Directorate of Online Education

ASSIGNMENT
NAME VIJAY BHUSHAN CHANDAN
ROLL NUMBER 2314105151
SESSION JUL - AUG 2024
PROGRAM MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER IV
COURSE CODE & NAME DMBA403 & BUSINESS LEADERSHIP

ASSIGNMENT SET – 1

Q. No. 1: Define Leadership. Along with that, describe the Trait Theory of Leadership with
suitable example.
Ans: Leadership is the ability to inspire, influence, and guide individuals or groups toward
achieving a common goal. It involves motivating others, making strategic decisions, and
fostering collaboration to achieve desired outcomes. Effective leadership is not limited to
authority or position; it is about inspiring trust, demonstrating vision, and empowering others
to contribute their best.
Leadership is a systematic process where a leader plays a vital role, and there are a few team
members, employees, and groups under these leaders. The leader provides the right direction
to the sub-ordinates and the members, influences them, supports them, and works collectively
with them to achieve goals and objectives of the organisation.
Trait Theory:
The Trait Theory of Leadership focuses on identifying various personality traits and multiple
characteristics that have been associated with successful leader, which has emerged through
various situations and instances.
In Thomas Carlyle's words, 'history is shaped by extraordinary leaders and their leadership
ways.' People with leadership ability are known to be born with them and it cannot be
developed or taught to a person over time.
His theory was based on certain rationales that include:
• Certain traits are known to produce certain patterns of behaviour
• Patterns have been known to stay consistent across different situations
• People are born with leadership traits
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Major Leadership Traits are:

• Determination
• Intelligence
• Integrity
• Self Confidence
• Persistence
• Sociability
Example of Trait Theory:
Consider the leadership of Mahatma Gandhi, a prominent figure in India's independence
movement. Gandhi exhibited several traits that align with the Trait Theory. His intelligence
and strategic thinking enabled him to devise non-violent resistance strategies that effectively
challenged British rule. His self-confidence and determination were evident in his unwavering
commitment to India's freedom, even in the face of adversity. Gandhi's integrity and ethical
behaviour earned him the trust and respect of millions, while his sociability allowed him to
connect with people from diverse backgrounds and inspire collective action.
There are many more example in world to the based on Trait Theory.
So, the Trait Theory of Leadership highlights the importance of inherent qualities in effective
leadership. While it offers a foundational understanding of leadership, modern theories
emphasize the interplay between traits, behaviours, and situational contexts. Leadership is a
dynamic process that combines innate abilities with learned skills and adaptability, making it
accessible to those willing to develop and grow.

Q. No. 2: What is Contingency Theory? Discuss in detail.

Ans: The organisation is a place of dozens of factors that can impact the leader's effectiveness.
Some of the factors are the size of the team, the scope of the tasks, and the time duration.
Contingency theory of leadership highlights three main factors. They are as follows:
• Traits.
• Behaviour.
• Situation.
The contingency theory's purpose is that no matter how effective a leader is or not, only
matters how effective the Leadership is of that Leader. The Contingency Theory of
Leadership is a special kind of approach according to which the leader's success doesn't
depend only on the abilities but several other factors also play an important role in the
implementation or success of any task. These factors are individual factors of each employee,
work environment-related factors, and company culture.
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The various aspects which impact the contingency theory of Leadership at the workplace are
given as:
• Maturity level of the employees
• Relationship between Co-workers
• Work pace
• Typical work schedule
• Goals and objectives
• Standards for behaviours
• Management style
• Employees' work style
• Employees’ morale
Key Concepts of Contingency Theory
Leader-Member Relations: This refers to the degree of trust, respect, and confidence that
followers have in the leader. Good leader-member relations often lead to more effective
leadership.
Task Structure: This pertains to the clarity and structure of the tasks to be performed.
Highly structured tasks with clear instructions are different from ambiguous, unstructured
tasks that require more guidance.
Position Power: This involves the leader's authority and influence within the organization.
Leaders with strong position power can better enforce decisions and policies compared to
those with limited authority.
Consider a multinational company facing the challenge of entering a new market. According
to Contingency Theory, if a task-oriented leader is leading this initiative, the following
scenario may unfold:
• Leader-Member Relations: Established trust and respect within the team.
• Task Structure: High, as the project has clear objectives and steps.
• Position Power: Strong, with the leader having significant authority to make decisions.
In this case, the leader's task-oriented approach would be highly effective due to the
structured nature of the task and the strong position power, allowing for efficient planning
and execution.
So, we can say that, Contingency Theory highlights that there is no one-size-fits-all approach
to leadership. The effectiveness of a leader depends on the alignment between their style and
the specific demands of the situation. This dynamic interaction ensures that leaders remain
adaptable and responsive to the ever-changing organizational landscape.
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Q. No. 3: What do you understand by Group Dynamics? Introduce the concept of 360°
Feedback and Ethical Leadership.
Ans: Group Dynamics:
Kurt Lewin suggested that groups are quite dynamic and powerful and can influence
individuals and communities. The term ‘group dynamics’ means that changes in a group can
affect our actions and reactions within a group structure. If you are willing to
understand a group, it is important to understand and analyse its dynamics. Lewin is one of
the major researchers to make contributions to group dynamics– attitudes and behaviours
as a part of the small group. Groups can be divided into two parts– Formal and Informal.

Importance of Group Dynamics:

• Enhanced Productivity: Understanding dynamics helps leaders and members optimize
processes.
• Conflict Mitigation: Identifying and addressing conflicts early improves group
harmony.
• Better Decision-Making: Diverse viewpoints and collaborative efforts lead to well-
rounded decisions.
• Innovation: Effective dynamics foster a creative and supportive environment.

By understanding group dynamics helps leaders and team members create positive and
productive group environments. It enables them to foster teamwork, resolve conflicts, and
enhance overall group effectiveness.
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360° Feedback:

360 Degree Feedback is a system or process in which employees receive confidential,

anonymous feedback from the people who work around them. This typically includes the
employee's manager, peers, and direct reports.

360 Degree Feedback Process:

• Make a questionnaire and share it will 10-20 people who complete the feedback form.
• Now arrange your respondents in various groups such as peers, managers,
subordinates, etc.
• The questions in the survey are generally competency-based where most of the
questions are rating based such as based on skills, knowledge, behaviour,
communication, etc.
• Questions in the survey should always be in quantifiable terms not in qualitative only
as it will help in easy analysis.
• After receiving feedback, it should be analysed properly and remains confidential.

Benefits of 360 Degree Feedback:

• Comprehensive feedback: It gives a broader perspective than traditional one-way

reviews.
• Self-awareness: Employees can see how their behaviours are perceived by others.
• Identifying development opportunities: It helps in pinpointing areas where employees
can improve.
• Encouraging open communication: Encourages more honest, constructive feedback.

Ethical Leadership:

Ethical Leadership is a leadership style rooted in moral principles, integrity, and a

commitment to doing what is right, even in complex or challenging situations. It emphasizes
fairness, accountability, transparency, and respect for stakeholders, including employees,
customers, communities, and the environment. Ethical leaders prioritize long-term societal
and organizational well-being over short-term gains, serving as role models who align actions
with values and inspire others to uphold ethical standards.

Key Principles of Ethical Leadership:

1. Integrity: Consistently acting in alignment with moral and organizational values, even
under pressure. Ethical leaders avoid hypocrisy by ensuring their words match their
deeds.
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2. Fairness and Justice: Making unbiased decisions, ensuring equitable treatment of all
stakeholders, and addressing systemic inequalities.
3. Transparency: Openly communicating decisions, admitting mistakes, and sharing
information to build trust and accountability.
4. Respect for Others: Valuing diverse perspectives, fostering inclusion, and treating
individuals with dignity.
5. Responsibility: Taking ownership of the consequences of decisions, including their
social, environmental, and economic impacts.
6. Courage: Standing up for ethical principles, even when it involves personal or
professional risk.

ASSIGNMENT SET – 2

Q. No. 4: Explain the sources of Motivation. Also discuss the Model of four Competencies of
Leadership.
Ans: Motivation:
Motivation is usually described as the force that impacts the direction, intensity, and
endurance to drive a person's voluntary choice to pursue a goal (the desired outcome). The
term motivation is based on the Latin word 'movere' which means 'to move'.
In other hand we can see that, Motivation does not just work on factors that activate
behaviours but also has a significance of these factors in goal-oriented actions.
Motivating is the process of convincing someone toward goal-driven activities. The elements
involved in the process of motivation are need, tension, and goal-driven target toward need
satisfaction. The motivational process is originated from the needs, and it influences
personality traits, learning abilities, and perception. Motivation helps the managers to keep a
check on how people work and are motivated.
Motivation can come from a combination of intrinsic and extrinsic factors, as well as from
social, environmental, and psychological needs. The most effective motivation strategies
typically involve a mix of these sources, tailored to an individual’s values, goals, and
circumstances. Understanding what drives people is key to fostering an environment where
motivation is sustained and leads to personal and organizational success.
Model of Four Competencies of Leadership:
The Model of Four Competencies of Leadership focuses on the essential skills and attributes
that leaders need to develop to be effective in guiding their teams, organizations, and
communities. This model outlines four primary competencies that leaders must possess to
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succeed in various leadership roles. These competencies help leaders navigate challenges,
inspire their teams, and achieve organizational goals while fostering a positive work culture.
In the 1960s, McClelland's work gave birth to the leadership competency models' idea based
on effective management. American Management Association in the 1980s further pushed
the idea for competencies and distinguished effective and ineffective management on a
number of behavioural as well as on the platform of the performance. Since then, a number
of institutions have tended their work towards the competency-based management
approach.
By definition, any group or organisation will require four competencies:
1. Management of Attention.
2. Management of Meaning.
3. Management of Trust.
4. Management of Self.
1. Management of Attention is a crucial concept in leadership, personal productivity, and
overall effectiveness. It refers to the ability to control and focus one's attention on the right
tasks, objectives, and priorities while managing distractions and competing demands for
attention.
2. Management of Meaning refers to the process by which leaders and individuals create,
interpret, and communicate the significance of actions, decisions, and organizational goals
in a way that aligns with the values and motivations of others. It's about ensuring that the
work being done is meaningful to employees, stakeholders, and other participants,
fostering engagement, purpose, and a sense of direction.
3. Management of Trust refers to the ability of leaders to establish, nurture, and maintain
trust within an organization, between leaders and employees, and among team members.
Trust is fundamental for the smooth functioning of teams and organizations, as it promotes
open communication, collaboration, innovation, and a healthy work environment. Without
trust, employees may feel disengaged, insecure, or unmotivated, and organizational
performance can suffer. Therefore, managing trust is one of the most important
responsibilities of a leader.
4. Management of Self refers to the ability of an individual—especially a leader—to manage
their own behaviours, emotions, time, and personal growth in a way that enables them to
be effective, resilient, and aligned with their goals and values. It is about self-awareness,
self-regulation, and taking proactive steps to improve one’s skills, mindset, and overall
well-being.
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Q. No. 5: State the significance of Organisational Culture? Explain the outcome-oriented

Culture in an organization.
Ans: Organizational culture is significant because it shapes the behaviour, values, and overall
functioning of a company. Organisational culture focuses on how employees intercept
characteristics like structure, autonomy, reward, conflict and other considerations. In common
language, it is also known as corporate culture. Alternately we can also call it a company’s
norms, values, protocols, and accepted standards. This helps guide the behaviours of people
within the organisation. As organisational culture helps in shaping the environment of the
workplace and directs the behaviours of employees.
It significantly impacts the following:
• Employee Behaviours and Attitude: A positive organizational culture fosters an
environment where employees feel valued and motivated, leading to higher job
satisfaction and productivity.
• Performance and Efficiency: It encourages employees to align their personal goals
with those of the organization, promoting consistency and efficiency in their work.
• Attraction and Retention of Talent: Companies with strong cultures attract like-
minded individuals, reducing turnover rates and building a loyal workforce.
• Brand Image and Reputation: A healthy culture positively influences how the
company is perceived externally by customers, stakeholders, and the public.
• Decision-Making: It provides a framework for decision-making, ensuring consistency
with the company's core values and mission.
In essence, organizational culture serves as the foundation for the overall health and success
of an organization, guiding internal operations, employee behaviour, and external
perceptions.

Outcome-Oriented Culture:
Outcome-oriented culture in an organization is focused on achieving results and performance
outcomes rather than just following processes. It emphasizes setting and reaching targets and
is driven by clear goals and accountability.
Here are 5 characteristics and 5 outcomes of an outcome-oriented culture:
Characteristics:
1. Clear Goals: Specific, measurable goals are set for individuals and teams.
2. Accountability: Employees are held accountable for their performance and results.
3. Performance Metrics: Regular tracking and analysis of key performance indicators
(KPIs) to measure progress.
4. Recognition and Rewards: Successes are celebrated, and high performance is
rewarded.
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5. Continuous Improvement: Focus on constantly improving processes and outcomes

through feedback and innovation.

Outcomes:
1. Enhanced Performance: Employees are motivated to meet or exceed their targets,
leading to improved overall performance.
2. Increased Productivity: Clear goals and accountability drive efficiency and
effectiveness in work processes.
3. Higher Employee Engagement: Recognition and rewards boost employee morale
and engagement.
4. Better Decision-Making: Data-driven approaches and performance metrics guide
informed decision-making.
5. Competitive Advantage: Consistent achievement of goals and continuous
improvement make the organization more competitive in the market.
An outcome-oriented culture is effective in driving performance and aligning employees
towards achieving specific goals. When executed correctly, it leads to high productivity,
employee engagement, and overall organizational success. However, it’s important to balance
results with employee well-being, process quality, and long-term strategy to avoid potential
downsides.

Q. No. 6: Discuss Ethical leadership and its dark sides in detail. (10)
Ans: Ethics, also called moral philosophy, the discipline concerned with what is morally good and
bad and morally right and wrong.
Ethical leadership is a form of leadership in which individuals demonstrate conduct for the
common good that is acceptable and appropriate in every area of their life.
It's about doing the right thing, setting a moral example, and fostering a culture of integrity
within the organization.
Key Elements of Ethical Leadership
1. Integrity: Ethical leaders demonstrate honesty and consistency in their actions and
decisions.
2. Fairness: They treat all employees equitably, ensuring that decisions are just and
impartial.
3. Transparency: They communicate openly and honestly, providing clear reasoning
behind their decisions.
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4. Accountability: Ethical leaders take responsibility for their actions and hold
themselves and others accountable.
5. Respect: They show respect for all stakeholders, valuing diverse perspectives and
fostering a culture of inclusion.
Benefits of Ethical Leadership
1. Trust and Credibility: Ethical behavior builds trust among employees, customers,
and stakeholders.
2. Employee Satisfaction: A fair and respectful environment enhances job satisfaction
and reduces turnover.
3. Reputation: Companies led by ethical leaders enjoy a positive public image and
brand reputation.
4. Sustainable Success: Ethical practices contribute to long-term success by avoiding
legal issues and fostering loyalty.
5. Social Responsibility: Ethical leaders often engage in corporate social responsibility
initiatives that benefit the wider community.
Dark Sides of Ethical Leadership:
Leaders' dark side as defined by leaders can be a continuous pattern of behaviour shown by a
leader with negative results, which creates an overall bad environment for the leader,
follower, and the workplace. Some of the commonly associated attributes with the dark side
of Leadership are:
• Narcissistic
• Controlling
• Selfish
• Unethical
• Dishonest
• Arrogant
Despite its many advantages, ethical leadership can have some unintended negative
consequences:
1. Overemphasis on Ethics: Sometimes, the focus on ethics can lead to paralysis in
decision-making, where leaders are overly cautious and avoid taking necessary risks.
2. Inflexibility: Ethical leaders may be seen as rigid or inflexible, sticking too strictly to
rules and principles without considering the context or unique situations.
3. Burnout: Maintaining high ethical standards can be demanding, leading to stress and
burnout for leaders striving to uphold these values constantly.
4. Perception of Self-Righteousness: Ethical leaders might be perceived as holier-than-
thou, creating resentment or tension among those who feel judged or inadequate.
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5. Conflict with Profit Goals: Ethical decisions sometimes clash with financial
objectives, potentially leading to lower profits or missed opportunities in the short
term.
Therefore, ethical leadership promotes integrity and trust, it requires a delicate balance to
avoid potential pitfalls. It’s crucial for leaders to navigate these challenges wisely to ensure
that their ethical principles positively contribute to organizational success without unintended
negative impacts.