I. INTRODUCTION
a. Leadership is one of the primary determinants as to whether an organization and its personnel will be successful. In order to be a successful leader it is important that an understanding of the various leadership styles is developed. Leadership style has a direct impact on an organizational effectiveness and employee performance. A thorough understanding of the various leadership styles enables us to “develop our own approach and become a more effective leader” (Malos, 2012, p. 421).
b. Research has shown that leadership style “influences the team members’ execution and performance, as well as motivates the team to reach the organization’s goal(s)” (Cunningham, Salomone, & Wielgus, 2015, p. 28). The leadership styles
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THE IMPORTANCE LEADERSHIP STYLES
a. Leadership styles
i. Rubin (2013) defines leadership style as “a form of cross situational behavioral consistency” (p. 55). Leadership styles deal with the way in which a leader interacts with his or her subordinates. ii. Leadership plays a primary role in influencing an employee’s actions towards the achievement of organizational goals. iii. Bojadjiev, Kostovski, and Buldioska (2015) state that there are conflicting opinions on the idea that leadership style should or can adapt to different situations. iv. Sethuraman and Suresh (2014) add that literatures have stated that the key elements for a successful organization are leadership style and competency. They also explain that Fiedler 's Contingency Theory explains about the relationship between leadership style and performance of the group during different situations.
III. AUTOCRATIC (AUTHORITARIAN) LEADERSHIP STYLE AND ITS ORGANIZATIONAL EFFECTS.
a. Defined.
i. Lopez and Ensari (2014) define an autocratic leader as one who has total authority and control over main decision making, and closely monitors employees until the job is completed. They typically make decisions based off of their own ideas and are not very receptive to others’
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Arnold, Connelly, Walsh, and Ginis suggest that a laissez-faire leader creates a destructive environment where resource gain is increasingly difficult; resources are expended in avoiding interactions with followers iii. Researchers have found that this is generally the leadership style that leads to the lowest productivity among group members.
VI. CONCLUSION AND RECOMMENDATIONS
a. This literature will provide the reader with a better understanding of three of the most widely used styles of leadership. Through this paper they will be able to discern the different situations in which each one could have its benefits as well as those situations where one style could have negative impact on an organization.
b. The overall strengths of this work will be the data gathered that supports the various standings of the different leadership styles as being effective or ineffective in different situations.
c. The overall weakness of this work will be the overwhelming amount of data that only speaks in detail to the styles of democratic and autocratic leadership. The laissez-faire leadership style is not used as much as the other two and therefore does not have as much supporting
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
It holds that various situations require different leadership styles to result in effective outcomes. According to this school of thought, it is the assessment of the competence, as well as the commitment of the leader’s subjects that makes the whole practice a success. As a result, a leader should access the two factors before deciding on either directive or supportive form of management.
In the contingency theory of leadership, the success of the leader is a function of various contingencies in the form of subordinates, task, and group variables. Fred Fielder advanced the first theory using the contingency theory of effectiveness. The main idea of the theory is that leadership effectiveness in terms of group performance depends on the proper match between the leader’s style effectiveness and the degree to which the situation gives the leader control. Fiedler created the least preferred co-worker (LPC) questionnaire to identify the style by measuring whether a person is task or relationship oriented. Where an individual with a favorable description, would have a high LPC score, suggesting a r...
You can lead a horse to water, but you cannot make him drink is a proverb I have heard since I was young. Leadership is the skill of influencing people to accomplish goals (Huber, 2014). In today’s world with policy and technological changes the leaders must use their leadership skills to not only get the horse to the water, have him drink, but also do it with a smile an invite others to join him. Leaders use a variety of styles to accomplish their goals. I will discuss the leadership style that I utilize most often, how my style relates to leadership theories and the work type environment it is most useful in.
Leadership style is a behavioral model that leaders use it to interact with followers. Leadership is a combination of providing direction, making decision, motivating sub-workers and achieving goals (Fertman & Liden 1999). Furthermore, Chemers (2007) asserted that leadership is the executive of organizational intelligence in which leadership effectiveness is linked to organizational performance. In addition, Obiwuru et al (2011) stated that the leadership styles are predictor to leadership effectiveness whereby leadership style in an organization is one of the factors that play significant role in enhancing or retarding the interest and commitment of the individuals in the organization. In this paper, we will concentrate on three leadership
The situational leadership theory states that leaders use different styles and strategies depending on the situation. There are two models that support this theory. The Fiedler’s Contingency Model of Leadership Effectiveness states that an “effective leadership occurs only when there is an ideal match between the leader’s style and the group’s work situation” (pg
Lewin, Leppit, and White were cautious in the conclusions the drew from this study. They noted that autocratic leadership does get results and is preferred over democratic leadership. However they observed that autocratic leadership can create tension, apathy, frustration, and dependence by the group on the leader. Further, the researchers found that some of the differences in the behaviors of the children were associated with the presence or absence of the leader. Specifically, constructive effort declined in the autocratically controlled children groups. Finally, they observed very little value in laissez-faire control ---an essentially “no-leader” approach to leadership.
Edwin T. Cornelius III defined leadership style as the broad, characteristic way in which a leader interacts with others across in various situations and occasions. (Cornelius, 2006) However, many researchers would agree that leadership style is merely traits and they can change within an organization or between different situations. Annick M. Brennen in an article stated: A study of leadership styles therefore deals mainly with the manner in which the leader carries out his/her leadership functions or roles–the use of authority and power and the approach to the decision-maki...
They further stated that most leadership forms a new paradigm for understanding both the lower and higher order effects of leadership style. The style of leadership which is adopted by a leader is influenced by the leader’s background, personal experience, religion, political affiliation, ideology, inclination, culture and even orientation without necessarily being based on the dynamics of the situation. The major leadership constructs consist of transformational leadership, transactional leadership, and lazzirfair leadership others that are going are common are democratic and autocratic types of
The leaders take full authority and assume full responsibility. Autocratic leadership typically is negative, based on threats and punishment, but it can appear to be positive, as demonstrated by the benevolent autocrat who chooses to give some rewards to employees. Consultative leaders approach one or more employees and ask them for inputs prior to making a decision. These leaders may then choose to use or ignore the information and advice received, however.
After completing the “Leadership Style Questionnaire” and analyzing my results, I have learned what my preferred leadership style is and how that influences how I lead and may be perceived from members of the group. From the results attained from the questionnaire, my preferred style of leadership is directing. This type of leadership style is best for individuals who have a low competency and high commitment level. These types of leaders are highly focused on tasks and less focused on relationships. They make decisions without consulting with the group and communicate without regarding the group’s concerns or suggestions. This type of leader also supervises the followers intently. They are very successful in creating objectives for each follower and the group as a whole to guide the group in reaching a certain goal.
Ngirwa, C. C., Euwema, M., Babyegeya, E., & Stouten, J. (2013). Leaders styles of managing
”Leadership involves the exhibition of style or behavior by managers or supervisors while dealing with subordinates; leadership is a critical determinant of the employees ' actions toward the achievement of the organizational goals” (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014). Leadership is a strength that initiates, inspires, and guides the cooperation and attitudes of others on the way to set vision. Leadership is influential and involves several styles of approaches that involve trust, accomplishment and focus to reach a projected result. Using and implementing the ideas of others motivates new thinking and gains the confidence to build the trust and encourage everyone to work to the same goals (Northouse,
This paper has summarized some prominent studies about leadership styles. Before understanding the styles which I may choose to practice, extensive studies on various leadership theories and approaches have been carried out. After conducting this research paper, I believe that there is no one-size-fits-all style for leadership. Lewin’s Model and Belbin’s Team Role Model have extended my knowledge and they have encouraged me to learn to assume different roles or styles in different possible situations. Therefore, I can get acquainted more easily to carrying out teamwork in my future job.
Probably the most difficult part of leadership is to know what leadership style is best to use, by carefully evaluating their own skills and the situation a good leader can adjust the leadership style as needed to be effective as possible. This requires the leader to be flexible and adapt as needed to maximize the