Origin of the Report:

BUS 520 is a Management course offered in the MBA program of NSU in order to equip
students with the managerial tools. The project was initiated so that the students would get a
practical revelation of managerial analysis in a project work. I tried to use the leadership
function in this project to find out which leadership style is more soothing as compared to
the surveyed leader.

Objectives of the study:

The main norm of the report is to find out;
To measure the different leadership style (Whether its a consideration or a initiation
one)
In what extent they differ from each other
Make a level of comparison and draw a conclusion based on the statistical analysis

Methodology
During the survey period, I used a pre made quantitative instruments and standard process.
The respondents were selected from the MarineXpedition and both the groups are the
under Logistics department. I collected survey data through face-to-face interviewing
process from the sampled members. It took 2 full working days to complete the entire
questioners. The sample size is 15.
The Supply Chain (National wing) 8 Employees were selected to judge the
leadership pattern of Mr. Aynul, Manager Supply Chain
The Supply Chain (Int wing)- 7 Employees were selected to judge the leadership
pattern of Mr. Sajeeb, Senior Manager Supply Chain

Organization Background
MarineXpedition is a business conglomerate that has its presence in Singapore,
Malaysia, Qatar and Bangladesh which started its business in 1974. Its main activities
are involved in the industries of Shipping, Logistics, Intermodal Transportation,
Dredging; the commitment is to deliver the highest standards in each area of business.
With the extensive organizational set up we take pride in hosting solutions with a
progressive approach. Having worked continuously on adapting pragmatic corporate
policies, the setup is well defined with each individual performance measured and
accounted for.
Consistently, it tries and improves the evaluation in human resource management. We
constantly research and apply procedures in areas of business ethics, moral standing,
performance appraisals, and team work. With these various considerations our work
environment has proved to be of a high capable standard. It believes in the philosophy of
specialization. For the work they handle to ensure setting realistic target and in turn
excelling in the services. The approach to expansion is organized and based on practical
expectations; proficient resources in research and development assist in the viability of
each project. With the vision to execute and implement with maximum utilization, our
company envisions constant growth in industries.
Some of its expansions are;
Shipping-Ship Owing, Ship demolition, Crew Managing, Brokering, P.A etc
Logistics- Liner Service, Project Engineering, Freighting (Air, Sea, Rail,
Road), NVOCC, Port Handling
Dredging-Dredging services and earth filling excavation
Power/Energy-Oil and Gas, PPF, FE

HR Consulting Module- Headhunters

Introduction
Leadership is inspiring others to pursue your vision within the parameters you set, to the
extent that it becomes a shared effort, a shared vision, and a shared success. If its in the
business world, requires harnessing the energy and efforts of a group of individuals so that
their outlook is advanced from an unremarkable Point A to a very desirable Point B from
bad to good, slow to fast, red to black. During that process, leadership manifests in
projecting your expertise in a way that gains the confidence of others. Ultimately, leadership
becomes about trust when that confidence inspires them to align their vision and level of
commitment for the betterment of the company.

Prior to 1957, most studies of leadership sought to identify the individual traits of effective
leaders. Trait theories of leadership were the first to attempt a systematic approach of
studying leadership. However these studies yielded disappointing results when no set of traits
were found that explained effective leadership. In 1957 a group of researchers at the Ohio
State University sought to identify the observable behaviors of leaders instead of identifying
personality traits.

To accomplish this they generated a list of 1790 statements. This was narrowed down to 150
statements designed to measure nine different dimensions of leader behavior. These
statements were used to develop the Leaders Behavior Description Questionnaire (LBDQ).
The surveys would be given to members of a group and asked to respond to a series of
statements about the leader of their group. Respondents of the LBDQ would rate leaders on
how frequently they engaged in a certain behavior. The results showed two factors accounted

for most of the variance. These two factors were labeled Consideration and Initiating
Structure.

Consideration

Consideration is the extent to which a leader exhibits concern for the welfare of the members
of the group. This factor is oriented towards interpersonal relationships, mutual trust and
friendship. This leadership style is people-oriented. Some of the statements used to measure
this factor in the LBDQ are:

being friendly and approachable

treating all group members as his/her equal

looking out for the personal welfare of group members

making him/herself accessible to group members

Initiating structure

Initiating Structure is the extent to which a leader defines leader and group member roles,
initiates actions, organizes group activities and defines how tasks are to be accomplished by
the group. This leadership style is task-oriented. Some of the statements used to measure this
factor in the LBDQ are:

letting group members know what is expected of them

maintaining definite standards of performance

scheduling the work to be done

asking that group members follow standard rules and regulations

Leader Behavior Description Questionnaire (LBDQ)

The Leader Behavior Description Questionnaire (LBDQ) was developed by the staff of the
Personnel Research Board, The Ohio State University, as one project of the Ohio State
Leadership Studies, directed by Dr. Carroll L. Shartle. The LBDQ provides a technique
whereby group members may describe the behavior of the leader, or leaders, in any type of
group or organization, provided the followers have had an opportunity to observe the leader
in action as a leader of their group. (The questioner is given In the Annexure part). There was
total 40 question Where;

15 questions are for Consideration Item

15 questions are for Initiating Item

10 questions do not have any dimensions

The key task is to find out whether the leaders follow the consideration or initiating scale of
leadership and makes a comparison in between them.

Project Portion
Sample 1:
As discussed earlier, I have chosen 15 respondents for the survey from the Logistic
department. 8 respondents was there to judge the leadership style of Mr. Aynul, National
Wing supply Chain Manager. The respondents were given a full brief on how to answer the
questions along with mark base points.

From the different observations point, it is viewed that the 8 respondents marks for the
consideration items are respectively 39,41,40,43,42,34,36,35. To get an apt view of the
data we need to find out the Mean and standard dev. Which are-

Sl.

Observation Scores,X

(X X )2

1
2
3
4
5
6
7
8

39
41
40
43
42
34
36
35

0.0625
5.0625
1.5625
18.0625
10.5625
22.5625
7.5625
14.0625

Total
Avarage
S.D
Q1
Q2
Q3

310
38.75
4.5
41.25
43.5
36.75

79.5

From the data calculation Table, we find that the mean of the consideration item is 38.75
and S.D is 4.5.
If we take the look at Initiating item the respondents are like,

From the different observations point, it is viewed that the 8 respondents marks for the
Initiating items are respectively 36,38,35,37,36,42,43,41 . To get an apt view of the data
we need to find out the Mean and standard dev. Which are-

Sl.

Observation Scores,X

1
2
3
4
5

36
38
35
37
36

(X X )2

6.25
0.25
12.25
2.25
6.25

6
7
8
Total
Avarage
S.D
Q1
Q2
Q3

42
43
41
308
38.5
4.1
38.75
38.5
42.75

12.25
20.25
6.25
66

From the data calculation Table, we find that the mean of the Initiating item is 38.5 and
S.D is 4.1.
Comparison: The comparison is solely based on the Mean and the standard deviation. For
the Consideration Item it was 38.75 and for the initiator Item it was 38.5 which are a bit
low. And if we look at the Std. Deviation for the Consideration scale it is 4.5 and for
initiating it are 4.1. Again the value of S.D in Consideration is more spreader than
initiating one. So we can Say that the leadership pattern of Mr. Aynul follows the
Consideration Scale which means he has More Concern for People. (Country club style
as par Grid theorem)

Sample 2:
As discussed earlier, I have chosen 15 respondents for the survey from the Logistic
department. 7 respondents was there to judge the leadership style of Mr. Sajeeb, Global Wing
supply Chain Sr. Manager. The respondents were given a full brief on how to answer the
questions along with mark base points.

From the different observations point, it is viewed that the 7 respondents marks for the
consideration items are respectively 49,48,49,45,41,30,39. To get an apt view of the data
we need to find out the Mean and standard dev. Which are-

Sl.

Observation
Scores,X

1
2
3
4
5

49
48
49
45
41

(X X )2

36
25
36
4
4

6
7
Total
Avarage
S.D
Q1
Q2
Q3

30
39
301
43
9.8
48
45
30

169
16
290

From the data calculation Table, we find that the mean of the consideration item is 43 and
S.D is 9.8.
If we take the look at Initiating item the respondents are like,

From the different observations point, it is viewed that the 8 respondents marks for the
Initiating items are respectively 36,38,35,37,36,42,43,41 . To get an apt view of the data
we need to find out the Mean and standard dev. Which are-

Sl.
1
2
3
4
5
6
7
Total
Avarage
S.D
Q1
Q2
Q3

Observation
Scores,X
39
40
43
43
48
40
40
293
41.85
4.4
40
43
40

(X X )2

8.1225
3.4225
1.3225
1.3225
37.8225
3.4225
3.4225
58.8575

From the data calculation Table, we find that the mean of the Initiating item is 41.85 and
S.D is 4.4.
Comparison: The comparison is solely based on the Mean and the standard deviation. For
the Consideration Item it was 43 and for the initiator Item it was 41.85 which are a bit low.
And if we look at the Std. Deviation for the Consideration scale it is 9.8 and for initiating
it are 4.4. Again the value of S.D in Consideration is more spreader than initiating one. So
we can Say that the leadership pattern of Mr. Sajeeb also follows the Consideration
Scale which means he has More Concern for People. (Country club style as par Grid
theorem)

Findings
From the statistical analysis it is clear that, both the leader follows the Consideration style
of leadership which means their work relationship has been characterized by mutual trust
and respect for group members ideas and thought. Actually it happens because of the team
bonding and the team mated decision the organization used to take. Besides, most of the
respondent seems to work in a flexible work arena in the perspective department which
also reflects their viewpoint while answering the questions.

Limitations
Size of the questions: The most common issue that had been broom is the length of
the questions. There are 40 questions which requires a must read, so many of the
respondents were being nagged while answering the questions as they had their
official tasks to do
Lack of Respondent: As the survey required at least 30 people to conduct on but
there is a lack of perspective people whom I can found to take their opinion. I
hardly managed 15 people for the survey from the logistic department
Time Constraint: The given time for the project is bit tight scheduled. And also to
note that as its a year ending month, there was amid amount of work pressure in
every department. So Convincing them for the survey was really a tough ask

End notch
The validity of the assertion that groups flourish when guided by effective leaders can be
illustrated using several examples. For instance, the bystander effect (failure to respond or
offer assistance) that tends to develop within groups faced with an emergency is
significantly reduced in groups guided by a leader. Moreover, it has been documented that
group performance creativity and efficiency all tend to climb in businesses with designated
managers or CEOs. However, the difference leaders make is not always positive in nature.
Leaders sometimes focus on fulfilling their own agendas at the expense of others, including
their own followers. Leaders who focus on personal gain by employing stringent and
manipulative leadership styles often make a difference, but usually do so through different
means.
Leaders help themselves and others to do the right things. They set direction, build an
inspiring vision, and create something new. Leadership is about mapping out where you
need to go to "win" as a team or an organization; and it is dynamic, exciting, and
inspiring. Yet, while leaders set the direction, they must also use management skills to guide
their people to the right destination, in a smooth and efficient way.
So, we need be careful when someone use the terms, and don't assume that people with
"leader" in their job titles, people who describe themselves as "leaders," or even groups
called "leadership teams," are actually creating and delivering transformational change.