by the delivery of materials as well as the availability of the material, which is the need for the production. The mindset of the leadership” developed the RIO “is fitted in these departments. ROI should be utilized in the operation department; the ROI is an important factor of the operation department to develop the skills of the leadership in the operation department. Any well-run department understands the importance of ROI for everything they invest time and resources in. For example; costs millions of dollars to train as well as also obtained just one operation department. Then we carry on investing millions in their training and development over the course of their career.

Authority Traits Examples of Leadership Styles and Their Effects

One of the authority characteristics is understanding their default mentality that is best for their group or chiefs by being fundamental masterminds. Through recognizing the perfect attitude, they are in a place of effectively considering the mentality of their key directors and workers and how the outlook influences their immediate reports. Furthermore, pioneers in my association consistently influence the capacity to guarantee they're strategically achieved by being receptive. Their training is constantly described by driving an inventive association by sourcing new information and assorted assessments and willing to be tested. The development disapproved of administrators and group pioneers are constantly confided in taking imaginative ventures and comprehending current issues upon their emergence. As substantiated by Hill et al. (2012), this is a critical part of any association initiative as most of the pioneer’s flops in grasping oddity or advancing learning attitude. Also, pioneers in my association are consistently activity situated. This incorporates adjusting the association crucial vision through development. In any occasion, the profession requests advancement and new items, they generally evaluate the degree of advancement, abilities and information improvement and later placing assets to complete it in exploring from complexities. All individuals in my association consistently feel increasingly enabled and esteemed when they create sentiments of being loved and acknowledged in the association.

The last initiative quality is a readiness in developing learning, development, and experience. This is through reasoning long haul, being comprehensive and universally cognizant. Indeed, even in an occasion advancement is certifiably not a top need in the association; this isn't a sign that they can't receive open doors for others to develop in their specialty. For example, in Public Authority for Electricity and Water, the administration has picked darker sack dispatches, shadow projects and short introductions for helping their representatives and others in figuring out how best to function cooperatively. This is bested up with the pioneers being youthful, yearning and thought driven. This is through having a typical determination of driving critical business esteem while embracing a key way to deal with social and natural supportability.

2. Critically evaluate how certain types of leadership/management styles impact people's performance, productivity.

Basically, the leadership styles and the management styles are important for any organization. As the leaders can be officially direct with the employees and can understand their feelings regarding their work in the organization and the leaders can manage the organization more properly and with proper management, because the responsibility of the leaders s too manage the organization properly and to see all the work of the organization and the employees cleanly. Leadership is basically the capacity of the leader to perform in the organization and how will it take the organization to the next level. Different leadership styles will have different impacts on the organization and thus on the employees and their performance as well. The leadership styles that are discussed in the below section shows how the leadership styles are affecting the efficiency of the employees. The employees want to work in a comfortable environment in which the leader is communicating with them and there is no burden and no pressure upon them; in this way, the leadership styles have a positive effect on the capabilities of the employees and their performance. According to the different scholars, leadership is need to adapt the environment in which you are working and to concentrate and focus on the leadership styles which a leader can utilize in the organization to comfort the employees, so that they can give their best output and this output will be beneficial for the company I terms of the success and the co-ordination between the leader and the employees.

Another person who is the business leader called Daniel has defined the different leadership styles shows that how the leaders are important to run any organization and what kind of leadership styles should be used in the organization to make the employees comfortable and enhance their performance.

The Autocratic leadership style is the style that describes the theory of the “I tell.” In these leadership styles, the leader is responsible for guiding their staff the right way. Though if the leader I passionate and true to heart and is sincere with the organization, then this autocratic leadership style will be beneficial for the organization that is new and the employees work upon the guidance of the leader.

In the Democratic leadership style, the theory that is defined is the “I share”. In this type of the leadership the choices and the decisions are made with the group discussions and the leader collect the information from all the sources and then a decision is made. In this style, the decision is made upon the mutual discussions and the choices. And this type of leadership style will be helpful in the organization which has been in the market for the past few years and the employees are well trained and working in the organization for a long time.

In the participate leadership style, the staff is in contact with the leaders and knows about all the information of the organization and the ups an down that occur in the organization, all the issues that re faced by the organization and then the decision is made with the participation of the employees and the majority vote of the employees is taken and then mutual and participate decision is made for the company.

All these types help the employees to perform in the organization and enhance the performance of the employees as well. These types of the leaderships help the organization to improve and thy also improve the performance of the employees and make them work harder and passionately for the organization.

Impact of various styles on employee’s performance:

According to the different scholars, the participate style is most effective and should be used in the organization as this shows the most prominent and beneficial for the organization and the employees because in the participative leadership, the employees are involved in the decision making and the leader values the decision so the employees and the employees are important for the company or any organization. The employees feel the trust and the power and they show their responsibility towards the organization and work efficiently with the organization and perform the best. However, in the autocratic style, the decisions are made by the leader and du to this the employees feel mediocre and they do not perform diligently and reluctantly in the organization. While in the democratic style, the employees working in the organization have few choices and some capacities are given to them so that they can perform well in the organization and the exhibition of the employees is better in this style then in the participative style.

3. Critically evaluate how certain types of leadership/management styles determine who will ‘follow and how’.

These are different styles that define the leaderships and show that how the employees will follow and who will follow.

The Autocratic leadership style is the style which describes the theory of the “I tell”. In this leadership styles, the leader is responsible to guide their staff the right way. Though if the leader I passionate and true to heart and is sincere with the organization, then this autocratic leadership style will be beneficial for the organization that is new and the employees work upon the guidance of the leader.

In the Democratic leadership style, the theory that is defined is the “I share”. In this type of the leadership the choices and the decisions are made with the group discussions and the leader collect the information from all the sources and then a decision is made. In this style, the decision is made upon the mutual discussions and the choices. And this type of leadership style will be helpful in the organization which has been in the market for the past few years and the employees are well trained and working in the organization for a long time.

Through these methods the employees will learn more about the organization and the different techniques and methods of the leadership styles and if they follow the leadership styles, they will be more successful in the organization. By using these types of leadership styles, the employees will know about the style and how they will how to follow the leader in a proper way and how to utilize these styles in their working space.

4. Critically evaluate your personal leadership capabilities and critically analyses the need for future development

My vocation way has included working intimately with and checking out individuals, the two customers and partners the same. In building up my administration abilities, I am consistently seeking after further methods for improving the adequacy of these communications which is hugely remunerating for me.

Utilizing intelligent models, for example, Gibbs (1998), appeared in Appendix III, I came to understand that how I translate circumstances impacts my collaborations with others. As I will delineate, this relates straightforwardly to my character style and how I oversee individuals and circumstances. Connected to this is the significance I place on how I am seen by others and normally look for cooperative and open connections. A significant number of these qualities are found in Carnegie (1938).

Though, previously and even as of late, I have scrutinized the basic leadership procedures of the executives, this has reshaped into a longing to increase a comprehensive outline of the workplace. Understanding the manner in which we think and oversee ourselves as well as other people has been a significant aspect of my learning in the course of the most recent three years. Straker (2008) who develops crafted by Gardner (2006) was useful in valuing that how we associate with individuals, at all levels, and is pivotal for self-advancement. Just as utilizing Gibbs Reflective Cycle (1998), Kolb (1984) additionally helped me to assess encounters and test theories however I didn't discover it made me to the point of move though Gibbs sets out the arrangement for progressing advancement which is pivotal for me so as not to remain dawdling. Moon (2004) has been a valuable asset on intelligent work on, advising me that reflection isn't only significant in itself, however should likewise prompt positive change,

In seeing what disrupts the general flow, instead of being stuck in investigation, to move past and set objectives for positive advancement has been fundamental learning for me and has been an astonishing advantage which I had not expected quite a while prior.

Basically, I have a solid spotlight on values, emotions, empathy and significant convictions where current encounters hold incredible learning significance. Group esteems are high and my job in guaranteeing the prosperity of those with whom I work is essential to me.

Operational pioneers have extraordinary incentive to an association in giving strength, formulating frameworks and taking care of issues with positive commitment. Be that as it may, as a result of their attention on detail they can disregard the master plan, here and there need inspiration and are not successful in managing strife. All the time, rewording Maxwell here, operational pioneers are not truly adept at "getting their hands filthy" however promptly raise the banner right now of accomplishment. Fortunately, while seeing myself as an operational pioneer, I do get a kick out of the chance to partake in undertakings just as representative.

How we react to a pioneer gives some sign of our own abilities and that of the one in the supervisory job. As one who plans to lead by motivation, I am increasingly disposed to pursue Kolb's (1984) model of learning and urge individuals to adjust solid method for getting things done to refresh their abilities base and discover progressively successful methods for working (feeling, watching, thinking, doing). An imperious pioneer would be less disposed to enable such adaptability and endeavor to guarantee consistence from the individuals who may be progressively disposed to 'kick and shout' in and against the procedure.

A compelling pioneer ought to likewise consider singular learning styles as nobody technique fits all. Nectar and Mumford's Learning Style Inventory (1982), features the distinctions that exist, as I have found even inside little groups, yet we as a whole work together and viably, despite that everybody's understanding of being under a similar initiative will be unique.

One of the most significant wellsprings of appearance in thinking about my very own style of authority, in addition to my very own fortification convictions and qualities, is spoken to in the Style Theory of Leadership created by Blake and Mouton (1964). This, basically, pursues on from McGregor's 'X-Y' hypothesis and is progressively significant to those prevalently on the 'Y' pivot and where a degree of trust in the board structure exists in the work environment. Nonetheless, Blake and Mouton investigated the advantages of those that put undertakings before individuals and the other way around. At last they thought about whether worry for individuals or worry for creation was progressively significant for pioneers.

A great leadership will illuminate you about what kind regarding individual you are. This is a basic factor on the voyage to improving as a pioneer. Mindfulness of your own characteristics and initiative aptitudes can improve exponentially the manner in which you lead associations and manage others. It can likewise assist you with expanding on your authority qualities and go up against your shortcomings.

Becoming familiar with yourself can build your authority viability all the while. You will have the option to pick up the help and trust of your colleagues in the event that you have a genuine evaluation of your authority capacities. This thus will help your validity.

You ought to recollect, nonetheless, that authority assessment ought not to be viewed as an approach to give an authoritative image of an official's potential capacities. Authority aptitudes are persistently created and sharpened through understanding and corporate preparing, as opposed to being inherently gained.

Great business colleges offer one-on-one authority instructing with specialists who can give a straight to the point yet touchy examination of your administration abilities. At the point when you are a pioneer it is regularly hard for others to you let you know truly how you are getting along.

References of Leadership Styles and Their Effects:

Dulewicz, V., & Higgs, M. (2005). Assessing leadership styles and organisational context. Journal of Managerial Psychology, 20(2), 105-123.

Müller, R., & Turner, R. (2010). Leadership competency profiles of successful project managers. International Journal of project management, 28(5), 437-448.

Nixon, P., Harrington, M., & Parker, D. (2012). Leadership performance is significant to project success or failure: a critical analysis. International Journal of productivity and performance management, 61(2), 204-216.

UK essays. (2016). Personal Leadership Skills Analysis. Retrieved December 5, 2016, from https://www.ukessays.com/essays/management/personal-leadership-skills-analysis-management-essay.php