Leadersip And Management - Essay Example

Institutions managed through democratic style are chosen depending on the permanence and social order. The style transcends the individual human lives and intentions through enactment of rules that capitalize on the cooperative human behaviour. The democratic leader shares problem-solving and decision-making responsibilities with the employees. However, the leader retains the discretion to make the final decision. Democratic leadership incorporates various styles. Democratic leadership incorporates different styles such as anticipatory democracy that is related to the future expectations and bioregional democracy that links geopolitical regions to ecological regions.

Additionally, democratic style also includes cellular democracy that is related to the multilevel bottom-up structure of communities; defensive democracy whereby the democratic principles within the society limits some rights to protect some institutions of democracy; and liberty democracy that protects the individual rights (Billsberry, 2009). The prominent goal of democratic leadership is fostering employee investment in an organization through enhancing their commitment to individual roles within the organization.

Some examples of democratic leadership situations include requesting idea input from all members, voting on the most effective way of the input and encouraging members to apply all their efforts in project implementation. The democratic leader is required to develop plans that assist employees in the evaluation of their own performance, establishment of goals, advancement in the job as well as getting promotions (Hayes, 2010; Price, 2009). The democratic process is characterized by free and fair elections.

Democratic elections are governed by electoral rules. The elective rights are characterized by eligibility and suffrage i.e. the freedom to run for an elective post and the right to participate in voting. Democratic style is most effective when the leader is willing to keep employees informed on matters affecting their welfare (Caruso and Mayer, 2004; Goleman, Boyatzis and McKee, 2002; Spector, (2005). The style is necessary for employees to share problem-solving and decision-making duties. The style is also effective when the leader is willing to develop a sense of personal progress and job satisfaction.

Enormous or complex problems may require the intervention of democratic solutions for them to be ardently solved. The style is perfect when the leader is planning to encourage team building and participative role play among employees. However, democratic leadership style should not be applied when the time is not sufficient to include everyone’s input. According to Grint (2005), democratic decisions are not suitable if the managers can easily and cost-effectively make decisions. It is also not advisable for the leaders to apply the style if they feel threatened by it.

The style is also not suitable if the business cannot afford mistakes or if the employee or member safety is of critical concern. According to Rayasam (2008), democratic leadership yields highly motivated employees who generate and offer creative solutions to various problems. This is because the members are encouraged to share ideas and opinions leading to better solutions. The members feel a sense of responsibility to the results thus; they apply the necessary efforts in improving production.

At the national level, democracy negates electoral fraud and related malpractices such as illegal voter registration, improper