I. INTRODUCTION
a. Leadership is one of the primary determinants as to whether an organization and its personnel will be successful. In order to be a successful leader it is important that an understanding of the various leadership styles is developed. Leadership style has a direct impact on an organizational effectiveness and employee performance. A thorough understanding of the various leadership styles enables us to “develop our own approach and become a more effective leader” (Malos, 2012, p. 421).
b. Research has shown that leadership style “influences the team members’ execution and performance, as well as motivates the team to reach the organization’s goal(s)” (Cunningham, Salomone, & Wielgus, 2015, p. 28). The leadership styles
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THE IMPORTANCE LEADERSHIP STYLES
a. Leadership styles
i. Rubin (2013) defines leadership style as “a form of cross situational behavioral consistency” (p. 55). Leadership styles deal with the way in which a leader interacts with his or her subordinates. ii. Leadership plays a primary role in influencing an employee’s actions towards the achievement of organizational goals. iii. Bojadjiev, Kostovski, and Buldioska (2015) state that there are conflicting opinions on the idea that leadership style should or can adapt to different situations. iv. Sethuraman and Suresh (2014) add that literatures have stated that the key elements for a successful organization are leadership style and competency. They also explain that Fiedler 's Contingency Theory explains about the relationship between leadership style and performance of the group during different situations.
III. AUTOCRATIC (AUTHORITARIAN) LEADERSHIP STYLE AND ITS ORGANIZATIONAL EFFECTS.
a. Defined.
i. Lopez and Ensari (2014) define an autocratic leader as one who has total authority and control over main decision making, and closely monitors employees until the job is completed. They typically make decisions based off of their own ideas and are not very receptive to others’
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Arnold, Connelly, Walsh, and Ginis suggest that a laissez-faire leader creates a destructive environment where resource gain is increasingly difficult; resources are expended in avoiding interactions with followers iii. Researchers have found that this is generally the leadership style that leads to the lowest productivity among group members.
VI. CONCLUSION AND RECOMMENDATIONS
a. This literature will provide the reader with a better understanding of three of the most widely used styles of leadership. Through this paper they will be able to discern the different situations in which each one could have its benefits as well as those situations where one style could have negative impact on an organization.
b. The overall strengths of this work will be the data gathered that supports the various standings of the different leadership styles as being effective or ineffective in different situations.
c. The overall weakness of this work will be the overwhelming amount of data that only speaks in detail to the styles of democratic and autocratic leadership. The laissez-faire leadership style is not used as much as the other two and therefore does not have as much supporting
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 leaders take full authority and assume full responsibility. Autocratic leadership typically is negative, based on threats and punishment, but it can appear to be positive, as demonstrated by the benevolent autocrat who chooses to give some rewards to employees. Consultative leaders approach one or more employees and ask them for inputs prior to making a decision. These leaders may then choose to use or ignore the information and advice received, however.
Leadership is defined as the action of guiding an individual or group of people. Effective leaders shape the behavior and thought process of the individuals around them. As a result, the success of an organization is often impacted by the leadership style and approach of its leaders. Even when engaging with multiple people, impactful leaders maintain their own style of leadership but occasionally change their approach based on the motivational needs of each individual. However, regardless of the style, leadership within an organization is designed to drive the performance of their employees and it is done through proficient communication. This guidance influences the culture of an organization, which subsequently, helps to shape its leaders.
Leadership is a communication process of a leader and individuals in which the leaders behavior or attitude directs individuals towards any goal effectively. It is widely believed that leadership creates the vital link between organizational effectiveness and people’s performance at an organizational level (Avolio, 1999; McGrath and MacMillan, 2000). The effectiveness of an organization depends upon the leader having an effective leadership style in order to effectively reach the goal of the organization; with it being one of the key driving forces for improving a firm’s performance. Scholars suggest that effective leadership behaviors can facilitate the improvement of performance when organizations face problems (McGrath and MacMillan, 2000). To effectively achieve leadership of individuals and organizational outcomes, four theories can be used; Fiedler’s Contingency Model, Hersey and Blanchard’s Situational Leadership Model, Vroom & Yetton Participative Leadership Model, and House & Dessler Path-Goal Theory.
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
The situational leadership theory states that leaders use different styles and strategies depending on the situation. There are two models that support this theory. The Fiedler’s Contingency Model of Leadership Effectiveness states that an “effective leadership occurs only when there is an ideal match between the leader’s style and the group’s work situation” (pg
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.
Lewin, Leppit, and White were cautious in the conclusions the drew from this study. They noted that autocratic leadership does get results and is preferred over democratic leadership. However they observed that autocratic leadership can create tension, apathy, frustration, and dependence by the group on the leader. Further, the researchers found that some of the differences in the behaviors of the children were associated with the presence or absence of the leader. Specifically, constructive effort declined in the autocratically controlled children groups. Finally, they observed very little value in laissez-faire control ---an essentially “no-leader” approach to leadership.
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.
Many organizational theorists concur that existence of effective leadership is one of the important contributors to the overall organizational success. Leadership is defined as “a process of social influence by which an individual enlists the aid and support of others in the accomplishment of a task or mission" (Chemers, 1997). According to Stogdill (1957) he defined leadership as the individual behaviour to which guides a group to the achievement of a common objective. Lee and Chuang (2009) explained an excellent leader does not only inspires subordinates’ potential but enhance efficiency to meet their objective in the achievement of organizational goals. Chen (2009) collaborates with these statements by considering that leadership is as process in which various behavioural approaches are used to guide employees to a shared goal. In the process the leader influences the organization members through a series of interpersonal interactions in which they seek to inspire the organizational members towards attaining organizational goals. Fry (2003) explains leadership to be the use of a leading strategy which
After completing the “Leadership Style Questionnaire” and analyzing my results, I have learned what my preferred leadership style is and how that influences how I lead and may be perceived from members of the group. From the results attained from the questionnaire, my preferred style of leadership is directing. This type of leadership style is best for individuals who have a low competency and high commitment level. These types of leaders are highly focused on tasks and less focused on relationships. They make decisions without consulting with the group and communicate without regarding the group’s concerns or suggestions. This type of leader also supervises the followers intently. They are very successful in creating objectives for each follower and the group as a whole to guide the group in reaching a certain goal.
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
”Leadership involves the exhibition of style or behavior by managers or supervisors while dealing with subordinates; leadership is a critical determinant of the employees ' actions toward the achievement of the organizational goals” (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014). Leadership is a strength that initiates, inspires, and guides the cooperation and attitudes of others on the way to set vision. Leadership is influential and involves several styles of approaches that involve trust, accomplishment and focus to reach a projected result. Using and implementing the ideas of others motivates new thinking and gains the confidence to build the trust and encourage everyone to work to the same goals (Northouse,
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.