ALLAMA IQBAL OPEN UNIVERSITY, ISLAMABAD

Name: FAKEHA
D/O: SYED IQBAL ALI
ROLL NO: BP616028 REG NO: 17SHD00462
ADDRESSS: B/115 DAMAN E KOHSAR HOUSING SOCIETY LATIFABAD HYDERABAD
Course: EDUCATIONAL Management And Leadership (6467) Semester: Autumn,
2020
Level: B. Ed. (4 Years) Secondary Teacher Education

ASSIGNMENT No.2
Q1 Discuss the nature and significance of educational leadership. Also highlights
the traits of leadership.

ANSWER: Educational Leadership

An educational leader serves as a guide and influences other educators in an
administrative setting. In some cases, it may be a team of educational leaders.
Leaders in these executive roles work toward finding ways to improve learning
and to improve the process of educating students. They serve in elementary,
secondary, and postsecondary institutions as well as early childhood education
centers. School site leaders, directors, principals, and assistant administrators are
employed to work either as the sole educational leader or in small teams. Typical
positions for educational leaders in administrative settings are:

● Principal
● Superintendent
● Academic dean
● Director
● Head of school
● Department chair
● Provost, or
● President
An educational leader serves as a guide and influences other educators in an
administrative setting. In some cases, it may be a team of educational leaders.
Leaders in these executive roles work toward finding ways to improve learning
and to improve the process of educating students.

The primary purpose of educational leadership is to ensure academic success

through process, material and training improvements. This is mainly
accomplished through collaboration with different individuals, such as educators,
parents, students, public policy makers and the public. From a business
perspective, educational leadership is a form of academic management and
quality control.
Educational leadership is centered on certain key principles. First, educational
leadership creates a vision of academic success for all students. This is important
because there has always been a historical gap between students on different
socio-economical levels and high and low achieving students. Second, educational
leadership strives to maintain a safe and receptive learning environment. That is,
a healthy school environment is key to providing comfortable, orderly and
structured classrooms. Third, educational leadership delegates responsibility to
others. This means that teachers, parents and even students are empowered to
take responsibility and accept accountability. Fourth, instructional methods and
curriculum content must be continually improved. Fifth, the field of education
must borrow and adapt modern management tools, processes and techniques.

How to Become an Educational Leader?

Every academic level has educational leadership career opportunities. For
example, this includes private kindergarten directors, public school principals and
university deans. Anyone interested in becoming an educational leader should
have on-hands teaching experience and a bachelor’s degree. A master’s degree in
educational leadership is available as a Master of Arts, Master of Science and
Master of Education. Coursework will include classes that cover law, finance,
professional development and strategic planning.

An Educational Leader Profile

Postsecondary education administrators work in an assortment of higher
education facilities, such as community colleges, trade schools and public
universities. According to the Bureau of Labor Statistics (BLS), the average salary is
almost 90,000 thousand dollars and the job growth is at 15 percent. The standard
educational requirement is a master’s degree. Their assigned duties and
responsibilities depend on the department that they work in. For example,
admissions administrators are tasked with determining the number of openings at
the school and creating promotional ads that they place online and in other
locations. They review applications, interview potential students and help
accepted students through the application process. On the other hand, student
affairs administrators oversee extracurricular programs and services. They also
provide helpful academic counseling to students.

Q2 Explain situational and contingency theories of leadership. In your opinion

which is better why? Discuss.

ANSWER: Contingency Theory of Leadership

Effective leadership is one of the most attractive qualities in an employee. There
are dozens of theories that argue which leadership style is best suited for
improving team productivity and maintaining employee morale. The contingency
theory of leadership focuses on how specific situations affect a leader’s
effectiveness and how a leader’s ability to adapt can be their most important tool
in the workplace. In this article, we define the contingency theory of leadership
and examine three specific models for how it can be applied in a work
environment.
The contingency theory of leadership supposes that a leader’s effectiveness is
contingent on whether or not their leadership style suits a particular situation.
According to this theory, an individual can be an effective leader in one
circumstance and an ineffective leader in another one. To maximize your
likelihood of being a productive leader, this theory posits that you should be able
to examine each situation and decide if your leadership style is going to be
effective or not. In most cases, this requires you to be self-aware, objective and
adaptable.

In the workplace, there are dozens of factors that can affect a leader’s
effectiveness. These include things like the size of the team, the scope of a project
and the expected delivery date for a result. Different leaders, each with unique
leadership styles, will respond to these variables in different ways. Contingency
theorists would say that no matter how successful a leader is, there will always be
a particular situation that will challenge them. Therefore, leaders must be willing
to acknowledge the fact that their success depends partially on their
circumstances in addition to their personal skills.

To lead their team well, managers and supervisors may need to either adapt their
leadership style to the current situation or delegate some of their leadership
responsibilities to a coworker.

The contingency theory of leadership is impacted by a range of specific factors in

the average workplace, i Maturity level of the employees
Relationships between coworkers
Work pace
Management style
Typical work schedule
Goals and objectives
Standards for behavior
Company policies
Employees’ work styles
Employees’ morale
Contrary to the Fiedler model, the situational leadership model suggests that the
best option for leaders is to adapt their leadership styles to fit their team
members and their individual abilities. This model believes that leaders should
first consider the variables that affect their workplace and then decide the best
tactic for how to proceed.

Situational leadership also called the “Hersey-Blanchard model,” is primarily

concerned with the maturity level of a team’s members. High maturity team
members are experienced and able to make decisions independently. Moderate
maturity employees are capable, but lack confidence, or have confidence but are
not willing to complete the tasks they are assigned. Low maturity employees are
enthusiastic and willing but do not have the skills or experience to complete tasks.

Q3 Discuss the nature of leadership. Also compare the democratic and autocratic
leadership.

ANSWER: Comparison between Autocratic and Democratic Leadership

Autocratic Vs Democratic Leadership is a skill, which requires a person, to

influence the subordinates to work voluntarily, and stimulating them to put their
efforts, in achieving the goals of the organization. Based on the objectives and the
subordinates, the organization can choose from different leadership styles.
Autocratic leadership also called as nomothetic leadership, is one of the styles,
which encompasses centralization of the decision making power.
In autocratic leadership, the leader directs the subordinates regarding what is to
be done and how is to be done. On the other extreme, the Democratic leadership
is one that gives the subordinates equal chance of participating in the decision-
making process as to what is to be done and how it is to be done.

Check out the article presented to you, which explains the difference between
autocratic and democratic leadership.

Content: Autocratic Leadership Vs Democratic Leadership

Comparison Chart
Definition
Key Differences
Conclusion

Comparison Chart
BASIS FOR COMPARISON AUTOCRATIC LEADERSHIP DEMOCRATIC
LEADERSHIP
Meaning Autocratic leadership is one wherein a line of demarcation exist
between the leader and his followers and all the decisions are taken by leader
solely. Democratic leadership alludes to a type of leadership in which the
leader shares decision making power and other responsibilities with the group
members.
Authority Centralized Decentralized
Behavior orientation Task Oriented Relation Oriented
Conceived from Theory X Theory Y
Control High level of control Low level of control
Autonomy less High
Suitability Appropriate when the subordinates unskilled, uneducated and
obedient. Appropriate when team members are experienced, qualified and
professional.

Definition of Autocratic Leadership

Autocratic Leadership, or otherwise called as authoritarian leadership, is a
leadership style adopted by the management, involving one man control over all
managerial decisions of the organization, without consulting with the
subordinates. Under autocratic leadership, centralization of power exists, that lies
in the hands of the leader, and so there is marginal input from the group
members. Thus, all the decisions regarding the policies and procedures are taken
by the leader himself/herself.
The autocratic leader dominates the entire group of subordinates, through
coercion and command. The subordinates are supposed to follow the orders
given by the leader unquestioningly.

It best suits the organizations where quick decision making is required. Further,
when the subordinates are not much educated and experienced, autocratic
leadership is appropriate.

Definition of Democratic Leadership

The leadership style which involves the considerable amount of participation of
the employees in the decision-making process and organization’s management is
known as participative or democratic management. The suggestions and opinions
of the subordinates are given importance. Indeed they are frequently consulted,
on different matters.
Here, the leaders consider the opinion of the group and work accordingly.
Moreover, the employees are informed about every matter which affects them.

There exist an open-end communication, through which the subordinates can

communicate directly with the other members of the organization, be it top level
or bottom level. Democratic leadership encourages freedom of expression,
independent thinking and participative decision making.

Q4 Define the code of ethics of leadership.

ANSWER: Ethical leadership is defined as “leadership demonstrating and
promoting ‘normatively appropriate conduct through personal actions and
interpersonal relations’.” When you boil it down, this really means that ethical
leadership is defined as putting people into management and leadership positions
who will promote and be an example of appropriate, ethical conduct in their
actions and relationships in the workplace.
In the business world today, ethics are an increasingly important element and
point of discussion. So leadership with ethics is very important to understand, to
develop, and to recognize in the business world. If you want to become a business
leader, learning about ethical leadership is crucial to help you get there. It's your
responsibility to model moral behavior in the workplace when you're in a position
of power in an organization. Integrity, moral behavior, and ethics are key to being
a great leader.
Learn about the value of ethical leadership, how to become an ethical leader, and
see examples of leadership with ethics around us in the business world today.

The importance of ethical leadership.

Leadership that is ethical is important for a variety of reasons, for customers,
employees, and the company as a whole. Leadership skills are crucial to help
create a positive ethical culture in a company. Leaders can help investors feel that
the organization is a good, trustworthy one. Customers are more likely to feel
loyal when they see leaders in place in an organization. Good press is likely to
come when there are ethical leaders in an organization. Partners and vendors will
similarly feel they can trust and work well with an organization when they see
leadership that is ethical displayed.
In the short-term, ethical leaders can help boost employee morale and help them
feel excited about their management and their work. It can increase positivity and
collaboration in your organization and make everyone feel happier to be at work.
In the long-term, ethical leadership can prevent company scandals, ethical
dilemmas, and ethical issues. It can also help organizations gain more
partnerships and customers, which can lead to more money at the end of the day.
Loyal employees are also a crucial element of long-term success for a business.
At the end of the day, Leadership with ethics and ethical principles have major
short-term and long-term benefits for organizations and individuals alike.

Q5 Highlight the different steps to a performance evaluation system.

ANSWER: Performance Evaluation System

Performance evaluations, which provide employers with an opportunity to assess
their employees’ contributions to the organization, are essential to developing a
powerful work team. Yet in some practices, physicians and practice managers put
performance evaluations on the back burner, often because of the time involved
and the difficulties of critiquing employees with whom they work closely. The
benefits of performance evaluations outweigh these challenges, though. When
done as part of a performance evaluation system that includes a standard
evaluation form, standard performance measures, guidelines for delivering
feedback, and disciplinary procedures, performance evaluations can enforce the
acceptable boundaries of performance, promote staff recognition and effective
communication and motivate individuals to do their best for themselves and the
practice.
The primary goals of a performance evaluation system are to provide an equitable
measurement of an employee’s contribution to the workforce, produce accurate
appraisal documentation to protect both the employee and employer, and obtain
a high level of quality and quantity in the work produced. To create a
performance evaluation system in your practice, follow these five steps:

Develop an evaluation form.

Identify performance measures.

Set guidelines for feedback.

Create disciplinary and termination procedures.

Set an evaluation schedule.

It is also advisable to run the finished system by your attorney to identify any
potential legal problems that should be fixed.
1. Develop an evaluation form.

Performance evaluations should be conducted fairly, consistently and objectively

to protect your employees’ interests and to protect your practice from legal
liability. One way to ensure consistency is to use a standard evaluation form for
each evaluation. The form you use should focus only on the essential job
performance areas. Limiting these areas of focus makes the assessment more
meaningful and relevant and allows you and the employee to address the issues
that matter most. You don’t need to cover every detail of an employee’s
performance in an evaluation.

2. Identify performance measures.

Standard performance measures, which allow you to evaluate an employee’s job

performance objectively, can cut down on the amount of time and stress involved
in filling out the evaluation form. Although developing these measures can be one
of the more time-consuming parts of creating a performance evaluation system,
it’s also one of the most powerful.

3. Set guidelines for feedback.

Feedback is what performance evaluations are all about. So before you

implement your performance evaluation system, make sure that everyone who
will be conducting evaluations knows what kind of feedback to give, how to give it
and how to get it from the employee in return.

4. Create disciplinary and termination procedures.

In some cases, even after a thorough performance evaluation and a discussion of

expected improvements, an employee will continue to perform poorly. You need
to be prepared to handle such a situation by having well-defined, written
disciplinary and termination procedures in place. These procedures should outline
the actions that will be taken when performance deteriorates – a verbal warning,
a written warning if there is no improvement or a recurrence, and termination if
the situation is not ultimately resolved.

5. Set an evaluation schedule.

Once you’ve built your performance evaluation system – the evaluation form, the
performance measures, the feedback guidelines and the disciplinary procedures –
you just need to decide when to conduct the performance evaluations. Some
practices do all employee evaluations at the same time of year, while others
conduct them within 30 days of each employee’s anniversary of employment (the
latter may work better since it spreads the work of the evaluations out for
employer and employee). However you decide to schedule the evaluations,
ensure that each appraiser consistently meets the deadline. Ignoring employees’
overdue evaluations will make them feel devalued and may hurt morale and
performance.