3. Delegated (Laissez-Faire) Leadership
This management and leadership style is often found in decentralised organisation culture. Organic structure of the organisation makes it comfortable. In this format, the leaders offer no direct regulations rather supervisors manages their own team. Task culture is followed in this system. Therefore, large organisations follow this with slight modifications as role culture is followed rather than task culture.
There are other leadership standards also:
1. Situational Leadership
This leadership is currently very popular. In this style, the quality of the leadership style transforms to the demand of situation.
2. Paternalistic Leadership
The leaders act as fathers and are responsible for every doings in the organisation. The followers maintain all guidance of such leader.
3. Transactional Leadership
This leadership style motivates employees by giving reward and punishment. Hence, motivational aspects are very firm in this style of leadership and management.
In the case study, Lita Ong is maintaining participative leadership with transactional approaches. Sometimes, situational approach is also noticeable. Such leadership style is really appreciable. Therefore, the Greenscape organisation follows centralised but task oriented organisation culture. The situational approach of management and leadership also let the organisation to adopt mix structure also. Hence, good transactional approach with task culture makes Greenscape operate nicely.
[AO 2.2]
2.2 Organisational Theory underpins the Practice of Management
Organisational theories and management principals are created for the betterment of the organisation. Therefore, organisation maintains conditional strategies. The implementation of ...
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...heory Y
Macgregor, D (1960) states about two sorts of employees in organisations and these are:
1. Lower Level (Theory X)
2. Higher Level (Theory Y)
In theory X, employees try to avoid work and thus require to be monitored during work time. Theory Y states about employees who are innovative and self-responsible to their jobs.
3.2.4 Alderfer's ERG Theory of Motivation
Alderfer (1972) renovate the Maslow’s law of hierarchy into this theory. This theory classifies the levels of hierarchy which are closer in Maslow’s. This theory is known as ERG (Existence, Relatedness, and Growth) theory.
Figure 3.3: Alderfer's ERG Theory of Motivation
3.2.5 Motivation as Work Strategy Model
Miljkovic (2007) has developed this hybrid model of motivation which enables different model to its perfection. It is a strategy and motivation oriented model. This model incorporates:
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.
The leader is in complete control, taking charge of everything, and holding the key to success.
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.
The leader by its meaning is one who goes first and leads by example and then the other will followed him after being motivated. The above diagram can be explain as; with the three combinations, the person or the leader will influence the other people or the follower to achieve the purpose or goal. In order to achieve the goal, the leader must have a deep rooted commitment to the goal that he will strive to achieve even if nobody follows him (Wong, 2007). The follower also can influence the leader in order to achieve the goal.
The idea of what’s morally right and wrong changes within each culture whether an organizational culture or between individuals. However, the best leaders are the ones who do what’s right and best for the organization. During this research paper I will attempt to define the term leadership style and its concept. Moreover, I will attempt to describe three leadership styles, the development and the process one would follow to modify their leadership style. When pertaining to myself, I never saw myself as a leader but I will attempt to describe my leadership style and the advantages and disadvantage I would have in a business environment.
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
This type of leader has a negative effect on the organizations. Without any systems in place for completing tasks and creating a hostile, uninviting and non motivational environment, this leadership style is the most ineffective. This type of leader is “Low Production/Low People”. The impoverished leader does not set performance expectation which leaves the staff unaware of the tasks which need to get accomplished or how to accomplish them the correct way because no formal training had been provided to the With...
Traditional approach for an effective leadership styles were the thought of having a “One size fits all” approach: that any leader/manager could be available to choose the best off the shelf model and re create this to achieve the successful Leadership
Introduction According to the Oxford Dictionary, a leader is defined as “the person who leads or commands a group, organization, or country” (Oxford Dictionaries, 2013). Though there is a definition for what a leader is, people still have different ideas about what a leader should be and how he or she should act. There has never been a concrete idea of what a leader is; the only thing we know is that this person is the one in charge of the unit. We look at characteristics of those people we see as leaders and use those attributes to compare other people to see if they are able to be as good as, or even better than, those aforementioned leaders. We have to keep in mind that in different situations, leaders must do different tasks which indicates the need for different qualities.
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 leadership is a privilege and it is such a privilege and an honor which will carry the tremendous responsibility which will inspire others to direct them to accomplish goals and vision of the organization. Leadership is about influencing the people, by producing direction, purpose and motivating in order to accomplish the mission, vision and improving the organization. The leadership philosophy is evolved based on the experiences, both positive and negative, in most of the initiatives and activities that we undertake. It is also one among the collaboration and teamwork within which the team members can utilize each other’s strengths to counter the weaknesses of the individuals. By observing, introspecting and experimenting we can developed a leadership paradigm which is inclusive, collaborative and proactive. We can develop the ability to recognize which will approach in order to reach the productive conclusion. The great leaders know their limitations and are capable at utilize their strengths and also the strengths of others to compensate.
paper takes this proposed theory and relates it to the world today. Some of the
Finally, leadership results in the followers’ behavior, that is purposeful and goal-directed which must be in some organized setting (Leadership Theories and Studies, 2009). Some people believe leadership and management are one in the same; however, this
...l man who enables others to think and do in his way (role model) and his employees work him for unconditional loyalty (e.g. his PA), also, adopt a fair system of rewards and punishments; however, as a leader sometimes he just needs some transformational styles which respect and communicate with followers equally rather than forced them to shut up rudely. As for organizational culture, the article obtains further understanding that some factors attribute to detect cultures existed in an organisation, communication system, for example. As a result, it can be identified that his culture not only can be classified as power but task. Moreover, due to the changeable outside environment, compounded and flexible cultures seems to be a better way for an organisation’s sustainable development. Therefore, leadership is tightly related to organizational culture.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.