A STUDY OF LEADERSHIPS AND MANAGEMENT

TECHNIQUES PREVALENT IN ORGANIZATION

MANAGEMENT

(A project report submitted to the Rajdhani college , Bhubaneswar in

partial fulfilment of the requirement for the degree of BACHELOR IN
COMMERCE under utkal university , Bhubaneswar)

Submitted By
Omkar Dash
Roll no. : BC-19-107
Exam roll no. : 1903010190080056
Session : 2019-2022

Under the guidance of

Dr. SAMIRA PATRA

Assistant professor of Commerce,
Rajdhani College , Bhubaneswar

DEPARTMENT OF COMMERCE,
RAJDHANI COLLEGE , BHUBANESWAR , ODISHA
2022
 ACKNOWLEDGEMENT

From the beginning till the end of the this research journey I
have come across a number of people who influenced me in
various ways in completing the research work and they
deserved special mention . It is a pleasure to convey my
gratitude to the in my humble acknowledgement .

First and foremost , I would like to thank the greatest teacher

of all , The almighty god Jaggannath for giving me the strength
to perform the research work . my vocabulary fails to describe
to acknowledgement the guidance of my supervisor , Dr.
Samira patra . I will remain obliged for all my life to Dr. Samira
patra for his supervision , advise , and guidance from the early
stage of the research to the end and also for giving me the new
knowledge and ideas throughout the research work to easily
comply it . mostly for giving me the encouragement and
support in various ways . I could not have get a better
supervisor , advisor or a guide for my research papaer.

I am also thankful to other faculty members of department of

commerce , Rajdhani college. For their constant
encouragement and support.
Omkar dash
Research scholar
 DECLARATION

I do hereby declare that this project report entitled “A STUDY

OF LEADERSHIP AND MANAGEMENT TECHNIQUES PREVALENT
IN ORGANIZATION MANAGEMENT” is a record of a bonafied
research work carried by me under the guidance and
supervision of Dr. Samira patra, Assistant prof. , Department of
commerce , Rajdhani college , Bhubaneswar .

I further declare that this project or part thereof has not been
submitted to anyother university or institution for the award of
any degree , diploma or other similar title.

Date:- Omkar dash

Place :- Bhubaneswar Exam roll - 1903010190080056
 CERTIFICATE
This is to certify that this project entitled “A STUDY OF
LEADERSHIP AND MANAGEMENT TECHNIQUES PREVALENT IN
ORGANIZATION MANAGEMENT” submitted by Omkar dash,
roll no. 1903010190080056 is a record of bonafied and
independent research work carried out by him under my
supervision . This project so far as my knowledge has not been
submitted to any other university or institution for the award of
any degree, associateship and fellowship. I recommended this
project for submission of the degree of bachelor in commerce.

Date :- Dr. Samira patra

Place : Bhubaneswar (project supervisor)
CONTENT:- page
no.
1. Introduction…………………………………………………

2. Review of literaturte……………………………………..
3.Concept of leadership……………………………………
3.1.Leadership Defination……………………………..
3.2.leataadership behavior…………………………………
3.3.overview of leadership theories………………
4. Transformational Leadership………………………..
5. Transactional leadership……………………………….
6. Laissez-Faire leadership…………………………………
7. Leadership and Management………………………..
8. Evolution of the concept of leadership……………
9. Objectives of the study…………………………………….
10. Data collection and analysis………………………………
11. Suggestion………………………………………………………..
12. Conclusion…………………………………………………………
13. Reference & Bibliography…………………………………

ABSTRACT
Leadership and its job are the most concerning issue for the
business and organization now days. The “Leaders are people
who build up course for a working gathering of individuals to
set up heading and who at that point rouse individuals to
accomplish the directions results”. Customarily leadership is a
lot of highlight possessed by the leader or it is a social marvel
that originates from relationship with gatherings. These ideas
can offer various thoughts about the meaning of leadership.
Leadership in this manner an eminent property of successful
frameworks plan. Leadership advancement from this point of
view comprises of utilizing social frameworks to help fabricate
responsibilities among individuals from a network of practice.
“Hence leader improvement can be considered essentially as an
interest in the human capital of chose people, while ‘leadership
advancement ‘ is an interest in social capital by means of the
sustaining of relational systems , participation and joint effort
inside and among individuals and organizations . both are
significant , albeit generally improvement programs have
concentrated only on the previous.
The achievement of an association relies upon the adequacy
and productivity of its initiative . subsequently , the idea of
administration has basic significance in the authoritative
setting. The assortment of information accessible in the leaving
writing talks about the three significant administration styles
specifically , the transformational , value-based and latent
styles, each having explicit effects in the associations . in this
way an investigation has been started to comprehend the
administration styles of the supervisors working in the IT and
Non IT associations in Gurugram, Haryana.

INTRODUCTION:
Many companies are suffering from the
unmotivated labour force at present and it does not bubble
from bottom of the bubble, but percolates from the top level of
workers. Efforts must therefore be made to inspire up workers
to build passion and loyalty among staff members. The
effectiveness of an organization relies on the level of
motivation of its members and in a specific circumstance ,
appropriates the leadership template. Even in the worst kind of
environmental circumstances the motivated group of workers
can take company in to satisfactory level. The leadership is a
very common concept, alth, cough a good leader always made
the best out of the waist because it knows how to use its
resources properly and it knows the best use of that. The
leadership position is therefore linked to the human aspects of
administration. Awareness of human factors , control and
communication mechanisms, group actions , organizational
dynamics of intergroup behaviour and many other aspects are
of utmost significance for the performance of a manager (A)
1972.
RESEARCH METHODOLOGY :

For the assortment of information , the specialist chose

programming advancement organizations in IT park, Gurugram
as target bunch for it associations , and assembling ventures in
the gurugram area enrolled with Haryana state industrial
development corporation (HSIDC) as target bunch for the Non-
IT associations . Despite the fact that there are 30 IT firms
working in the zone viable , with the end goal of this
investigation the choice measures for recognizing the IT firms
depended on the idea of the IT firms .the study period was
about 25- 26 years starting from 1995-2021.

Concept of Leadership :
For many decades , the study of leadership has been a
significant and fundamental part of the research on
management and organizational behaviour. Indeed no other
position has gained more interest in organizations than that of
the chief. Since ages dating back to plato’s days , Casear the
idea of leadership has been studied . In the field of leadership
research , researchers have developed a surplus of work and
data over the years , adding value.

It is important to recognise the that powerful leadership

is needed for successful management . leadership behaviour
influences the morale of subordinates and eventually results.
Managers and leaders of the organization and their followers
are subordinates . the expectations and energy of followers to
perform are significantly dependent on the action of the leader.
The group of subordinates is influenced by leaders and they
work in a common direction to achieve organizational
objectives.

 Leadership definations :
Some of the leadership conduct concepts are as follows ;

“Leadership can be seen as the process (act) of

influencing the activities of an organized group in its
efforts to set goals and achieve goals” Stodgill describes
leadership (1950)

“Leadership is interpersonal influence , exercised in a

situation , and directed towards achieving a specified goal
 or goals through the communication process” (Weschler &
Massarick 1961)

“leadership is the practice of ,manipulating others to

achieve some task, goal or mission to their efficiency”
(Cohen 1990).

“leadership requires to be dynamic in nature and

pervasive so that it could be effective and trustworthy
among the employees”.

“leadership is a process of collective effort purpose is to get

maximum results out of everything because leadership is a
motivating spirit “.

“Leadership is the process in which one individual sets the

aim or course for one or more other individual and gets them
to step in that direction with integrity and complete
engagement together with him or her and with each
other”(1994).

“Leadership is the creation of clear and comprehensive

system of expectations to identify and use the strengths of all
resources in an organization that is most important to
individuals.”(Batten 1996)

 Leadership behaviour :

A leader’s ability to lead or direct other people , teams

or whole organizations is commonly known as leadership .
for behavioural theorists , a leader’s behaviour the best
indicator of his leadership influences as a consequences, is
the best determinant of his or her leadership
achievement. Various studies have shown that
subordinates are derived from leadership behaviour .
Therefore , complex leadership behaviours needto be
observed . initiating structure and respect leadership
conduct was considered for the analysis on the basis of a
literature review.

 Overview of Leadership theories :

Extensive literature on leadership is available. It is

important to study numerous leadership theories to
understand leadership behaviour . through their study ,
numerous universities and scholars have published
 different ideas and knowledge about leadership. The
essence of leadership and various leadership behaviours
evolving through these theories are explained bt these
theories.
Transformational Leadership :
The old systems are being modified by
transformational leaders. This kind of leadership reveals
the charismatic and innovative conduct of leadership. By
questioning and changing the beliefs , norms, values, and
goals of individuals, they complete the assignment. Like
inspirational encouragement, intellectual stimulation, and
idealized influence, transformational leaders embody
leadership behaviour.

 Inspirational Motivation :
Leadership successfully expresses vision, purpose and
collection of principles to subordinates in transformational
leadership. In this kind of leadership style , leaders push
subordinates to have their vision or organized vision. In
order to achieve that vision , they have to convey the
sense of vision and difficulties. These leaders work
 enthusiastically and genuinely direct the subordinates to
facilitate the subordinates commitment and team work.

Model of Transformational Leadership

 Intellectual stimulation :
These types of leaders claim that new and creative
ideas are inspired by subordinates. They don’t openly
blame subordinates for their mistakes. They try to fix the
 issues or figure out why their subordinates made errors.
They welcome new ideas and practices all the time.
 Idealized influence :
BY setting their example, such leaders influence their
subordinates. They first practice what they say and then
seek to be followed accordingly by their followers. Since a
leader performs the exercises first, supporters trust their
leaders and respect them. Leaders first need to give
priority to the needs of the subordinates and then their
own. Leaders by their acts ought to set high expectations.

 Individualized consideration :

Leaders serve as their subordinates mentors and inspire

them by rewarding creative and constructive ideas and
activities. Via their talent and experience, various subordinates
are handled differently. In order to enforce the best practices
and policies, subordinates are encouraged to take decisions and
still obtain support from their leaders.
Transactional Leadership Theory :

The theory of transactional leadership was

proposed in 1947 by Max Weber and then in 1981 by Bernand
Bass. Managers emphasize basic management concepts such as
planning, arranging and managing. As per the theory leaders
inspire and direct their subordinates and cater to their self
interest in this style of leadership. It is considered that
subordinates are not self motivated , so to got the job done,
they must be praised or disciplined. For which leaders are
expected to constantly track subordinates.

The orders of leaders must be followed by subordinates. For

subordinates, leaders set incentives. Those that will work on
the leadership directives will be rewarded accordingly.

various kinds of leadership styles are suggested by transactional

leadership theory as

 Contingent Rewards :

The goals and incentives are set by leaders/manager.

They say what they want, how they will accomplish these
goals, and provide the required support.
 Active Management by Exception :

Transactional leaders monitor their subordinates

work and if possible, take remedial steps to prevent
mistakes.

 Passive Management by Exception :

These forms of leaders only intervene when goals are

not reached. In order to accomplish objectives, leaders
should use punishment devices.

Laissez-Faire Leadership :

Leaders build such an environment that

decisions can be made by subordinates. The chief hands
over the tasks and does not make decisions. In this case,
the community could be uncertain about the direction in
which they should go. The four management system or the
four leadership styles defined by Rennis likert.
System 1 – Exploitative Authoritative :

Any decisions and acts are the responsibility of

the upper stratum. In this sort of management,
subordinates are not trusted. Decisions are made by
officials and these decisions have to be adopted by
subordinates. Leaders do less coordination and
cooperation with subordinates in this sort of leadership
action.

System 2 – Benevolent Authoritative :

Responsibilities rests with the representatives

of the executive class, but not at the lower levels. Leader
subordinates reflects the relationship between master and
servant. Subordinates are also not free to negotiate with
their superior in this form of management.

System 3 – Consultative :

Leaders demonstrate a great deal of dependence

on subordinates. At a different stage of the organization,
tasks are spread out. Communication takes place in such a
reasonable amount of debate. The engagement of
subordinates in work is often taken into account when
rewarding subordinates.
System 4 – Participative :

Responsibilities are spread between the

different levels of the business. Subordinates are trusted
highly. Leaders illustrate a participatory approach to
collaboration at a high level . for improved efficiency.
Good coordination is retained.

Leadership and Management :

Leadership is an endeavour which is complex. The

leaders are the ones whose duty is immense. Leaders
behaviour and opinions have a strong impact on
individuals and culture at large. Long term side effects of
the decision of the leaders are also present. Cataclysmic
developments have been seen in the last 100 years of
human life. It is not only the change in technology but also
the rate of change. Relatively new is the idea of leading or
modern leadership. Leadership has historically been
correlated with the human attributes such as charisma and
leaders personal characteristics, the researchers view in
almost all imaginable fields there have been very
substantial changes in the past one hundred years.
 Between the notion of controlling and leading, there can
be no dichotomy. In the opinion of the researcher a new
age leadership model is needed in the field of
management that can be a guide for any sector. Every
single sector cries for leadership. This overview research is
attempt to explore the notion of leadership through the
lens of problems rather than through the approaches
focus on personality so far. In the opinion of the
researcher, science and ,management theory can only be
effective by incorporating the essential issues of the time
and taking into account the dynamics of the modern era, a
new leadership model needs to be created. Practices and
philosophies of management run the risk of getting out of
date. There is a real danger of stagnation in management,
similar to the combustion engine technology that has
stopped developing. In order not to become obsolete, it is
important to adopt new ideas and concepts in
management that are in tunes with the time. the rules of
leadership are neither foreordained nor eternal, unlike the
laws of physics. Depending on the changing realities of the
time, they are subject to examination and this is also a
good thing for the management equipment is now
groaning under the pressure of a load if it was never
intended to bear whiplash transition , transient
advantages, technological disruptions, seditious rivals,
fragmented markets, omnipotent consumers, rebellious
share holders. The researcher claims that we are now on
the edge of a post managerial society and may be even a
post organizational society. The researcher has identified
ten core problem that are the most persuasive in today’s
dynamic world and that need to be tackled in a holistic and
interconnected way for the survival of the earth and
human type to preserve this mind.

Evolution of the concept of

Leadership :

Neither ordained nor everlasting depending on the

changing realities of the times, they are subject to
examination and this is also a good thing for the
management equipment is now groaning under the
pressure of a load if it was never intended to bear
whiplash transition, transient advantages, technological
disruptions, seditious rivals, fragmented markets ,
omnipotent consumers, rebellious share holders. The
researcher claims that we are now on the edge of the post
managerial society and many be even a post
organizational society. This study is an effort by the author
to look at leadership in a different way.

Its like what braque once said about art, which is

also true about leadership the only thing that matters in
art is the part that cannot be explained. Like love
leadership, there was always something that everyone
knew existed, but nobody would describe. In its absence
leadership today is noticeable. There is powerlessness in
the name of crisis and uncertainty. Leadership has been
sabotaged by pseudo intellectuals and blatant deception
of contradiction and polarization in thinking and
behaviour.

Maybe today is as real as it was two hundred years ago.

Leadership is a term on the lips of everyone. The young
kind of attack it and the old kind of attack it and they grow
wistful about it. Musicians spurn it while it desired by
scholars and academicians. Many philosophers and
scientists reconcile it with liberty. It is equated with
conscience among religious leaders and theologians. Some
bureaucrats are claiming to have it.

The time has come to talk about leadership in concrete

and measurable terms , not in abstract terms. Leadership
needs to be demystified, taken down, dissected, and
ultimately grasped by the common man from its exalted
pedestrian. Now that war is too important to be left to the
generals by the common man from its exalted pedestrian.
Now that war is too important to be left to the generals, as
they claim, leadership in a company is too important a
topic to be left behind to an individuals intuition ,
opportunity, whims, and fancies. This is because the
leadership offered today has long term consequences. It is
not only the quarterly results; it has long term
consequences, not just for the organization owners and
their income, but for many generations of families and
children relying on the organizations future.

Many leadership studies have concentrated on leaders

individual and personality attributes, such as charisma and
other personal qualities. The emphasis and fascination
with the personality of the individual has been to such an
extent that the word leadership has almost become
synonyms with the individuals few attributes, such as
charisma, democratic, autocratic, and other similar
qualities. But the reality remains that our knowledge of
leadership does not exist without the individuals context,
it is also clear that the world has become a highly dramatic
environment and there are many problems that are
intrinsic to leadership that have become extremely
important today.

The investigator also looked at management from a

holistic point of view. As has been the standard procedure,
there is no effort to differentiate management by sectors.
In the researchers view the leadership challenges have
become so convincing and the magnitude of the problems
is such that the same challenges are faced by all industries,
although the breadth of these may differ. The researcher
has attempted to relook leadership as a systematic ,
problem based topic facing common challenges and
problems instead of segmentation and
compartmentalization of leadership into sector specific
areas. There is also a lack of efficient leaders, however.
Organizations are also searching for appropriate and
successful representatives. The scarcest resource is often
managers who can significantly contribute to the
organization growth. Therefore there is a continuous
search on all sides for individuals who have the requisite
capacity to lead effectively. This lack of effective
leadership is not limited to industry, but is evident in the
lack of government, education, foundations, churches and
any other form of organization capable of being
administrators. Therefore we are not concerned about the
shortage of people to fill administrative roles when we
decry the scarcity of leadership talent in our society. The
lack of people who are able to undertake significant
leadership positions in our society and who can get the job
done efficiently is what we are agonizing about.
Researchers have tried to describe the word only to find
that different people have different things to mean by
phrase. There are as many leadership concept as there are
individuals who have attempted to describe the term.
 Leadership is the process of manipulating a person or a
group’s actions to accomplish a goal in a given situation.
Three key sections of this concept come from leader,
follower, circumstance. In a nutshell, with and by
individuals, leadership is about achieving a given goal. In
the year 1900 F.W.taylor proposed the scientific
management theory, which concentrated on developing
the technical aspects of production enhancement. Elton
Mayo replaced the pattern with the revolution of human
relations in 1920, which stressed the interpersonal
relationship in the workplace. With that the tension
between the concern for the mission and the individuals
became well known and the discussion continues to date.
In corporation, leaders make a difference. To conquer the
obstacles and lead the company to greater heights, they
need to have outstanding skills.

Objectives Of The Study :

  To consider the specialists and the administration
methodology inescapable in the authoritative initiative.

 To inspect the authority and managerial abilities in an

association.

 To consider the effectiveness of leadership can facilitate

change in organizations.

 To evaluate and look at the leadership characteristics of

supervisors of IT and Non IT associations.

 To comprehend the connection between leadership

characteristics and organizational synergy among chiefs of
IT and Non IT associations.

 To survey and analyze the organizational excellence of

supervisors of IT and Non IT association.

Data Collection & Analysis :

 This investigation looks at and thinks about the admission
attributes of supervisors of IT and Non IT associations. It
additionally centres around the impact of authority on
authoritative greatness through the intervening variable
hierarchical cooperative energy. An organized poll was directed
to its administrators and Non IT associations. the examination
was directed in IT associations in IT park, GURUGRAM, and in
assembling enterprises in Gurugram locale, Haryana , enrolled
with HSIDC. For this information were gathered from 250
supervisors of IT and Non IT associations. This section
examination and deciphers the information gathered from the
respondents.

 Kinds of industry :
The entire examination is centred around
administrators working in both IT and Non IT associations.
Among the absolute number of respondents (250), 125 are
from IT and 125 from Non IT associations.

S.No. Type of industry Frequency Percentage

IT Industry 125 50%
 Non IT Industry 125 50%
Total 250 100%

 Age of the respondents :

Age of the respondents causes the users to comprehend the

foundation of the respondents. The accompanying table and
figure presents the age wise circulation of the respondents
across IT and Non IT associations.

S.N. Age of Frequency Percentage

respondents
1 25-30 60 48%
2 30-35 30 24%
3 35-40 25 20%
4 40-45 10 08%
Total 125 100%
Respondents in IT industry
Most of the respondents in the IT industry are of the age
gathering of 25-30 years. It is seen that there are a decent
number of more youthful officials in the IT industry.
 S.N. Age of frequency Percentage
respondents
1 25-30 65 52%
2 30-35 35 28%
3 35-40 20 16%
4 40-45 05 04%
Total 125 100%
Respondents in Non IT based industry

 Gender of Respondents :

Sex of the respondents causes the per users to

comprehend the foundation of the respondents.
 S.N. Gender of Frequency Percentage
respondents
1 Male 90 72%
2 Female 35 28%
Total 125 100%
Respondent in IT industry

S.N. Gender of Frequency Percentage

respondents
1 Male 100 80%
2 Female 25 20%
Total 125 100%
Respondent in Non IT industry

The above table and figure show that 72% of IT and 80% of
Non IT respondents are men. It means there is a solid nearness
of men in both business.
  Education of Respondents :

Education might be an affecting determinant in the

conduct measurements of an individual while identifying with
others. Training is one of the benefactors in the character
arrangement of a person alongside heredity and condition.

S.N. Education of Frequency Percentage

respondents
1 Graduate 10 08%
2 Post graduate 15 12%
3 B.Tech 70 56%
4 MBA 30 24%
Total 125 100%
Respondent in IT industry

S.N. Education of Frequency Percentage

respondents
1 Graduate 50 40%
2 Post graduate 20 16%
3 B.Tech 40 32%
4 MBA 15 12%
Total 125 100%
Respondent in Non IT industry
Suggestions :

 Even however there are numerous investigations that led

to authority qualities of representatives in different pieces
of the world, there has been an absence of writing on
administration, authoritative cooperative energy, and
hierarchical greatness in the Indian setting. Henceforth
the analyst has needed to depend mostly on contemplates
directed in different pieces of the world during the survey
of writing.

 The present examination considers just the assembling

associations to speak to the Non IT industry.

 The investigation concentrates on just one medium and

huge scope ventures. The attributes of little scope
enterprises might be fundamentally not the same as those
ventures.

 The topographical degree is restricted to the province of

Haryana. Which is essentially unique in relation to
numerous different states regarding proficiency and way
of life designs. The discover from the examination might
be constrained to social orders like Haryana.
Conclusion :

In view of the holes recognized from the audit of

writing the investigation investigates the initiative qualities of
directors in IT and Non IT associations. Somewhat the
examination can fill the hole in the current writing by
contributing valuable data about authority attributes,
hierarchical, cooperative energy , and authoritative greatness
related parts of it and non it administrators in Kerala. So as to
adjust to the necessities of the worldwide business condition
and global rivalries, hierarchical chiefs need to re-examine
profoundly in transit and methods for driving their colleagues in
the associates to learn, unlearn and relearn procedures and
create abilities that improve the limit and certainty level of
their partners together to accomplish objectives.

The examination delineates that transformational and

value based initiatives create hierarchical collaboration which
further leads the association to greatness. To encourage the
thought of transformational and value based initiatives
programs are to be led inside the association of both the IT and
Non IT enterprises alongside other uncommon specialized
ability improvement programs.
 The profile of the respondents is understood in terms of their
age, gender, educational qualification, religion, place of living ,
marital status family income, current managerial level, type of
industry, total length of service number of training programs
attended, size of organization, findings related to socio-
demographic and economic profile are given below.

Most of the respondents in the it industry are of the age

gathering of 25-30 years. It is seen that there are a decent
number of more youthful officials in the IT industry.

The examination clarifies fascinating realities with regards to

the feeling that among the workers of IT associations, greater
part has B.tech capability in the innovative territory.
Nonetheless, it is likewise to be comprehended that solitary
24% of the IT business workers have an administration
capability. On account of Non IT classifications it is compared
that a sizeable number of respondents has the executive’s
capability.

In the conclusion the research shows that how leadership

plays a vital role for an organization to get it objective or goal.
The management and a leadership management is always two
different things because one can manage things and another
one motivates.
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