Does Leadership Style Matter - Assignment Example

?Does leadership style matter? Does leadership style matter? Leadership delineates the process of inspiring others towards achievinga common goal. On the other hand, leadership style refers to the characteristic manner in which a person leads others. Traditional conceptualizations categorized leadership styles into three distinct categories. These are: democratic, autocratic and laissez-faire. This categorization is greatly associated with Kurt Lewin and his fellow researchers (Hill & McShane, 2006). Different situations require different leadership styles. However, a leadership style adopted should be the most appropriate in effectively achieving the objectives of the organization. It is on this premises that it may be asserted that leadership style actually matters to large extents. On the contrary, other people hold unto beliefs that it does not matter which leadership style a leader may adopt. Thus, what matters is not the leadership style, but the leaders themselves. It is on this basis that they assert that leadership is rather innate (Hill & McShane, 2006). This implicates that leadership is predetermined by a person’s distinctive dispositional characteristics during birth. Such a leader is deemed to be born leaders and therefore his leadership is effective irrespective of the leadership style he/she may adopt. Disregarding the leadership style, such people believe that leadership entails possessing power over others. Thus, leadership is a form of power and dominance to over others. This means that no matter what leadership style, a leader must always exercise power over people. This means that the type of leadership style does not matter at all. More often than not, those who profoundly discredit leadership style believe that, leaders are positively influential. This is to imply that employees perform well when under guidance of an effective leader. This is to mean that leaders make differences in the people. Thus, no matter what leadership style, leaders are expected to be influential to the people under them. In this regards leaders are deemed to entirely control the outcomes of groups. They are in total control of their groups’ achievements. Be that as it may, management experts have evidenced that leadership styles have palpable effects on a group’s performance. Thus, different styles are effective for different situations. In this regards, each of the leadership style is appropriate in specified circumstances. In determining which leadership style to adopt, it is important to consider the leader’s personal background. This may include the leader’s personality, experience, skills, knowledge, ethics and values. It may also be worthwhile to consider the employees being supervised. Indeed, employees are usually individuals with diverse personalities and backgrounds. In considering which leadership style to adopt, it is also important to look at the company’s traditions, philosophy and values as well. This may help in choosing the most suited leadership style that may be effective for the organization. It is therefore important to critically analyze the three major leadership styles with references to where they are most effective, with the aim of establishing that leadership style matters a great deal. To commence with, democratic leadership style defines a style whereby the leader shares the decision-making abilities with the members of the group. In this style, leadership involves the sharing of ideas, discussions, debates, consultations and encouraging employees to be part of the decision making. Thus, democratic leadership is otherwise known as participative leadership style. In a democratic type of leadership, the leader is considered as a coach who make the final decision, but this has to be done after consulting various staff members. Such type of leadership may produce high quality and high quantity work. Democratic leadership style is more effective in specific instance. In this regards, it may be the appropriate leadership style in situations when the leader intends to keep the employees informed about important matters that affect them. Also, democratic leadership is effective when the leader wants to incorporate the employees in decision-making as well as problem-solving (Robbins, De Cenzo & Coulter, 2010). Conversely, when a leader intends to provide opportunities for employees for personal growth and developing job satisfaction, democratic leadership may be adopted. It is also effective when coming up with changes that greatly affect the employees. Furthermore, democratic leadership style may be effective when the leader wants to enhance team building and employee participation in various tasks in the organization. Nonetheless, democratic leadership style may not be the appropriate leadership style in several other instances. For instance, it may not fit in a situation where employee safety is a major concern. Also, it may also not be appropriate when there is not enough time to consult everyone or having everyone’s input such as during emergencies. According to Robbins, De Cenzo and Coulter (2010), democratic leadership style may also not be efficacious when the leader feels threaten by adopting it. The second leadership style is autocratic leadership, otherwise known as authoritarian leadership style. This is whereby the leader keeps strict and close control of the people under him or her (Robbins & Judge, 2010). The leader maintains as much power as possible. The decision-making function lies entirely with the leader. He/she odes not consult the employees at all. The employees are therefore not allowed to give any input in whatsoever situation. All the employees need to do is to obey orders given unto them without any explanation. In such a leadership style, employee motivation is controlled by the use of rewards and punishments, otherwise known as sticks and carrots. Indeed, this type is leadership is usually considered classical Nevertheless, autocratic leadership style may be appropriate in various situations. For instance, it may be effective in situations involving new, untrained employees who are neither aware of the task they are expected to perform, nor the procedures they are expected to follow. Autocratic leadership may also be appropriate when effective supervision is required through the use of detailed orders and instructions. When employees do not respond to any other leadership style, autocratic leadership style may be employed. Also, it is effective when the organization anticipates producing high-volume productions. Moreover, autocratic leadership may also be used in a given area which is poorly managed. When there is limited time to make decisions, autocratic leadership may be the best leadership style to adopt. Also, when the leader’s power is challenged by an employee or a group of employee, such a leader may resort to the use of autocratic leadership style. Autocratic leadership style is characterized with downward communication, setting goals individually and close supervision. Thus, this leadership style may not be appropriate when there is low employee morale and lack of motivation. It may also mot be effective in instances when there is high turnover rates and absenteeism among employees. Finally, autocratic leadership style may not work where employees expect to have their opinions heard. The third leadership style is referred to as laissez-faire, otherwise known as hands off leadership style. This is the leadership style where the leader does not lead, but leaves the group entirely to control instead (Robbins & Judge, 2010). In this case, the employees are allowed maximum freedom. They decide their own policies and devise their own methods. The leader therefore delegates most of the tasks to the group and provides little or no direction to them. It therefore creates an environment of high degree autonomy to the group as well as self-rule. A leader in such a leadership style provides the group with the materials and resources required to accomplish their set goals. Such a leader does not take part in decision making of the group, not unless they request for it. Be that as it may, Laissez-faire leadership style is most effective in various situations. For instance, it is appropriate when the employees are highly skilled, well educated and have excellent skills to perform their duties without supervision. It may also be effective when the employees exhibit pride in their own work and have an intrinsic drive to successfully complete tasks on their own. Furthermore, Laissez faire may also be appropriate when outside experts, specialists and consultants are being utilized (Robbins, De Cenzo & Coulter, 2010). Also, it is the most perfect leadership style when the employees are trustworthy and more experienced. Conversely, just like the other leadership styles, laissez-faire may also not be appropriate in some other instance. This include when the employees feel insecure in the absence of a leader. Also, it may not be appropriate in cases where the manager is not in a position to provide a regular feedback about the progress the employees are making. It may also not be effective when the leader does not understand his or her responsibilities well. Thus, basing on the foregoing discussion, it may be concluded that there exist a myriad of leadership styles. However, the three eminent leadership styles that have gained prominence include democratic, autocratic as well as laissez-faire leadership styles. Each of these leadership styles may be effective and most appropriate in specific situations. The concept of leadership style has remained a contentious issue over a long time. It has stirred up mixed controversy. On one hand, some people believe that leadership style does not matter at all. On the other hand, others hold that leadership styles matter a great deal. However, one thing that turns out clear is that, each of these leadership styles is important to any leader. Therefore, much care should be taken in determining which leadership style to adopt. References Hill, L. C., & McShane, S 2006, Principles of management, McGraw Hill, New York. Robbins, S., & Judge, T. A 2010, Organizational behavior, Prentice Hall, New Jersey. Robbins, P. S., De Cenzo, D. A., & Coulter, M 2010, Fundamentals of management, Prentice Hall, New Jersey. Read More