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Question: Discuss About The Personality Charismatic Leadership Context? Answer: Introducation Josh Martin is a 41 year old deputy agency administrator at the Centre Street Settlement House, whereas Tom Saunders is the executive director of the agency. Both have very different style of leadership. Joshs behavior and activities at the agencies are reflective of participative leadership style whereas Toms behavior is similar to autocratic leadership style. Participative leadership style is the managerial activity that embraces employees inputs in decision making. Participative leaders believes in openly sharing organizational issues with employees and they like to involved their subordinates while solving any issues (Ghaffari et al. 2017). Josh also did this which is seen from the conversation of Phil Jones who states that Josh tries to listen to them and try to implement some of their ideas too. This action has raised the morale of employees. Hence, Josh as leader is very effective in motivating his employees in job and he has tried to increase their morale by proposing salary hike for two employees with excellent performance appraisal. He justified the action of pay hike for the employee very well on ground of employees excellent contribution to the success of the organization. In contrast, Toms action has an autocratic style of leadership as he likes to have control over all decisions and rarely accepts input or advice from others (Rast et al. 2013). Due to this attitude, he rejected Joshs proposal and behaved irrationally when Josh could not attend the meeting because of flu. Such leaders dictate others and do not trust other members of the organization which is seen in Toms case too. Autocratic leadership style tells about the leadership trait of power, authority and dominance, where as the participative leadership style tells about the trait of team orientation and empathy. Many organization problems arise due to the presence of conflicting leadership style where two leaders with different style cannot get along well. There is always a disagreement in such situations. Such issues in organization can be solved if at least on manager has the capability and maturity to handle conflict. In such case, leaders can work together to understand the root cause of conflict and readily accepting impact of personal communication styles or behaviour on conflict. After identifying this, both parties can make honest attempt to make specific changes in their individual action such as behaviours, attitude and communication styles to resolve the conflict (Moore 2014). Honesty, integrity, vision, courage, communication skills and team building are the important elements or characteristics of an effective leader. Such leaders keep best interest of the company at the forefront and regard all employees as accountable for the success of the organization (Wheelan 2014). Good leaders maintain a level of transparency in the organization and always welcome feedback and opinion of others. They are strategic thinkers and establish and communicate clear goals to all members of the organization. Through their positive attitude and communication skills, they build an outstanding team and put all efforts to retain top talent (Oreg and Berson 2015). Tom Saunders is not an effective leader because he lacked insight and vision for the success of the organization. He had no trust on any team members and had no intention to retain best talent. This is also seen when Josh recommended salary hike for two employees and he rejected it without analysing the contribution of specific employees to his agency. In addition, he did not had strategic thinking ability too as without Martin, he was always found to behave irrationally and took no attention to agencys detail. In contrast, Martin is an effective leader because he has a vision and he is transparent in his actions too. He always took ideas from his employees and gave them chance to increase their morale by recognizing their contribution to the organization. In addition, he is committed to the organization by remaining on call twenty four hours a day and attending all agency strategy meeting. Josh Martin is finding hard to cope with autocratic style and erratic mood swings of Tom. Tom has been very irresponsible towards the agency. Josh is thinking of leaving the job, however he is at a fix because it will be hard for him to retain the same salary and benefits package at other agencies. If I were Martin, I would handle the situation by having a talk with Tom Saunders first regarding the impact of his irresponsible behaviour on the fate of the agency. Even if things could not have worked out, I would have left the job and used my experience in the field to find another job. I would have also checked other multiple managerial activities too that I could do on a part time basis. Reference Ghaffari, S., Shah, I.M., Burgoyne, J., Nazri, M. and Aziz, J.S.S., 2017. The Influence of Respect for Employees on the Relationship between Participative Leadership and Job Satisfaction: A Case Study at Universiti Teknologi Malays.Australian Journal of Basic and Applied Sciences,11(4), pp.17-28. Moore, C.W., 2014.The mediation process: Practical strategies for resolving conflict. John Wiley Sons. Oreg, S. and Berson, Y., 2015. Personality and charismatic leadership in context: The moderating role of situational stress.Personnel Psychology,68(1), pp.49-77. Wheelan, S.A., 2014.Creating effective teams: A guide for members and leaders. Sage Publications. Rast III, D.E., Hogg, M.A. and Giessner, S.R., 2013. Self-uncertainty and support for autocratic leadership.Self and Identity,12(6), pp.635-649.