IOP4862
Assignment 6
Semester 2 2025
Due October 2025
,IOP4862
Assignment 06
Semester 2 2025
Due October 2025
SECTION A: CASE STUDY
1.1 Identifying and Critically Discussing the Modern Leadership Theory that Best
Applies to Mike Monroe’s Leadership Style
Introduction
Leadership theory has shifted significantly in recent decades, moving from traditional
command-and-control perspectives toward approaches that emphasise relationships,
influence, and mutual development. When considering Mike Monroe’s leadership style,
it is not enough to simply assign a label; it is necessary to critically evaluate which
modern leadership framework best explains his approach and then consider its
implications. Among contemporary perspectives, transformational leadership most
clearly aligns with the behaviours and dynamics described in the case. This section
discusses the theory in depth, considers why it is the most relevant to Mike, and
outlines its essential features in a critical and analytical way.
Transformational Leadership: A Modern Framework
Transformational leadership was introduced by James MacGregor Burns (1978) and
further developed by Bernard Bass (1985). It represents a significant break from
transactional models, which focus narrowly on exchanges of reward and punishment.
Instead, transformational leadership is concerned with elevating both the leader and the
, followers to a higher level of motivation and morality. Bass and Avolio later expanded
the model, identifying four key behavioural dimensions:
1. Idealised Influence: Leaders act as ethical role models, gaining respect and
trust. They embody the values they promote, making followers want to emulate
them.
2. Inspirational Motivation: Leaders articulate a compelling vision that energises
and unites their teams. Through optimism and clarity, they instil purpose beyond
day-to-day tasks.
3. Intellectual Stimulation: Leaders challenge assumptions, encourage innovation,
and invite creative problem-solving. This avoids stagnation and helps
organisations adapt to change.
4. Individualised Consideration: Leaders recognise that each follower has unique
needs, strengths, and aspirations, and they provide mentoring, coaching, or
development tailored to the individual.
What makes transformational leadership “modern” is its recognition that employees are
not motivated solely by material rewards. Instead, meaning, fairness, personal growth,
and collective purpose drive long-term engagement and performance.
Why Transformational Leadership Fits Mike Monroe
From the description in the case, Mike demonstrates several hallmark traits of a
transformational leader. He articulates a clear vision, sets high expectations, and often
inspires loyalty. His charisma and commitment to excellence are evident, and his
tendency to mentor certain individuals reflects his individualised consideration.
However, these same behaviours—when inconsistently applied—also create
perceptions of unfairness, which will be critically explored later.
By comparison, other modern theories such as servant leadership or authentic
leadership share elements with Mike’s style but do not capture it fully. Servant
leadership prioritises the growth and well-being of followers before organisational goals,
while authentic leadership emphasises transparency and self-awareness. Mike’s style
Assignment 6
Semester 2 2025
Due October 2025
,IOP4862
Assignment 06
Semester 2 2025
Due October 2025
SECTION A: CASE STUDY
1.1 Identifying and Critically Discussing the Modern Leadership Theory that Best
Applies to Mike Monroe’s Leadership Style
Introduction
Leadership theory has shifted significantly in recent decades, moving from traditional
command-and-control perspectives toward approaches that emphasise relationships,
influence, and mutual development. When considering Mike Monroe’s leadership style,
it is not enough to simply assign a label; it is necessary to critically evaluate which
modern leadership framework best explains his approach and then consider its
implications. Among contemporary perspectives, transformational leadership most
clearly aligns with the behaviours and dynamics described in the case. This section
discusses the theory in depth, considers why it is the most relevant to Mike, and
outlines its essential features in a critical and analytical way.
Transformational Leadership: A Modern Framework
Transformational leadership was introduced by James MacGregor Burns (1978) and
further developed by Bernard Bass (1985). It represents a significant break from
transactional models, which focus narrowly on exchanges of reward and punishment.
Instead, transformational leadership is concerned with elevating both the leader and the
, followers to a higher level of motivation and morality. Bass and Avolio later expanded
the model, identifying four key behavioural dimensions:
1. Idealised Influence: Leaders act as ethical role models, gaining respect and
trust. They embody the values they promote, making followers want to emulate
them.
2. Inspirational Motivation: Leaders articulate a compelling vision that energises
and unites their teams. Through optimism and clarity, they instil purpose beyond
day-to-day tasks.
3. Intellectual Stimulation: Leaders challenge assumptions, encourage innovation,
and invite creative problem-solving. This avoids stagnation and helps
organisations adapt to change.
4. Individualised Consideration: Leaders recognise that each follower has unique
needs, strengths, and aspirations, and they provide mentoring, coaching, or
development tailored to the individual.
What makes transformational leadership “modern” is its recognition that employees are
not motivated solely by material rewards. Instead, meaning, fairness, personal growth,
and collective purpose drive long-term engagement and performance.
Why Transformational Leadership Fits Mike Monroe
From the description in the case, Mike demonstrates several hallmark traits of a
transformational leader. He articulates a clear vision, sets high expectations, and often
inspires loyalty. His charisma and commitment to excellence are evident, and his
tendency to mentor certain individuals reflects his individualised consideration.
However, these same behaviours—when inconsistently applied—also create
perceptions of unfairness, which will be critically explored later.
By comparison, other modern theories such as servant leadership or authentic
leadership share elements with Mike’s style but do not capture it fully. Servant
leadership prioritises the growth and well-being of followers before organisational goals,
while authentic leadership emphasises transparency and self-awareness. Mike’s style
