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The relationship between leadership styles
Comparing and contrasting two leadership styles
The relationship between leadership styles
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Authoritative style
This style focuses on the end goals and gives freedom to employees in the ways they can achieve it. It is popular in organizations where explicit guidance is not required. These leaders inspire entrepreneurial spirit and display enthusiasm for the goals (Benincasa, 2012).
Affiliative style
For this style of leadership, the focus is on people. They try to create emotional bonds and belongingness between the employees and organization. This style would be useful when the team or organization is going through a stressful period. Exclusively using this kind of leadership style results in average performance from the employees (Benincasa, 2012).
Coaching style
This style requires high degree of competence. Leaders work with the team members to build personal strengths and develops them for the future. This style does not work when team members are stubborn and show resistance (Benincasa, 2012).
Coercive style
This style demands immediate compliance and works best in crisis situations. However, such a style suppresses flexibility and creativity (Benincasa, 2012).
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These styles result in job satisfaction for the employees. Encourage participation in the decision-making process as well creative solutions from employees. They also help in building strong teams. Goals are communicated clearly in these styles. Such leaders also try to align employee’s personal goals with the organizational goals. One of the good traits of these leadership styles is the ability to channelize the energy of the employees towards the goal of the organization. In my view, the above three leadership styles would definitely contribute positively to an organization’s productivity and
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
Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
People may possess a multitude of skills and qualities that make them leaders but only a select few contribute to their success. These qualities help to distinguish them as leaders in their homes, committees and more. As a leader, one should always strive for their “team” to get better rather than just being good (Halverson). pushing them can be effective in helping them to get more done and improve their skills. A leader would not work his followers to the bone for they would tire out easily. this could end up decreasing productivity while people would look forward to working. By wanting to improve, a team can push through barriers as opposed to only trying to reach a certain level. Th...
Giltinane (2013) identifies three leadership styles. The first is transactional leadership in which a leader is controlling and functions in a reward and punishment environment. In transactional leadership style, leaders give little room for employees to express ingenuity. Decisions are passed laterally from top down and the form of leadership is to stress obedience rather than loyalty. Transactional leadership is closely related to autocratic style (Giltinane, 2013).
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.
The leader trusts his personnel and leaves it free to work by his own program. He supports his team and he is ready to help them at any time. The staff is satisfied because he has the control of the work and the productivity in most cases is high. The style requires from anyone, deep knowledge of the sector.
My style of leadership according to the quiz by Cherry (n.d.) is participative leadership which is a type of leadership that engages the members of the team to participate in decision making and problem solving while the leader makes the final judgment in the deliberation process. This style of leadership allows members who are experts in their fields provide input to reach a more effective and accurate decision. This fits exactly into my leadership style. I always believed that in every aspect there is a greater or lesser person than you are, so, why not focus on the best in others and tap on their expertise in knowledge or skill to get the best results.
Because it is non-directed leadership this leadership style can be frustrating; group apathy and disinterest can occur. However when all group members are highly motivated and self-directed, this result can result in much creativity and productivity. This type of leadership is appropriate when problems are poorly defined and brainstorming is needed to generate alternative solutions (Marquis & Huston
32). Ultimately, these leaders are able to tie together career aspirations with personal goals in addition to developing long-term plans in order to reach long-term goals (Money-Zine, 2016). Leaders who use this style provide feedback to their workers in addition to being experts on delegating assignments in order to finish tasks in a timely manner. Overall, leaders who use this style have a genuine interest in helping others succeed (Money-Zine, 2016). There are many benefits when using a coaching leadership style such as the positive workplace environment, employees know exactly what is expected of them, and the one-on-one style helps to develop individuals in order to improve their performance and to reach their goals. In terms of negative aspects of this style it not only takes time but it also takes patience in part by the leader. This style of leadership can also backfire if employees feel they are being “micromanaged” as this undermines their self confidence (Murray,
The scenario that I chose is scenario number 3 pertaining to the two employees who have difficulties working together. I chose this situation because it happens to be an issue that is very common, as it is sometimes difficult to work with other individuals. There are numerous reasons that can cause two individuals to clash, but more often than not, it is due to misunderstandings and communication errors. Out of the numerous leadership styles that have been discussed, the one that I am the most comfortable with is the affiliative leadership style. With the affiliative leadership style, the leader “focuses more on the follower than the task” (Hloldford, 2003, p. 1784), which is my way of helping others achieve their goals. Out of the various leadership styles, the three that suit my leadership style the most are the affiliative, democratic, and visionary aspects of leadership.
One of the most important components of leadership is the leader. A leader is responsible for his or her followers and the overall goal of the group or organization. Leaders are the people held accountable or everything that happens, good or bad. On the other hand, the second major component of leadership is the followers. Without followers, a leader would be worthless. Followers make up the backbone of a leader because they are the masses that get goals accomplished. A leader is just one person, but the number of followers is countless. In order to be an effective follower, there are a countless number of characteristics that allow a follower to be the best they can be. Five of these characteristics include a positive attitude, communication skills, being part of the process, being open to new ideas, and patience.
Leadership has been defined as mobilizing the workforce towards training organizational goals (Yukl, 1998). The style of the leader is considered to be important in achieving organizational goals and therefore it is important to know your own leadership style as the leadership style will impact on the performance among subordinates (Berson et al., 2001). However this does not mean the leadership style alone will be responsible for all the performance of workers and attainment of goals.
I have had the opportunity to work with leaders of different styles, and by just watching them, listening to them and seeing how the staff reacts; I can gauge what is productive with their staff. I try not to copy or mimic their style and ensure my own style comes through in being consistent, authentic and genuine. I feel by following these traits they give me necessary foundation and help me towards achieving leadership excellence.
Ngirwa, C. C., Euwema, M., Babyegeya, E., & Stouten, J. (2013). Leaders styles of managing
In this paper I will look at the four major leadership styles, their characteristics, advantages, disadvantages, and in what situations a particular leadership style is desired. Additionally, I will look at my leadership style and how I acquired this style throughout my career.