Leadership Styles Sample

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Retail Change Theories Sample

Assignment 1:

Incident report:

  1. Details–Person made the report: 


Position: Manager of operations in general

Job Title: coordinate operations and other functional departments.

  1. incident Details:

Location: staircase of the office premises.

Details of the incident:

A client visited the office in order to conduct a meeting and decided to go from the staircase since she was running late for her work at the office. While walking from the corridor, the client met with an accident wherein she fell from the staircase and injured her hand due to the boxes of paper obstructing the way of the staircase and the exit door. The client shouted for help due to the pain from the injury which was attended by one of the agents nearby who blamed the client stating that it was her fault due to her high heels that she felt from the staircase and any men won’t have encountered such incident. The client felt humiliated due to such actions from the agent.   

Corrective Actions suggestions for improvement:

The details of the case study indicate that the company is failing badly to implement and execute the policies and guidelines of the Workplace Health and Safety management system resulting in the occurrence of such accidents. The company should comply with all the guidelines and regulations or policies under the WHS management systems through proper training and development as well as proper guidance and exposure to the employees to abide by the guidelines in an effective manner. The functional department established to keep an eye on the occurrence of such accidents should conduct regular meetings and find corrective action measures so that the occurrence of such accidents is reduced.

  1. Witness details:


Job title: Floor agent


Injury Report:

Status: organization’s client.

Outcome: hand and wrist injury

  1. Details of Injured Person:

Name: Name of the client  

Phone no- xxxxx


Sex: Female

Job Title: manager

Work Arrangements: Full-time employee

  1. Details of the incident:

Location: stairwell of the exit way of office premise

A detailed description of the incident:

The client came to the office for the purpose of the meeting and while going back to her office she decided to take the stairwell in order to avoid getting delayed while traveling to her office. While taking the exit way through the stairwell, she met with an accident wherein she fell from the stairwell due to the obstruction created from the pile or box of papers stuck beside the exit door. There was also some liquid that fell on the floor which was identified by one of the agents and informed to the immediate manager. The client was provided by first aid facilities and immediately rushed to the nearby hospital known by the name of Royal Women’s Hospital for further treatment.

  1. Witnesses Details:

Name: Name of the agent 

Phone no:


  1. Injury details report:

Nature of Injury: wrist and hand injuries.

Cause of Injury: slipped on the stairwell and fell down.

Location on body: wrist on the hand

  1. Treatment Administered:

First Aid Given: Yes

First Aider name: name of the agent 

Treatment: painkiller medicine and pain-relieving ointment or spray that could minimize the pain.

Referred to:

  1. Did the injured person stop working:

Yes/ No: Yes

Outcome: hospitalized for one week and bed rests for 3 weeks

  1. Investigation of the Incident:

The client might have met with the incident or accident due to the foul smell of liquid spread on the floor or due to the obstruction created in the exit door by the pile of papers. The actual problem encountered is the irresponsible behavior of the agent who witnessed the incident and blamed the client for her behavior. The agent put complete blame on the client stating that her high heels were responsible for the accident. The company has enthusiastically implemented the WHS management system but failed to manage it properly over the period of time resulting in an increase in the number of incidents occurring in the office premises. The increased number of incidents is evident that the organization and associated managers of the WHS management system have behaved irresponsibly and didn’t follow the guidelines and policies of the WHS management system. 

  1. Assessment of the Risk: 

Likelihood of Recurrences: high likelihood of recurrences

The severity of outcome: high chances of lethal calamity

Level of Risk: high level of peril

  1. Prevent Action to avoid the recurrences:
Action By whom By when Date completed
The top management executives and the managers need to identify the guidelines and policies of the WHS management system and circulate them across all the functional and operational departments in order to follow them inappropriate manner and regular basis.

Proper analysis and recording of any incident occurring in the office premises and make corrective action measures to avoid its reoccurrence.

The WHS management system team should ensure that all the employees are provided adequate training about the preventive action measures to avoid the occurrence of any fatal accident.

Employees from all the functional and operational departments.

Line and senior managers of all the departments. 

WHS management system team members and managers.

From 08/17/2018 11/17/2018.


  1. Signed: Manager of the operation’s department

Title: Manager

  1. Review comments:

WHS committee/ Staff meeting: 

  • Recording and discussion of the incidents that occurred in the past and avoiding their occurrence in near future.
  • Ensure that the employees are provided adequate knowledge about immediate actions in case of any fatal incident.
  • Proper analysis of the WHS management guidelines and their implementation at all levels in the organization. 

Reviewed by site manager: Signed

Reviewed by health and safety Rep: Signed 

Risk Assessment Form:

Details of the person: 

Name: Name of the operation’s manager

Position: Manager of operations and general

Risk Details:

Risk ID: 05

Raised By: Manager of operations and general

Risk Description:

The case study clearly indicates that the managers and employees failed to follow the guidelines and policies of the WHS management system in their organization resulting in an increase in fatal accidents.

Likelihood of risk: High chances of fatal risks and accidents

Impact of risk: rise in the number of fatal accidents in the office premise

Risk Mitigation:

Preventative actions recommended:

The WHS management system team members and managers should ensure that the employees are provided by proper training in handling such fatal accidents or incidents and corrective action measures to be taken.

There should be monitoring of the implementation of policies and guidelines of the WHS management system on regular basis in order to minimize the chances of any fatal accidents in the office premises.

The companies need to ensure they conduct regular drills of the natural calamities and evacuation procedure periodically to ensure they can avoid any fatal accidents. 

Contingency actions recommended:

The infrastructure of the office premises plays an important role in order to develop and install exit ways in case of occurrence of any unforeseen incidents.

The employees should be trained to follow the guidelines and policies of the WHS management systems and evacuation process in case of occurrence of such incidents. 

Supporting documentation:

The document of the policies and guidelines of the WHS management system should be circulated to all employees.

The employees should be properly evaluated through tests and evaluation measures about the awareness of their responsibilities.



Assignment 2:


The basic component of trust is the belief or reliance on an individual or group of individuals on the abilities, attitude, personality, and characteristics, or influencing power of any single individual or group of individuals in order to achieve the desired results and objectives. From the organizational point of view, the basic component of trust among the employees would be reliance of the employees on the decision-making abilities of the team leader or manager in their favor. The employees would trust the abilities of the manager or leader in terms of providing opportunities and chances to accept challenging tasks and grow their professional career with the organization. (Parker, 2008).

The leader is responsible to ensure that all the employees are able to trust his abilities and skillsets to support them in achieving the assigned goals and objectives in an effective manner. The leader would be able to generate trust and confidence along with respect by showcasing effective results in terms of achieving the defined goals and objectives in a periodic manner. The leader needs to ensure that they analyze the strengths and weaknesses of the employees and assign the roles and responsibilities on this analysis in an effective manner. They need to identify the needs and requirements of the employees and accordingly make necessary arrangements for training and development in order to help the employees grow within the organization.  


The concept of organizational culture is promoted differently in different organizations which would encourage or demotivate the employees if they fail to adjust in such culture. The prime motive behind the development of the organizational and workplace culture is to ensure that the employees are able to incline themselves with the goals and objectives of the organizations rather than simply focusing on their individual goals and objectives or growth and development. There are different methods implemented by different organizations in order to develop a healthy working culture in the organization. (Kavianian, 1990)

One of the prominent methods of developing the organizational and workplace culture would be to promote transparency in all the business and operational or functional activities of the organization. This would motivate the employees to understand the functioning of the organizations and prime motives behind the decisions taken by the top management executives as well as high-ranking managers which would, in turn, benefit them in the long run.

Another important method of developing the organizational and workplace culture would be to improve the communication systems, tools and techniques, and methods implemented in the organization. When the organization is intending to maintain transparency, then it is mandatory that the organization is able to communicate the same to their employees in all the functional departments effectively. This would encourage the employees to relate their goals and objectives with that of the organizations and improve their productivity or performance.

The organization could encourage employees to participate in the decision-making process of the organizations while making changes in the methods, product,s or implementation of new technology thereby taking their opinion. This would encourage the employees to consider the organization to be their own and make the best suitable decision that would be in favor of all the stakeholders of the organization. (Manson, 2012).


The current business environment is highly competitive in nature resulting from the growing influence of the technology and increasing global exposure to multinational organizations for penetration of new markets. The concept of globalization has reduced the geographical and domestic borders for the organizations thereby providing them an opportunity to explore new business opportunities and expand in different business sectors. In such conditions, the organizations expect the managers to play an important role in terms of understanding the changing business environment and making effective decisions in favor of the organization. (Janis, 1977).

The role of the manager in such conditions wherein there is economic fluctuation and technology is changing at a fast pace would be of a leader focusing on the development of a team that could handle or tackle the changing business environment effects in an effective manner. The role of a leader is to train and develop the team members to handle any situation or critical incidences in an effective manner thereby making them future managers and leaders. The manager would require to understand the changes and forecast the future needs and requirements of the team members in order to make arrangements for the required training and development in order to prepare the employees to face the challenges in the near future.


Some of the most influential and currently popular leadership styles are transactional leadership style, democratic leadership style, transformational leadership style, situational leadership style, and charismatic leadership style. The leader is the motivator of the team and requires adopting one of the most influential and popular leadership styles which are currently popular in the business environment. There are some other leadership styles like bureaucratic leadership style, Laissez-faire leadership, and autocratic leadership styles which have faded over time. The leadership style that could provide adaptability and flexibility to the leader can be transformational leadership style and situational leadership style. (Foley, 1995).

The manager needs to understand the tendency of the employees, their effectiveness in their performance and work before making their final decision about leadership style. This exposure is provided by situation leadership style wherein the manager has the opportunity to make changes in their leadership style on the basis of the situation prevailing in the organization. The transformational leadership style would necessitate the manager to divert their attention to the utilization of the communication tools and techniques so that they are able to generate or develop the required influence on the employees and the respective team members. The situational leadership style would provide adequate room for the manager or leader to understand the situation and nearby environment and based on proper analysis make their call to select the best suitable leadership style that could derive the required results. (Hogan, 2007).


The concept of team participation provides an opportunity to the team members to express their opinion in terms of the quality, quantity, methods adopted for the production of the product or services, and implementation of the technologies impacting their productivity and performance. The core problems of the organizations are mainly associated with the employees or team members which could be better explained by the employees and alternate solutions could also be provided by them. The employees are the main resources in the organizations that could be implementing the decisions taken by the top management executives and senior managers. The employees are well-aware of all the potential current and future problems that could be encountered in the production process or business activities in the organization. (Kiani, 2009).

The participation of the employees in the decision-making process of the organization would provide a different and honest or firsthand information perspective of the employees to the top management executives in the organization. The employees could help the organization to get to the core of the problems and identify all the potential solutions that could support in eradication of the problems. This problem could be resolved with the active participation of the employees since they would actively provide their valuable suggestions on adequate experience and actual handling of the problems. The employees can support in providing new ideas and suggestions based on the current drawbacks of the productions and process of production.


The decision-making framework would require proper analysis and consideration of the process of decision-making implemented in the organizations in order to fulfill the expectations of the internal stakeholders like the employees and managers as well as the external stakeholders like the customers and shareholders to name a few. The decision-making framework would require analysis of the situations in order to identify all the suitable or best possible solutions that could be implemented in the situation to avoid damages. The next stage would be a proper analysis of the possible consequences or penalties that could be encountered in the near future for the possible solutions of decisions to be taken by the management and managers in the organization. The final decision to be selected from all the possible alternate decisions would be the next stage in the decision-making framework. The managers and top management executives are required to make decisions about the timeline for execution of the decision as well as define the roles and responsibilities of all the employees and individuals associated with the decision-making process and the final selected decision. The next stage would be risk analysis and risk mitigation stage associated with the final decision selected for implementation and eradicating the possible outcomes or consequences associated with the risk of its implementation. (Griffin, 1991).


The process of risk analysis and risk management systems, tools, and techniques would be very useful in order to make arrangements for the risk management planning system in the decision-making framework. It is very essential for organizations to identify and evaluate the consequences or impact of the risks associated with the decision to be implemented in the organization. The process of risk management planning would require the manager to make strategic decisions in order to minimize the impact and eradicate all the possible implications or impact of the risks based on their intensity. (Naqvi, 2006).


The main role of presenting the organization positively in front of media and community is associated with primarily the marketing and the Public Relations department which would face the media people and make announcements on behalf of the organizations about their future strategies and business activities. The organization requires making its organizational culture and ethical approach popular among the community and media people in order to win the trust and confidence of all the potential stakeholders of the organization. They could highlight their corporate social responsibilities and activities as an initiative taken by them in order to contribute to the development of the society and community. (Yates, 2003).

Assessment 3:

Company name: Ron Supermarket.

Four Profiles:

Name Role Responsibilities Current Skills/Qualifications Resources required Any additional training needed Signatures (If Required)
Sales executives Minimum graduate

Sales experience of minimum 1-2 years 

Target oriented 

Good communication  

Technical resources like computers to update their sales records.

Dress codes and dresses.

Different stationery items and resources, knowledge of technical software like SAP while updating their sales records.

Yes, the employees would require product and process knowledge about all the products provided by the supermarket.

The employees would require training of communication skills and customer services.

Counter executives Minimum graduate

Accounts software knowledge

Prior experience of handling cash and counter 

Good communication skills

Technical resources like computers, Ipads, or laptops.

Stationery items like markers, pens, and stapler.

Accounting software or systems in order to record the sales and generation of bills.

Dress codes to be followed in the supermarket.

The employees would require training about the software systems and how to make records of all the bills for the records of the customers and the organization.

The executives would also be trained about the software systems for providing graphical presentation of the sales for a particular period.

Marketing executives Minimum graduate

Minimum 2-3 years of experience in marketing and communication.

Good communication and presentation skills 

Creative ability to innovate with marketing techniques 

Technical resources like laptops and computers to make records of the marketing activities, discounts, and presentations.

Software systems like SAP or ERP knowledge in order to maintain proper records of all the marketing and sales activities.

The marketing executives would required to be trained about different marketing techniques and communication systems installed in the organization. they would require further training about the software systems and technical processes implemented in the organization.  No 
Floor manager  Minimum  graduate or post-graduate with specialization in marketing

Prior experience of minimum 3-5 years in marketing and handling team.

Good communication skills and team management skills.

The technical resources like laptops and computers for management of the personal profiles and professional records of the team members or employees in the supermarket.

Stationery items like pen and stapler.

Software for supervision of all the accounting, billing, and marketing activities of the employees or team members.

The floor manager would require to be trained on the new software systems and team handling or management strategies. They would be required to be trained effectively on how to gain maximum output from the employees in minimum efforts. No

 Assessment 4:

Professional Development Plan:

Date of Development: 8/17/2018 Date to be reviewed: 8/17/2019
Discussed with mentor Discussed with manager:



Time Frame My personal goals are My professional goals are
Next 12 months My immediate short-term goal is to be able to successfully complete my current educational course with distinction in my nearby or final exams in order to get the opportunity to expand my potential opportunities in order to gain good job opportunities.

I would intend to focus on the improvement of my communication and presentation skills which are currently average in nature thereby ensuring that it doesn’t let my confidence level go down.

The theoretical knowledge is the basis of my future and I intend to ensure that my basics are clear at the end of this curriculum or educational course.

I intend to make my career in finance and would require opting for specialized course or professional course after completion of my current educational course in order to have an edge over other students.

As a professional in finance, I would look for short-term professional courses in finance which would provide me an opportunity to successfully start my career in finance sector.

Professionally I would intend to focus on taking expert classes for improvement in professional or corporate communication and presentation skill sets in order to enhance my personality. 

Next 5 years  My first priority would be to ensure that I complete my post-graduation with a specialization in finance and ensure that I am able to start my career with multinational firms.

My other goal would be to take care of my educational loan in order to avoid the burden on parents and pursue my post-graduation and specialized course in finance in the next three years.

The focus on communication and presentation skills would continue in order to ensure I am able to create the required influence using them in my personal and professional life. 

I intend to pursue global courses in finance in the next five years during my post-graduation in order to ensure that I have an edge and expertise required for getting the best placement in the financial sector.

Pursuing a professional and expertise course in investment banking would be my goal in next five years.

Getting a good job profile with one of the investment banks would be another goal.

The next target would be to get better position and work profile in order to suit the education level and expertise earned during my post-graduation and professional course.

Third-Party Report:

Name of the Observer: 


Contact Details:

Skills Description of how candidate demonstrated

Skill/knowledge. Provide example


interpersonal skills to

communicate and

inspire trust and

confidence of others

and to ensure their

cooperation and


The manager could provide training and development programs in order to improve the confidence of the employees in their interpersonal skill sets.

They could encourage employees through appreciation and recognition in front of all the employees thereby winning their trust and confidence

They could ensure cooperation and support through encouraging employees to share their knowledge and skillsets with team members and other members in other teams. 


networking skills to

ensure support from

key groups and

individuals for



The manager could conduct surveys and encourage employees to share their opinion and ideas with the top management executives and managers.

They could add incentives and additional monetary benefits for the best ideas or concepts thereby ensuring maximum participation by the employees. 

They could conduct meetings and announcements for convincing the employees about the benefits and advantages of the new ideas and products or services.

Applies business


The concept of ethics in business activities could be associated with the completion of the assigned tasks and responsibilities using an ethical or right approach without any kind of corruption or bribery.

The business ethics could be implemented in all the business activities and functional departments through establishment of the corporate governance policies which require employees to abide by all the policies and guidelines in an effective manner.

Ensure performance

is continuously

improved through

participation in



networking, etc.

The process of professional development and networking could be implemented in order to ensure continuous improvement in the performance through encouraging the employees to engage in professional training and development that would allow them to handle different profiles and challenging roles and responsibilities.

The employees could use networking for knowledge sharing and ensuring that the employees are able to enhance their current skill sets and achieve the desired results in an effective manner. 

Signature: Date: 


Parker, N. (2008). “Safety Management Systems” (PDF). Beyond Safety Management Systems.

Kavianian, H. (1990) “Occupational and Environmental Safety Engineering and Management”, Van Norstrand Reinhold Company, New York

Manson, B. (2012). The development of the CoRE-values framework as an aid to ethical decision-making.

Janis, N. (1977). Decision making: a psychological analysis of conflict, choice, and commitment. New York: Free Press. ISBN 0029161606. OCLC 2542340.

Foley, H. (1995). “Managing information: infoglut”. InformationWeek. Archived from the original on 2001-02-22.

 Hogan, T. (2007). Personality and the fate of organizations. Mahwah, NJ: Lawrence Erlbaum Associates. p. 28. ISBN 0805841423. OCLC 65400436. Most personality psychologists regard the MBTI as little more than an elaborate Chinese fortune cookie

Kiani, N. (2009). “Representation of confidence associated with a decision by neurons in the parietal cortex”. Science. 324 (5928): 759–764. doi:10.1126/science.1169405. PMC 2738936 Freely accessible. PMID 19423820.

Griffin, C. (1991). “Interact system model of decision emergence of B. Aubrey Fisher” (PDF). A first look at communication theory (1st ed.). New York: McGraw-Hill. pp. 253–262. ISBN 0070227780. OCLC 21973427

Naqvi, N. (2006). “The role of emotion in decision making: a cognitive neuroscience perspective” (PDF). Current Directions in Psychological Science. 15 (5): 260–264. doi:10.1111/j.1467-8721.2006.00448.x.

Yates, A. (2003). “Researchers map emotional intelligence in the brain”. University of Illinois News Bureau. The University of Illinois.

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