UNIVERSITY OF HASSAN I

NATIONAL SCHOOL OF APPLIED SCIENCES OF KHOURIBGA

PROCESS, ENERGY AND ENVIRONMENTAL
ENGINEERING

ABBASSI ADAM Mr.BENHADOU

LAMGHILDI Azzeddine
LAQSOUR Anass
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Leading a team or group is a real skill that takes time, thought and

dedication. Leadership is the most studied aspect of business and

organisation because it is the one overarching topic that makes the

difference between success and failure. At times it may seem

overwhelmingly complex, but by focusing on some fundamentals you

will find that you can lead your team with confidence and skill.

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Leading :
Leading is the process of influencing others to act to accomplish specified
objectives. It consists of interpersonal influence, by means of communication
process, toward the attainment of a specified goal.

Who is Leader?
Leader is a person who guides others toward a common goal, showing the
way by example, and creating an environment in which other team members
feel actively involved in the entire process.
A leader is not the boss of the team but, instead, the person that is
committed to carrying out the mission of the Venture. A leader is a person
who has a vision, a drive and a commitment to achieve that vision, and the
skills to make it happen.
A leader impels his followers to action by persuasion, influence, power,
threat of force, and appeal to legitimate right. A leader is one who has
followers. He has formal and informal authority and power. A leader may be
born or made by time, education, or training. A leader has common traits like
intelligence, social sensitivity, social participation, and communication skills.
He communicates, persuades, motivates, guides, leads, and informs his
subordinates and followers. A leader has power the bases of which are
reward, coercion, legitimacy, identification with the power figure, and
expertise. In an organization usually a manager is considered as leader who
directs his group members to achieve the desired goal.

Vision of Leader
A vision statement is a statement of words describing where and what an
organization wants to be in the future. To be a visionary, a leader need have
nothing more than a clear vision of the future. The difficult task is
communicating that vision with clarity and passion in order to motivate and
inspire people to take action. A visionary leader who clearly and passionately

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 communicates his or her vision can motivate employees to act with passion
and purpose, thereby ensuring that everyone is working toward a common
goal. The end result is that everyone contributes to the organization's
forward momentum.
Effective leaders are able to set and achieve challenging goals, to take swift
and decisive action even in difficult situations, to outperform their
competition, to take calculated risks and to persevere in the face of failure.
Strong communication skills, self-confidence, the ability to manage others
and a willingness to embrace change also characterize good leaders.

What is Leadership?
Leadership can be defined as:
According to Oxford dictionary:

The action of leading a group of people or an organization, or the ability to do this

Other experts says about Leadership:

Leadership is the initiation of action to solve a problem

The action of leading a group of people or an organization
Leadership is directing or controlling the activity of a group
Leadership is influencing the activities of group as it moves toward its goals
Leadership is power, But power is not necessarily leadership
Leadership is power that grows out of personal characteristics such as charisma, expertise,
and interpersonal skills

What does Leadership involves?

1-Establishing a clear vision,
2-Sharing that vision with others so that they will follow willingly,
3-Providing the information, knowledge and methods to realize that vision, and
4-Coordinating and balancing the conflicting interests of all members and
stakeholders.

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Traits of a good leader

Traits of Leadership

Physical Emotional Social Intelligence Communication Experience Trusworthy

Physical:
High energy level
Physical stamina
Tolerance for stress

Emotional:
Self-Confidence
Desire to improve
Understand own strengths and weaknesses
Self-awareness
Ambitious
Risk takers
Accept responsibility
Determination
Need to achieve

Social:
Well-adjusted
Honest
Ethical
Promises kept
Fulfills responsibility
Able to convert purpose and vision to action
Behavioral flexibility
Understands others
Persuades others to follow
Cooperates and collaborates with others
Ability to influence others
Takes initiative in social situations

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Intelligence:
Learns from experience and adapts to change
Good judgment
Self-knowledge
Effectively plans
organizes and solves problems
Decisive
Asks for more responsibility
Knowledge of organization and how it operates
Eager to explore new approaches to work

Communication:
Ability to communicate
Have and communicate purpose, direction, and meaning
Have clear goals and are determined to achieve them
Experts at one-to-one communication
Excellent writing skills
Creates and maintains a communications network
Doesnt depend on only one source for information
Communicates persuasively

Experience:
Successful managers usually had experience in a variety of different types of
situations
May give followers freedom to take responsibility for own ideas, decisions and
actions
Committed to collaboration and require everyone to participate in leadership
Motivation- a leader has to be able to motivate everyone to contribute.
Planning- the leader has a plan to achieve the goal.

Trustworthy:
Caring genuinely concerned with followers lives and well-being
Empathize and care about implications of actions
Constancy staff believe leader will support them,

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Types of leaders

Types of
Leadership

Autocratic Democratic Laissez-faire Beureaucratic Transactional Transformational

1. Autocratic leadership
Autocratic leadership is an extreme form of transactional leadership, where leaders
have a lot of power over their people. Staff and team members have little
opportunity to make suggestions, The manager does not consult employees, nor
are they allowed to give any input. Authoritarian leader usually determine the specific task
for each participant because they often believe that group participant are limited in ability and
need strict guidance and control. Therefore, its rigid and inflexible. Such leader discourage
member participation, causing members to resign themselves to the fact that the leader will
make all the decisions no matter what anyone else might have to contribute. Leaders who
employ the authoritarian style may very quickly reach the solution they want, but in terms of
group morale the costs are high. In many situations, leaders want the group to know beyond any
doubt that they are in control. Because they so completely dominate their groups they remain
unaware or concerned about the members perception of them as leaders.

Authoritarian leaders would be appropriate in some situations, for example , in a crisis or when
time is extremely limited or when the matter under discussion is trivial. For instance, the
military often uses an autocratic leadership style; top commanders are responsible
for quickly making complex decisions, which allows troops to focus their attention
and energy on performing their allotted tasks and missions Authoritarian leadership,
however, is overused and counterproductive.

Benefits:
Incredibly efficient

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 Decisions are made quickly
Work gets done efficiently

Downside:
High levels of absenteeism
High staff turnover

Situation where this style is appropriate:

Untrained employees who do not know which tasks to perform or which procedures
to follow
Effective supervision can be provided only through detailed orders and instructions
Employees do not respond to any other leadership style
There are high-volume production needs on a daily basis
There is limited time in which to make a decision
A leaders power is challenged by an employee
The area was poorly managed
Work needs to be coordinated with another department or organization

Situation where this style is not appropriate:

Employees become tense, fearful, or resentful
Employees expect to have their opinions heard
Employees begin depending on their leader to make all their decisions
There is low employee morale, high turnover and absenteeism and work stoppage

2. Democratic leaders
Democratic or participative style gives the participation and freedom of other
group members. Participative or democratic leaders encourage group members
to participate actively in a decisions or discussion. Rather than restrict group
members, this style of leadership has a positive effect.
Participative style can be characterized as follows:
All group members participate freely.
Communication is directed to all members, not just in leaders
Group decisions are perceived as group achievements
Group members are able to satisfy some personal needs in the group
environment
Group members are able to identify with the group.

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 Employing in the participative style is difficult. The leader must balance the need
to achieve the desired task with the aim of encouraging group interaction. This
type of leadership is the most frequently used because it promotes a high
degree of group cohesion and at the same time spurs the group toward
accomplishing the task.
Benefits:

Team members tend to have high job satisfaction and are productive
This style also helps develop people's skills
Team members feel in control of their destiny, so they're motivated to work
hard by more than just a financial reward.

Downside:

It can often hinder situations where speed or efficiency is essential. For instance,
during a crisis, a team can waste valuable time gathering people's input
Another downside is that some team members might not have the knowledge
or expertise to provide high quality input.

Situations where this style is suitable:

The leader wants to keep employees informed about matters that affect them.
The leader wants employees to share in decision-making and problem-solving
duties.
The leader wants to provide opportunities for employees to develop a high
sense of personal growth and job satisfaction.
There is a large or complex problem that requires lots of input to solve.
Changes must be made or problems solved that affect employees or groups of
employees.
You want to encourage team building and participation
when working as a team is essential, and when quality is more important than
efficiency or productivity.

Situation where this style is not suitable:

There is not enough time to get everyones input.
Its easier and more cost-effective for the manager to make the decision.
The business cant afford mistakes.
The manager feels threatened by this type of leadership.
Employee safety is a critical concern.

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3. Laissez-faire leadership

This French phrase means "leave it be," and it describes leaders who allow their
people to work on their own. This type of leadership can also occur naturally,
when managers don't have sufficient control over their work and their people.
Laissez-faire leaders may give their teams complete freedom to do their work
and set their own deadlines. They provide team support with resources and
advice, if needed, but otherwise don't get involved. The laissez-faire leadership
style is also known as the hands-off style. All authority or power is given to the
employees and they must determine goals, make decisions, and resolve
problems on their own. The leader of a laissez faire gathering always tries to
view the discussion from the frame of reference of the member who is speaking.

Benefits:

Giving team members so much autonomy can lead to high job satisfaction
Increased productivity

Downside:

Team members don't manage their time well

If they don't have the knowledge, skills, or motivation to do their work
effectively.

Situation where this style is appropriate:

Employees are highly skilled, experienced, and educated.
Employees have pride in their work and the drive to do it successfully on their
own.
Outside experts, such as staff specialists or consultants are being used
if the leader monitors performance and gives feedback to team members
regularly
Employees are trustworthy and experienced

Situation where this style is inappropriate:

It makes employees feel insecure at the unavailability of a leader.

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 The leader cannot provide regular feedback to let employees know how well
they are doing.
Leaders are unable to thank employees for their good work.
The leader doesnt understand his or her responsibilities and is hoping the
employees can cover for him or her.

4.Bureaucratic leadership
Bureaucratic leadership is where the leader manages By the book everything
must be done according to procedure or policy. If it isnt covered by the book,
the leader refers to the next level above him or her. This leader is really more of
a police officer than a leader. He or she enforces the rules. This is a very
appropriate style of work involving serious safety risk or where large money are
involved.

Situation where this style is appropriate:

Staff performing routine tasks over and over
Staff need to understand certain standards or procedures
Safety or security training conducted
Staff performing tasks that require handling cash
Employees are working with dangerous or delicate equipment that requires a
definite set of procedures to operate.

Situations where this style is inappropriate:

Work habits form that are hard to break, especially if they are no longer
useful
Staff lose their interest in their jobs and in their co-workers
Staff do only what is expected of them and no more

5-Transactional leadership
This leadership style starts with the idea that team members agree to obey their
leader when they accept a job. The "transaction" usually involves the
organization paying team members in return for their effort and compliance.
The leader has a right to "punish" team members if their work doesn't meet an

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 appropriate standard. the focus is on short-term tasks. It has serious limitations
for knowledge-based or creative work. However, it can be effective in other
situations.
Managers using the transactional leadership style receive certain tasks to
perform and provide rewards or punishments to team members based on
performance results. Managers and team members set predetermined goals
together, and employees agree to follow the direction and leadership of the
manager to accomplish those goals. The manager possesses power to review
results and train or correct employees when team members fail to meet goals.
Employees receive rewards, such as bonuses, when they accomplish goals.
Power is given to the leader to evaluate, correct and train subordinates when
productivity is not up to the desired level and reward effectiveness when
expected outcome is reached.

Benefits:
This leadership style clarifies everyone's roles and responsibilities.
Transactional leadership judges team members on performance,
People who are ambitious or who are motivated by external rewards including
compensation often thrive.

Downside:
Team members can do little to improve their job satisfaction.
It can feel stifling, and it can lead to high staff turnover.

6-Transformational leadership

The transformation leader motivates its team to be effective and efficient.

Communication is the base for goal achievement focusing the group in the final
desired outcome or goal attainment. This leader is highly visible and uses chain
of command to get the job done. Transformational leaders focus on the big picture,
needing to be surrounded by people who take care of the details. The leader is
always looking for ideas that move the organization to reach the companys vision
span of control.

The transformational leadership style depends on high levels of communication

from management to meet goals. Leaders motivate employees and enhance

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 productivity and efficiency through communication and high visibility. This style of
leadership requires the involvement of management to meet goals. Leaders focus
on the big picture within an organization and delegate smaller tasks to the team to
accomplish goals. in many organizations, both transactional and transformational
leadership styles are useful. Transactional leaders (or managers) ensure that
routine work is done reliably, while transformational leaders look after initiatives
that add new value.

Benefit:
They expect the best from everyone on their team as well as themselves.
This leads to high productivity and engagement from everyone in their team.

Downside:
The leader's enthusiasm is passed onto the team,
He or she can need to be supported by "detail people."

Which Type of Leader would Best Suit an

Organization with Narrow Span of Control?
What is narrow span of control?
Span of control can be defined as.

Span of Control means the number of subordinates that can be managed

efficiently and effectively by a superior in an organization. It suggests how the
relations are designed between a superior and a subordinate in an organization

Two types of span of control

Narrow span of control: Narrow Span of control means a single manager or
supervisor oversees few subordinates. This gives rise to a tall organizational
structure.
Wide span of control: Wide span of control means a single manager or
supervisor oversees a large number of subordinates. This gives rise to a flat
organizational structure.

An ideal span of control according to modern authors is around 15 to 20 subordinates

per manager, while according to the traditional authors the ideal number is around 6
subordinates per manager. In reality, the ideal span of control depends upon various
factors, such as:

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 1. Nature of an organization
2. Nature of job
3. Skills and competencies of manager
4. Employees skills and abilities
5. The kind of interaction that takes happens between superiors and subordinates, etc

Advantages of narrow span of control

it is easier to manage employees.
It also provides better communication between the employees and the
managers.
The managers have better control because the they would only be responsible
for a specific number of employees
It is easier for the managers to delegate responsibilities because all the
employees are usually at the same work level.
The atmosphere surrounding a narrow span of control creates a positive
attitude among the employees.
Employees tend to work more productively when they have a positive attitude
and under less supervision.
The managers can also communicate quickly with their employees.
the feedback from the employees will be quicker and more effective.
The managers do not necessarily have to have great management skills because
less management skills are required to manage a small number of employees.

Important factors to determine that which type would best Suit

Commitment
To determine that the people are ready, motivated and willing to accomplish goals.
Competence and clarity of direction
To determine that people know what to do and how to do it.
Cooperation and cohesiveness
To determine that how can team effectively work together, make decisions and
avoid conflicts.
Resources and support
To determine that does team have necessary tools, money, people, etc, do they face
serious barriers and require support.
External coordination
To determine that does team need to collaborate with Other groups or not.
Leader
To determine that does leader have necessary authority, knowledge and experience or not.

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 The RIGHT Leadership Style...?
Many experts believe there is no one right leadership type or style. While this is
partly true, if there is one default style of leadership that is most effective in todays
organizational environment it is probably something resembling participative.
"The visionary style, especially when it includes democratic and participative elements,
is also nearly always effective. In the early years of an organizations development the leader
may need to be somewhat more authoritative and directive, providing a fair and just
source of answers and boundaries. This leadership type at this juncture helps provide
stability and lays the foundation for growth.
As the organization matures, followers can increasingly participate in setting goals and
solving problems. A laissez-faire style, or delegating style, is more appropriate as the
organization matures and followers learn and grow.
We have learn above in this report that when one leadership style is appropriate and
inappropriate in an organization, so there is no one leadership style is best suit for the
organization its depend on situations that we discussed and some other factors which
are discussed below:
There are three other factors that also influence which leadership style to use.
The Leaders personal background
What personality, knowledge, values, ethics, and experiences does the Leader have?
What does he or she think will work?
The Employees being supervised
Employees are individuals with different personalities and backgrounds. The
leadership style leader use will vary depending upon the individual employee and what he
or she will respond best to.
The Company
The traditions, values, philosophy, and concerns of the company will influence how a leader
acts.

In conclusion, A leadership style does not have to be based merely on personality you
can choose a style. You can and should further develop your ability to use various leadership
styles. Create an inclusive style, a style that you can vary. Try new behaviors and
techniques, depending on what the situation calls for and what fits with your personality
and your values.

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