Question

Pls do not handwrite the answer, this is for easy reading

Sry guy, can't find a subject for this - so I put under social sciences

It is under Human Behaviour in Organisation

Question 4:-

a) Describe the difference between leader and leadership.
b) Describe laissez-faire, transactional and transformational leadership. compare the effectiveness of the 3 leadership styles.
c) Explain Lewin's Change Model.

Answer 1

• a)Leadership is the outcome of the relationship between the leader, his followers and the environment - the leader is simply one of those three elements.
• In the simplest terms, leaders are the ones who are in leadership.
• Leadership is often seen as a position by appointment or earning. A leader can actually lead without a formal position. Leaders influence others to accomplish more than they ever thought possible and that can be done within a formal position or without.
• A leader is someone who influences others; leadership is the practice or method by which a leader gets things done and helps others.
• The difference is that leaders embody leadership mindsets and actions. It’s who you are as a person that makes you a leader. Doing leadership actions or holding a leadership position does not make you a leader.
• Leadership skills can and should be taught. But don’t mistake leadership for being a leader. You are a leader as leadership flows out of who you are as a person.
  
• c)The German-American psychologist Kurt Lewin developed the “Unfreeze-Change-Refreeze” model (Lewin’s change model) in the 1950s. The Lewin’s change model describes the change in three stages and is about change in general.
• Unfreeze stage-At this stage people realize that something is going to change and they are dealing with strong emotions such as denial, impatience, uncertainty and doubt. It is essential for a business to fully disclose the state of affairs and to explain why a change process is put into force.
• As a result of clear communication employees are more willing to accept to the new change of direction and they can let go of old customs. During this stage, it is advisable to involve employees so that they can take a constructive approach to the change process.
• Change stage-It is of crucial importance that the change is implemented within a short time. The longer the change process takes, the more employees are inclined to relapse into old habits and rituals.
• This stage is sometimes referred to as the “move stage” because it causes a ripple effect within an organization. By acting vigorously and implementing the change within a short time, the employees will become aware of the importance of this change more quickly.
• Refreeze stage-This stage, refreeze the change, is about solidifying the change. After the change has been implemented in the change stage, employees are inclined to revert to their old habits. Therefore, it is advisable to make proper arrangements and carry out interim evaluations, monitor and make adjustments (when necessary).
• Only then the new situation can be stabilized and the employees will understand that there is no turning back. Eventually, they will act in accordance with the new situation and realize that there are advantages to it.
• Lewin’s change model is still frequently used in organizational change. But also in team building trajectories it is an excellent method to bring about a mentality change among employees and creating awareness of the advantages of change. Change does not have to be a threat, it can be seen as a new challenge that will energize and motivate everyone.
• Due to time limit,only some questions could be answered,remaining can be asked asa nother question,they will be answered,thankyou for your cooperation