There are 5 types of leadership which are autocratic,paternalistic democratic, situational leadership and laissez - faire. Autocratic is a leader who makes all decisions and prefers not to delegate any responsibility. An authocratic leader usually tells their subordinates their tasks.

Paternalistic is a kind of leader who gets himself close to the subordinates because the leaders guide them through consultations about their work with the leaders of the company. Usually those people with those style of leadership gives exceptional organizational skills and build trust with their teams.

People with democratic leadership is people who involves employees in the decision making process. They usually consult staff and consider views before making any final decision.

laissez-faire leadership is a type of leadership where the leader leaves much of the business decision making to the workforce/subordinates. It is basically the opposite of autocratic leadership style.

Situational leadership is a leadership that not like the other types, is not based on any dominant approach. In other words, it is about uding the right leadership style for the right situation. It also suggest managers and leaders to be able to change and adapt their style to different situations such as the culture, leader, organizational structure, task, subordinates, time frame, and the way on the leaders making decision.

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Besides that, Microsoft provides worker benefits such as the inclusion of health benefits, transportation, food availability, child care benefits and other essential discounts. He believed that employee ownership was critical in increasing employee motivation and retention hence, he offered his employees with rewards such as high salaries and equity. With all of these benefits done to impress the employees of Microsoft, Gates believed that the employees would be motivated to do their work.

On the strategy front, Nadella hinted he'll move away from traditional desktop software and towards a "mobile first, cloud first" approach. With mobile devices and applications like Office for iOS and Android, and cloud strategies like application-hosting service Azure and Office365, Microsoft is well-positioned. Nadella helped employees to see him as a human being first. In his first letter to employees, he shares the important role his family plays in his life and admits to buying more books than he can finish. 

As a leader, Nadella is a walking contradiction; he possesses the rare ability to focus on people and results — without sacrificing one for the other. 

On the results side, he's a tenacious leader who seems determined to shift focus away from traditional software. He notes that "our industry does not respect tradition — it only respects innovation." And to truly innovate, rather than trying to be all things to all people, Microsoft must "pick the unique contribution that we want to make."

When asked about the key facets driving tomorow's companies, most HR executives focus on:

- Playing a strategic role in business performance

- Taking a more analytical approach, as competition for talent increases.

- Adressing more flexible workstyles due to expectations of the multi-generational workforce.

- Innovating HR practices as globalization and evolving employee expectations shift business practices

- Driving employee collaboration, corporate effectiveness depends on cooperation.

How do they bring out the potential in their employees?

- Building a modern corporate culture as in making sure that employees and managers have the tools they need.

- Unlock people's potential for business impact by creating talent acquisition strategies which directly support your business strategies.

- Embrace innovation and making it a part of the rhythm of your business is the ticket to gaining a competitive advantage and keeping it.

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