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PRIYADARSHINIPRIYADARSHINI

COLLEGECOLLEGE

OFOF

BUSINESSBUSINESS

MANAGEMENTMANAGEMENT


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LEADERSHIP STYLES

Presented by

PHANITEJA


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INDEX

INTRODUCTIONOBJECTIVES & SCOPE OF THE STUDY

INDUSTRY PROFILE

COMPANY PROFILETHEORITICAL FRAME WORK

CONCEPT OF LEADERSHIP STYLE

CONCLUSION

BIBILOGRAPHY


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INTRODUCTION

Leadership is a process of getting things done through

people & the senior patrol leader guides the troop.

Leadership means responsibility & adventure often fun

also but it always means responsibility.

Leader is an explorer of the human mind because he is

going to try how the things done through people.

Interpersonal influence directed through communication,

towards goal attainment.

The art of influencing people by persuasion.

The principal dynamic force that motivates and

coordinates the organization in the accomplishment of its

objectives.


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OBJECTIVES OF THE STUDY

To find out the different dimensions of the

leadership styles of NTPC Executives.

To identify the dominant Leadership Styles ofNTPC Executives.

To find out the weak areas of Leadership styles.


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SCOPE & LIMITATIONS

OF THE STUDY:

SCOPE OF THE STUDY:

y The scope of this study is confined to organization

executives working for NTPC in Ramagundam.

LIMITATIONS OF THE STUDY:

y The research is confined to National thermal power

corporation in Karimnagar, (Dist) which is situated at

Ramagundam (Mandal) Certain limitations of the

study are

y 1. Only 10% of the Executives and non executives arecovered.

y 2. Time period for the project is limited only. The

questionnaire is not accordingly weighted based on

dimensions.


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VISION & MISSION

OF NTPCy NTPC VISION

AWORLD CLASS INTEGRATED POWERMAJOR, POWERING INDIAS GROWTH WITHINCREASING GLOBAL PRESENCE

CORE VALUES

y BUSINESS ETHICSy CUSTOMER FOCUSy ORGANIZATIONAL&PROFESSIONAL PRIDEy MUTUAL RESPECT&TRUSTy INNOVATION&SPEEDy TOTAL QUALITY FOR EXCELLENCE


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MISSION

DEVELOP AND PROVIDE RELIABLE POWER, RELATEDPRODUCTS AND SERVICES AT COMPETITIVE PRICES,INTEGRATING MULTIPLE ENERGY SOURCES WITHINNOVATIVE AND ECO-FRIENDLY TECHNOLOGIES AND

CONTRIBUTE TO SOCIETY.


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INDUSTRIAL PROFILE:

y Energy is an important parameter in the overall economicdevelopment activity of any country. It has becomesynonymous with the progress in all fields of activities.

y Power development in India began in 1897 when a 200 KW

hydro station was first commissioned at DA

RJEELING. In1899, a first steam station was set-up in Calcutta with a total

capacity of 100KW.

y The NTPC Limited, established on November 7th 1975 andjust in 30 years, this company has grown to be the largestproducer of power in the country.

y NTPC had chosen for the purpose of the study as it has manyunits under its control. Ramagundam Super Thermal PowerStation (RSTPS) has selected for the study.


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COMPANY PROFILE

y ORIGIN OF NTPC:

y NTPC Ltd. Was incorporated on 7th November 1975 in

the central sector as a power generating company,

with the objective of planning and organizing as

integrated development of thermal power in thecountry.

y ABOUT NTPC:

y National thermal power corporation (NTPC) is the

major power utility generating over one fourth of the

total thermal power in the country since 30 years.y U.K has ranked NTPC as the sixth largest company in

the world in terms of thermal generation and second

most efficient in capacity utilization in the basis 1999

data.


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During the year 1999-2000 NTPC stations generated 1,18.676(MU) of electricity, which is approximately 23% of the totalgeneration and 30% of the total thermal generation in the

country.LOCATION:

The 210MW Ramagundam super thermal project is located inKarimnagar district of Andhra Pradesh south of river

Godavari. The project linked to the south Godavari coalfieldor the Singareni Collieries. In addition to the capacity of500MW in Ramagundam stage-III have commissionedincreasing the total capacity to 2600MW as on APR/MAY2006


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MAJOR HIGHLIGHT

y THE HIGHEST EVER YEARLY GENERATION OF21512.764 MU (PREVIOUS BEST 20587.668 MU FOR THEYEAR 2007-08)

y THE HIGHEST EVER YEARLY PLF OF 94.45% FOR THEYEAR 2008-09. (PREVIOUS BEST 91.52% FOR THE YEAR2002-03)

y THE HIGHEST EVER YEARLY LOADING FACTOR OF101.0% (PREVIOUS BEST 99.46% FOR THE YEAR 2004-05)

y THE YEARLY LOWEST SP.OIL OF 0.162 ml/Kwh(PREVIOUS BEST 0.170 ml/Kwh FOR THE YEAR 2004-05)

y STATION WAS AWARDED COMMENDATION FORSIGNIFICANT ACHIEVEMENT UNDER THE CII-EXIMBANKAWARD FOR BUSINESS EXCELLENCE FOR THEYEAR 2008.


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ROLE CULTURE

The role culture is called a bureaucracy. The structure

for a role culture can be pictured as a Greek temple.y Procedures for roles -- Job descriptions, authority

definitions

y Procedures for communications -- required sets of copies

of memos

y Rules for settlement of disputes -- appeal process.

y .In the role culture, the job description is often more

important than the individual who fills it. Individuals

are selected for satisfactory performance of a role and

the role is usually so described that a range ofindividuals can fill it. Performance above and beyond

the role prescription is not required and can even be

regarded as disruptive.


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A FRAME WORK FOR

UNDERSTANDING LEADERSHIP

The basic assumption underlying the framework can beexpressed in terms of a simple formula with a profound

meaning:L = f(l,gm,s)

It means that the leadership process is a function of the

leader, group members and other situational variables. .A

charismatic and visionary leader might be just what a

troubled organization needs to help it achieve world class

success.

According to this model, leadership can best be

understood by examining its key variables: leadercharacteristics and traits, leader behavior and style, group

member characteristics, and the internal and external

environment.


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LEADERSHIP DEVELOPMENT

There are only 2 forces which influences how a leader arrives

at Leadership position.

Internal Forces

External Forces

Internal Forces External Forces

Motivational factor: Social factors:

Personal drives, crisis, needs of need for

status etc. Group or

organization etc


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CONCEPTS OF LEADER

The behavioral scientists have identified 4 different

concepts:

A. Great Man Theory.

B. Traits Approach.

C. FunctionA

pproach.

D). Situational Approach.


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A.GREAT MAN THEORY: - We used to hold to the theory

that a leader is ;I great man, that leadership qualities are

inborn, that people naturally follow the individuals who havethese qualities.

B. TRA1T APPROACH:- In this theory we try to identify

the traits of a great leader that makes him different from the

rest of us.

C. FUNCT1ONS APPROACH:- The leader seeks to

discover what actions are required by groups, under various

conditions if they are to achieve their objectives, and how

different members take part in these actions.

D.SITUATIONAL APPROACH: -in this approach there is a

need for flexibility in the selection and training of leaders for

different situations.


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CONCLUSION

Leader plays important role in the organization. Leaderuses different styles to motivate his subordinates & to

accomplish particular task.

Sometimes, they retain the authority & power with them &

guide the teamwork (or) give the authority & power to thesubordinates to perform particular task.

They allow the subordinates to participate in the decision

making activities of the firm.

Majority of the executives in NTPC believes in teamwork,

participation, motivation, support, authority, etc., they

believe in supervising & training the subordinates if they

are incapable of performing any task & believe in coaching

skills that can improve the performance.


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SUGGESTIONS

Executives can concentrate more on delegating style to the

subordinates. It is not issuing and following of orders but is acreation of special manager and subordinate relationship

which offers potential benefit to both, organization & staff,

such as: Best use of time means of training and development,

Specialist knowledge & skills Strength of work force, etc.

Teamwork, participation & support score is very high

but not excellent wherein they can improve the

growth of the organization.

Performance score is high but not very high as it is a

mechanism to make sure that people at every level do things

the way their bosses want them to do.


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BIBLIOGRAPHY

LEADERSHIP BYDUBRIN.

ORGANIZATION BEHAVIOUR BY.JHON

W.NEWSTROM. KEITHDAVIS.

LEADERSHIP BY DESIGN-BYVICEREFULMER.

EFFECTIVE LEADERSHIP - BYSURENDRA

N1SCHAL.

TRAINING INSTRUMENT IN HRD AND OD - BY

UDAIPAREEK.

ORGANIZATION BEHA VIOUR -BYS.P.ROBINS.


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THANK

YOU

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