Assessment form of coursework on "Management" of the applicant of higher education in the field of

knowledge 07 "Management and administration", subject area 073 "Management", educational and
professional program "Management of business organizations", full-time, group EO-207i
Golovchenko Valeriya Eduardivna
Topic: " Leadership styles: classification, advantages and disadvantages, limitations
of application in modern conditions"
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"____" ____________ 2023
 MINISTRY OF EDUCATION AND SCIENCE OF UKRAINE
KYIV NATIONAL ECONOMIC UNIVERSITY
NAMED AFTER VADIM HETMAN

Faculty of Economics and Management

Department of Management

FIELD OF STUDY Management and administration

SUBJECT AREA 073 Management
EDUCATIONAL PROGRAM Management of business-organization

Form of study: full-time

COURSE WORK ON MANAGEMENT

Topic: “Leadership styles: classification, advantages and disadvantages, limitations

of application in modern conditions”

Golovchenko Valeriya

Supervisor: Ph.D., Associate Professor, Sobolieva T. O.

Date of the work for review submission: "___" _________ 2023

Assessment: ______ points
Date of the defence: "___" _________ 2023

Kyiv 2023
Content
Introduction…………………………………………………………………..………..3
1. Different leadership styles………………………………………………….........5
1.1. Transformation leadership……………………………………………………..…5
1.2. Delegative leadership………………………………………………………...…...5
1.3. Authoritative leadership……………………………………………………......…6
1.4. Transactional leadership……………………………………………………...…...6
1.5. Democratic leadership……………………………………………………….........7
1.6. Autocratic leadership………………………………………………………………8
1.7. Servant leadership………………………………………………………………….8
1.8. Directive leadership.………………………………………………………………9
1.9. Situational leadership…………………………………………………..…………9
1.10. Affiliative leadership…………………………………………………………….10
2. Advantages and disadvantages of leadership styles………………………..……12
2.1. Authoritative style………………………………………………………………...12
2.2. Transformation style………………………………………………………...…....12
2.3. Delegative style…………………………………………………………………...13
2.4. Situational style…………………………………………………………………...14
2.5. Affiliative style……………………………………………………………………15
2.6. Autocratic style……………………………………………………………………16
2.7. Democratic style………………………………………………………………......17
3. The most effective leadership styles in modern conditions…………………….19
3.1. Mcdonald’s leadership styles……………………………………………..............19
3.2. Walmart’s leadership styles…………………………………………….................20
3.3. Tesla’s leadership style……………………………………………………………21
Conclusions………………………………………………………………..……….......23
References…………………………………………………………..……………….....24

2
 Introduction

Each organization, whether it is a for-profit company, a non-profit, or a government

body, needs strong leadership. To achieve organizational success in the modern
environment, executives might use a variety of leadership styles.
Each style of leadership has pros and cons, and great leaders frequently combine types
based on the circumstances. Leaders may select the best strategy to accomplish their
corporate objectives by recognizing these diverse approaches.
This coursework aims to provide you with an in-depth understanding of various
leadership styles and their significance in organizational management.
Leadership is a critical aspect of management that influences the success of an
organization. A leader's style of leadership plays a crucial role in shaping organizational
culture, employee motivation, performance, and ultimately the achievement of
organizational goals. Therefore, it is essential to understand the various leadership styles
and their implications for effective management.
The research by Daniel Coleman published in the Harvard Business Review,
“Leadership That Gets Results”, examined and analyzed data from more than 3,000
middle-level managers to identify key leadership characteristics and their impact on
profitability. The findings showed that 30% of a manager's team's bottom-line
profitability was attributable to their leadership style [1].
The purpose of the coursework is to gain an understanding of leadership styles and by
the example of other companies, see what styles did they choose, and how this
influences their work.
The task of this coursework is to learn about different leadership styles. You will also
read about the strengths and weaknesses of each style and how they can impact the
organization's success. Additionally, you can see some examples of how famous CEOs
lead their companies to success using the right leadership styles.
The object of the research is to choose the right leadership style.
The subject of the research is different leadership styles, their pros, and cons.
Methods, used in the course work, are: analyzing different leadership styles, their
advantages and disadvantages, and how it influences the organization and also data
3
processing from different resources of information.
The information base is compiled from a variety of public sources, including reports,
books, papers, and different research.

4
 Section 1. Different leadership styles

There are ten most common leadership styles:

1.1. Transformation leadership
It’s typical to encounter circumstances wherein a person assumes command, conversing
with the crowd and establishing mutual goals. Fostering solidarity, cultivating
connections, generating enthusiasm, and instilling fervor. This individual will probably
be regarded as a transformational leader.
The style of leadership known as transformational focuses on enacting change and
transformation. By unlocking the potential of their followers, leaders utilizing this
strategy aim to motivate them towards surpassing expectations and achieving beyond
what was previously deemed possible. This type of leadership can be highly effective in
organizations looking to make essential changes or transformations.
Among the crucial traits of transformational leadership are:
Future-oriented thinking: Transformational leaders always consider what must be done
to fulfill the objectives of the organization. They motivate those who follow them to
follow suit.
According to a PwC survey, 56% of millennials would contemplate quitting an
employer if they didn't uphold their standards, therefore transformational leader is a
fantastic match [2].
An emphasis on change: Transformational leaders are accustomed to changing and
recognizing its value to the development of their organizations. They make an effort to
make sure that their adherents can accept and acclimate to change.
Putting people first: Every one of their followers has potential, according to
transformational leaders. To help their followers attain their greatest potential, they
work to hone each person's unique skills and qualities.
1.2. Delegative leadership
A delegative leadership style, sometimes known as "laissez-faire," emphasizes giving
group members the freedom to take the initiative. This is often referred to as one of the
least controlling styles of leadership; it means "let them do." So, this is regarded as
having a relatively hands-off leadership style [3].
5
This type of leadership is characterized by trust and reliance on the team members.
They don't micromanage or overly engage themselves in giving advice or critiques.
Therefore, delegative leaders encourage their team members to use their initiative,
skills, and expertise to achieve their objectives.
If employees are capable and take ownership of their tasks, this can be a successful
leadership tactic. Delegative leadership can also result in team member conflicts,
breaking up, or separating a group.
It might be difficult for newbies to adjust to this leadership style or for staff members to
comprehend who is ultimately in charge and accountable for outcomes. As a result, this
leadership style needs to be restrained.
1.3. Authoritative leadership
Authoritative leadership, also known as the "command and control" style, is a
leadership approach where the leader has complete control over decision-making and
directs their team or organization with a strong vision and clear direction.
An authoritative leader is seen as confident, decisive, and knowledgeable, and their
followers often look to them for guidance and direction. This leadership style can be
effective in situations where quick decision-making is necessary or when a team is
inexperienced and needs a strong leader to guide them.
However, some of the downsides of this leadership style include the potential for
micromanagement, a lack of employee empowerment, and a lack of creativity or
innovation. In addition, if the leader becomes too focused on their own vision and
ignores input from their team, it can lead to a lack of engagement and motivation among
employees. For this leader, the ideal subordinate is a disciplined performer [4].
Overall, while the authoritative leadership style can be effective in certain situations, it's
important for leaders to also consider other leadership styles and adapt their approach to
fit the needs of their team and organization.
1.4. Transactional leadership
Transactional leadership is a leadership approach that focuses on the exchange of
rewards and punishments in order to motivate followers and achieve organizational
goals. The transactional leader sets clear goals, provides rewards for meeting or
exceeding those goals, and enforces consequences for failing to meet them [5].
6
This leadership style is based on a contractual relationship between the leader and the
followers, where the leader offers rewards in exchange for the followers' compliance
with the leader's directives. The transactional leader maintains a certain level of control
and authority over their followers and expects them to adhere to established policies and
procedures.
While transactional leadership can be effective in achieving short-term goals and
maintaining order and efficiency within an organization, it can also be limiting in terms
of creativity, innovation, and employee empowerment. Followers may feel that their
autonomy is restricted and that their contributions are not valued beyond meeting their
immediate goals.
Generally speaking, transactional leadership can be effective in certain situations, such
as in highly regulated industries where adherence to rules and regulations is critical.
However, it's important for leaders to also consider other leadership styles and adapt
their approach to fit the needs of their team and organization.
1.5. Democratic leadership
Democratic leadership, often referred to as participative leadership, is a style of
leadership in which the leader actively incorporates their team in decision-making and
values their opinions. The participative leader honors the viewpoints and ideas of their
followers and collaborates with them to arrive at judgments that are advantageous to the
entire organization. The phrase most illustrative of a Democratic Leadership style is
“All for one and one for all” [6].
This management approach has the potential to stimulate employee involvement,
motivation, and innovation. The participatory leader fosters a sense of ownership and
accountability among team members by including them in decision-making. This can
boost employee engagement and job satisfaction.
However, this leadership style can also be time-consuming, as it requires the leader to
solicit and consider input from multiple sources. In addition, if the leader becomes too
focused on achieving consensus and pleasing everyone, it can lead to a lack of direction
or decisiveness.

7
Altogether, participative leadership can effectively empower employees and foster a
positive work environment. However, leaders need to balance input from their team
with the need for timely and effective decision-making.
1.6. Autocratic leadership
When it comes to all rules, processes, and decision-making inside an organization, this
is characterized by a top-down approach. An autocratic leader tends to make executive
choices that others are expected to follow and pays less attention to gathering feedback
from team members.
"Do as I say" is the idiom that best describes an autocratic leadership style. The
command-and-control method is utilized in companies today, yet it may be suitable in
some circumstances. When there is little time to waste and important choices must be
taken immediately, you can adopt an autocratic leadership style [7].
If there were a fire in the building, one person would need to direct everyone to safety
without asking any questions, which is an example of when the autocratic leadership
style may be beneficial.
1.7. Servant leadership
Servant leadership is a leadership approach where the leader prioritizes serving the
needs of their team and empowering them to reach their full potential. Servant leader
puts the needs of their followers first and works to create a positive work environment
where everyone is valued and respected.
This leadership style can be effective in fostering employee engagement, trust, and
loyalty. By focusing on the needs of their team, servant leader creates a sense of
community and shared purpose that can lead to increased motivation and productivity.
Servant leader also works to empower their followers by providing them with the tools,
resources, and support they need to succeed. This can lead to increased creativity and
innovation, as team members feel comfortable taking risks and trying new approaches
[8].
However, the servant leadership style can also be challenging, as it requires the leader to
prioritize the needs of their team over their own interests. In addition, this leadership
style can be difficult to implement in organizations where hierarchical structures and
power dynamics are deeply ingrained.
8
In general, servant leadership can be effective in creating a positive and supportive work
environment that fosters employee engagement and empowerment. Nevertheless, it's
important for leaders to be mindful of the potential challenges and to work to create a
culture where servant leadership is valued and supported.
1.8. Directive style
The directive leadership style, commonly referred to as the authoritarian leadership
style, is one in which the leader controls all choices and gives instructions to their team
or subordinates without consulting them. With this type of leadership, the leader has
total authority over their group and uses their discretion to make judgments.
Leadership that is directive sets clear expectations for their team and regularly monitors
their performance to make sure they are being met. They may be less concerned with
the welfare or advancement of certain team members since they are frequently intensely
focused on attaining particular goals and objectives.
When prompt and decisive action is necessary, such as in emergency or crisis
circumstances, this leadership style can be effective. It can also work well in settings
where rigorous guidelines are required to uphold safety or quality requirements [9].
But, there might be negatives to directive leadership as well. It might prevent team
members from contributing fresh ideas or proposals, which can hinder creativity and
innovation. Members of the team may experience low morale and a lack of motivation
as a result since they may feel unappreciated and disconnected from their tasks.
Ultimately, a directive leadership style may be successful in some circumstances but
may not be appropriate for all teams or companies. Leaders must take into account the
wants and preferences of their team members and modify their leadership philosophies
as necessary.
1.9. Situational style

Adapting one's leadership style to suit the demands of a certain scenario is known as
situational leadership. Paul Hersey and Ken Blanchard created the situational leadership
paradigm in 1969, and it contends that there is no one-size-fits-all method of leadership
[10]. Instead, effective leadership relies on the capacity of the leader to analyze the
requirements of their followers and modify their leadership style as necessary.
9
Four leadership philosophies are identified by the situational leadership paradigm.

When followers are inexperienced or lack the required knowledge and abilities, the
directing leadership style is acceptable. Clear directions are given, and the task is
thoroughly supervised by the leader.

When followers have some experience but still want direction and help to achieve their
highest potential, coaching is the ideal approach. While giving instructions and
receiving comments, a leader should also provide followers the opportunity to
contribute to decision-making.

This approach is excellent when followers possess the required knowledge and expertise
but may lack self-assurance or drive. The leader encourages and supports others on a
personal level while letting the followers accept responsibility for their efforts.

This leadership style is acceptable when subordinates have extensive knowledge and
experience and are capable of operating autonomously with little direction. The leader
just offers rudimentary guidance and encouragement while giving followers complete
freedom to carry out their tasks.

Effective leaders can recognize the needs of their followers and adjust their leadership
styles accordingly. This approach can help to build trust and foster a positive working
environment, as well as improve the performance and productivity of the team.
1.10. Affiliative style
This kind of leadership emphasizes communication, teamwork, and support to establish
solid bonds between the leader and the members of the group.
An affiliative leader is a person who works to foster a supportive work atmosphere
while respecting the feelings and needs of their team members. They are frequently
characterized as sympathetic, helpful, and caring. Affiliate leader creates a sense of
community and belonging among their team members. Also, they place a high value on
candid interaction, criticism, and acknowledging individual efforts.
It's important to keep in mind, though, that the affiliative management style can
sometimes not be the best course of action. When difficult choices must be taken or
10
when performance concerns require being handled, this method could be less
successful. Some leadership philosophies, such as the authoritative style, could be more
suitable under certain circumstances [11].

11
 Section 2. Advantages and disadvantages of leadership styles

Advantages and disadvantages of different leadership styles:

2.1. Authoritative style

Advantages:
Clear expectations: Leaders that adopt a traditional approach are frequently extremely
explicit about their norms, objectives, and demands. Making sure everybody is working
towards common goals, might assist the group or organization to gain an understanding
of direction.
Quick decision-making: A quick decision-maker is a person who adopts an authoritative
leadership style. This may be helpful when there is a pressing necessity for decision-
making or when there's a lot of unpredictability.
High accountability: Authoritative leaders frequently make their group members
responsible for decisions and outcomes. This could also inspire coworkers to
accomplish their objectives and contribute to developing a high-performance culture
[12].
Disadvantages:
Lack of input: Authoritative leaders can not be as receptive to suggestions from their
coworkers or might not promote cooperation as much as other types. As a result, the
capacity for invention and creativity may be constrained and there may be a lack of
diversity of ideas.
High control: Those in positions of authority often have a lot of power inside their
teams or organizations. This can be advantageous in some circumstances, but it can also
result in team members having little autonomy, which may be demoralizing.
Lack of flexibility: Authoritative leaders might not be as adaptable in their methods or
as ready to alter their course in response to new situations. This may be an issue when
the surroundings shift quickly or when new knowledge is becoming available.
2.2. Transformation style
Advantages:

12
Increased motivation: Leaders who use a transformational style are skilled at inspiring
and motivating their team members. This can lead to increased levels of engagement,
commitment, and loyalty among team members, which can ultimately lead to better
performance.
Enhanced creativity: Leaders who use a transformational style often encourage
creativity and innovation among their team members. This can lead to new ideas and
approaches that can improve organizational performance and effectiveness.
Greater collaboration: Leaders who use a transformational style tend to foster a strong
sense of team unity and collaboration. This can improve communication, teamwork, and
cooperation among team members, which can ultimately lead to better outcomes.
Disadvantages:
Lack of focus: Leaders who use a transformational style may be less focused on the
practical details of achieving goals and may be more focused on inspiring and
motivating their team members. This can lead to a lack of attention to the practical
details of implementation, which can hinder performance.
Overreliance on charisma: Leaders who use a transformational style often rely heavily
on their charisma and personality to inspire and motivate team members. This can be
problematic if the leader is not able to maintain this level of charisma over time or if
team members become too dependent on the leader for motivation.
Burnout risk: Transformational leaders could be overly involved in the accomplishment
of their coworkers and might be prepared to put in extra effort or long hours to support
them. If the leader cannot keep an appropriate work-life balance, this might result in
burnout [13].
2.3. Delegative style
Advantages:
Increased autonomy: Leaders who use a delegative style give their team members more
autonomy and decision-making power. This can help team members feel more
empowered and engaged, which can ultimately lead to better performance.
Encourages creativity and innovation: Leaders who use a delegative style often
encourage their team members to come up with new ideas and solutions. This can lead

13
to more creativity and innovation within the organization, which can improve
performance.
Can be effective with experienced and skilled teams: Delegative leadership can be
particularly effective when working with experienced and skilled team members, who
have the knowledge and expertise to make effective decisions without constant
supervision.
Disadvantages:
Lack of guidance: Leaders who use a delegative style may not provide enough guidance
or direction to their team members. This can lead to confusion, lack of focus, and poor
performance.
Potential for inconsistency: Leaders who use a delegative style may not be consistent in
their decision-making, which can lead to confusion and a lack of clarity among team
members. This can ultimately lead to poor performance and low morale.
Can be ineffective with inexperienced teams: Delegative leadership may not be as
effective with inexperienced or new teams, who may require more guidance and support
from their leader. In such cases, a more directive leadership style may be more
effective.
2.4. Situational style
Advantages:

Flexibility: Situational leadership's adaptability is one of its main advantages. A leader

may more successfully lead their team to success by making adjustments as needed.

Customized strategy: Situational leadership enables a tailored leadership strategy. A

leader may customize their approach to optimize performance and work satisfaction by
taking into account the requirements and skills of certain team members.

Enhanced productivity: Leaders who employ situational leadership successfully can

raise team output. Leaders may assist their teams to perform at their best by adapting
their style to the circumstance.

14
Improved decision-making: Situational leaders may take into account the unique
demands of their team concerning a certain circumstance, which can lead to more
effective decision-making.

Disadvantages:

Time-consuming: Analyzing each team member's demands and adjusting to various

circumstances might take some time. When leaders are pressed for time to decide, this
might be a drawback.

Excessively complicated: If situational leadership is not used properly, it can become

excessively complicated. Choosing the best style to employ can be difficult for leaders
since there are so many factors to take into account.

Uncoordinated approach: Team members may get perplexed and unclear about what to
do if a leader does not apply situational leadership in a cogent manner.

Lack of consistency in approach: Team members may get perplexed and unclear about
what to do if a leader's situational leadership is not used consistently.

Experience: situational leadership is a skill that must be used effectively, hence

experience is necessary. Without these traits, a leader may find it difficult to change
their strategy depending on the scenario.

Ultimately, when used properly, situational leadership may be a successful leadership

style. It can aid in decision-making, team productivity, and more adaptability for
leaders. To utilize it properly, though, may be time-consuming, difficult, and need skill
[14].
2.5. Affiliative style
Advantages:
Strong sense of community: Affiliative leaders are adept at establishing connections and
cultivating a sense of belonging among the team members. Strong team spirit may result
from this, which could also enhance cooperation, understanding, and eventually,
performance.
15
Good work environment: Affiliative leaders frequently provide a supportive and
appreciated working atmosphere for their teams. Higher levels of inspiration and
fulfillment at work may result from this, and improved performance may follow.
Emphasis on team member well-being: Affiliative leaders frequently pay attention to
the personal and professional well-being of their team members. Better performance
may occur as a result of a more encouraging and compassionate work environment.
Disadvantages:
Lack of accountability: Leaders who use an affiliative style may be less focused on
holding team members accountable for their performance. This can lead to a lack of
discipline and may ultimately hinder performance.
Potential for conflict avoidance: Leaders who use an affiliative style may be less
comfortable with conflict and may avoid addressing difficult issues. This can lead to
unresolved problems and tensions within the team, which can ultimately hinder
performance.
Can be ineffective in high-pressure situations: Affiliative leadership may not be as
effective in high-pressure or crises, where a more directive leadership style may be
needed to ensure quick and effective decision-making [15].
2.6. Autocratic style
Advantages:
Quick decision-making: Autocratic leaders are capable of making choices without
consulting others on time. This can be helpful when making rapid judgments is
required, such as in an emergency.
Clear guidance: Since they have total authority in making decisions, autocratic leaders
may provide their group members with appropriate direction. This can enhance
performance by assisting team members in understanding what is expected of them.
Effective decision-making: Because they are not required to waste hours seeking
consensus or talking with others, autocratic leaders may make decisions more quickly.
Time and resources may be saved in this way.
Disadvantages:

16
Lack of team member involvement: Autocratic leaders may not look for team member
feedback, which can result in a lack of colleague buy-in or involvement. In the end, this
may result in decreased morale and work satisfaction.
Lack of creativity and creativity: Because they have total control over decision-making,
autocratic leaders might not be receptive to fresh perspectives. This may hinder
innovation and creativity inside the company.
Poor communication: Autocratic leaders may not be able to adequately explain their
judgments or actions to team members because they may not perceive the need to do so.
This may result in a lack of trust and openness inside the company.
2.7. Democratic style
Advantages:
Increased participation and engagement: Democratic leaders involve team members in
the decision-making process, which can increase their participation and engagement.
This can ultimately lead to better performance, as team members feel more invested in
the organization's success.
Improved creativity and innovation: By involving team members in the decision-
making process, democratic leaders can tap into the creativity and innovation of their
team members. This can lead to new ideas and approaches, which can improve
performance.
Enhanced communication: Democratic leaders tend to communicate more effectively
with team members, as they seek input and feedback from team members. This can lead
to a more open and transparent work environment, which can improve performance.
Disadvantages:
Time-consuming decision-making process: Democratic leaders often take longer to
make decisions, as they seek input from team members. This can be inefficient and may
not be suitable in emergencies [17].
Potential for conflict: When team members have different opinions or ideas, there is a
potential for conflict to arise in a democratic decision-making process. This can lead to
delays or tensions within the team, which can ultimately hinder performance.

17
Over-reliance on consensus: In a democratic decision-making process, there is often a
focus on achieving consensus among team members. However, this may not always be
feasible or effective and can lead to a lack of decisive action.

18
 Section 3. The most effective leadership styles in modern conditions
No one leadership style is appropriate for every setting or company. Also, there is no
one best approach to leading, hence it may be necessary to vary between many
leadership philosophies. It is crucial to understand the advantages and disadvantages of
each style of leadership. The following elements frequently define the best leadership
strategy:
• The nature of the organization—mature or growth-oriented;
• The nature of the work—routine or innovative;
• The group's degree of expertise and experience;
• The leader's temperament;
What are the finest leadership styles in contemporary circumstances? There is no one-
size-fits-all solution since various circumstances and settings may call for various
strategies. Nonetheless, the following leadership philosophies may work well in the
complicated and fast-changing context of today’s transformational and servant
leadership styles.
The ideal leadership approach in the contemporary era will ultimately rely on several
variables, such as the organization's structure, the team's makeup, and the particular
possibilities and difficulties at hand. Good leaders may modify their style of leadership
as necessary and are always learning and developing themselves.
3.1. McDonald’s leadership style
The right leadership style to use or the right blend of several leadership styles will
probably be determined by taking into account the aforementioned considerations.
McDonald's, like many large corporations, may have a variety of leadership styles
depending on the specific role and level of management. However, some common
leadership styles may be seen within the company:
Directive leadership: McDonald's has a highly structured and standardized system for
operating its restaurants. As such, many managers may adopt a directive leadership

19
style, which involves providing clear instructions and guidance to employees on how to
perform their tasks and achieve specific goals.
Participative leadership: Some McDonald's managers may also use a participative
leadership style, which involves involving employees in the decision-making process
and seeking their input on how to improve operations.
Transformational leadership: McDonald's may also encourage transformational
leadership, which involves inspiring and motivating employees to work towards a
shared vision or goal. This style of leadership may be used at the highest levels of
management to set the company's strategic direction and inspire innovation and growth.
Servant leadership: Finally, McDonald's may also value servant leadership, which
involves prioritizing the needs of employees and customers over the interests of the
company or the leader themselves. This style of leadership may be used to create a
positive company culture and improve customer satisfaction. “Your job as a leader is to
be committed to them as people, not employees,” said McDonald in one of his
interviews [18].
Overall, the leadership style used in McDonald's will likely vary depending on the
specific role and level of management, as well as the company's overall culture and
values.
3.2. Walmart’s leadership style
Walmart is one of the largest retailers in the world, and its leadership style reflects its
focus on efficiency, cost-effectiveness, and customer service. Here are some key
leadership styles that are commonly associated with Walmart:
Servant leadership: Walmart's founder, Sam Walton, was known for his servant
leadership style, which involves putting the needs of employees and customers first.
This leadership approach involves building strong relationships with employees and
empowering them to make decisions that benefit the customer.
“Sam Walton showed us the way. He gave us a clear purpose and four timeless values.
At Walmart, we save people money and help them live better — and we do it by serving
others, striving for excellence, respecting everyone, and acting with integrity”, said the
new CEO of the company Doug McMillon [19].

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Democratic leadership: Walmart also has a democratic leadership style, which involves
soliciting input and feedback from employees at all levels of the organization. This
approach can foster innovation and creativity by giving employees a voice in decision-
making processes.
Autocratic leadership: Walmart is also known for its autocratic leadership style,
particularly in its supply chain management and operations. This approach involves a
high degree of centralization and control, with decisions being made at the top and
cascaded down to lower levels of management. This can lead to a fast and efficient
decision-making process, but it can also stifle innovation and creativity.
Transformational leadership: In recent years, Walmart has embraced a transformational
leadership style, particularly in its efforts to become more sustainable and socially
responsible. This approach involves setting a bold vision for the future of the company
and inspiring employees to work towards it.
Generally speaking, Walmart's leadership style is focused on efficiency, cost-
effectiveness, and customer service. The company places a strong emphasis on building
relationships with employees and empowering them to make decisions that benefit the
customer, while also maintaining a centralized and controlled approach to operations.

3.3. Tesla’s leadership style

Tesla's leadership style is often attributed to its CEO, Elon Musk, who is known for his
unconventional approach and hands-on management style. Musk is known for being a
charismatic and visionary leader who sets ambitious goals and drives his team to
achieve them. He is also known for taking risks and pursuing bold initiatives, such as
the development of electric cars, solar power, and space exploration.
This is Elon Musk’s quote about leadership: “You have to have a very compelling goal
for the company. If you put yourself in the shoes of someone who's talented at a world
level, they have to believe that there's potential for a great outcome and believe in the
leader of the company, that you're the right guy to work with. That can be a difficult
thing, especially if you're trying to attract people from other companies.” [20].
Musk has been known to micromanage certain aspects of the company, particularly in
its early days. He is very involved in the design and development of Tesla's products,
21
and he has been known to send detailed feedback on prototypes to his engineering team.
Musk is also known for being a demanding boss who expects a lot from his employees.
However, he is also known for being supportive and inspiring, and for promoting a
culture of innovation and collaboration.
Overall, Tesla's leadership style is characterized by a focus on innovation, risk-taking,
and ambitious goal-setting. The company is known for its fast-paced and dynamic work
environment, where employees are encouraged to think outside the box and push the
boundaries of what is possible. This leadership style has helped Tesla become one of the
most innovative and disruptive companies in the automotive industry.
Let's get scholarly for a moment. When considering the many leadership philosophies,
Elon Musk's approach may best be categorized as transformative.
He strives for ongoing improvement since he thinks there is always a better way to
accomplish things. He tries to unify his team around his (sometimes absurd) vision and
goals since he has big ideas.
It only seems natural that a key component of Musk's strategy incorporates
unconventional ideas, given that he runs an aerospace firm that produces rockets and
other spacecraft in addition to upending the electric vehicle market.

22
 Conclusions

The purpose of the coursework has been achieved. We studied the main leadership
styles by analyzing different Internet resources and books and learned about their
advantages and disadvantages. The influence was shown by the example of 3 famous
companies.
The research showed that numerous studies have been conducted on leadership styles
and their impact on organizational performance, employee satisfaction, and overall
effectiveness. Leadership styles can have a significant impact on the success of a team
or organization.

Leadership styles refer to the various approaches and behaviors that a leader adopts to
influence and guide their team or organization toward achieving its goals. Each style has
its strengths and weaknesses, and the effectiveness of a leader depends on various
factors such as the organizational culture, team dynamics, and the nature of the task at
hand.

In conclusion, effective leadership is not about adopting a particular style but rather
about understanding the needs of the team and organization and adapting the leadership
style to meet those needs. A leader's ability to flexibly switch between different
leadership styles based on the situation can be a crucial determinant of their success in
achieving the team or organization's goals.
Ultimately, the most effective leadership style will depend on the specific situation and
the individuals involved. A good leader should be adaptable and able to use different
styles as needed to achieve their goals.
In the example of Mcdonald’s, Tesla, and Walmart we can see that you can choose
multiple leadership styles for the company. In this particular cases, it influenced the
companies’ growth by creating a favorable atmosphere for employees and increasing
their efficiency.
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