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    Leadership Discussion Assignment Help

    Leadership Discussion Assignment Help



    In the era of cut-throat competition, well-balanced mixture of rightful strategies enables the companies in retaining long term success. The good leader is the boon for the company as they help the companies in improving their operations in the competitive environment. Distributive leadership and Transformational leadership explore the different qualities of a good leader thereby forming the main essence of the assignment. Apart from the origins of those leadership models, their practical applicability in the real world of competitive environment has made this a package guide for the companies that are struggling to get long-awaited success.

    Definition and Introduction 

    Distributive leadership

    Distributive leadership is an analytical and conceptual approach taking place in an organization. It focuses on the qualities of an individual leader who gets engaged or distributed to a particular perspective or activities taking place in an organization. According to Liang & Sandmann (2015), distributive leadership involves distributed and multiple sources of leadership stretching over situational and complex needs. This type of leadership states that the leaders need to respond well to the interests and perspectives of the companies so that better yields could be generated. Through close analysis of the distributive leadership problem content specific attributes, collaboration, feedback generator continuous improvement mindsets necessary to retain the success could be well explored.  

    Transformational leadership

    The transformational leadership model is a well-accepted leadership style that inspires positive flow in the mind of the leaders so that the qualities of energetic, passionate and enthusiastic qualities could be nurtured in the minds of those leaders. In the words of Hawkins (2017), in this theory of leadership the leader’s works in a team who are ready to identify the change needed through the development of a vision where inspiration and motivation to the employees in each time is given to the employees. The concepts of motivation morale, development of collective identity and work performance has to be closely aligned for discussion so that the performance boost in the company could be done easily.

    Relationship between the two models

    In distributed leadership how the distribute the activities that exist in an organization is explored and in transformation leadership how to work in a team and how to motivate the employees so that hidden talents of them could be explored links the tow model with each other. The teamwork and freedom to place new ideas combines together to bring the most awaited success in an organization.

    Apart from that through distributed leadership the activities or rather the daily chores of the business gets well settled that further helps to create motivation for work in the companies (Hawkins, 2017). Therefore, by activity distribution and through effective teamwork, not the two leadership models that related but also the weakness of the employees that are hindering the performance boost of the organization could be well determined.  


    The idea of this transformational leadership was first coined by James Mac Gregor Burns. The need for the development of strong vision and wide spreading these features among the employees by injecting motivations among the employees could be done by these transformational leaders. Transformational leaders usually influence others by transforming perceptions and motivations to expectations so that future goal that has been targeted by the company could be achieved easily. In the year 1978, Bernard Bass extended the work of the Burns and gave the name of the transformational leadership as Bass Transformational leadership (tools4management.com, 2016). The effectiveness of recreating the relationship between the employees and the top management executives gave rise to this concept. It was seen that one single was concept was needed by which the effectiveness and smoothness of relations could be developed easily among the employees and the leaders. This was the reason behind the coinage of this term. It was found that transformational leaders were able to form a positive correlation with the employees and the leaders. Transformation leadership is important because it helps in the further development of a learning climate that empowers employees in achieving their organizational goals (richtopia.com, 2019). In order to enable the large companies in responding to the changes that are occurring within the external environment gave rise to this concept further so that a sustainable workplace where learning cum implementation could be done easily.

    Distributed leadership has developed a model by Gibb who first pioneered the term distributed leadership as an important model. The need for understanding the dynamic influence of different processes on the goals of the company has lead to the introduction of the leadership model. 

    In order to understand how leaders are creating motivations among the employees again needed some monitoring body of leaders who will be looking over whether right responsibility has been incurred by the leaders or not. This further shows that by examining the reasons of misunderstanding that may raise among the leaders and the employees and by checking this the researcher understood that distributive model will be more appropriate and this lead to the introduction of this model. 

    Application in real fields

    In schools and in educational institutions the terms distributed leadership has been applied. In the process of supervision, school development, authority delegation and in community partnership activities done in the high schools distributed leadership model is used. Till now the term transformative leadership has been applied in IBM, Starbucks, Apple and in Southwest airlines. The idea or rather the need to transform them according to the new software that is coming in the industrial environment gave rise to this concept (richtopia.com, 2019). In order to improve the market place and for inducing better control over the finances these types were leaders were most needed. Therefore, in these companies already the term transformational leadership has been applied and the success achieved due to this was high.

    Therefore, both the leadership models have already been applied in different industries and a better relationship between the leaders and the employees have improved the operations of the company as well.

    Research applications

     In the research study, the Distributed leadership and school improvement show that there exists a direct relation between distributive leadership and improvement in schools. In the context of creating a sustainable work environment and for capacity development the need for creating distributive leadership was seen in this research. The reviews from the article further show that in the traditional model's individual hierarchical management systems could not be able to make a sustainable workplace environment (Aldaihani, 2019). However, the inclusion of the distributive leadership improved the collaboration of the teachers and the students. Results show that in the recent views in relation to the school improvement by applying the term distributed leadership the ranking of the schools got higher. At the top of the list, it was found that the outcomes of the students were higher due to the application of this model. The success of collaborative learning got started due to this distributive learning and enough self-esteem and improved professional leadership has been developed.

    Distributed leadership in the destination organizations based research work further shows that in destination-based organizations for exploring alternative government models managers face challenges. In this zone use of distributive leadership is most appropriate. For surfacing the opportunities that are existing in the different government models get explored well by the help of this form of leadership. The leaders divide their tasks effectively and the problems get solved easily. Case study based on Milton Keynes shows the challenge in understanding the inquiry-based model structure distributed leadership style could be applied easily (Hristov & Ramkissoon, 2016). By applying this at first the leadership network based specific questions are set in the mind, and then questions that are arising in the mind are noted down. Lastly, the most important prioritized question is jotted down so that the benefits of the same and the risks associated with that could be clarified. This has been done in this case study and by this distributive leadership the challenges of facing difficulty in selecting the best government strategy have been well achieved and that is claret from the case study.

    Moral upliftment, authenticity and integrative development done as seen in the article have helped the sports managers in better motivating their subordinates. Pressure handling capability and higher moral development has been achieved by the help of these leadership models. The case study further shows that one manager who has been working for 17 clubs in last 10 years has applied transformational leadership so that better motivation and moral development could be done easily (Mills & Boardley, 2016). 

    In the case study of international football managers and soccer managers, the use of transformational leadership has been well demonstrated. The upcoming challenges seen in the sports industry shows that added pressures to those involves in the financial rewards and competition of the sports are facing challenges (Akdemir & Ayik, 2017). The challenges in the form of public pressure and not winning one game are leading to pressures among sports managers. The need for better understanding the leaders and better motivation so that shared goals could be achieved requires the accurate application of transformational leadership.

    Application of transformational leadership in Dutch Municipality further shows that there exists a direct relationship between motivation and leadership styles (Bronkhorst, Steijn & Vermeeren, 2015). When transformational leadership is better applied in the workplace then the motivation and moral development could be done in an effective way that further helps in better creative a positive work environment in the companies.  

    Therefore, in all the four case studies it has been seen that by accurate leadership styles task segregation and motivation could be aroused in the minds of the managers and the employees that further augment the growth and development of the organization (researchgate.net, 2018). 

    Applications of the models in practical fields

    Application of transformative leadership model

    Focus on tactical issues, higher value development and taking care of the interest of the others and other related strategies are needed in the right proportion so that transformational leadership could be well applied. Team culture, motivating attitude and taking enough interest in the work and objective achieving attitude is the necessary structure for rightful application of the transformative leadership. When the employees are better understandable then well-motivated teamwork workforce could be developed easily. The leaders can exert their power to transform their employees and could be able to better extract their hidden talents when the employees are urged to create new things (Breevaart & Bakker, 2018). Therefore, the essence of teamwork, interest in understanding new things itself could help the managers and the leaders in arousing better understanding in the minds of the employees. Feeling of positive change in the minds when present in the work culture could further help the managers in developing a motivated workforce. Application of transforming power could better apply when the employees are ready to get transformed. This can be done by applying the right strategies and in a well-structured work environment. 

    In this juncture, it is seen that proper training and instigating a feeling that others interest protection is the utmost duty of the employees through special feedback and monitoring programs could help in making a right application of transformational leadership model. Apart from that small programs or campaigns that how teamwork is essential and how by protecting the interest of others the team culture could be better maintained (Hildenbrand, Sacramento & Binnewies, 2018).

    In practical filed suppose one group has given one creative idea that has resulted in far better results than those whose ideas has yielded less good results. In this juncture, transformational leaders have the capability to create better understanding so that the groups who are better and who are less good can think that if they protect the interest of each other groups then by using both the new creative methods better and rather outstanding results could be developed.

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