Leadership Styles, Autocratic, Democratic, And Laissez Faire

I have been under several supervisors during my employment history, and have found each one to have very different styles to managing. Some were really easy to work under and seemed to want you to succeed, and others not so much. So I was interested to research the different leadership styles, and was surprised that there were so many. This has really given me a greater understanding of the different leadership styles and which ones work the best based on the work environment.

“The basic definition of leadership is guiding a group of people toward a common goal” (Martin, 2015). “Leadership styles were first defined in 1939 by a group of researchers led by psychologist Kurt Lewin” (Martin, 2015). They concluded that there were three different types of leadership styles, autocratic, democratic, and laissez-faire. The study and research of leadership skills only started about seventy-five years ago, which is considered relatively new in the world of research. This research was first to consider that leadership skills could be taught and learned, and you are not just born with them. There have been many additional studies completed over the years and has brought to light numerous other leadership styles as follows:

• Laissez-faire - Hands-off style, trusts others to keep their word, requires low control.

• Autocratic - High control over employees.

• Democratic – Used in quick changing environments, offers flexibility in better way to complete tasks.

• Participative - Medium control over employees.

• Cross-cultural - Leadership styles in different cultures.

• Innovative - Can see what is not working and brings new thinking and actions.

• Command and control - Follows the rules and expects the same from em...

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... from the past and never stops improving their leadership skills and abilities to create better performing employees. “It is how the supervisor uses them that determines success or failure” (Blanken, 2016). Supervisors have a huge impact on employee retention and turnover, so developing better supervisors is a great management strategy. “Creating a climate of respect, fairness, and trust can positively affect the morale of employees, reduce their stress, increase their commitment to the organization and their supervisors, and improve their performance” (Pearson, 2010, p. 360). “Quality leadership adjusts and adapts to their surroundings, and understands which styles would be most effective in their working environment. If a supervisor can switch among leadership styles to produce powerful results, they turn the art of leadership into a science” (Goleman, 2000).