Project on

Leadership Styles
On
The Principal of New Era School
In partial fulfillment of requirement for the
Award of Degree of M.Com
Subject:

ORGANIZATIONAL BEHAVIOUR
Submitted By:
Miss. SEEMA TALREJA
Roll No. 750
M.Com. Part II, Semester 3
Under the Guidance of:
Prof: MRS: Kajal Bhojwani
SMT. CHANDIBAI HIMATHMAL MANSUKHANI COLLEGE
ULHASNAGAR 421003
UNIVERSITY OF MUMBAI

2016-17

Department of Commerce

Certificate

Thisistocertifythat, Ms.SEEMA.M.TALREJAofM.Com.II,Sem.III (Roll

No.750),hassuccessfullycompletedtheprojecttitledLeadership Style on
the Principal of New Era School undermyguidancefortheAcademic
Year201617.Theinformationsubmittedistrueandoriginalaspermyknowledge.

Prof.MRS:KajalBhojwani
(ProjectGuide)

Prof.GopiShamnani Dr.ManjuPathakLalwani
(Coordinator,M.ComCourse)
(I/CPrincipal)

EXTRENALEXAMINER

DECLARATION
I Seema.M.Talreja, studying in Smt. Chandibai Himatmal Mansukhani
college of Arts,science, Commerce, Ulhasnanagr 421003, Student of
M.Com Part 1, Hereby declare that I have completed my project on Leader
Styles On the Principal Of New Era School in the academic year 2016-2017.The
information submitted by me is true and original to the best of my knowledge.

SEEMA
TALRJEA

ACKNOWLEGEMENT
To list who all have helped me is difficult because they are
so numerous and the depth is so enormous.
I would like to acknowledge the following as being idealistic
channels and fresh dimensions in the completion of this
project
I take this opportunity to thank the University of Mumbai
forgiving me chance to do this project.
I would like thank my Principal, Dr.Manju Pathak
Lalwani for providing the necessary facilities required for
completion of this project.
I would also like to express my sincere gratitude towards
my project guide Prof. Mrs. Kajal Bhojwaniwhose
guidance and care made the project successful.
I would like to thank my college library, for having
provided various reference books and magazines related to
my project.
Last but not the least, I would like to thank almighty God, my parents, and
my friends who helped me gather these data and have sat with me for
hours discussing about the project

0bjective of the Study

To understand the role of leaders in an organization
To understand the need of good leader in the present scenario
To understand the leadership style
\to understand the how the styles have impact on the employees working in an organization
To understand the leadership theories
To understand the nature and leadership qualities of the principal of New Era School

Methodology of study
Data for the project is obtained in two ways primary source and
secondary source
Primary sourceThe primary data is collected from the Principal Of New Era
School,Ulhasnagar.

Secondary sourceSecondary data was used for this study as the research design is descriptive in nature
so we tried to collect the data available through other sources on the subject.
Sometimes, primary data is also collected through observation method to facilitate
the research work.
Sources of data
The following sources are used for collecting the data for this study:
Books
internet
Journals
News papers
Personal source

SR.
NO

TOPICS

PG.N
O

INTRODUCTION

LITERATURE REVIEW

INTDRODUCTION TOLEADERSHIP

10

LEADER SHIP STYLES

11

GREAT WOMAN LEADER

32

FILED STUDY(NEW ERA SCHOOL)

37

ABOUT PRINCIPAL

41

CONCLUSION

44

BIBLIOGRAPHY

45

10

ANNEXURE

46

Introduction
In order to run the organizations effortlessly, effectively and efficiently, the most important and
valued factor organizations need is Human resources.
The success of an organization depends on the diligent, loyal and concerned managers and
employees.
Leadership is required in every organization at every level, the success or failure of an organization
depends on the quality of leadership particularly on the part of top management.
In this competitive era where world has become a global village, firms are considered to be
competitive on the basis of competence of their human resources.
Management of employees mostly depends on the quality of leadership organizations have
(Albioon & Gagliardi, 2007).
Concept of leadership is not a new concept in the field of social science studies. In the recent years,
the area of leadership has been widely studied more than any other aspect of human resource
management.
We are now in a era of great leadership. The 20thcentury was a era of great influential leaders.
Nodoubt ,we want effective leaders in huge numbers at all strata in all organizations, rather than
only a small number of great leaders. This change from great leaders in
to great leadership is in reaction to the rapid changing environment. These changes in the
organization needs high quality and quicker decision making which is possible only when there are
Proficient, effective and competent people, who are able of taking such decisions at all levels.
Faster and worth decision making will direct to dehierarchization, decentralization and DE
bureaucratization, which will result in empowerment at all levels. There are
Countless definitions of leadership and there are a number of researchers who have made an
attempt to explore this concept. Although numerous specific definitions may well be cited, most of
them would depend on the theoretical orientation taken. Besides influence, leadership has been

defined in terms of group processes, personality, compliance, persuasion, power, goal achievement,
role differentiation, interaction and combination of two or more of these.

Literature Review
As Vimal Babu in his Article On Leardeship said that:
Studies have emphasized that expatriates leadership styles play a pivotal role. It has been
considered as a prime criterion to be successful and effective in the host country. Study has
examined 25 Japanese and 23 American expats in India focusing on their leadership styles. In order
to determine the leadership styles of these managers from altogether different countries, the study
has investigated ten leadership components
Results were analysed to identify the differences and similarities between the leadership styles.
Statistical tests revealed that there were significant differences on four leadership components out
of ten and the remaining six leadership components had non-significant differences. Results
showed that American managers had good communication skills.
Japanese managers often motivated their subordinates to work harder by stating clearly what the
desired performance is and what is not. American managers had more knowledge and skills to
transfer and train their subordinates. The study also sheds light on the implications for expatriates
with regard to leadership effectiveness

Leadership
Leadership is both a research area and a practical skill encompassing the ability of an individual or
organization to "lead" or guide other individuals, teams, or entire organizations. The literature
debates various viewpoints: contrasting Eastern and Western approaches to leadership, and also
(within the West) US vs. European approaches. US academic environments define leadership as "a
process of social influence in which a person can enlist the aid and support of others in the
accomplishment of a common task". Leadership seen from a European and non-academic
perspective encompasses a view of a leader who can be moved not only by communitarian goals
but also by the search for personal power.
From Mahatma Gandhi and Winston Churchill to Martin Luther King and Steve Jobs, there can
seem to be as many ways to lead people as there are leaders.
Fortunately, businesspeople and psychologists have developed useful, simple ways to describe
the main styles of leadership.
By understanding these styles and their impact, you can develop your own approach to
leadership and become a more effective leader. What exactly makes a great leader? Do certain
personality traits make people better-suited to leadership roles, or do characteristics of the
situation make it more likely that certain people will take charge? When we look at the leaders
around us be it our employer or the President we might find ourselves wondering exactly
why these individuals excel in such positions.
People have long been interested in leadership throughout human history, but it has only been
relatively recently that a number of formal leadership theories have emerged. Interest in
leadership increased during the early part of the twentieth century. Early leadership theories
focused on what qualities distinguished between leaders and followers, while subsequent
theories looked at other variables such as situational factors and skill levels.
10

Leadership Styles
A leadership style is a leader's style of providing direction, implementing plans, and motivating
people. It is the result of the philosophy, personality, and experience of the leader. Rhetoric
specialists have also developed models for understanding leadership (Robert Hariman) , Political
Style, Different situations call for different leadership styles. In an emergency when there is little
time to converge on an agreement and where a designated authority has significantly more
experience or expertise than the rest of the team, an autocratic leadership style may be most
effective; however, in a highly motivated and aligned team with a homogeneous level of expertise,
a more democratic or Laissez-faire style may be more effective. The style adopted should be the
one that most effectively achieves the objectives of the group while balancing the interests of its
individual members.
Different types of leadership styles exist in work environments. Advantages and disadvantages
exist within each leadership style. The culture and goals of an organization determine which
leadership style fits the firm best. Some companies offer several leadership styles within the
organization, dependent upon the necessary tasks to complete and departmental needs.
Leadership is less about your needs, and more about the needs of the people and the organization
you are leading. Leadership styles are not something to be tried on like so many suits, to see which
fits. Rather, they should be adapted to the particular demands of the situation, the particular
requirements of the people involved and the particular challenges facing the organization.

11

Types of leadership syles

1. Autocratic Leadership style
Autocratic leadership is an extreme form of transactional leadership, where leaders have a lot of
power over their people. Staff and team members have little opportunity to make suggestions,
even if these would be in the team's or the organization's best interest.
The benefit of autocratic leadership is that it's incredibly efficient. Decisions are made quickly,
and work gets done efficiently.
The downside is that most people resent being treated this way. Therefore, autocratic leadership
can often lead to high levels of absenteeism and high staff turnover. However, the style can be
effective for some routine and unskilled jobs: in these situations, the advantages of control may
outweigh the disadvantages.
Autocratic leadership is often best used in crises, when decisions must be made quickly and
without dissent. For instance, the military often uses an autocratic leadership style; top
commanders are responsible for quickly making complex decisions, which allows troops to
focus their attention and energy on performing their allotted tasks and missions.
Example of

such leader is

Hitler.

12

Authoritarian Leaders (Autocratic)

Authoritarian leaders, also known as autocratic leaders, provide clear expectations for what
needs to be done, when it should be done, and how it should be done. There is also a clear
division between the leader and the followers. Authoritarian leaders make decisions
independently with little or no input from the rest of the group.
Researchers found that decision-making was less creative under authoritarian leadership.Lewin
also found that it is more difficult to move from an authoritarian style to a democratic style than
vice versa. Abuse of this style is usually viewed as controlling, bossy, and dictatorial.
Situation
Authoritarian leadership is best applied to situations where there is little time for group
decision-making or where the leader is the most knowledgeable member of the group.
Benefits:
It is incredibly efficient style of leadership.
Decisions are made quickly and work gets done efficiently.
Downside:
Most people resent being treated this way
Often lead to high levels of absenteeism and high staff turnover

13

2. Bureaucratic Style
Bureaucratic leaders work "by the book." They follow rules
rigorously, and ensure that their people follow procedures
precisely.
This is an appropriate leadership style for work involving
serious safety risks (such as working with machinery, with
toxic substances, or at dangerous heights) or where large sums of money are involved.
Bureaucratic leadership is also useful in organizations where employees do routine tasks
(as in manufacturing).
The downside of this leadership style is that it's ineffective in teams and organizations that rely
on flexibility, creativity, or innovation.
Much of the time, bureaucratic leaders achieve their position because of their ability to
conform to and uphold rules, not because of their qualifications or expertise. This can cause
resentment when team members don't value their expertise or advice.

Situation:
Appropriate for work involving serious safety risks (such as working
with machinery, with toxic substances, or at dangerous heights) or
where large sums of money are involved.
Useful in organizations where employees do routine tasks (as in
manufacturing).
The downside:
It's ineffective in teams and organizations relying on flexibility, creativity, or innovation.
Leaders achieve their position because of their ability to conform to and uphold rules,
not because of their qualifications or expertise

14

3.Consultative Style
Leader consults subordinates before taking
decisions. Leader is more open minded &
welcome suggestions. Superior makes the
decision & is responsible for the decision.
Relation between superior and subordinate is
informal. No urgency of decision.
Suggestions of subordinates are vital in
decision making. Subordinates are matured
and can provide suggestions & comment.
Situation:
When there is no urgency of decision
Suggestions of subordinates are vital in decision making
Subordinates are matured and can provide suggestions & comments
Downside:
The Consultative leadership requires some favorable conditions in that the labor must
be literate, informed and organized. This is not always possible.
This approach is very time consuming and too many view-points and ideas may take
the- solid decision more difficult and may be a source of frustration to impatient
management.

15

4.Participative leadership
Participative leadership, also known as
Democratic

leadership,

is

type

of

leadership style in which members of the

group take a more participative role in the
decision-making process. Researchers have
found that this learning style is usually one
of the most effective and lead to higher
productivity, better contributions from group
members, and increased group morale.
Characteristics of Participative leadership
Some of the primary characteristics of Participative leadership include:
Group members are encouraged to share ideas and opinions, even though the leader retains the
final say over decisions.
Members of the group feel more engaged in the process.
Creativity is encouraged and rewarded.
Situation:
Participative leadership works best in situations where group members are skilled and eager to
share their knowledge. It is also important to have plenty of time to allow people to contribute,
develop a plan and then vote on the best course of action.
Participative leaders encourage group members to participate, but retain the final say over the
decision-making process. Group members feel engaged in the process and are more motivated and
creative.

1
1

Benefits:
Because group members are encouraged to share their thoughts, Participative leadership can leader
to better ideas and more creative solutions to problems. Group members also feel more involved
and committed to projects, making them more likely to care about the end results.
Research on leadership styles has also shown that Participative leadership leads to higher
productivity among group members.
Downsides:
While Participative leadership has been described as the most effective leadership style, it does
have some potential downsides. In situations where roles are unclear or time is of the essence,
Participative leadership can lead to communication failures and uncompleted projects. In some
cases, group members may not have the necessary knowledge or expertise to make quality
contributions to the decision-making process.

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5.Laissez-Faire Leadership style

Researchers found that children under delegate
leadership,

also

known

as

laissez-fair

leadership, were the least productive of all three

groups. The children in this group also made
more demands on the leader, showed little
cooperation

and

were

unable

to

work

independently.
Delegative leaders offer little or no guidance to
group members and leave decision-making up to group members. While this style can be
effective in situations where group members are highly qualified in an area of expertise, it often
leads to poorly defined roles and a lack of motivation.
Laissez-faire leadership, also known as delegative leadership, is a type of leadership style in
which leaders are hands-off and allow group members to make the decisions. Researchers have
found that this is generally the leadership style that leads to the lowest productivity among group
members.
Characteristics of Laissez-Faire Leadership
Laissez-faire leadership is characterized by:
Very little guidance from leaders.
Complete freedom for followers to make decisions.
Leaders provide the tools and resources needed.
Group members are expected to solve problems on their own.
Situation
. This is an effective style to use when:

Followers are highly skilled, experienced, and educated.

Followers have pride in their work and the drive to do it successfully on their own.

Outside experts, such as staff specialists or consultants are being used.

Followers are trustworthy and experienced.

The leader cannot or will not provide regular feedback to their follower

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Benefits of Laissez-Faire Leadership

Like other leadership styles, the delegative style has both a number of benefits and shortcomings.
Laissez-faire leadership can be effective in situations where group members are highly skilled,
motivated and capable of working on their own. Since these group members are experts and have
the knowledge and skills to work independently, they are capable of accomplishing tasks with very
little guidance.
The delegative style can be particularly effective in situations where group members are actually
more knowledgeable than the group's leader. Because team members are the experts in a particular
area, the laissez-faire style allows them to demonstrate their deep knowledge and skill surrounding
that particular subject.
This autonomy can be freeing to some group members and help them feel more satisfied with their
work. The laissez-faire style can be used in situations where followers have a high-level of passion
and intrinsic motivation for their work.
While the conventional term for this style is 'laissez-faire' and implies a completely hands-off
approach, many leaders still remain open and available to group members for consultation and
feedback.
Downsides of Laissez-Faire Leadership

Laissez-faire leadership is not ideal in situations where group members lack the knowledge or
experience they need to complete tasks and make decisions. Some people are not good at setting
their own deadlines, managing their own projects and solving problems on their own. In such
situations, projects can go off-track and deadlines can be missed when team members do not get
enough guidance or feedback from leaders.
In some situations, the laissez-faire style leads to poorly defined roles within the group. Since team
members receive little to no guidance, they might not really be sure about their role within the group
and what they are supposed to be doing with their time.

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4

Laissez-faire leaders are often seen as uninvolved and withdrawn, which can lead to a lack of
cohesiveness within the group. Since the leader seems unconcerned with what is happening,
followers sometimes pick up on this and express less care and concern for the project.
Some leaders might even take advantage of this style as a way to avoid personal responsibility for
the group's failures.
When goals are not met, the leader can then blame members of the team for not completing tasks or
living up to expectations.
If group members are unfamiliar with the task or the process needed to accomplish the task, leaders
are better off taking a more hands-on approach. Eventually, as followers acquire more expertise,
leaders might then switch back to a more delegative approach that gives group members more
freedom to work independently

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6.Paternalistic leadership
The way a paternalistic leader works is by acting as a father
figure by taking care of their subordinates as a parent would.
In this style of leadership the leader supplies complete concern
for his followers or workers. In return he receives the
complete trust and loyalty of his people. Workers under this
style of leader are expected to become totally committed to
what the leader believes and will not strive off and work independently. The relationship between
these co-workers and leader are extremely solid. The workers are expected to stay with a company
for a longer period of time because of the loyalty and trust. Not only do they treat each other like
family inside the work force, but outside too. These workers are able to go to each other with any
problems they have regarding something because they believe in what they say is going to truly
help them. One of the downsides to a paternalistic leader is that the leader could start to play
favorites in decisions. This leader would include the workers more apt to follow and start to
exclude the ones who were less loyal. In todays market paternalism is more difficult to come by
according to Padavic and Earnest who wrote business dimensional and Organizational
Counseling. They believe this because there have become more lay-offs and stronger unionization.
This affects paternalistic leaders because the co-workers may not believe that their jobs are 100%
ensured. When this happens, workers begin to look for bigger and better job opportunities instead
of staying at one company for a longer period of time. Because of this, the leader may be thinking
that you could be leaving and not fully believe you when you tell them something about a job
opportunity. This could put the workers and leader at risk for a bad situation.
According to B. M. Bass who wrote Leadership and Performance Beyond Expectations, workers
who follow paternalistic leadership also have better organization skills. The leader encourages
organization because they allow the workers to complete tasks so that they can stay on top of their
work. The workers complete tasks this boosts self-confidence and it makes them work harder to
reach a goal and exceed the goal to prove to their boss they are working hard. Having this style of
leadership can also help implement a reward system. This system will allow their workers to work
even better because there is something for them at the end of the tunnel. While doing this they will
also be able to accomplish more work in a set time frame. Although paternalistic leadership is
1
6

essentially as much of a dictatorial leadership as the autocratic form, in as much as that decisions
are made at the top and communication is mostly downward.
Paternalistic leadership advantages consist of:
Feedback being invited, thus improving morale;
Overall staff turnover and absenteeism rates should decrease
Decisions taking employees' best interests into account and
The employee is rewarded with candy and toys when well behaved
Employee loyalty, lower turnover due to emphasis placed on social needs.
Paternalistic style of leadership has the disadvantages of:
Low staff motivation if loyal connection to management is not established;
Increasing dependency of employees on the leader leading to more supervision required
Dissatisfaction in employees if bad decisions are made.
Like a parent would have to, sometimes the employer must spank the employee
The above disadvantage could further be made a problem through employee rights and
legislation
The paternalistic leadership style, at first glance, gives an impression of almost being democratic.
Workers are invited to comment and questions are answered. In addition, their social needs are
being considered.
Ultimately, however, the decisions stay with those at the top. While the ability to comment and the
apparent care for their needs does aid in improving morale, and to a certain point engender loyalty
within the workers, sometimes the loyalty does not go deep enough to be positively motivated.
Workers are likely to stay put, because their basic needs are met, so the turnover of labor is
lowered. They are not, however, motivated into giving their best at all times, resulting in increased
supervision becoming necessary.

1
7

They become dependent on the leaders by simply following the instructions and decisions made
without really caring much about what has to be done. This is particularly the case if decisions
against the better judgment of skilled workers are being made by the leaders.
If, for instance, leaders are advised through feedback that a particular approach to a problem will
not give the best result, but insist on this approach anyway,
workers will lose motivation. They will do the job, but will be
dissatisfied with their leaders

7. Neurocratic Style
A Neurocratic leader is highly task oriented and wants to get the things done at done at any cost.
He is highly sensitive and gets quickly upsets by failures.
The leader may be emotional and eccentric.
The leader may not consult the subordinates in decision making.
The leader takes decision
The leader is responsible for decision making, but he may
shift the responsibility to his subordinates.

8. Sociocratic Style
The Sociocratic leader tries to run the organization just
like a Social Club. He gives less importance to production
and more importance to friendship. That is, he tries to
keep his subordinates very happy. So, he creates a warm
and good social environment. For them the interest of
subordinates comes first and then that of the organization.
The superior takes a decision by keeping the interest of the subordinates. The interest of
organization may be secondary.
The superior consults the subordinates for the decision making.
The following points to be noted:

The superior takes a decision by keeping the interest of the subordinates. The interest of
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8

organization may be secondary

The superior consults the subordinates for decision making

1
9

Great woman Leaders

Gender shouldn't be a factor in whether or not a person can be a great leader a person's
leadership abilities should depend on their individual strengths and personality traits. However,
in many cases, women aren't encouraged to take on leadership roles as often as their male
counterparts, contributing to an imbalance of who's in power. According to the Huffington Post,
last year, only 23 Fortune 500 Companies were led by women. But women are just as qualified
as men are to lead, so why is there such a huge disparity between them?
A 2016 study by talent management system Saba Software, conducted by the Harris Poll, found
that 60 percent of male employees expect their companies to play an active role in their
individual career options, versus 49 percent of female employees who expect this. Emily He,
former chief marketing officer at Saba (now the CMO at DoubleDutch), said that this supports
findings from other studies that women are more hesitant to speak up about their career
ambitions. But Saba also discovered that women are driven more by intrinsic motivations about
work, rather than what their jobs or employers demand from them.
"In contrast to men, who tend to be career-centric and want to maximize their financial return
from work, women view work more holistically, as a component of their overall life plan," He
told Business News Daily. "Therefore, they're more likely to approach their careers in a selfreflective way and value factors such as meaning, purpose, connection with co-workers and
work-life integration."
Women may not always realize how poised for success they are in leadership roles, but their
potential and abilities are undeniable. Business News Daily asked female leaders to share their
thoughts on women in power. Here are 17 reasons women make great leaders.
Women's inclination toward a holistic, self-reflective approach could explain why female
employees define leadership differently than some men do. Sixty-five percent of women
(versus 56 percent of men) said they view leaders as those who share their knowledge and
connect with their colleagues to help the team and the business. When women bring this
attitude into managerial roles, it may actually make them stronger, more-effective leaders, He
said.
2
0

REASONS TO MAKE WOMAN AS LEADERS

They value work-life balance.
"Women are great leaders because we are able to balance professional and personal leadership
skills. It's easier to approach a women leader with a personal request, or a sensitive question. I
care about my team and their well-being, which includes their performance at work and their
work-life balance. I also find women more proactive in becoming mentors, and sometimes it's
already such an open and communicative relationship that the transition to mentor is easy."
They are empathetic.
"Most women are naturally empathetic and value relationships. This enables them to have a
strong understanding of what drives and motivates people, and how to acknowledge different
people for their performance."
They make great listeners.
"Women make great leaders because we take the time to listen instead of reacting right away.
We appreciate people and their viewpoints. Whether they are right or wrong, we hear them out
and then make our decision. We tend to give people chances that no others do."
They are nurturing.
"One of the key aspects of leadership is the ability to help your team members develop their
own skills and strengths. Women are naturally nurturing, which in the best scenarios can
translate to helping those around you succeed."
They focus on teamwork.
"The women [I've worked with] consistently demonstrate passion, enthusiasm and an immense
capacity to serve and be served by others. I've observed women make bold and wise decisions
as leaders while relying on others to be part of their team. The environment is less authoritarian
and more cooperative and family-like, but with solid leadership."
2
1

 They're good at multitasking.

"Women make great leaders as we are natural multitaskers. The ability to decisively and
quickly respond to simultaneous and different tasks or problems at a time is a critical
component to successful leadership."
They're motivated by challenges.
"We are creative problem solvers motivated by obstacles. The desire to overcome a challenge
fuels us to get things accomplished. Leaders don't take 'no' for an answer."
They're strong communicators.
"Communication is said to be among a woman's strongest skill and female leaders know
how to use it! Whether communicating with employers, co-workers, or partners, an open
communication stream allows for clarity in executing roles and responsibilities. Female
business leaders are able to communicate regularly, clearly and openly."
They dream big.
"Women make great leaders because they have an innate ability to dream big, challenge
assumptions and inspire teams and they know how to translate big ideas into concrete action
and results."
They handle crisis situations well.
"Many women, especially moms, are trained caretakers and know how to deal with crisis
situations at home with compassion and patience. These attributes become very relevant when a
woman leader is dealing with crisis situations whether this is related to HR or [clients]."

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2

 They can wear many hats.

"Wearing many hats is often a regular occurrence in a womens life. They often balance careers,
households and even aging parents, among other things. Women pivot, adjust and focus on
solutions. Resting in the doom and gloom can be time-consuming, so many shift to find
positive solutions to life and work problems."
They check their egos.
"Ego so often gets in the way of good decision-making in the C-suite. Women exhibit ego
differently and they are good at decision-making with the ego held in check. This is a key
advantage in working with boards of directors, partners and customers."
They have high emotional intelligence.
"Emotional intelligence the ability to recognize emotions in yourself and others and
relate is something that has recently gained momentum as an essential leadership behavior. I
believe this is something that comes more naturally to women than men, and is something that
I've personally encountered in my career. To truly create a great place to work and to get the
best of our employees, demonstrating emotional intelligence as a leader is critical."
They're flexible.
"Women make great leaders because we are flexible, and agile. We can see the direction we
thought we should take our company in isn't working and we regroup and change course for the
better without much deliberation."
They lead by example.
"Women lead by example, and in so many cases, women have climbed the ladder so they have
experienced a variety of roles before they get to the leadership ones. Experience is key."

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3

 They make their jobs look effortless.

"I believe women make phenomenal leaders because they are experts at making the impossible
seem possible. And sometimes on a good day they even make it look effortless. Women are
pragmatic, resilient and usually able to maneuver tricky situations with grace. Their
perspectives are borne out of a mix of trial by fire and sheer fortitude. They look at the world
with bravery and are able to piece together the world around them like a complex puzzle."
They defy the odds.
"Women make great leaders because the odds are against us to lead. When you're the underdog,
it takes an extra push to get to the top. That's why the women who emerge on top are
extraordinarily strong and capable. We had to fight to get there!"

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4

2
5

Late Shri Parsram Parumal Dabrai (Founder)

After partition of Indian in 1947 Late Shri Parsram Parumal Dabrai migrated from Sindh, Pakistan to
India & settled at Wadala in Mumbai where he lived along with his 3 sons. He was a merchant of sugar
& had sugar factories located in U.P. and was called 'Sugar King'.
He believed in simple living & high thinking and was a philanthropist in true sense and to carry out the
charitable activities he founded 'Seva Sadan Trust' which was established for upliftment of drown
trodden people & especially Sindhis who settled in India in various re-habilation camps as refugees.
Keeping in view the future of ladies who were illiterate he opened Ladies Tailoring Classes popularly
called 'Nari Shala' and he started the same on the ground floor of his own building named 'Parvati
Niwas' at Wadata Mumbai where thousands of ladies attended these classes and made their living &
future bright. These classes were opened to all communities irrespective of caste, colour & creed and it
was a free training in tailoring & subsequently the ladies were awarded certificates in 'Government
Tailoring Diploma' & it became the source of their livelihood. Its primary objective was to assist the
ladies economically and thereby support their families. He distributed the sewing machines free of
charge to economically backward ladies.
Late Shri Parsram Parumal had an ambition to provide education to refugees who migrated from Sindh,
Pakistan to India. Though he himself was educated only upto primary level but had the vision to
provide education at higher level and to achieve this objective he started 'New Era High School' in
1950. Shri Mengraj Mansharamani was its first H.M & Classes were run in military barracks &
wooden cabins. He realized the importance of pucca building for the school & accordingly he
purchased the plot from G.O.I. where now New Era High School is built and its foundation stone was
laid by General J. K. Bhosle who was Rehabilitation Minister at the centre and building was completed
in 1957 & school became full fledged recognized school and the first batch of S.S.C. students appeared
in March 1958 and Shri Jagatrai Reejsinghani became the first Head Master of newly built school.
New Era High School was the first building in Ulhasnagar that had the RCC structure & the rooms
were quite high & had cross ventilation. This was the only school in Ulhasnagar which had Drama Hall
of its own and fully equipped with sound system. The Drama Hall was the only one in entire
Ulhasnagar and was used for variety of purposes i.e. social gathering, cultural activities & as a
marriage hall and it is a matter of record that it was so popular that its booking was done 6-8 months in
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advance & the people of Ulhasnagar were crazy for this hall and it was due to Baba's indomitable will
and dedication.
It was said commonly that late Baba Parsram Parumal was 'wedded' to school i.e. he had so much love
and attachment with this school. It was his vision and foresight that today it is one of the most reputed
& sought after schools in Ulhasnagar and Thane District.
Late Babaji used to come every Sunday with Tiffin and stayed in school on every Sunday & looked
after its construction & progress. It is a matter of record that his love for school & students was
unmatched for inspite of two tragedies i.e. death of his youngest sen Shri Rajendra Kumar and demise
of his wife he used to come regularly in school and hardly missed any Sunday to have first hand
information about various matters pertaining to school.
people in those days were financially very poor & inspite of meager monthly fee of Rs 3 to 9 for Std V
to X they could not afford to pay the same and he helped them financially by payment of their fees and
thereby encouraged the parents to educate their childrens so that they can be responsible & good
citizens of tomorrow.
During mid 60's Babaji realized that there was not a single college in Ulhasnagar & specially for girl
students & to seek admission in colleges one had to travel from Ulhasnagar to Bandra & Churchgate
and this was very much inconvenient for girl students and to solve this he opened the first Girls College
in Ulhasnagar & it was housed on 2nd Floor of New Era High School. This college made progress in
all directions & subsequently a fully fledged college upto post college level was opened on the play
ground of New Era High School and was known as New Era College & then Ulhasnagar College of
Arts/Commerce and finally it is now called Ramchan Kimatram Talreja college of A/S/C (R.K.T.
College) and contributions towards education growth was his own & subsequently to make it
financially sound the donation was offered by Seth Jhamnadas Talreja cousin brother of Shri Ramchand
Talreja. Shri Jhamnadas Talreja was business associate of Late Baba Parsram Parumal & accordingly
college is known as Ramchand Kimatram Talreja College (R.K.T. College) which has an effective
strength of 10,000 students.
Late Baba Parsram Parumal realized the importance of training the teachers to be appointed in various
schools & colleges and to achieve this objective he started Seva Sadan College of Education, Near
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Central Hospital, Ulhasnagar 3, where thousands of teachers have been trained in D Ed, to Ph.D.
Degree in Education. Late Baba Parsram Parumal firmly believed in selfless service and had no passion
for building self image & accordingly he requested his family members and friends not to name any
institute in his memory as a memorial but it was after lot of persuasion from the teaching staff of New
Era High School that the school was re-named as Seth Parsram Parumal New Era High School &
Junior College.
He led us to action, beyond mere words. His actions inspired us to dream more and more.
He didn't preach. He led by example.An example of simplicity, indomitable will, concern
for education and love for the poor.

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ABOUT PRINCIPAL
NAME: MRS. Shalini Krishna Kumar
SCHOOL: S.P.P New Era School & Juinor College
Experience: Working Started her Carrere From th year 1991
Education: Degree in BSC,MA,B.ED, Diploma in PGDCA,MSACIT
Mrs. Shalini Krishna Kumar principal of S.P.P New Era High School
& Junior College, Ulhasnagar started her career in the year 1991 as an
Assit: Teacher in Chin Maya Vidyalaya later on climbed the ladder of success with dedication and
motivation and became in charge HM amd then HM from 2006 in New Era High School and here till
date.
This year Mrs. Shalini Krishna Kumar has been awarded with BEST PRINCIPAL
As per her working with new era school is the most prestigious thing and a very challenging job to.
She is handling almost 3000 student and 50 employees including teaching and non-teaching staff
Her moto is to reach out to every student and make them better citizen which is the need of the hour.
She wants to give them a sense of confidence to be good citizen of this mother land of India.
She is great leader of our school as she handles the situation in a very polite. She leads a staff of 50 to
100 employees in a very good manner.

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Qualities of our principal

1. Outstanding Leader
A principal is in charge of all faculty, staff and students in the school, so if you want to be effective in
this role, you must have strong leadership skills. Youll be the first to get credit every time the school
does something good, but youll also have to take the heat for failures. Be prepared to put everyone
elses needs ahead of your own and constantly work to create positive changes at your school. As the
leader of the institution, its success or failure is in your hands, so you must be willing to take charge.
2. People Person
You cant run a school from behind a desk. As the principal, you need to constantly make your
presence known. The more effort you put into getting to know the students and teachers, the greater the
impact youll be able to make. Spend time out in the halls between periods, sit in on classroom lessons,
attend school events and anything else you can do to be actively involved. The simple act of smiling at
people, saying hello in the halls and treating everyone with respect can set a tone of positivity for the
entire institution.
3. Fair and Reasonable
Its human nature to have favorites, but as the principal you absolutely cannot give anyone preferential
treatment. Youll quickly discredit yourself as a fair leader if students notice everyone isnt being
treated equally. For example, if two students who have never previously been in trouble get into a fight,
you cant you give one detention and suspend the other, just because one is on the honor roll. The same
rule applies to your treatment of teachers. For example, you cant grant a teacher you like permission to
take their class on a fieldtrip and deny a similar request by another teacher you dont care for.
4. Problem Solver
As the school principal, students, parents, teachers, faculty and staff will all view you as the ultimate
problem solver. While you cant be expected to resolve every issue, you will frequently need to get
involved and help people find a solution to their problems. Youll need to remain calm, consider all
options and offer a completely unbiased opinion to settle the matter. Its also up to you to empower
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teachers to offer solutions to problems in the school, rather than relying solely on you to initiate
change. This creates a culture of people who want to contribute and make a difference, rather than
waiting for change to find them.
5. Exceptional Listener
You never know who is going to walk into your office and often times its going to be someone who
isnt too happy. As the principal, you need to let people know you care by listening to what they have
to say. Often times, you may be able to diffuse the situation just by allowing the student, parent, teacher
or staff member to vent. Listening to a person makes them feel like they matter and it really means a lot
when they can get a few minutes of the principals time.

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FINDINGS & ANALYSIS

From the research it been found that:
1. Leader includes subordinates in the decision making as type subordinates fees themselves
as a part of the organization.
2. Being leader one should guide their subordinates
3. Leader should give freedom to their subordinates to speak to keep their view points or
opinions
4. Leader should allow invitations from the employees
While taking interview from the staff the feel good at the organization and the principal has
given them freedom, she motivates them, she take care of the things.
5. Being principal or being leader she never let down.
6. She always standby them in there good and bad times.
7. She agrees that it is the leader who can motivate and create passion their employees.
8. she feels great being a leader of New Era School, where she find her find herself as good
leader and a good motivator.
9. She feels a little input from leader can create miracle from subordinates.
10. She strongly agree with fact the proper guidance to subordinates will be fruitful rather
putting pressure on subordinates.

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Conclusion
After reviewing the literature on leadership, it is clear that accountable and suitable leadership is
essential for the success of any organization. Every organization needs effective leaders who fulfill
organizational Productivity by increasing follower's job satisfaction, performance and commitment.
Although there is a plethora of research on the topic of effective leadership styles, there are some
researchers that claim a cross between transformational and transactional leadership to be the best
leadership for todays world. Some researchers claim that for effective leadership there should have a
balance between transformational and transactional leadership.
It is widely understood that the face of leadership is changing and in order to be an effective leader one
must embrace the changes that are before them. There is not just one ideal leadership style to use for
every issue, because one may have more knowledge and experience in one situation, but may not be in
another. An effective leader must be opening ended and able to accept feedback and adjust their style of
leadership, if necessary. In conclusion, change is necessary if an organization wishes to keep up with
the times. The old styles of leadership must be broken and the organizations should encourage and train
their leaders to be more transformational.

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Bibliography

https://www.researchgate.net
www.google.com
www.leadershipskill.com
www.regent.edu
www.leadership-central.com
www.managementstudyguide
www.verywell.com
New Era School Magazines
www.businessnewsdaily.com
https://en.wikipedia.org/wiki/Leadership

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