Leadership Integration Analysis

People have certain guiding principles that they live by. These principles reflect what they say, the steps they follow, and the thoughts they subscribe to. In my case, I believe that all employees in an organization should be involved in decision-making. This philosophy is dear to me, as I subscribe to the idea that democratic organizations perform better than others (Bilge et al., 2020). Organizational democracy leads to increased employee involvement and satisfaction (Harrison & Freeman, 2004). The dictatorship form of leadership divides people and creates fear in an organization. Thus, the involvement of employees in decision-making is vital in an organization.

Leadership Style

  Leaders are equipped with various leadership styles that enable them to rule effectively. The lack of desirable styles limits the abilities of leaders to rule effectively (Birzer et al., 2012). I consider participative leadership to be very important. Participative leadership entails involving employees in decision-making to increase their morale and contribution to an organization (Usman et al., 2021). I prescribe to participative leadership because when employees are involved in decision-making, they trust their leaders’ skills and abilities and are willing to work together to drive a common goal. Also, participative leadership stimulates motivation among employees (Usman et al., 2021). They are committed to organizational tasks due to recognition

Leadership Credo

People have different leadership credos that they live by. A leadership credo entails principles that define people’s professional manifestos in organizations or positions of leadership (Team et al., 2022). When in a leadership position, I would purpose to incorporate this leadership credo to governe the people” Connecting with employees with a positive mindset while embracing changes and mistakes that arise on the way.” This leadership credo encompasses several leadership principles: embracing employee involvement, focusing on change, and admitting to leadership and management mistakes (Birzer et al., 2012). I will ensure I involve employees in decision-making to promote my mantra of connecting with the employees. Besides, I will focus on the good even when my leadership is challenged to promote a positive mindset. I will be flexible to changes that are likely to positively impact the organizations and embrace the mistakes that may arise when implementing daily activities.

Contributions of Leadership Philosophy

   People tend to prescribe to certain leadership philosophies due to various prevailing conditions. For instance, employees working in an environment where team building is vital are likely to embrace diversity in decision-making when offered positions of power. My greatest desire for democracy influences my leadership philosophy of employee involvement in organizations’ decision-making. From observation, democratic organizations tend to perform better than others. When different people are involved in decision-making, they share diverse ideas and knowledge triggering critical thinking before arriving at the utmost idea (Abubakar et al., 2019). Besides, employees’ involvement in decision-making leads to better performance and increases employees morale (Usman et al., 2021). Employees feel that their presence is recognized in the organization, and in turn, they work hard to achieve the organizational objectives.

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Incorporation of the faith into Leadership Approach

 I’m a strong contender for social equality. Social equality means that all individuals have the right to equal opportunities irrespective of race, gender, ethnicity, and age (” Social Equality,” 2022). In my leadership approach, everyone is entitled to equal opportunities regardless of their background. Leaders in organizations should treat all employees as equal to promote social equality. Most importantly, when employees are actively involved in decision-making and other aspects of the organization, their morale is boosted, and they diligently commit to organizational goals (Behravesh et al., 2020). Therefore, no organization should compromise social equality and participative leadership.


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Behravesh, E., Abubakar, A., & Tanova, C. (2020). Participation in decision-making and work outcomes: evidence from a developing economy | Emerald Insight. Emerald.com. Retrieved 19 April 2022, from https://www.emerald.com/insight/content/doi/10.1108/ER-08-2018-0228/full/html.

Bilge, H., Barbuta-Misu, N., Zungun, D., Virlanuta, F., & Guven, H. (2020). Organizational Democracy in the Private Sector: A Field Research. Sustainability12(8), 3446. https://doi.org/10.3390/su12083446

Birzer, M., Bayens, G., & Roberson, C. (2012). Principles of Leadership and Management in Law Enforcement. Taylor & Francis.

Harrison, J., & Freeman, R. (2004). Special Topic: Democracy in and Around Organizations. Academy Of Management Perspectives18(3), 49-53. https://doi.org/10.5465/ame.2004.14776168

” Social Equality”. (2022). APA Dictionary of Psychology. Dictionary.apa.org. Retrieved 19 April 2022, from https://dictionary.apa.org/social-equality.

Team, E., Rick Garlick, P., Team, E., & Team, E. (2022). What is a Leadership Credo? – Employee Experience Magazine. Employee Experience Magazine. Retrieved 19 April 2022, from https://www.emexmag.com/leadership-credo/#:~:text=.

Usman, M., Ghani, U., Cheng, J., Farid, T., & Iqbal, S. (2021). Does Participative Leadership Matters in Employees’ Outcomes During COVID-19? Role of Leader Behavioral Integrity. Frontiers In Psychology12. https://doi.org/10.3389/fpsyg.2021.646442