The leadership techniques exuded by the two managers are quite different styles.

JoshMartin uses a democratic method to his management practice, using referent and expertpower, to not only gain the respect and admiration of his employees, but to succeed withinthe agency and in turn, help the

manage his way out of a paper bag. Without Josh, this place would be in total chaos. Josh listens to us and tries toimplement some of our ideas to make life simpler around ithin the interpersonalroles as a leader, by motivating and directing subordinates in his role as deputy agencyadministrator, informational roles such as being the president of the construction company,reporting to Tom Saunders, and lastly his decisional roles in being an entrepreneur ininitiating and promoting ideas put forward to him by his employees. Saunders on the other handdemonstrates an autocratic approach when looking at hisleadership method. Only having employees follow his decisions due to the powerhisposition in the company gives him, this is referred to as legitimate power, power derivingfrom a formal management position in an organisation, employees accept this source of power as legitimate, which is why the comply [Sampson and Daft:2009:555], often usingreward and coercive power to get his way. This is displayed in Saunders response to Joshsuggesting pay increases to two, in his opinion, deserving employ employees withreward, or in this case to not. Leaders who use these methods of power are most likely togenerate follower compliance, where employees will carry out instructions although theydisagree or are not enthusiastic [Sampson and Daft:2009:555]. Leaders who have built their businesses on a hierarchical management based on anautocratic approach are now realising the importance of the democratic method.Bothleadership styles, autocratic and democratic, can be effective and at the same time highlyineffective [Stephen Xavier:2005:1]. With both styles of management being used within theagency it can be assumed that they are conflicting, but teams require a variety of skills,knowledge, research and experience. Research supports this idea, showing that diverseteams produce more innovative solutions to problems. Diversity in terms of functional areasand skills, thinking styles, and personal characteristics are often a source of creativity. Inaddition, diversity may contribute to a healthy level of disagreement that leads to betterdecision making [Samson and Daft:2009:674]. That said, having the both leadership stylesbeing incorporated into the management of the business, with each manager emitting theirown personal traits, if the pair are able to sort the personal tensions between them,allowing some change on both sides, then that would leave only room for improvement inthe agency.

Leadership is defined as the ability to influence people towards the attainment of organisational organization, leaders are needed to challenge themselves, to createvisions for the future and to inspire followers to achieve the visions. The studies of traitsidentified in a large number of personal characteristics such as gender, height, physicalenergy and appearance more importantly psychological traits and motives such asauthoritarianism, intelligence and need for achievement [Sing, Mao andGuo:2007:1].Leadership power promotes vision, creativity, passion in the workplace,personal power and change in the organization[Samson and Daft:2009:554]. Saunders and Martin both display multiple traits of an effective leader. Tom Saunders hascharacteristics for the making of an effective leader including authoritarianism, intelligence,a need for achievement and personal power. Authoritarianism is a good quality to have inthat it gives one the ability to influence others in achieving the goals a leader wishes toreach, but gives employees no opinion in the matter which can lead to resistance in theworkplace. Intelligence is a great characteristic to possess and with it and his many years of experience in the industry he can lead his organization far into the future, however it is stilldifficult for leaders to adopt the new ways of thinking and behaving that are necessary tosustain success in a changing world. Without accepting change, intelligence can thenbecome irrelevant [Stephen Xavier:2005:1]. Leaders and managers are responsible forchange strategy, implementation, and monitoring, as a result, the challenge of managingchange is one of the most fundamental and enduring roles of leaders, whereas the rapidlyaccelerating pace of organizational change has made effective leadership imperative[A.Gilley, McMillan and W. Gilley:2009:1]. Therefore, whereas Saunders has a need forachievement, this trait and all others can become inapt if he is not focused on leading anadaptive change for the company, with the industry. On the other hand, Josh Martin has other personal traits which are also regarded aseffective characteristics of a leader, such as encouraging vision, passion in the work place,personal power and se study], that Martin portrays a strong need for change in theorganization starting from the bottom by trying to execute some of the employees ideasinto the agency. Organizations that support and implement continuous andtransformational change remain competitive [A. Gilley, McMillan and W. Gilley:2009:1], andit is clear by Martins actions in trying to put forth these ideas, however small they beseen not only in his twenty years of service with the agency, or in the way he makes use of his

motivation and increase morale with his employees.

Having analysed both leaders, it is clear that both have positive traits that can been seen inability to accept ideas of change within the company will, in the long run, make himan ineffective leadership style proves him to be an effective leader and could lead the agencyfar into the future. Job satisfaction occurs when someone feels they have proficiency, value and are worthrecognition, the belief of the employee that they are doing a good job, enjoying the processand are being suitably rewarded for the effort [Jenaibi:2010:1]. Josh Martin is clearly notfulfilled in his employment ther

approach Saunders with histhoughts regarding everything from his erratic mood swings, inattentiveness to agencydetails to his treatment of not only himself, but all the employees in the agency and discusstheir best solution for the situation at hand. It is obvious that Martin is not the only oneaffected responseto Martin having a sick day by taking his frustrations out on something as trivial as a missingpiece of tile. As mature adults a resolution to the problem at hand should be easily the discussion, then Josh should inform Tom of his wish to find alternative employment,as he is unable to work in the highly stressful environment that the tension between themhas created. By doing this Josh can try to leave the agency on good terms with Tom and finda new job with his blessing, so that he does not try to create a problem for Josh in his searchfor new employment. A good reference from Tom Saunders, along with his own significantexperience and excellent managerial and leadership skills Josh will have a much higherchance of finding a job suitable to his needs, which match his capabilities.

References Gilley, A. McMillan, H. & Gilley, J.(August 2009). Organizational change and characteristics of leadership effectiveness.Jenaibi, B. (20 September 2010). Job satisfaction: comparisons among diverse publicorganizations in the UAE.Samson, D & Daft, R. (2009). Management.Song, H. Moa, N. & Guo, D. (February 2007). The study on a relationship between the traitsof leaders and the performers of leaders under different organizational cultures.Xavier, S. (October 2005). Changing times: a rapidly evolving world requires a new definitionof business success.