Four common leadership styles are autocratic leadership, democratic leadership, laissez-faire leadership, and paternalistic leadership. Depending on the specific setting and context, one style may be more effective than another. For example, autocratic leadership can work well when quick decisions need to be made, but it can also make employees feel devalued and unimportant. An autocratic leader centralizes power and decision-making in and of himself.
Give orders, assign tasks and duties without consulting employees. The leader takes all authority and assumes all responsibility. An experiment carried out among Boy Scout clubs in the United States in 1940 shows that autocratic leadership is likely to arouse antagonism in the group and produce hostility towards the leader. In democratic groups, the absence of the leader made little difference, while in autocratic groups, productive work was reduced to a minimum when the leader was out of the room.
Prepare for the future with 15% tuition aid in some online programs*. Start learning today (ends January 2) This is as clear as your name. In democratic leadership, leaders democratically make or break decisions based on the opinion and feedback of their team. Although it is the leader who makes the final decision, every opinion counts.
This is easily one of the most effective leadership styles, as it allows employees to have a voice. This is the exact opposite of democratic leadership, in which the opinions of employees are not taken into account. Leaders with this style expect others to adhere to the decisions they make, which is not a sustainable approach in the long term. Strategic leadership acts as a bridge between the top team and employees.
Leaders who adopt this style ensure that both the executive interests and the working conditions of the team are stable when a decision is made. This leadership style focuses on greater growth and, at the same time, encourages individual team members to focus on their strengths and talents. While this is similar to strategic and democratic leadership styles, the approach here focuses more on the individual. For example, Airbnb CEO Brian Chesky practices a leadership style at the intersection between courage and coaching.
Let's first understand what leadership is, followed by types of leadership, different leadership styles, and career opportunities. This leadership style is less likely to be effective because (i) the new generation is more independent and less submissive and not willing to rigid control; (ii) people seek satisfaction for their ego in their jobs and (iii) the revolution of rising expectations changed people's attitudes. A paternalistic leadership management style is characterized by an authority figure who treats partners and employees as if they were all part of an extended family in exchange for their loyalty and obedience. This is a trend like this, which can be authoritarian for team members and create negative feelings.
Understanding the types of leadership and the diverse styles of leadership can add a lot of value to the impact that leaders can create in their organizations. It can be difficult for newcomers to adapt to this leadership style or for staff members to develop an understanding of who is ultimately in charge and responsible for the results. Laissez-faire leadership is a leadership style in which the leader adopts a hands-off approach and allows subordinates to make their own decisions. This type of leadership can also lead to greater employee motivation, as employees feel more empowered and responsible for their work.
This type of management style is often used in organizations where collective decision-making and the participation of all team members are needed. It is necessary to study the different leadership styles from which an appropriate style can be selected, depending on the situation in which the leadership is exercised and the nature of the followers involved. Paternalistic leaders worry about their decisions, but adopt a controlling leadership style, expecting loyalty and obedience from employees. This style can be effective when quick decisions need to be made or when there is little time to discuss.
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