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Suitability of leadership styles to implementing changes

These styles affect everyone from senior management to the newest college intern.

Choosing Leadership Styles

They create the corporate culture that influences the organization and its performance. Autocratic Style Effects Also known as authoritarian leadership, autocratic style clearly defines the division between leaders and workers.

The Effects of Leadership Styles on the Organization

Autocratic leaders make decisions with little or no involvement from employees. These leaders are supremely confident and comfortable with the decision-making responsibility for company operating and strategic plans.

  • The leadership style also may vary with the amount of time available for decision making;
  • The abdicator motivates the group by frustrating it with inactivity;
  • Researchers saw that different situations called for different leadership styles;
  • This situation would benefit from an authoritative approach;
  • On the autocratic-democratic continuum martyrs fall in the "sells" area.

Although research indicates that autocratic leaders display less creativity than more contemporary styles, this style still works when fast decisions must be made without employee involvement. Employees may feel some disconnect with this style.

Participative Leadership Effects Also called democratic leadership, this style is usually considered the best option for most companies. The opposite of autocratic leadership, this style emphasizes that management offers guidance to its teams and departments while accepting input from individual staff members.

Factors Influencing Leadership Styles

Leaders reserve the right to make final decisions but encourage feedback, ideas, and suggestions from all employees. Participative leaders generally have a more content workforce, since each individual has input into decision-making. Delegative Leadership Effects This style, also called laissez-faire leadership, is typically considered the least effective option.

In stark contrast to the other primary styles, delegative leaders rarely make decisions, leaving this function up to the group.

  1. Relate to others straight, intuitively, sympathetically. They lead trough implementing extremist alterations Bass,
  2. They pursue open, trusting, follower-oriented relationships.
  3. Assessing dominant leadership styles is important to determine when to alter the style.
  4. But their maintenance orientation is so negative it actually works against maintaining a healthy group.
  5. The abdicator waits for others to tackle a problem. Group maturity is a measure of group growth and development.

These leaders seldom offer guidance to the team and delegate decision-making to trusted team members. While offering few advantages, this style often creates some disadvantages. Job descriptions and lines of authority become blurred and confusing. A loss of motivation and positivity often accompanies the confusion of team members. Corporate Culture Effects Also called organizational culture, corporate culture defines "the way we do things.

Staff also subconsciously wants to please supervisors and management. Over time, leaders and employees usually become "comfortable" with each other, which can cause some "culture friction" when new leaders take over. Every business, regardless of size, has a culture.

  • Different leading manners and effectivity To accomplish success, a leader needs an appropriate leading manner which fits within the whole organisation;
  • They realized that different people might emerge as leaders in different situations and that a person who was successful in one leadership situation might not be in another;
  • Then they assign members the tasks required to implement their plan.

It can help or hurt operations, often dependent on the strength and efficiency of leadership.