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1 Leadership in Action: Real Life Application of Leadership Concepts and Theory Author’s Name Departments Name, University Name Course Number: Course Name Month Day, Year

2 Leadership in Action: Real Life Application of Leadership Concepts and Theory This paper places considerable focus on the importance of leadership in practical scenarios, with a particular emphasis on striking a delicate balance between the well-being of employees and organizational efficacy. The primary approach employed is thoroughly examining existing literature and gathering feedback from two employees from different organizations. Leadership and organizational effectiveness are closely intertwined, acting as crucial factors in accomplishing organizational objectives successfully. The main objective of this research is to investigate real-life leadership practices and their role in effectively managing challenging situations and resolving disputes within an organization, in this case Southwest Airlines. The paper highlights the necessity of employing appropriate leadership strategies to achieve this objective. Furthermore, the research underscores the significance of fostering a harmonious relationship between organizational effectiveness and employee morale. The study can derive meaningful and insightful conclusions by incorporating interviews as part of the research methodology. Two interview participants were selected for this research, each representing different types of organizations: McDonald's, a profit-making organization, and the NHS, a non-profit organization. The insights provided by these interviewees, along with the findings from the literature review, form the bedrock of the research's support. The analysis delves into numerous leadership theories and concepts to grasp their practical relevance in the experiences shared by the interviewees. The study uncovers that proficient leaders can boost employee productivity by positively influencing their behavior and nurturing their growth prospects. The criteria for appointing leaders are grounded in their skillset and organizational approach. Additionally, the

3 paper explores the development of followership and its significance in recognizing individual identities within an organization. The report explores different leadership styles, approaches, and concepts contributing to organizational success. The research findings suggest various theories and ideas for effective leadership based on input from interviewees and literature reviews. Leadership Approach in Real Life In practical situations, the leadership approach is recognized as an effective method for enhancing and advancing the organization's operations. Leaders' primary goal is to enhance employee performance, motivate their skills, and facilitate the achievement of organizational objectives (Carleton et al., 2018). Managing chaos and disputes within an organization proves to be challenging for leaders due to the lack of harmony in the organizational setting and unclear regulations and policies. Achieving steadiness in the organizational process requires a thorough understanding of the leadership approach, which can vary in different situations and organizational contexts. Some leadership approaches have been criticized for their narrow focus on specific aspects, while others are considered efficient for addressing multiple facets simultaneously. Leaders often face time constraints and must choose the most applicable method. Leader- oriented approaches include the Trait, Skills, and Leader-Member Exchange approaches, while Follower-oriented approaches comprise the Situational, Transformational, and Team approaches (DuBois et al., 2015). The approach selection depends on various factors, such as the organizational setting, the positions of leaders and followers, and policies. In analyzing the leadership style and approaches in real-life scenarios, responses from McDonald's and NHS employees are considered, representing two different organizations.

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4 In the interview, the leader from McDonald's emphasizes the key features of their transformational leadership approach. They focus on motivating and encouraging employees in all situations, possessing traits of team-building and effective organization based on each case. Communication of organizational goals is a significant aspect, and the leader's approach significantly boosts the morale and well-being of the followers. On the other hand, the employee from NHS is responsible for providing social services for the community's well-being. Her leadership style revolves around team-building and a transformational technique, aligning with the elements of the organizational setting. Southwest Airlines, recognized as the budget-friendly and enjoyable airline, is renowned for its distinct culture. The airline took pride in its innovative "point-to-point" hub model, enabling passengers to fly directly from smaller cities and regions without the need to stop at major hubs like Denver or New York (Morgan, 2023). This approach significantly reduced travel times by eliminating stopovers, making it particularly advantageous for travelers originating from non-metropolitan areas. However, on December 28th, 2022, Southwest Airlines faced a significant setback when more than 2,500 flights, accounting for 61 percent of its scheduled flights, were canceled (Morgan, 2023). The adverse weather, occurring a few days before Christmas, disproportionately impacted the airline due to inadequate computer systems, which hindered the timely deployment of crews to waiting planes and the rebooking of passengers on alternative flights. Additionally, their flight model allowed issues at one airport to cascade and affect others, exacerbating the situation. Using the transformational approach, I would have handled this situation differently. Communication is a key component that would have prevented this issue. Ensuring there are latest communication technologies in place would have facilitated effective communication between the employees and the clients. The company’s call center of

5 twenty thousand individuals was operated using a phone and voicemail (Morgan, 2023). The company did not consider the views of workers and the leadership did not invest in latest technology (Morgan, 2023). A transformational leadership approach would have enabled the leaders to listen to their employees and invest meaningfully in technology to enhance communication which is the blood of any organization. Leadership and Difficult Situations Successful leadership primarily depends on providing a clear vision to followers and fostering their enthusiasm for working in collaboration towards organizational goals. According to Rajapathirana & Hui (2018), adopting innovative approaches to handle challenges can enhance organizational performance. Leaders are crucial in motivating and managing groups, subordinates, and individuals within the organization. To ensure valuable group performance, motivating and organizing employees are essential. Leaders aspire to attain significant development and expansion for the company, but as Tsai et al. (2019) noted, they face considerable challenges during this process. Their experience and background help them refine their strategies, and their ability to adapt to change is a key quality of effective leaders. The leader from McDonald's shared that he acquired valuable skills and managerial experience during challenging situations, facing issues related to diversity, teamwork, and communication. Effective communication helped establish connections among his employees and improved overall performance. The NHS leader dealt with conflicts related to teamwork, communication, gender, and cultural diversity. Quintal (2016) emphasizes that building trust and coordination can enhance teamwork and resolve disputes. This real-life example highlights the importance of collaboration between leaders and subordinates despite differences, and leaders play a critical role in managing and resolving conflicts within the organization to prevent further

6 difficulties. Southwest Airline leaders did not have a culture of teamwork which would have enabled them to consider the views of their employees. The company melted down quickly during this stressful period due to lack of employee experience. A transformational leader would invest in employee experience. Enhancing employee experience involves investing in various aspects such as collaboration, operations, communication, and internal and external technology (Morgan, 2023). Unfortunately, numerous airlines lack effective communication with customers during flight cancellations, leading to dissatisfaction among consumers. To address this, customers deserve robust protections, including an updated consumer refund rule. The organizational structure and behavior also significantly impact leadership style. Understanding the hierarchical structure, authority, duties, and communication within the organization helps leaders determine their respective leadership approaches. As Agbor (2008) stated, the best leaders empower and develop other leaders rather than merely creating followers. Failure to identify the organizational structure can lead to issues of coordination and control among followers. To address these challenges, leadership perspectives like competency, behavioral, contingency, transformational, and implicit play essential roles. Organization leaders must coordinate and collaborate with all team members to effectively manage and mitigate conflicting situations. In handling difficult and conflicting situations within an organization, motivating and guiding followers toward goals is crucial (Chua & Ayoko, 2019). Both leaders should possess conceptual, social, and technical skills. Their main focus should be motivating, organizing, and planning during conflicting and challenging times. Traditional and transactional leadership approaches are unsuitable for McDonald's and NHS organizations. Instead, adopting team-

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7 oriented and transformational approaches will aid them in addressing clashing issues and fostering future growth. The Balance Between Organizational Effectiveness and Follower Well-being The primary objective of leadership is to strike a balance between organizational efficacy and workers' daily tasks, thereby achieving productivity and growth. Businesses are responsible for supporting employee well-being and maintaining their morale amidst the demands of consistent performance and innovation (Inceoglu et al., 2018). Striking a balance between organizational efficacy and employee well-being facilitates efficient growth for the organization. Workers are currently exposed to various challenges, including psychological, life- threatening, and anxiety-related issues, primarily because of the pressure managers and leaders exert to maximize organizational productivity and effectiveness. While institutions adopt leadership frameworks to propel organizational success, it is crucial to determine the most appropriate model or leadership technique for the given context. A precise business layout is beneficial in achieving the balance between organizational efficacy and employee well-being. Analyzing the real-life examples of leaders from McDonald's and NHS reveals the importance of organizational goals and follower well-being. Maintaining this balance requires teamwork and collaborative learning to handle diverse tasks effectively. The McDonald's leader highlights the daily challenges of managing the organization but emphasizes promoting teamwork and understanding individual followers' psychological needs to maintain balance. Strategic planning assigns team members' duties based on their skills and the situation. For NHS, the leader also stresses balancing organizational effectiveness and follower well-being. She communicates with followers regularly, aligning their vision with organizational growth and development, and emphasizes the impact of organizational effectiveness on inspiring

8 and engaging the workforce. Embracing teamwork in the workplace could have helped prevent the situation that befell Southwest Airlines. Consistent communication and transformational leadership could have been employed to manage employee stress and work demands while also considering the individual well-being of followers as a vital aspect. This approach fosters employee commitment and loyalty to the organization's vision and mission. Leadership Theories and Concepts The practical implementation of leadership approaches in McDonald's and NHS provides a comprehensive understanding of various leadership theories and concepts. The focus on action- based strategies is particularly evident in theories like situational and contingency theories. The expertise and capabilities of leaders from both organizations play a crucial role in enhancing organizational effectiveness and positively influencing the well-being and morale of their subordinates. Both leaders acknowledge their responsibility to guide their followers toward future leadership roles and support them in realizing their visions and gaining a competitive edge. The study examines different leadership theories and concepts based on real-life applications, contributing to developing leadership skills. As noted by Nawaz et al. (2016), these leadership theories enhance the quality and effectiveness of leadership in achieving organizational goals. Analyzing these leadership theories and concepts helps determine the effectiveness of each theory. The elements of the Great Man theory play a considerable role in leadership development. This theory posits that leadership capacity is inherent, suggesting that leaders are born, not made (Nawaz et al., 2016). Similarly, the Trait theory shares similarities with the Great Man theory, emphasizing that people inherit leadership qualities through behavioral or personality characteristics. Both models bolster the idea that leadership qualities are innate

9 characteristics. According to Fiedler's contingency theory, no one-size-fits-all leadership style or trait works in all circumstances (Kulkarni, 2017). Effective leadership hinges on the ability to adjust and match the leader's qualities to the characteristics of the group and the situation at hand. It emphasizes the importance of finding a suitable alignment between leadership attributes and the particular context. In this context, Southwest Airlines leaders would have aligned their leadership attributes with the crisis brought about by the bad weather. It would have enabled them to identify this risk and plan accordingly on how to prevent or act when it occurs. They could have invested in new technology to enhance their systems. Also, they could have embraced other alternative models like “hub-and-spoke” used by other large carriers such as United and American Airlines. Hub-and-spoke airlines have the flexibility to suspend specific routes during adverse weather conditions and, with proper preparation, can efficiently resume operations when the weather improves by strategically positioning crews and planes (Simonetti & Eavis, 2022). However, Southwest Airlines faces more challenges in doing so without causing disruptions across multiple flights and routes. On the other hand, Hersey and Blanchard's situational theory represents an action- oriented leadership approach that necessitates varying decision-making depending on the specific situations encountered. Southwest Airlines leaders could have embraced this leadership approach to match crews with flights efficiently when cancellations began to accumulate. NHS leaders employ this theory to make efficient staff and clinician management decisions. Both McDonald's and NHS demand experienced and skilled leaders for effective decision-making. Transactional and transformational theories are common leadership theories. The transactional theory centers on supervision and group performance, involving exchanges between leaders and followers based on a punishment and reward system (Lee et al., 2019). Southwest Airlines leaders could

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10 use a transactional approach to identify these risks by considering the views of employees. This could have enabled them introduce new systems that would aid them in running its operations. In contrast, the transformational theory focuses on enhancing the relationship between leaders and followers, promoting workforce engagement, motivation, and morale. In the interviews, McDonald's leaders mentioned following the transformational, transactional, and situational theories (Chia et al., 2020). Given the nature of working in a food chain organization, unexpected situations and a hectic routine are common. To address such challenges swiftly, leaders employ situational decision-making. The transformational theory is utilized to motivate and organize teams and followers effectively, while the transactional theory implements a reward and punishment system based on performance. On the other hand, the NHS interviewee utilizes transformational and situational theories to manage and organize services. Building strong teamwork with staff and clinicians is essential for NHS, and the situational theory aids in making better decisions during emergencies and critical situations. Leaders Develop Followership Understanding the roles of leaders and followers is crucial for organizations. The relationship between leaders and followers is built on trust and motivation (Eliophotou-Menon & Ioannou, 2016). Leaders are responsible for fostering followers' motivation to achieve the company's goals and creating a results-oriented setting. They achieve this by providing performance-related feedback and implementing reward systems to increase followers' motivation. In today's context, the leader-follower relationship focuses more on understanding what followers want than solely dictating what the leader wants. Leaders must prioritize the morale and well-being of followers instead of burdening them with tasks without any

11 motivational connection. The internal motivation of followers is essential, and leaders play a vital role in harnessing their potential. Developing trust is a significant element of leadership. When leaders demonstrate trust and respect in their followers' skills and abilities, it boosts functionality and internal motivation. With enhanced motivation, respect, and trust, followers become more committed to the company's goals and work harder to achieve worthwhile rewards. Motivation is influenced by the connection and association between followers and leaders, and shared values and beliefs can enhance performance (Choi et al., 2019). Leaders at McDonald's must acknowledge their followers' values and beliefs to create a supportive environment. According to the interviewee's responses, it is evident that followers play a central role in the company, while leaders guide and allocate individual responsibilities. Leadership is seen as an equal chance for all workers in an institution, and leaders' support propels the motivational need for empowering and encouraging followers, as noted by Wikaningrum & Yuniawan (2018). Leaders in the NHS should focus on developing effective communication skills to address conflicts and difficulties, fostering connections with followers, the organization, and group members. Improved communication enhances understanding between leaders and followers, reducing gaps and contributing to organizational prosperity. Leaders at Southwest Airlines needed to establish an effective leader-follower relationship through effective communication. Listening to the employees makes them to feel valued by the company and gets motivated to give their best. Future Development and Selection of Leaders The importance of fostering leadership development and cultivating effective followership has consistently been pivotal in attaining organizational success. As we gaze into

12 the future of leadership and development, it becomes increasingly critical to acknowledge the demand for strong leadership in intricate, unstable, and uncertain environments. It falls upon organizations to recognize the significance of preparing for future leadership development and establishing well-defined leadership standards to facilitate realizing organizational objectives. Selecting individuals with significant experience and strong leadership capabilities is essential for identifying future leaders. Haniff et al. (2016) revealed that a gap in motivation can hinder effective leadership. Embracing collaborative problem-solving approaches and leveraging digital platforms have led to developing and enhancing leadership skills. Organizations must equip themselves and their leaders with relevant technical, relational, and communication skills to foster effective leadership. Insufficient skill development within the organization and a gap in meeting leadership requirements can result in ineffective leadership, as noted by Warrick (2017). The leadership industry is undergoing significant changes and requires a balance of hard and soft skills. Addressing the skill transfer gap is crucial, as it prevents leaders from applying what they have experienced or learned. To create future leaders, organizations must connect these skill gaps. Leaders should concentrate on team development and self-development to identify effective leaders amidst the upcoming generation. Addressing these gaps enhances the institution's culture and promotes effective communication between followers and leaders. Rather than being mere bosses, leaders should act as mentors, motivating their followers and building respect, thereby nurturing future leadership capabilities. Conclusion

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13 Leaders inspire and develop their followers by sharing the organization's future vision. Their traits and characteristics influence the effectiveness and strength of a leader. Experience and situational decision-making also play a role in successfully motivating followers. Real-life leadership is explored through interviews with two leaders from different organizations, each following a distinct leadership style according to their workplace context. The results of the interview emphasize the significance of team-building, motivation, respect, and values toward followers. Through the interviewees' responses, the study analyzes future growth and the significance of followership. It can be concluded that leadership approaches and established models play a role in motivating followers and shaping future leaders. The analysis of leadership approaches and theories is conducted through a literature review and interviews, investigating the potential difficulties and conflicts encountered by the interviewees.

14 References Agbor, E. (2008). Creativity and innovation: The leadership dynamics. Journal of strategic leadership, 1(1), 39-45. Carleton, E. L., Barling, J., & Trivisonno, M. (2018). Leaders’ trait mindfulness and transformational leadership: The mediating roles of leaders’ positive affect and leadership self-efficacy. Canadian Journal of Behavioural Science/Revue Canadienne des sciences du comportement, 50(3), 185. Chia, X. R., Kee, D. M. H., Khor, S. T., Chin, K. Y., Lok, T. X., Almutairi, H. A., ... & Kulkarni, S. (2020). Contributing Factors to Organizational Success: A Case Study of McDonald's. International Journal of Tourism and Hospitality in Asia Pacific, 3(2), 38-47. Choi, D., Cheong, M., & Lee, J. (2019). Leadership influences? It depends on followers! The relationship between the Ohio State leader behaviors, employee self-regulatory focus, and task performance. Personnel Review. Chua, J., & Ayoko, O. B. (2019). Employees’ self-determined motivation, transformational leadership, and work engagement. Journal of Management & Organization, 1-21 DuBois, M., Hanlon, J., Koch, J., Nyatuga, B., & Kerr, N. (2015). Leadership styles of effective project managers: Techniques and traits to lead high-performance teams. Journal of Economic Development, Management, IT, Finance, and Marketing, 7(1), 30. Eliophotou-Menon, M., & Ioannou, A. (2016). THE LINK BETWEEN TRANSFORMATIONAL LEADERSHIP AND TEACHERS'JOB SATISFACTION, COMMITMENT, MOTIVATION TO LEARN, AND TRUST IN THE LEADER. Academy of Educational Leadership Journal, 20(3), 12.

15 Haniff, A., Galloway, L., & Rockenmaier, J. (2016, June). Leadership in Project Management: The disjoint between theory and practice. At the 23rd EurOMA Conference 2016 Inceoglu, I., Thomas, G., Chu, C., Plans, D., & Gerbasi, A. (2018). Leadership behavior and employee well-being: An integrated review and a future research agenda. The Leadership Quarterly, 29(1), 179-202. Kulkarni, V. (2017). Contingency Theory. The International Encyclopedia of Organizational Communication, 1-6. Lee, M. C. C., Idris, M. A., & Tuckey, M. (2019). Supervisory coaching and performance feedback mediate the relationships between leadership styles, work engagement, and turnover intention. Human Resource Development International, 22(3), 257-282. Morgan, B. (2023, January 2). What Southwest Airlines could have done better this christmas. Forbes. https://www.forbes.com/sites/blakemorgan/2022/12/30/what-southwest-airlines- could-have-done-better-this-christmas/?sh=738d905e7c24 Nawaz, Z. A. K. D. A., & Khan_ PhD, I. (2016). Leadership theories and styles: A literature review. Leadership, 16(1), 1-7. Quintal, P. N. (2016). The direct impact of team leadership on implicit coordination of a team and the role of trust as a mediator (Doctoral dissertation). Rajapathirana, R. J., & Hui, Y. (2018). Relationship between innovation capability, innovation type, and firm performance. Journal of Innovation & Knowledge, 3(1), 44-55. Simonetti, I., & Eavis, P. (2022, December 27). Southwest’s debacle, which stranded thousands, to be felt for days. The New York Times. https://www.nytimes.com/2022/12/27/business/southwest-flights-canceled-travel.html

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16 Tsai, Y. S., Poquet, O., Gašević, D., Dawson, S., & Pardo, A. (2019). Complexity leadership in learning analytics: Drivers, challenges and opportunities. British Journal of Educational Technology, 50(6), 2839-2854. Warrick, D. D. (2017). What leaders need to know about organizational culture. Business Horizons, 60(3), 395-404. Wikaningrum, T., & Yuniawan, A. (2018). The relationships among leadership styles, communication skills, and employee satisfaction: A study on equal employment opportunity in leadership. Journal of Business and Retail Management Research, 13(1).

17 Appendix Interviews Response #1 McDonalds Leader Question 1: What would you describe your leadership style or approach? Transformational and Transactional Approach. Question 2: What has contributed to your success as a leader? My character of motivating and the desire of creating teamwork and team-building. Question 3: What is your typical approach to handling difficult people, conflicts, and complicated circumstances as a leader? As a leader, I typically manage difficult individuals, conflicts, and complex situations by employing effective communication and establishing strong connections with my followers. Question 4: Leaders may have to strike a balance between organizational effectiveness on the one hand and regard for subordinate or follower satisfaction or morale on the other. Please explain how you balance the two and make it work. I achieve equilibrium by delegating responsibilities to competent employees rather than overburdening them. Question 5: Have you developed or relied on a particular philosophy, theory, or approach to leadership that has helped you succeed as a leader? Please describe it and explain how and why it has worked for you. I use both transactional and transformational theories in my leadership approach. To encourage the workers, I employ the transformational technique, while for providing feedback, I rely on the transactional approach, which includes a system of punishment and rewards. This combination helps me keep the followers on track and encouraged.

18 Response #2: NHS Leader Question 1: What would you describe your leadership style or approach? Team building and Transformational Approach. Question 2: What has contributed to your success as a leader? My ability lies in establishing connections between all the organization's variables and exhibiting behavioral traits that build trust and respect. Question 3: What is your typical approach to handling difficult people, conflicts, and complicated circumstances as a leader? The technique is to build trust and collaboration among the followers. Question 4: Leaders often need to find a middle ground between achieving organizational effectiveness and considering their subordinates' or followers' satisfaction and morale. Can you elaborate on how you strike this balance and make it successful in your leadership approach? I achieve equilibrium by engaging in daily communication with employees, ensuring their alignment with organizational objectives. Question 5: Have you developed or relied on a particular philosophy, theory, or approach to leadership that has helped you succeed as a leader? Please describe it and explain how and why it has worked for you. I employ both situational and transformational approaches. To cultivate trust and motivation among workers, I adopt the transformational technique. However, when addressing specific situations promptly, I prioritize situational theory.

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