Discuss how leaders can facilitate & promote innovative ideas and settings within or outside of workplace

Assignment Brief

Assessment 2: Theoretical Essay (%50)

This assignment will ask you to frame and structure a short critical paper of 2000 words around the focused research question of your choice. While we provide some suggestions on specific research questions, you don’t have to limit your choices with those. You can draw upon a distinct perspective and theoretical framework that will be introduced in class in formulating your research question and in framing your arguments.

Essay Topics:

1. Critically appraise the difference between situational leadership versus traits approach or skills and style approaches to leadership providing examples of strengths and weaknesses of each approach using at least one example of business to embellish your answer (whether small medium or large).
2. Discuss how leaders can facilitate & promote innovative ideas and settings within or outside of workplace
3. Critically analyse the view that leadership can enhance creativity at individuals and teams. Use appropriate theory and examples to support your answer.
4. Critically discuss how specific context of leadership, such as leadership at the context of health care, religious organizations, business, third-sector, etc. might shape the leadership practices, processes or models using at least one exemplary case to support your arguments.
5. What schemes and formal/informal methods can be used to promote female leadership? Use appropriate examples to develop your answer.
6. To be a female leader, do you have to emulate masculine leadership? Use appropriate examples to support your answer.
7. Critically compare and discuss two perspectives of your own choice, e.g., mainstream approach vs critical approach; mainstream approach vs contextual approach; contextual approach vs critical approach, etc.

Sample Answer

Situational Leadership vs Traits and Skills-Based Approaches: A Critical Appraisal

Introduction

Leadership has long been recognised as a key factor in organisational success, influencing how goals are achieved and how people are motivated and managed. Numerous theories attempt to explain what makes an effective leader, each offering unique perspectives. Among the most widely discussed are the traits approach, the skills and style approaches, and the situational leadership model. While the traits and skills approaches focus on the inherent characteristics or learned abilities of a leader, situational leadership highlights the importance of adapting leadership style according to context. This essay critically compares these approaches, discussing their strengths and weaknesses through theoretical analysis and practical examples. The leadership practices at Microsoft, a global technology company, will be used to illustrate key points.

Traits Approach to Leadership

The traits approach assumes that effective leaders possess certain inherent qualities or traits that distinguish them from non-leaders. Early research by Stogdill (1948) identified traits such as intelligence, self-confidence, determination, and integrity as common among successful leaders. The central idea is that “leaders are born, not made.”

Strengths of Traits Approach

One strength of the traits approach is its simplicity. It provides a clear framework to identify potential leaders and has been influential in leadership selection and development. For example, in recruitment processes, organisations often use personality assessments to evaluate candidates for leadership potential based on traits like extraversion or emotional stability.

Additionally, some traits, such as charisma, are indeed difficult to teach but may inspire and motivate teams effectively. Bill Gates, co-founder of Microsoft, is often cited for his high intelligence and vision, which allowed him to lead the company to global success.

Weaknesses of Traits Approach

However, the traits approach is criticised for its lack of flexibility and its inability to explain how different contexts affect leadership success. Traits alone cannot predict leadership effectiveness in all situations. Moreover, this approach overlooks the possibility of developing leadership through learning and experience. It also ignores team dynamics and the followers’ role, which are critical in modern workplaces.

Skills and Style Approaches to Leadership

Unlike the traits approach, the skills approach considers leadership as a set of learned abilities. Katz (1955) proposed that effective leadership requires technical, human, and conceptual skills. The style approach, notably developed by Blake and Mouton (1964), focuses on a leader’s behaviour, particularly how they balance concern for people with concern for results.

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