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leadership styles
Leadership Style
contrast between autocratic and participative leadership style
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Leadership Style in My Organization
There are many leadership styles employed by various leaders in different organizations. The type of leadership style used in any given setting depends on the type of organization, leadership qualities of the leader and the nature of work within the organization (Bonnici and Cooper, 2011). Autocratic leadership style is suited for organizations where democracy is not required such as the armed forces. Participative leadership style is used mostly in organizations that depend on team work to accomplish various functions. Delegative leadership style is used in organizations with highly skilled employees. The CEO of the organization I once worked for used participative leadership style. The CEO used to involve employees from different departments in decision-making. Although the leader had the final say in any decision made, many employees contributed to those decisions. In this leadership style, the
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The expectancy theory by Victor Vroom asserts that the motivation of employees can be achieved by considering their expectations. Different people have different motivating factors such as job promotion and recognition or monetary rewards (Beck, 2004). Therefore, organizational leaders must reward employees according to their expectations for the reward to be motivating. Another motivation theory was advanced by Frederick Hertzberg. His theory was called Hygiene/motivation theory. According to this theory, there are two types of factors that either motivate or de-motivate employees (Beck, 2004). Hygiene factors needs are those that relate to the work environment such as safe working environment while motivator needs are those that result from the performance of the job itself, e.g., responsibility and advancement. From these two theories, it is clear that employees can be motivated through several
It is impossible to pinpoint precisely the time when interest in leadership styles emerged. However a set of experiments conducted by 3 social scientist in 1938 is a good time to begin. Kurt Lewin, Ronald Leppit, and Robert White used groups of children to study different approaches to exercising control. Their classic study identified three types of control: autocratic, democratic, and laissez faire. These three types of control came to be known as leadership styles.
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.
My leadership style is primarily participative. Consultation contributes to more effective decisions leveraging the collective wisdom of the group, and, by soliciting their input, a greater degree of personal interest and satisfaction from participants (Yukl, 2013, p. 107). No one has all the answers, but together, in an open and trusting environment, all of us can collaborate toward a solution (Bennis, 2009, p. 133). Consultation and delegation within a shared philosophical framework serves to build support, personal investment, and leadership capacity amongst participants (Yukl, 2013, p. 384).
Leadership is an important aspect of all businesses, especially the health care industry, and without good leadership, patient care and outcomes may be affected. Effective leaders and managers use various styles and theories and adapt these with consideration to the characteristics of their workers and of the environment. A self-assessment was done that asked a series of questions that generated a picture of the quality and what style of leader that I am. This picture will be compared to existing leadership and management theories along with a few examples. Also, my leadership style will show the actions and behaviors required for effectively leading an ideal workforce and workplace environment. There are many surveys that help one to
Leadership is a quality many of us strive to achieve. To be an excellent leader has been an elusive quest. However, the pursuit of excellent leadership is movement in the right direction. In this paper we will examine the major types of leadership styles. The three types are, Participative or Democratic, Laissez-Faire, and Authoritative.
The team jointly identifies plans, procedures, goals, vision, and develops strategies to achieve the leader’s objectives. The leader, leads by acting as a sort of facilitator: a guiding hand. Of course the leader does task delegation and team formation. But in general, a participatory leader involves as many stakeholders as possible when making decisions. This is important because most organizations make decisions with little input from the regular employees: decisions are top down and hierarchical (Hogan & Hogan, 1994). In developing my personal style of leadership, I prefer a more down-up or grass-roots grown decision making. I think the people at the bottom of any organization and the ones at the front counter understand what needs to be done or solved in any organization. Making organizational culture change must include the regular subordinate staff to realize the future vision of the organization. Participatory leadership aspires to involve a wide participation in decision making (Yukl,
I placed my headset over my head and turned down my music. Staring out into the crowded studio I began my version of a stump speech for my first group fitness class. In this moment, I was a leader and demonstrated my visionary leadership style by directing a group of students into a self-designed fitness routine to promote healthy living, utilizing a full body workout. I presented the routine with confidence, explaining the progression of the class in the next hour and weeks to come, encouraging them to join me on my fitness journey. Despite my enthusiasm, I needed to further develop my visionary leadership style by portraying an end goal to meet the needs of my participants and create a following (Goleman, 2015).
Yet, despite the criticism, Herzberg’s theory still holds merit in many managerial situations. Experts have built their theories on the foundations of the motivator-hygiene theory to better explain worker motivation. Among the most prominent is the expectancy theory or Victor
There many different leadership styles that people use in their professions. One person may have an authoritarian style where as another may use a democratic leadership style. A person could also let the people do what they want employing a laisses faire type of leadership. The type of leadership one decides to use depends on how much control they need in making a decision. The leadership styles are on continuum ranging from demanding all the control, to taking in the opinions of others, to letting people make their own decisions. My personal leadership style involves using the transformational leadership.
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.
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)
There are three different types of leadership styles one can be considered. You have Autocratic leadership, where an individual makes all the decision making alone and does not consider what input others have (Hill, Howlett,255). This type of leadership is where the leader of the organization has a main focus on the task only and not everyone that in involved (Hill, Howlett,255). Then there is Democratic leadership, where everyone is able to have an input in the decision making process (Hill, Howlett,255). Finally, Laisse-Faire style is the last type of leadership, where the task is not a concern, the employees are the only concern in this type of leadership (Hill, Howlett,255).
Of the numerous speculations of work motivation, Herzberg's (1998) motivator hygiene theory has been a standout amongst the most persuasive in late decades. Essentially, the hypothesis isolates propelling variables into two classifications: Motivator factors, which have a remark with the work itself, and Hygiene factors, which have a remark with the encompassing
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
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.