Discuss the impact of different leadership styles on motivation within period of change of Capco.

It is highly likely that Capco would undergo changes at a regular basis so as to keep up with

the demands of the technology consultancy industry which inherent is very dynamic. Change

is always a crucial phase and it is required that the leadership style should be apt as it plays a

crucial role in dealing with the uncertainties and resistance associated with change (Steven,

Normand & Glavas, 1998). During the period of change, it is imperative that the management

along with change leaders need to play a proactive role in ensuring that the employees

continue to stay motivated. Based on the leader, kind of employees, level of change,

organisational culture, a plethora of choices with regards to leadership styles are available. It

is quite likely that the managers at Capco can choose from the amongst leadership styles

(Osuchukwu, 2016).

1) Autocratic Leadership

In case of autocratic leadership, the managers act as dictators and merely give orders to the

employees without taking their advice or feedback. Clearly, in a situation when there is

anxiety and insecurity amongst the employees, this kind of leadership is not advised since it

does not lay enough emphasis on the concerns that the employees may have about the

change. As a result, the resistance against change may grow stronger even though the change

may actually favour the employees. This is because there is lack of two way communication.

As a result, the motivation for the employees to change becomes low (Bloisi, Cook &

Hunsaker, 2006).

2) Democratic Leadership

In case of democratic leadership, the managers tend to allow for enough space for the

employees to participate in the change management. There are broad two way channels of

communication which go a long way in alleviating the various apprehensions that the

employees may have with regards to the change. Also, the way forward to an extent is

decided by the employees and hence this ensures that the employees become motivated for

the change and hence the process of change management becomes relatively easier. This is a

preferred method when the change is incremental and hence the employees are in position to

offer constructive suggestions (Muffins, 2009).

3) Transformational Leadership

In case of transformation leadership, the leader tends to share a futuristic vision to the

employees and the employees genuinely tend to follow the leader as they believe in the broad

vision that the leader shows them. This belief in the futuristic vision of the leader ensures that

the employees are motivated for the change and hence put their best foot forward so as to

embrace change and achieve the vision. This method is preferable in case of radical change in

organisation either considering current crisis or futuristic thinking but requires the backing of

a charismatic leader who can motivate the employees to become followers and hence have a

shared vision (Osuchukwu, 2016).