Leadership styles vary vastly, very observable differences being seen not only between companies and institutes but also within such bodies. On a more global basis, these types of leadership styles are used to govern countries the world over. Whether one particular leadership style is more effective than another, is dependent on whether the needs of a particular organisation or country are being met and those of the individuals who are subject to the authority or governing bodies concerned. In addition, as needs change, certain leadership styles may no longer be appropriate, necessitating the adoption of a new approach. Below the five main types of leadership styles are set out.
A laissez-faire leader does not directly supervise employees and does not set great store by regular feedback to those under his supervision. Whilst highly experienced and trained employees may thrive under this leadership style, those employees requiring supervision will tend to flounder when placed in this situation. The real downside to the laissez-faire approach is the lack of leadership and supervision that can result in an escalation of costs, poor production and lack of control.
Epitomising this type of leadership style are the countries of Cuba and North Korea. Autocratic leadership denies the right of the individual to challenge the authority of the leader who imposes their will on those around him. It is deemed unacceptable to challenge the leader’s decisions. In a working environment, those who respond best to this kind of leadership are individuals requiring clear guidance and decisions made on their behalf. Those least suited to the autocratic leadership style are creative employees who require a considerable degree of autonomy.
Participative leadership is synonymous with the democratic leadership style. Unlike autocratic style leaderships, the contribution of team members and peers is welcomed. The participative leader will, however, have the final say in any decision-making process. This style of leadership has the effect of boosting employee morale since employees are free to make contributions to the decision-making process-which in turn makes them feel valued by the company concerned. Since the leadership-employee role is more interactive in other forms of leadership, changes within a company are more readily accepted by employees since they play a role in the process.
This leadership style is highly results-oriented. Input from employees amounts to setting predetermined goals with team managers, employees then following the direction and leadership of the manager to accomplish those goals. A system of rewards and punishments is set up by team managers to ensure tasks are satisfactorily completed.
Whilst this type of leadership is goal-oriented as with transactional styles of leadership, transformational leaders play a more prominent role in the workplace, ensuring goals are attained by employees. Managers who adopt this type of leadership role, maintain a high visibility and open communication with employees, acting as motivators and enhancing productivity to meet goals. Such managers will tend to delegate smaller tasks to the team to accomplish goals.
HOPE THIS INFORMATION WILL HELP YOU TO ACHIEVE YOUR GOALS IN LIFE. PLEASE HIT LIKE BUTTON IF YOU REALLY LIKE THIS.