Leadership Styles Essay
Type of paper: Essay
Topic: Leadership, Community, Workplace, Employee, Style, Democracy, Management, Decision
Leadership is considered as a relationship of influence among the employees and leaders, who expect positive outcomes and changes that indicate their combined objective or purpose (Daft, 2014). Major leadership styles are:
Authoritarian or Autocratic
Laissez-Faire or Delegative
Democratic or Participative
The autocratic or authoritative leadership involves giving orders to complete a task rapidly. In the autocratic leadership, the employees the employees are given comprehensive expectations and instructions regarding what to accomplish, how to accomplish, and when to accomplish (Ghuman, 2010). The employees are then watched in order to make it sure that the work is done according to the expectations and instructions. The autocratic style of leadership emphasize on the leader’s command and follower’s control.
The autocratic leaders do not involve group members in the decision making process, they make decisions on their own without involving group members. This style increases dependence, dissatisfaction, and hinders personal growth and creativity. This style of leadership is, however, productive, efficient, and helps to complete more in less time because it is used when the time for making decisions is not enough. Autocratic leadership approach is useful when quick and decisive decisions are required (Murugan, 2007). But, it can pave the way to the dysfunction, submissiveness, and hostile working environments where the dominating leaders exert undue influence on the employees.
Laissez-Faire or delegative leadership provides no guidance but it permits people or groups to make their own decisions (Lussier and Achua, 2009). The delegative leaders, however, offers little or no assistance and allow the group members to make decision. This leadership style is effectual in the situations where members of group are highly skilled in an area of expertise. Moreover, the Laissez-Fair or delegative leadership focus on the unique capabilities and skill of an individual, it promotes development and creativity at individual level, and allow employees to work with complete freedom.
Delegative leadership is inclined to lead the groups that lack motivation and directions, and where the group members blame each other for not accomplishing the work, refusing to accept the responsibility, and for the mistakes, but it can pave the way to frustration, little accomplishment, directionless workers, disheartened and unmotivated workers. The democratc leadership style focuses on the participation of group members in the decision making process (Junarso, 2009). In the democratic leadership a group of people makes decision with the help and advice from their leader. This leadership style promotes discussion so that every individual become aware of what to do so that they become capable of doing their job without any immediate supervision. The democratic leaders not only provide the direction to the members of group, but they also actively participate in the group in order to get the opinions from other members of the group. This motivates the group members, they feel engaged as they are encouraged to fully participate in the decision making process.
Further, democratic leaders make their followers feel that they are an essential part of the team, and increase their commitment towards the attainment of the group’s goals. The democratic leadership helps in increasing the commitment, satisfaction, and cohesiveness of the group, promotes group mindedness, mutual admiration, friendliness, participation, and cooperation within the group ( Pakulski and Krsnyi, 2013). Further it results in the inventiveness, increased motivation, and supports the development of talent. But, this style of leadership demands more loyalty from the leaders, takes a lot of time, reduces the efficiency, increases the chances of conflict and ambiguity.
The democratic or the participative leadership style is best suited for managers dealing with 21st century challenge, because people of 21st century want to make decisions with proper guidance, and work in a welcoming system of mutual trust and cooperation. The participative or democratic leadership style helps the managers to create a friendly environment within an organization, which increase the satisfaction, and participation of employees. The democratic leadership helps in building the trust and association between the employees and bosses. In the political arena, they help in forming relation between the masses and elites. Further, adoption of the democratic leadership style helps managers to assist employees in an effective manner, and provide suggestions as well as alternatives in order to complete the task properly. It helps the managers to provide positive feedback so that employees are motivated and encouraged.
In the 21st century, the businesses having adequate communication can thrive. The democratic style facilitates the managers to listen carefully to the employees, communicate properly with them, and helps in the mediation of the conflict for the betterment and good of the employees. The commitment of employees towards the goal of an organization, and towards the decision of group increases, as a result of which contribution of the group members increases, which ultimately paves the way to the innovation. Moreover, 21st century is challenging for the businesses, because managers have to be very attentive so that innovation can be guaranteed in order to fulfill the needs and demands of 21st century’s customers. In this regard, the democratic leadership allows the leaders to participate in all the aspects and processes of the group and group affairs. This style enables the managers to make the group members feel encouraged, involved, and included, which help them to understand the issue or problem in a much better manner. Involvement in the decision making increases the dedication of people in the task. It encourages teamwork, where people work on a mutual goal. When people are working on the common goal they compete less and collaborate more, as a result of which creativity increases.
Daft, R. (2014). The Leadership Experience. Canada: Nelson Education Limited
Ghuman, K. (2010). Management: Concepts, Practice & Cases. New Delhi: Tata McGraw Hill
Junarso, T. (2009). Leadership Greatness: Best Practices to Become a Great Leader. Bloomington: iUniverse
Lussier, R., and Achua, C. (2009). Leadership: Theory, Application, & Skill Development. Canada: Nelson Education Limited
Murugan,S. (2004). Management Principles And Practices. New Delhi:New Age international Publishers limited
Pakulski, J., and Krsnyi, A. (2013). Toward Leader Democracy. New York: Anthem Press