Get Your Assignment Done at the Most Affordable Prices
Get Your Assignment Done at the Most Affordable Prices
14 Pages 3519 Words 415 Downloads
Leadership is the capability of individual to influence group of people to perform their work in single direction in order to meet their targeted goals and objective. An effective leader is the one who inspires and motivate its team member to make them work harder to meet vision of company. It can be said that leaders often uses various tools and techniques according to the interest of individual to influence them for placing their efforts at highest level (Schyns and Schilling, 2013). This present report is based on Leadership and its different styles which are adopted by leaders in their regular based working pattern. It also includes detailed description about leadership style along with their advantages and disadvantages. At last, this report also includes detailed reflection about the overall experience of individual with which they have through completing this research.
Leadership refers to art of individual to motivate overall team or group of people in order to achieve common goals. It is a skill of individual which basically influence people to work in the same direction (12 Different Types of Leadership Styles, 2018.). It includes sharing of vision and mission with the manpower in order to make them work for the same thing willingly. It can be said that leadership is an effective skill which helps employees to perform their job responsibility in the effective manner in order to achieve targeted goals and objective of the company effectively. As a result, organisation easily increases their number of opportunity which enhances its profitability too. There have been different leadership styles which are adopted by leaders to execute their business activities effectively. Some of the main leadership styles which are adopted by leaders are described below along with advantages and disadvantages and it application in the business operations as well.
Transactional leadership: This leadership style mainly focuses on the outcome of employees performance, it has been realised that leaders who follows the same this leadership style gives rewards to employees on their performance whereas they punishes employees on low productivity (Renko and et. al., 2015). This leadership practice strictly follows clear cut vision, commands, chain of action, etc. which helps in leading employees to follow same instruction in order to achieve targeted goals and objective. It has been analysed that leaders are quiet strict according to this style as they only believes in increasing productivity of the employees. They simply motivates employees by giving something back to them in exchange. In this, employees of the company always requires someone to motivate and instruct them in order to make them work effectively and attain their targeted goals and objective in appropriate manner.
Transformational leadership: This leadership practice reflects as most inspirational techniques which motivate individual to give unexpected result to the company. According to this style employees owns full liberty to take decision at their own level without taking permission of any superior authority. But this thing is only applicable by providing appropriate training to the worker which will make them self prepared to understand actual and make them feel comfortable to take desired objective. This directly leads to achievement of their own targeted goals and objective. As a result, it also contributes in the achievement of organisational goals too.
(Source: Transformational Leadership. 2014)
Autocratic leadership: It is considered as the extreme version of transactional leadership style. As in this, leaders owns full control over their staff members. In addition to this, they also do not share power or responsibility with employees which increases burden of work on the leader. It can be said that this leadership style is less expected by the staff member (Amanchukwu, Stanley and Ololube, 2015). This may also result in excessive management but at the same time it works as the boosters as employees works as more effectively due to fear which influences them to give extensive productivity. As a result, outcome of this leadership is both positive and negative. This leadership style directly reduces the chances of creativity or initiatives of employees towards the company as they do not feel attached to the company which resists them to place extra efforts of them towards the organisation.
(Source: Autocratic Leadership, 2018)
Democratic Style: This leadership style is also known as a participative leadership or shared leadership, in this style of leadership members of team participle in process of decision making and can be applied to random organisation whether being private business to schools or to government. It is been analysed that this style of leadership gives increase in productivity, effective contributions from members of team and boost morale of members (Goleman, Boyatzis and McKee, 2013).
(Source: Democratic, Autocratic and Laissez-Faire. 2018)
Advantages of Democratic Leadership
Since this leadership style motivate members in group to discuss their ideas and opinions though final decision is taken by a leader. They feel encouraged and come up with more innovative ideas and better solutions to problems. If there is participation of members of team in every discussion they feel more involved in tasks and get committed to projects which show their concern about the outcomes and end result of project. When employees get more engaged to projects they will eventually lead to increase in profit and productivity of a company as well as among members of group. Democratic leadership also plays a crucial role in developing satisfaction among employees regarding their job and give solution even to complex issues easily.
Disadvantages of Democratic Leadership
Although democratic leadership is defined as a impressive style of leadership, it do have some disadvantages too. In certain cases when there is a situation where members do not have clarity of their roles or have insufficient time, this leadership style can lead to failures of gap in communication which will eventually lead to uncompleted of projects. There are certain cases where the members of group do not have adequate knowledge or information about a topic which unable them to give expertise or participate effectively to the process of decision making. It may also decrease the morale and motivation of employees within workplace as they will feel that their opinions and ideas are not taken into consideration (Herrmann and Felfe, 2014). They wanted their ideas to get implemented as there are many solutions to one problem for a specific project which lead them to waste their time in doing apologises to leaders for using their ideas in implementation of a project. This style can also be treated as a time consuming process at times because it takes time for individual to gather and discuss their opinions or share their ideas regarding any project. When there is unskilled members in groups it will lead to poor decision making .
This style is also known as delegative leadership, in which leaders are free and all the decision making powers are in hands of members of group and this style leads to decline in profits and productivity of a firm.
The main advantage of this leadership style is that it helps in flourishing more creative and motivated environment in the organization as the subordinates are allowed to take decisions on there own. Along with this, it helps in timely completion of goals of the organization with high quality because subordinates has the power of decision making and process setting. In addition to this, in this style decision making power are given to the subordinates there is increase in the responsibility of personnels which act as an motivation tools for them and also increase there performance. As a result, it contributes in attaining maximum no. of satisfied subordinates then any other leadership style (Greenstein, 2012).
Disadvantage of Laissez-faire Leadership
There are many problems that have been revealed with this style of leadership like employees are not working in groups together and as an individual and do not show dedication and hard work as they are not being directed by manager. This style of leadership is not suitable if employees do not have adequate knowledge, experience and skills that are required to complete a task or project which will eventually lead to less innovative ideas and capacity of members for doing a project and will lead to less satisfaction of job among employees. The staff members are not able to create deadlines for completion of a task or manage their project guide lines which lead to unsuccessful completion of a task as there are some members who cannot work without direction or guidance of a leader and also are unable to solve their problems. They do not get feedbacks for work they have done which will lead to uncompleted tasks and members may miss deadlines or managers do no get the task completed according to their desires . This behaviour of employees can create trouble for leaders as well as they are assign to blame to the employees rather than taking some responsibility on themselves (Peus and et. al., 2012).
Our intention is to help numerous students worldwide through effective and accurate work.
As per the above specified report it has been analysed that leadership is ability of the individual which contributes in leading group of people towards same direction. Gibbs model is highly useful for analysing the success and shortcomings of any specified activity and thus, the application of Gibbs Model for my reflective practice is below:-
Get help on leadership assignments at affordable prices at https://www.globalassignmenthelp.com/leadership-assignment-help
As per the above mentioned report, it has been concluded that leadership is considered as the capability of person who motivates and leads overall team in single direction for achieving common goals and objective of the company. It has been analysed that autocratic leadership is not accepted by modern days employees or workers as it does not gives them liberty to perform their job responsibility in their own pattern. It has been identified that Laissez-faire Leadership is the best suitable leadership among all of the above explained leadership as it believes in the concept of delegating responsibility and decision making power to employees. This allows workers to take decision at the same time according to requirement of work. Along with this, Gibbs model have been used in order to reflect overall experience and outcome of report in best possible pattern.
Schyns, B. and Schilling, J., 2013. How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes. The Leadership Quarterly. 24(1). pp.138-158.
Renko, M., and et. al., 2015. Understanding and measuring entrepreneurial leadership style. Journal of Small Business Management. 53(1). pp.54-74.
Du, S. and et. al., 2013. The roles of leadership styles in corporate social responsibility. Journal of business ethics. 114(1). pp.155-169.
Ojokuku, R. M., Odetayo, T. A. and Sajuyigbe, A. S., 2012. Impact of leadership style on organizational performance: a case study of Nigerian banks. American Journal of Business and Management. 1(4). pp.202-207.
Amanchukwu, R. N., Stanley, G. J. and Ololube, N. P., 2015. A review of leadership theories, principles and styles and their relevance to educational management. Management. 5(1). pp.6-14.
Lam, C. S. and O'Higgins, E. R., 2012. Enhancing employee outcomes: The interrelated influences of managers' emotional intelligence and leadership style. Leadership and Organization Development Journal. 33(2). pp.149-174.
Goleman, D., Boyatzis, R. E. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
Herrmann, D. and Felfe, J., 2014. Effects of leadership style, creativity technique and personal initiative on employee creativity. British Journal of Management. 25(2). pp.209-227.
Greenstein, F. I., 2012. The presidential difference: Leadership style from FDR to Barack Obama. Princeton University Press.
Peus, C., and et. al., 2012. Authentic leadership: An empirical test of its antecedents, consequences, and mediating mechanisms. Journal of business ethics. 107(3). pp.331-348.
Kara, D., and et. al., 2013. The effects of leadership style on employee well-being in hospitality. International Journal of Hospitality Management. 34. pp.9-18.
Lian, L. K. and Tui, L. G., 2012. Leadership styles and organizational citizenship behavior: The mediating effect of subordinates’ competence and downward influence tactics. Journal of Applied Business and Economics. 13(2). pp.59-96.
Abualrub, R. F. and Alghamdi, M. G., 2012. The impact of leadership styles on nurses’ satisfaction and intention to stay among Saudi nurses. Journal of nursing management. 20(5). pp.668-678.
Strom, D. L., Sears, K. L. and Kelly, K. M., 2014. Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees. Journal of Leadership & Organizational Studies. 21(1). pp.71-82.
Marsh, C., 2013. Business executives’ perceptions of ethical leadership and its development. Journal of Business Ethics. 114(3). pp.565-582.
McDermott, A. M. and et. al., 2013. Promoting effective psychological contracts through leadership: The missing link between HR strategy and performance. Human Resource Management. 52(2). pp.289-310.
Mittal, S. and Dhar, R. L., 2015. Transformational leadership and employee creativity: mediating role of creative self-efficacy and moderating role of knowledge sharing. Management Decision. 53(5). pp.894-910.
Clarke, S., 2013. Safety leadership: A meta‐analytic review of transformational and transactional leadership styles as antecedents of safety behaviours. Journal of Occupational and Organizational Psychology. 86(1). pp.22-49.
Ertureten, A., Cemalcilar, Z. and Aycan, Z., 2013. The relationship of downward mobbing with leadership style and organizational attitudes. Journal of Business Ethics. 116(1). pp.205-216.
Doody, O. and Doody, C. M., 2012. Transformational leadership in nursing practice. British Journal of Nursing. 21(20). pp.1212-1218.
12 Different Types of Leadership Styles. 2018. [Online]. Available Through: <https://wisetoast.com/12-different-types-of-leadership-styles/>
INTRODUCTION Management operations refers to the practices of business administration, in order to establish highest level of productivity in the organisation. It is related with converting raw materials into finished products with the optimum utilisation of labour to increase profits and growth...ReadMore14 Pages 3621 Words 357 Downloads
INTRODUCTION Organization behaviour is a scientific approach with the help of which workforce behaviour is being studied in order to analyse and control the behaviour of employees working in an organization. Such analysis is being conducted by the organization so as to result better outcome in the...ReadMore16 Pages 4045 Words 663 Downloads
INTRODUCTION The global business environment refers to the environment in various dominant countries, including factors extracellular to the domestic environment of the administration, affecting decision component on resource utilisation and capabilities. It includes various factors –...ReadMore9 Pages 2232 Words 357 Downloads
Introduction Internal and external factors that affects overall performance of a company is known as business environment. Factors that are mainly included in the business environment are suppliers, competitors, owners, employees, government laws and other market and economic trends(Hilton and...ReadMore14 Pages 3483 Words 833 Downloads
TASK 1 Globalisation introduction Globalisation refers to the process of setting up political, social, economical and cultural relation across the national boundaries. This allow businesses to perform its operations at global...ReadMore5 Pages 1294 Words 544 Downloads
25% OFF + Free Turnitin ReportImprove Your Grade !Avail the Best Custom Assignment & Essay
Get all these features for