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Advantages and disadvantages of leadership theories pdf
Comparisons of autocratic, democratic and laissez-faire leadership styles
Advantages and disadvantages of leadership theories pdf
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This report is attempting to delve into the systemic differences autocratic, democratic and laissez-faire styles of leadership has on an individual, class, department or institution. As a nursing student, I believe it is important to understand the distinct differences inherent to each style as well as the benefits and disadvantages associated with the various styles of leadership. From my studies and observations an autocratic leader is less likely to use the opinions or suggestions of others; in fact they could be a working dictator. They are very hands on and believe their way is the only way. Autocratic leaders are normally inflexible. Working with or for this type of person could make for a very long day. (Lewin & Lippitt, 1938) (Vroom & Yetton, 1973). Conversely the nurse leaders who practice the laissez-faire style of leadership takes the hands off approach allowing new nurses such as myself to work independently and learn as they go with very little supervision (Lewin & Lippitt, 1938). I believe the work place would be less stressful than the autocratic but less productive than the democratic. This brings me to my personal favorite style of leadership democratic which I chose to follow as I move forward in my career. The democratic leader gives followers a vote in nearly every decision the team make (Lewin & Lippitt, 1938). Democratic leadership could be more time consuming than the other two styles of leadership with respect to reaching a majority consensus because decisions are made as a team (Denhardt & Denhardt, 2003; Hackman & Johnson). Regardless I believe leaders should rely on the team to create policy as they do when addressing a medical procedure. During my mother’s transition I had the opportunity to witn... ... middle of paper ... ...as I move forward in my career I will work as part of a team that will eventually change the world. Works Cited Conger, J. (1993). The brave new world of leadership training. Organizational Dynamics, 21(3), 46-57. Denhardt, J. V., & Denhardt, R. B. (2003). The new public service: Serving, not steering. Armonk, NY: M. E. Sharpe. Hill, S. S. & Howlett, H. A. (2009). Success in Practical/Vocational Nursing: From Student to Leader. (6th ed.). St. Louis, MO: Saunders/Elsevier . Kanter, R. M. (1982). The change masters: Innovation and entrepreneurship in the American corporation. New York: Simon & Schuster. Lewin, K., & Lippitt, R. (1938). An experimental approach of the study of autocracy and democracy: A preliminary note. Psychometry, 1, 292-300. Vroom, V. H. & Yetton, P. W. (1973). Leadership and decision-making. Pittsburgh, PA: University of Pittsburgh Press.
Lorber, M., Treven, S., & Mumel, D. (2016). The Examination of Factors Relating to the Leadership Style of Nursing Leaders in Hospitals. Our Economy (Nase Gospodarstvo), 62(1), 27-36. doi:10.1515/ngoe-2016-0003
However, though authoritative regimes have the right to exist, it is also considered, now, to be generally immoral; and, combats ideas of personal freedoms and individual rights. Thus, many countries have adopted and manipulated ‘democracy’ in order to reach authoritarian goals. Democracy stands apart from other types of regimes in that it generates freedom, promotes true and fair representation, and encourages self expression. Both communism and authoritarian regimes can become corrupt through the smothering of these individual freedoms. The denial of true representation for the people can stifle socioeconomic goals and development born from invention and innovation. The stigma on authoritarian regimes have become strong enough where currently, countries are self-pronounced democracies with little to no truth behind it.
Submission 1: Would you classify the rule of the ‘dictator’ you have researched as a true dictatorship or is it better regarded as a benevolent dictatorship?
Some more so than others, but all have their place. One of THE most important things an effective leader must possess is integrity. Integrity is the cornerstone of an effective leader no matter what style he or she chooses to use. As you can see the Laissez-Faire style lacks a leader with integrity. The group must be able to count on the leader’s knowledge, skills, dependability and their ability to make a decision and support that decision. More often than not a blend of all three types is seen. The Democratic style gets the ideas moving, when the leader sees the group is managing the problem solving well he or she may switch to the Laissez-Faire and use the hands off approach if the problem is not being solved or gets out of control, then the Authoritative style may be more effective in getting the result
In today’s business environment, corporations must be able to adapt and develop strategies that allow them to remain as competitive as possible within the markets they serve. Leaders within those corporations must be able to fully understand the most effective leadership style required depending on the situation at hand. One style may be effective in one situation while another style may need to be used in another. In this day of environmental dynamism, organizations have had to refocus on organizational capabilities in order to attain a competitive advantage in such an environment. This refocus has led to a break in routines and involves a shift in organizational norms and required knowledge. James Clawson discusses the three levels of leadership in his book entitled “Level Three Leadership: Getting Below the Surface.” This article will discuss some issues that may arise within corporations and what leadership styles may be most effective for differing situations based on Clawson’s text.
In healthcare, there are several ways to influence others and each comes with a leadership style that the nurse possesses when they make decisions. When you put it in perspective, the attitudes, values and behaviors of an institution begin with its leadership (Azaare & Gross, 2011.) Democratic and autocratic leadership styles are very common for the professional nurse to use on a daily basis. Depending on the situation at hand, both leadership styles can be very effective.
A person’s title within the organization does not make them a leader. The driving factor which determines if someone is in a leader position is their behavior. This person who is a leader will guide those in the organization by influencing, guiding, giving direction, and opinions (Marquis & Huston, 2012). The culture as well as the climate of an organization begins with the leadership (Azaare & Gross, 2011). Each individual person has their own leadership style. Knowing one’s own leadership style will help them understand themselves and be able to grow as a leader. The purpose of this paper is to look at my own leadership style, including my strengths for leading others. A description of a potential challenge that I foresee due to my leadership style and a plan for my personal leadership development will be discussed.
Leader’s will continue to devote their time to help others but in order to be a successful leader one must close the communication gap between nurse leaders and their staff. Lastly, formal leadership education is essential prior to taking on a leadership role to allow for proper recruitment and retainment of Generation Y leadership roles. If we do not educate our upcoming Generation Y leaders they will be too scared to take on a leadership role and this puts nursing leadership at
Authoritarian forms of government do sometimes fail. The reasons for such failure include the public’s dissatisfaction with the current governmental regime, the emergence of relevant opposition, political negotiation with elites, the physical location as well as history of freedom in a given nation, and the deserting of the authoritarian leader.
Leadership is the glue that binds any business together, identifying and understanding your type of leadership style can ultimately aid you in becoming a better leader in your professional career. A successful business cannot function without leadership therefore this is a crucial aspect of internal employee development for businesses striving to stay relevant in a crowded marketplace. In addition to recognizing your leadership style every leader needs to look to them and identify what type of personality they have. By becoming an informed business leader you will gain trust and respect of your team to guide them into the future and maximizing potential growth. Throughout this paper I will identify my leadership style and also personality type and how it has affected my personal career growth. Identifying these conclusions is extremely important in crafting company culture.
the author also comments that this style of leadership is best left to organisations whose staff are technically proficient, have been trained accordingly, work while unsupervised, and have sound work ethics. When examined from a nursing perspective, Jackson, Hutchinson, Peters, Luck, and Saltman (2013) looked upon laissez-faire as an evasive form of leadership, one that harbours underlying issues of ignorance and incompetency. The author’s research found that laissez-faire, while seeking to offer staff independence, could in reality promote a sense of distrust towards the very people offering the independence. Equally important, as discussed by the authors, was the negative effect that this leadership style could impinge upon staff wishing
There are a few different types of well known leadership styles, authoritarian, delegative, and democratic. To assess my leadership style I used two online tests to help me determine my style. I felt the results were accurate and I fall into a democratic style/participative style. If I am leading I prefer to include the group and get their feedback on solving issues. However, I still make the final decision after listening to the thoughts of the group on a particular topic. This is considered to be a positive style of leadership that is inspiring to the group involved. The leaders decision making tends to be more accurate due to the input of other experts. (Cite)
The leadership style combination between autocratic leadership and empowerment leadership would give the futuristic cutting edge per se, to create a diversified ultimate decision making policy. Autocratic leadership, which is a style that leaders who make decisions on their own without consulting employees enjoy and empowerment, which is a practice in which managers lead employees by sharing power, responsibility, and decision making with them (Boone, L. E., & Kurtz, D. L. 2009 p. 260-270). This mixture creates responsibility and accountability. If the leader is made to lead then, in return they will make certain key decisions based on experience, proven results and a “pocket” of advisors that will guide them based on their on comprehension of the field along the way. This creates a “hierarchy” which is necessary to let the employees who are coming up on the ladder to have a cause and effect “history” so to speak, for many different common and uncommon situations to use in the future.
Autocratic leaders also known as authoritarian leaders are leaders that have absolute authority over subordinates, are in control of the situation they are in, dictate and enforce orders, rarely consult with or ask opinions of others, are highly task driven, and the emotional needs of people are a low priority. The advantage of an Autocratic leader is they typically achieve results quickly; they would make a great leader during the time of crisis or when a project
One prominent leadership style that began came from The Iowa Studies that were conducted by Kurt Lewin, Ronald Lippett and Ralph White in 1939. Kurt Lewin was the social scientist in charge of the study. They were called the “Iowa Leadership Studies”. This study put leadership styles into three distinct categories of authoritarian, democratic, and laissez-faire leaders and group dynamics (Smith, 2001). The study was interested in the analysis of group interactions and the organizational application of each leadership style. It also takes into account exactly how a leader determines when they direct others or have others participate, and when to delegate to others.