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
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
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.
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.
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.
These are the entrepreneurs- who look for new opportunities, new goods and new thoughts for making them factual. Builders get ...
Nelson Mandela is an example of a person who showed a participative leadership style. The Study.com (2015) website states this style tries to change the traditional hierarchical management by incorporating a democratic dimension. As previously stated, a participative leader will consult and seek out the ideas and opinions of the team, but ultimately he/she will make the final decision. A person who employs this leadership style knows that by just being a leader it does not mean that they know everything. That is why they like to have skillful team members to help the team be successful. According to the University of Kent (n.d.) “this style is not a sign of weakness but more of a sign of strength that your team will respect” (Explanation of different leadership styles). Participative leadership style is best used when quality is more important than productivity and the organization allows for flexibility and a sense of individual responsibility. A positive of this leadership style is that team members will feel like they are a part of the team and that they have a hand in the task at hand. This style breeds a sense of team work thus motivating individuals to work hard. Of the five leadership styles, groups led by a participative leader are most consistent in quality and productivity. In contrast, if the leader is weak and not confident, this style of leadership can result in a lack of decision.
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).
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.
The purpose of this paper is to convey how the recent coursework impacts my leadership style and decision making at my home unit. Over the period of seven weeks I underwent training provided by the Non-Commission Officer Academy and fellow students attending the course. The blocks of instruction were designed to facilitate discussion amongst the students present. Personnel from varying intelligence military occupational specialties composed the class; this created an environment with a multitude of experiences and skill levels. The overall experience was pleasant but did have its challenging moments.
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.
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
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.
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 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...