A quality leader will guide a business on a pathway to an outcome of success and prosperity. Leadership skills and styles vary, and possessing the correct balance of these two is a quality that all businesses and organizations seek. Different leadership styles will be explored and how these styles adapt and reflect in consideration to the different attitudes of workers and towards the characteristics of the workplace environment. The discussion will follow that will explain how my personality, traits, qualities, and behavior align with a particular leadership style to effectively manage and lead an ideal workforce and workplace environment in the ever-changing health care industry. Successful leaders possess and develop a set of skills that enable them to manage and guide others through a variety of situations for the betterment of the organization (Lamberton & Minor, 2014, p. 160).
An effective manager will understand the various leadership styles and will pick or choose one, or a combination of the styles, to promote cohesiveness, teamwork, and success for the organization. According to Lamberton & Minor, four leadership styles exist; autocratic who make decisions without regard to others, consultative who uses information from constituents to make
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The leadership style that I would tend to operate out of would lean towards that of participative that would lean somewhat on the free-rein side. In the healthcare field, this style would encourage participation and discussions within the entire workplace staff to create an environment that will complete tasks and accomplish goals. If this style of leadership fails, I would not hesitate to change to an autocratic style so that tasks and goals are met. Staff cohesiveness and patient satisfaction will happen with a leader communicates well and is more transparent with
There are good and bad leaders in every organization. This can be due to a lack of experiences, personality, or multiple other factors. If the reason a leader is not considered a good leader due to a lack of experience they can easily understand the techniques being used by the leaders around them. To know what is working for them, and what is not can be a huge advantage as a new leader begins their career. If their personality is the reason for their bad leadership, this can also be changed. It takes a lot of time and effort by the bad leader to change their personality to work with those around them. However, there are some personality traits that cannot be changed, due to their past of how the leader was raised. This paper will look at two leaders in the healthcare field, one considered a bad leader and the other considered a good leader. They are a two different stages in their careers which helps contribute to the bad and good leader titles. Their names have been changed for anonymity.
The three different leadership styles are; autocratic, democratic and laissez-faire. Those that lead by the autocratic style of leadership, make their own decisions without checking with anyone. As told by Joseph (2013) autocratic leaderships styles allows the boss to have tighter control over the day to day operations of the business therefore, employees who work under them are not able to be “slackers”. Those practicing the democratic leadership style, allow others to share in the decision making process, however the leader can still override the decisions, granting him or her the final say. The democratic leadership style is designed to create buy-in from everyone. Use of the democratic leadership style allows everyone to feel that are part of the decision making process therefore, boosting the morale of the employees. The laissez-faire style of leadership allow the employees to make all of the decisions, the leader has very little involvement in the decision
A person’s title within the organization does not make them a leader. The driving factor which determines if someone is in a leader position is their behavior. This person who is a leader will guide those in the organization by influencing, guiding, giving direction, and opinions (Marquis & Huston, 2012). The culture as well as the climate of an organization begins with the leadership (Azaare & Gross, 2011). Each individual person has their own leadership style. Knowing one’s own leadership style will help them understand themselves and be able to grow as a leader. The purpose of this paper is to look at my own leadership style, including my strengths for leading others. A description of a potential challenge that I foresee due to my leadership style and a plan for my personal leadership development will be discussed.
To think one style of leadership is the only style seems rather pompous. You have several different types and brands of blood pressure pills to lower the blood pressure depending on the cause, therefore why would we think we only need one type of leader. At times I am needed to make a decision that I do not ask for outside participation. For example the attendance policy. I decided what would be a fair policy, how many points would be assigned for each call off and how long each point would stay active for. The situation did not need a meeting, it did not need input for others. I utilized a laisse fair style when the nurses were complaining about medication pass times. I simply gave them the task to develop a standardized medication time and let me know. When I hold a risk meeting I have several nurses and other disciplines present to assist at problem solving risk behaviors and that also means trying new techniques. Every situation is different and it is my responsibility, as the leader, to know which style would work best in each situation; sometimes it also depends on the people involved. Some staff need a leader to stand back more, others need one to effectively manage them. So not only do I have to know the situation, I also need to be sensitive to the persons involved, why it is important for me to know the staff I work
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.
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
There has been debate over what constitutes a leader so there is no wonder that the styles of leaders vary. Leaders must be able to motivate, mentor, coach and inspire others to reach organizational goals. Leadership style is the manner and approach of providing direction, implementing plans, and motivating people (Medina, 2011). All leaders of effective groups have four characteristics in common. First, they provide direction and meaning to the people they are leading and are responsible for keeping team members aware of important stated goals and objectives (Howard, 2005). Second, they generate trust by acting in an honest manner that creates an environment of trust (Howard, 2005). Third, they prefer action and risk taking and are willing to operate outside of the norm (Howard, 2005). Lastly, they are communicators of hope by using effective communication skills, leaders encourage others to believe that the expected behavior will result in successful realization of stated goal (Howard, 2005). A leader can be effective or ineffective depending on the situation because a leader's style is based on personality. My leadership style consists of servant-leader, transactional and transformational leadership. As a devout Christian, I was astonished that many of the servant-leadership character traits are easily defined in Christianity’s stewardship. I incorporate each of these styles in my daily interactions with my direct reports.
Leadership is not about a leader’s needs; it’s all about the needs of the people and the organization her or she is leading. Finding the style that best suites your personality, no doubt, is an essential element to lead your followers and accomplish the work. It allows you to be authentic, meet comfort, and be creative in your job. However, leaders deal daily with different personalities, set-minds, attitudes and beliefs of their followers. It becomes hard for leaders to settle on only one style. Leadership styles sometimes should be adapted to particular demands of situations, particular needs of the people involved and particular challenges that facing their organization. Thus, Flexibility is a fundamental skill any leader should have.
According to McConell (2012), the difference in a leader and a follower determines the success of a person regarding leadership. This chapter helps explain the content of qualities and proficiency for healthcare managers to be effective. Once again, effective management skills or certain qualifications enhance a healthcare organization environment. Healthcare managers and supervisors must have the capacity to handle challenges while the organization objectives and regulations may change over a period of time. Effective healthcare management governs the success of a healthcare organization. There are many different skill sets and leadership styles to be effective as a manager. People are interested in knowing what strategies are effective in healthcare management.
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...
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 many different leadership styles that have been identified by a multitude of researchers. This essay will define and explain three leadership styles. Authoritarian leadership is used when the leader tells her employees what she wants done and how she wants it done, without getting the advice of her team. Some of the appropriate conditions to utilize this style are when you have all the information is available to solve the problem, time is limited, or employees are well motivated. A Participative style involves the leader including one or more employees in on the decision making process (determining what to ...
Rigorous research has identify the leadership style can adapt to different situation. Most company may be subjected to specific environment and rely on how the leader chooses to handle it. The culture is most time embedded and has the combination of founders, past leaders, current leaders, and history (Newstorm, Davis, 1993). The leadership style must adapt to the organization culture, the fact a leader may often times adopt because leadership is not “one size fit all” every situation may require a different approach as this will show how effectively the leader leads. The researcher chooses to look into the leadership that will be evaluated.
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)
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.