describe various leadership styles based on the use of authority
describe various leadership styles based on the use of authority

Organizations that thrive on expertise and innovation would benefit from this leadership approach. Laissez-faire leaders equip employees with the necessary tools while shielding them from extraneous pressures that impede progress. You will generally see this style in the startup, media, technology, or investment sectors.

  • The leader does not consult or seek the opinion of his subordinates.
  • The employees work as hard as is necessary to avoid punishment.
  • They are focused on bringing out the best in their teams by guiding them through obstacles to achieve their goals.

However, transformational leaders risk losing track of individual learning curves as some team members may not receive appropriate coaching and guidance to get through challenging tasks. At the same time, transformational leaders can lead to high productivity and engagement through shared trust and vision between the leader and employees. The autocratic type of leadership style can be very retrogressive as it fuels employee disgruntlement since most decisions would not be in the employees’ interests.

Before using this style, make sure each team member has the right skill level and self-direction capability. They must be able to motivate themselves to keep the work going. Otherwise, this approach could backfire and cause more harm than good. Research shows that this style of leadership results in higher performance and more improved group satisfaction than other leadership styles.

This form of leadership normally exists where there are various cultures in the society. This leadership has also industrialized as a way to recognize front-runners who work in the contemporary globalized market. They reach decisions, communicate them to subordinates and expect prompt implementation. An autocratic work environment normally has little or no flexibility. Laissez-faire Leaders still provide their teams with the resources and tools they need to succeed but they remain generally uninvolved in the day-to-day work.

Affiliative leadership

The servant leadership style is also criticized for not being agile enough to respond to tight deadlines and high-velocity organizations or situations. Servant leadership involves a leader being a servant to the team first before being a leader. A servant leader strives to serve the needs of their team above their own. Servant leaders try to find ways to develop, elevate and inspire people following their lead to achieve the best results.

In the eyes of autocratic leaders, socializing and team-building activities are of limited relevance. Bosses hardly listen to the opinions or suggestions of subordinates. When employees know who has the ultimate word, the process becomes more efficient and clearer. Referent power derives from employees’ respect for a manager and their desire to identify with or emulate him or her. The authoritarian makes all decisions, independent of member’s input. The authority figure dictates direction, leaving members in the dark about future plans.

describe various leadership styles based on the use of authority

Authoritative Leaders help people see where the organisation is going and what is going to happen when they get there. If you’ve read up on the Southwest Airlines organization, then you already understand the concept of servant leadership – they profess to practice it daily. A “servant leader” is someone, regardless of their level on the corporate hierarchy, who leads by meeting the needs of the team. As you might have guessed, further research has yielded more leadership styles than the original three that Lewin and his team identified in 1939. Still, Lewin’s studies were influential in establishing a starting point for this kind of research. Let’s take a look at some additional leadership styles proposed by researchers since Lewin developed his original framework.

The democratic business leader

The employees work as hard as is necessary to avoid punishment. They will thus produce the minimum which will escape punishment. Beside homework, I aim to exercise some of these styles into my daily routines and practically see which one of these fits right for me. If the merits and demerits of each style is talked about could be so good, it will help us understand and consume the information much easily. Yes, examples would be nice, but just think of your friends and family’s. One example of a cross-cultural leader in sports is quarterback and Heisman Trophy winner Mariota Marcus.

An example can be a unilateral increase in working hours or a change in other working conditions unfavorable to employees but made by leadership to increase production. Without employee consultation, the manager may not be fully aware of why production is not increasing, thereby resorting to a forced increase in working hours. It can lead to persistent absenteeism and high employee turnover. On the opposite end of the spectrum is the laissez-faire leadership style, which is more of a hands-off approach.

Instead, it would be best to focus on honing a leadership style that aligns with your abilities. You need to know your leadership style before asking for feedback. Your staff’s feedback can help you identify your natural approach or choose the ideal leadership style for your company. Directing leadership style works for projects with clear objectives and no opportunity for flexibility. These leaders direct their team with confidence and assurance because they have a clear vision. Also, these leaders get stakeholders to agree on all aspects of the project.

For instance, an employee or team may receive an incentive or bonus for achieving a target set by the company. Can you help to add example and activities of leader for each leadership styles, and help to detail the pros and cons and which situation to preform those styles. Coaching leadership involves teaching and supervising followers.

Transformational leadership works when you have a strong vision of the future and are willing to work within the system and bring diverse people together to make it happen. Examples of transformational leaders include Peter Drucker and Barack Obama. Autocratic leadership can work well when existing management is too lenient and workers are not pulling their weight.

Some leaders cannot work comfortably with a high degree of followers’ participation in decision-making. Some employers lack the ability or the desire to assume responsibility. Flexibility – they can move effortlessly from one leadership style to another. One example of when the Authoritative Leadership style could be effective is in changing and uncertain times, as these leaders give a clear vision of what needs to be done to succeed. This is defined by a top-down approach when it comes to all decision-making, procedures and policies within an organisation. An Autocratic Leader focuses less on collecting input from team members and tends to make executive decisions that others are expected to follow.

Inspire your team

Autocratic leaders are also great at making their expectations clear and directions easy to follow. And different leaders have different traits that make their specific brand of leadership work. Exercising authority can have the unintended effect of limiting a team’s approach to problem-solving.

By taking into account the opinions of subordinates, leaders can prevent any potential conflicts while maintaining both healthy relationships and peaceful work environments. Ultimately, these qualities help create a stronger sense of loyalty amongst team members which consequently leads to increased productivity overall. This approach fosters an environment where creativity and problem-solving thrive as team members feel empowered to suggest new solutions and build upon each other’s ideas. Servant leadership is a leadership style that puts the needs of others first. It emphasizes creating strong relationships with those around you and focuses on enabling them to reach their full potential.

They also understand how to use influencing tactics to achieve outcomes. Finally, we have influence, which really is focused on having an impact on someone’s character, their development or even the way they think. Thus, for influence, we can look at a priest or an instructor, anyone that has an informal position but has the ability to direct or change the viewpoint or character of another. Bureaucratic leadership is suitable for jobs involving safety risks or managing valuable items such as large amounts of money or gold. It is also ideal for managing employees who perform routine work.

Differences Between Power and Authority

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However, the primary leadership styles described above are still relevant in today’s workplaces. An effective leadership style is not “one size fits all”; good leaders adapt their styles to the different circumstances, people and situations. Management writers and theorists call this “situational leadership”. The intelligent leader knows to flex from one style to another as circumstances and situations demand. You have undoubtedly heard of, read about, or seen visionary leaders who have transformed their respective fields. The tales and ideas of visionary leaders tend to inspire others.

As well as authority, these leaders carry a lot of responsibility. With this type of authority, the true knowledge and capabilities of a charismatic leader aren’t necessarily relevant. As long as the people they are leading believe that they are competent, their authority is respected.

These highly influential leaders serve as role models to inspire others. A transformative leader is a visionary who inspires others and encourages critical thinking and innovation. Examples of transformational leaders include politicians like Winston Churchill and business visionaries like Steve Jobs. It is a style that resembles how decisions are made in company boardrooms.

Even if you do not have a naturally contagious personality, you can learn to inspire and motivate others at business and in your personal life. The skills of the group/employees, the task or assignment at hand, or the group dynamics and personalities of group members. As with leadership styles, each base of power has its place in management and can prove effective in the right setting and right circumstances. Lewin’s study found that participative leadership, also known as democratic leadership, is typically the most effective leadership style. In Lewin’s study, schoolchildren were assigned to one of three groups with an authoritarian, democratic, or laissez-faire leader.

There are many examples of transformational leaders throughout history, because these are exactly the type of people to go down in history. The empathetic leader recognizes that great work starts with engaged workers. This type of leader strives to create strong emotional bonds on a team so that those working on it feel a sense of belonging. The empathetic leader makes it a priority to make teammates satisfied with them as a manager and with their team. The leadership style you’re naturally inclined to may not be appropriate for every situation.