Style of leadership:
1. Autocratic Leadership: Autocratic leadership, also known as authoritarian leadership, is a leadership style characterized by individual control over all decisions and little input from group members. Autocratic leaders typically make choices based on their own ideas and judgments and rarely accept advice from followers. Autocratic leadership involves absolute, authoritarian control over a group.
- Characteristics of Autocratic Leadership
- Little or no input from group members
- Leaders make the decisions
- Group leaders dictate all the work methods and processes
- Group members are rarely trusted with decisions or important tasks
Autocratic leadership can be beneficial in some instances, such as when decisions need to be made quickly without consulting with a large group of people. Some projects require strong leadership in order to get things accomplished quickly and efficiently. It can also be used to motivate ‘Theory X’ people.
2. Democratic Leadership: Democratic leadership, also known as participative leadership, is a type of leadership style in which members of the group take a more participative role in the decision-making process. Researchers have found that this learning style is usually one of the most effective and leaders to higher productivity, better contributions from group members and increased group morale.
- Characteristics of Democratic Leadership
- Group members are encouraged to share ideas and opinions, even though the leader retains the final say over decisions.
- Members of the group feel more engaged in the process.
- Creativity is encouraged and rewarded.
- Because group members are encouraged to share their thoughts, democratic leadership can leader to better ideas and more creative solutions to problems. Group members also feel more involved and committed to projects, making them more likely to care about the end results. Research on leadership styles has also show that democratic leadership leads to higher productivity among group members.
3. Laissez-fair or Free Rein Leadership: Laissez-faire leadership, also known as delegative leadership, is a type of leadership style in which leaders are hands-off and allow group members to make the decisions. Researchers have found that this is generally the leadership style that leads to the lowest productivity among group members.
- Characteristics of Laissez-Faire Leadership
- Very little guidance from leaders
- Complete freedom for followers to make decisions
- Leaders provide the tools and resources needed
- Group members are expected to solve problems on their own
- Benefits of Laissez-Faire Leadership
Laissez-faire leadership can be effective in situations where group members are highly skilled, motivated and capable of working on their own. While the conventional term for this style is 'laissez-faire' and implies a completely hands-off approach, many leaders still remain open and available to group members for consultation and feedback.
4. Paternalistic style: A type of fatherly managerial style typically employed by dominant males where their organizational power is used to control and protect subordinate staff that are expected to be loyal and obedient. A manager with a paternalistic leadership style might be appropriate for a business with a more formal and hierarchical structure where creative thinking is not required of staff.
- Characteristics
- Paternalistic managers give more attention to the social needs and views of their workers.
- Managers are interested in how happy workers feel and in many ways they act as a father figure.
- They consult employees over issues and listen to their feedback or opinions.
- The manager will however make the actual decisions (in the best interests of the workers) as they believe the staff still need direction and in this way it is still somewhat of an autocratic approach.
- The style is closely linked with Mayo’s Human Relation view of motivation and also the social needs of Maslow.
Difference between Manager/ Management and Leader/ Leadership
The following are common leadership styles:
ReplyDeleteAutocratic. The manager makes all the decisions and dominates team members. This approach generally results in passive resistance from team members and requires continual pressure and direction from the leader in order to get things done. Generally, this approach is not a good way to get the best performance from a team. However, this style may be appropriate when urgent action is necessary or when subordinates actually prefer this style.
Participative. The manager involves the subordinates in decision making by consulting team members (while still maintaining control), which encourages employee ownership for the decisions.
A good participative leader encourages participation and delegates wisely, but never loses sight of the fact that he or she bears the crucial responsibility of leadership. The leader values group discussions and input from team members; he or she maximizes the members' strong points in order to obtain the best performance from the entire team. The participative leader motivates team members by empowering them to direct themselves; he or she guides them with a loose rein. The downside, however, is that a participative leader may be seen as unsure, and team members may feel that everything is a matter for group discussion and decision.
Laissez‐faire (also called free‐rein). In this hands‐off approach, the leader encourages team members to function independently and work out their problems by themselves, although he or she is available for advice and assistance. The leader usually has little control over team members, leaving them to sort out their roles and tackle their work assignments without personally participating in these processes. In general, this approach leaves the team floundering with little direction or motivation. Laissez‐faire is usually only appropriate when the team is highly motivated and skilled, and has a history of producing excellent work.
THREE STYLE OF LEADERSHIP ARE:
ReplyDelete1)Autocratic:leader retain all authority and responsibility......
2)Democratic:leader delegate a great deal of authority while retaining ultimate responsibility..
3)Laissez - faire:leader grants authority and responsibility to group...
The leadership styles are:
ReplyDelete-Autocratic leadership:In an autocratic leadership style, the person in charge has total authority and control over decision making. By virtue of their position and job responsibilities, they not only control the efforts of the team, but monitor them for completion –often under close scrutiny
-Democratic leadership:The democratic leadership style consists of the leader sharing the decision-making abilities with group members by promoting the interests of the group members and by practising social equality.This style of leadership encompasses discussion, debate and sharing of ideas and encouragement of people to feel good about their involvement.
-Laissez-faire leadership :The laissez-faire leadership style is where all the rights and power to make decisions is fully given to the worker The laissez-faire style is sometimes described as a "hands off" leadership style because the leader delegates the tasks to their followers while providing little or no direction to the followers.
The following are the leadership styles:
ReplyDelete1. Autocratic Leadership: In autocratic leadership, a leader believes in sole power and expects all decisions from him without consultation with subordinates. There is the system of one way communication. The information of instruction and guidance only flows from top level to the subordinate level. There is provision of strict supervision and control. Leader emphasizes negative ,motivation like demotion, minimum remuneration, expel etc. leaders describe each job in details and assigns to subordinates to complete according to his defined standard
2. Democratic Leadership: In democratic leadership, leader believes in decentralization of power and invites subordinates in decision making process. There is a two way communication system. The information of instruction and guidance flows from top level to the subordinates whereas the information of achievement, problems and suggestions flows from lower level to the top level authority. The leader only provides guidance and suggestion at the time of requirement. The feeling of teamwork is developed among the workers. This is helpful to achieve organizational objectives.
3.Laissez-Faire Leadership: In laissez-faire leadership, a leader grants authority and responsibility to a group. The role of a leader is to provide advice and direction as requested by the subordinates. Here, the leader does not hold power and responsibility. Responsibility is given to the group members. The group members prepare plans, implement plans, take responsibility and control themselves. Leader only play the role of coordinator and facilitator. Such leadership is practicable where there are professional and highly dedicated staffs are involved.
Authoritarian leaders, also known as autocratic leaders, provide clear expectations for what needs to be done, when it should be done, and how it should be done. There is also a clear division between the leader and the followers. Authoritarian leaders make decisions independently with little or no input from the rest of the group.
ReplyDeleteResearchers found that decision-making was less creative under authoritarian leadership. Lewin also found that it is more difficult to move from an authoritarian style to a democratic style than vice versa. Abuse of this style is usually viewed as controlling, bossy, and dictatorial.
Authoritarian leadership is best applied to situations where there is little time for group decision-making or where the leader is the most knowledgeable member of the group.
Participative Leadership (Democratic)
Lewin’s study found that participative leadership, also known as democratic leadership, is generally the most effective leadership style. Democratic leaders offer guidance to group members, but they also participate in the group and allow input from other group members. In Lewin’s study, children in this group were less productive than the members of the authoritarian group, but their contributions were of a much higher quality.
Participative leaders encourage group members to participate, but retain the final say over the decision-making process. Group members feel engaged in the process and are more motivated and creative.
Delegative (Laissez-Faire) Leadership
Researchers found that children under delegative leadership, also known as laissez-fair leadership, were the least productive of all three groups. The children in this group also made more demands on the leader, showed little cooperation and were unable to work independently.
Delegative leaders offer little or no guidance to group members and leave decision-making up to group members. While this style can be effective in situations where group members are highly qualified in an area of expertise, it often leads to poorly defined roles and a lack of motivation.
three types of leader:
ReplyDelete1)Autocratic:leader retain all authority and responsibility......
2)Democratic:leader delegate a great deal of authority while retaining ultimate responsibility..
3)Laissez - faire:leader grants authority and responsibility to group...
The following are the leadership styles:
ReplyDelete1. Autocratic Leadership: In autocratic leadership, a leader believes in sole power and expects all decisions from him without consultation with subordinates. There is the system of one way communication. The information of instruction and guidance only flows from top level to the subordinate level. There is provision of strict supervision and control. Leader emphasizes negative ,motivation like demotion, minimum remuneration, expel etc. leaders describe each job in details and assigns to subordinates to complete according to his defined standard
2. Democratic Leadership: In democratic leadership, leader believes in decentralization of power and invites subordinates in decision making process. There is a two way communication system. The information of instruction and guidance flows from top level to the subordinates whereas the information of achievement, problems and suggestions flows from lower level to the top level authority. The leader only provides guidance and suggestion at the time of requirement. The feeling of teamwork is developed among the workers. This is helpful to achieve organizational objectives.
3.Laissez-Faire Leadership: In laissez-faire leadership, a leader grants authority and responsibility to a group. The role of a leader is to provide advice and direction as requested by the subordinates. Here, the leader does not hold power and responsibility. Responsibility is given to the group members. The group members prepare plans, implement plans, take responsibility and control themselves. Leader only play the role of coordinator and facilitator. Such leadership is practicable where there are professional and highly dedicated staffs are involved.
Style of Leadership:
ReplyDeleteThere are four styles:-
1. autocratic (authoritarian) leadership style:this is often considered the classical approach. it is one in which the manager retains as much power and decision-making authority as possible. the manager does not consult employees, nor are they allowed to give any input. employees are expected to obey orders without receiving any explanations. the motivation environment is produced by creating a structed set of rewards and punishments. this leadership style has been greatly critized during the past 30 years. some studies say that organizations with many aurocratic leaders have higher turnover and absenteeism than other organizations.
2. democratic (participative) leadership style:it encourages employees to be a part of the decision making. the democratic manager keeps his or her employees informed about everything that affects their work and shares decision making and problem solving responsibilities. this style requires the leader to be a coach who has the final say, but gathers information from staff members before making a decision. democratic deadership can produce high quality and high quantity work for long periods of time. many employees like the trust they receive and respond with cooperation, team spirit, and high morale.
3. laissez-faire (delagative) leadership syle:it is one in which the manager provides little or no direction and gives employees as much freedom as possible. all authority or power is given to the employees and they must determine goals, make decisions, and resolve problems on their own.
4. paternalistic style: A type of fatherly managerial style typically employed by dominant males where their organizational power is used to control and protect subordinate staff that are expected to be loyal and obedient. A manager with a paternalistic leadership style might be appropriate for a business with a more formal and hierarchical structure where creative thinking is not required of staff.
THREE STYLE OF LEADERSHIP ARE:
ReplyDeleteAutocratic:leader retain all authority and responsibility......
Democratic:leader delegate a great deal of authority while retaining ultimate responsibility..
Laissez - faire:leader grants authority and responsibility to group...
The following are the leadership styles:
ReplyDelete1. Autocratic Leadership: In autocratic leadership, a leader believes in sole power and expects all decisions from him without consultation with subordinates. There is the system of one way communication. The information of instruction and guidance only flows from top level to the subordinate level. There is provision of strict supervision and control. Leader emphasizes negative ,motivation like demotion, minimum remuneration, expel etc. leaders describe each job in details and assigns to subordinates to complete according to his defined standard
2. Democratic Leadership: In democratic leadership, leader believes in decentralization of power and invites subordinates in decision making process. There is a two way communication system. The information of instruction and guidance flows from top level to the subordinates whereas the information of achievement, problems and suggestions flows from lower level to the top level authority. The leader only provides guidance and suggestion at the time of requirement. The feeling of teamwork is developed among the workers. This is helpful to achieve organizational objectives.
3.Laissez-Faire Leadership: In laissez-faire leadership, a leader grants authority and responsibility to a group. The role of a leader is to provide advice and direction as requested by the subordinates. Here, the leader does not hold power and responsibility. Responsibility is given to the group members. The group members prepare plans, implement plans, take responsibility and control themselves. Leader only play the role of coordinator and facilitator. Such leadership is practicable where there are professional and highly dedicated staffs are involved.
Three differences between leadership and manager
ReplyDeleteA young manager accosted me the other day. “I’ve been reading all about leadership, have implemented several ideas, and think I’m doing a good job at leading my team. How will I know when I’ve crossed over from being a manager to a leader?” he wanted to know.
I didn’t have a ready answer and it’s a complicated issue, so we decided to talk the next day. I thought long and hard, and came up with three tests that will help you decide if you’ve made the shift from managing people to leading them.
Counting value vs Creating value. You’re probably counting value, not adding it, if you’re managing people. Only managers count value; some even reduce value by disabling those who add value. If a diamond cutter is asked to report every 15 minutes how many stones he has cut, by distracting him, his boss is subtracting value.
By contrast, leaders focuses on creating value, saying: “I’d like you to handle A while I deal with B.” He or she generates value over and above that which the team creates, and is as much a value-creator as his or her followers are. Leading by example and leading by enabling people are the hallmarks of action-based leadership.
Circles of influence vs Circles of power. Just as managers have subordinates and leaders have followers, managers create circles of power while leaders create circles of influence.
The quickest way to figure out which of the two you’re doing is to count the number of people outside your reporting hierarchy who come to you for advice. The more that do, the more likely it is that you are perceived to be a leader.
Leading people vs Managing work. Management consists of controlling a group or a set of entities to accomplish a goal. Leadership refers to an individual’s ability to influence, motivate, and enable others to contribute toward organizational success. Influence and inspiration separate leaders from managers, not power and control.
In India, M.K. Gandhi inspired millions of people to fight for their rights, and he walked shoulder to shoulder with them so India could achieve independence in 1947. His vision became everyone’s dream and ensured that the country’s push for independence was unstoppable. The world needs leaders like him who can think beyond problems, have a vision, and inspire people to convert challenges into opportunities, a step at a time.
I encouraged my colleague to put this theory to the test by inviting his team-mates for chats. When they stop discussing the tasks at hand — and talk about vision, purpose, and aspirations instead, that’s when you will know you have become a leader.
STYLE OF LEADERSHIP ARE:
ReplyDeleteAutocratic:leader retain all authority and responsibility.
Democratic:leader delegate a great deal of authority while retaining ultimate responsibility.
Laissez - faire:leader grants authority and responsibility to group.
Leaders' styles encompass how they relate to others within and outside the organization, how they view themselves and their position, and - to a very large extent - whether or not they are successful as leaders. If a task needs to be accomplished, how does a particular leader set out to get it done? If an emergency arises, how does a leader handle it? If the organization needs the support of the community, how does a leader go about mobilizing it? All of these depend on leadership style.
ReplyDeleteThe following are the leadership styles:
ReplyDelete1. Autocratic Leadership: In autocratic leadership, a leader believes in sole power and expects all decisions from him without consultation with subordinates. There is the system of one way communication. The information of instruction and guidance only flows from top level to the subordinate level. There is provision of strict supervision and control. Leader emphasizes negative ,motivation like demotion, minimum remuneration, expel etc. leaders describe each job in details and assigns to subordinates to complete according to his defined standard
2. Democratic Leadership: In democratic leadership, leader believes in decentralization of power and invites subordinates in decision making process. There is a two way communication system. The information of instruction and guidance flows from top level to the subordinates whereas the information of achievement, problems and suggestions flows from lower level to the top level authority. The leader only provides guidance and suggestion at the time of requirement. The feeling of teamwork is developed among the workers. This is helpful to achieve organizational objectives.
3.Laissez-Faire Leadership: In laissez-faire leadership, a leader grants authority and responsibility to a group. The role of a leader is to provide advice and direction as requested by the subordinates. Here, the leader does not hold power and responsibility. Responsibility is given to the group members. The group members prepare plans, implement plans, take responsibility and control themselves. Leader only play the role of coordinator and facilitator. Such leadership is practicable where there are professional and highly dedicated staffs are involved.
Difference between 'manager and leader'
ReplyDelete– The manager administers; the leader innovates.
– The manager is a copy; the leader is an original.
– The manager maintains; the leader develops.
– The manager focuses on systems and structure; the leader focuses on people.
– The manager relies on control; the leader inspires trust.
– The manager has a short-range view; the leader has a long-range perspective.
– The manager asks how and when; the leader asks what and why.
– The manager has his or her eye always on the bottom line; the leader’s eye is on the horizon.
– The manager imitates; the leader originates.
– The manager accepts the status quo; the leader challenges it.
– The manager is the classic good soldier; the leader is his or her own person.
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ReplyDeleteLeadership style is the results of a leader’s philosophy, personality, and experience and value system; Leadership styles based on authority can be four types.
ReplyDeleteLeaders know how to empower their employees to solve problems and meet challenges. Managers are more apt to delegate responsibility for resolving issues and expect to be more involved in the solutions and results.
ReplyDeleteLeadership in the UK
The name "commando leadership" is very specific, due to the fact that this type of leadership is expressed differently from that exercised at the head of large structures.
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ReplyDeleteNice article on styles of management
ReplyDelete