Leadership Styles & Using Appropriate Styles in Different Circumstances
Leadership Styles & Using Appropriate Styles in Different Circumstances.
Yusra Kaleem
(2013-TE-058), Sana Asad (2013-TE-090), Hiba Khan (2013-TE-064)
Sir Syed
University of Engg. and Technology, Karachi-PAKISTAN
_________________________________________________________________________________
Abstract
The article highlights some of the common
approaches to leadership styles and explores the pros and cons of each.
Specifies visionary thinking and bringing about change, instead of management
processes that are designed to maintain and improve performances. Leadership
means diverse things to various individuals around the globe, and distinctive
things in various circumstances. For instance, it could identify with group
administration, religious authority, political scenarios, and initiative of
battling gatherings. From mother Teresa to John Kennedy, Mahatma Gandhi and
Winston Churchill to Martin Luther King and Steve Jobs, there can be as many
ways to lead people as there are leaders. Besides describing the basic
leadership styles there is no one right way to lead that fits all situations,
it depends on one’s own skills, experience, team and task trying to achieve.
Keywords:
Leadership, Leadership
styles.
_________________________________________________________________________________
Introduction
Administration alludes
to capacity of one individual to impact others and to change their conduct
towards accomplishing a common objective. As a rule initiative includes;
-
Being
ready to inspire and coordinate others.
-
Taking
obligation regarding the heading and activities of a group.
-
Setting
targets.
-
Organizing
and rousing others.
-
Taking
the initiative.
-
Persevering
when things are not working out.
-
Taking
an inspirational state of mind to disappointment/disappointment.
-
Accepting
obligation regarding botches/wrong choices.
-
Being
adaptable: arranged to adjust objectives in the light of evolving circumstances
1.
There are various initiative styles which pioneers follow in any expert
association, contingent upon the division and circumstance. A decent pioneer
will utilize an assortment of styles of initiative as per the circumstance
while awful pioneers tend to fall into only one style. By and by, most pioneers
use both undertaking focused and individuals arranged styles of administration.
E.g. a fire officer managing a genuine flame should be definitive, settling on
immediate arrangements and woofing out summons, yet when preparing staff, a
participative style will be more viable. Truth be told, picking the right
style, at the perfect time in the right circumstance is a key component of
pioneer viability 2.
Leadership Styles
Following are the styles
of leadership one adopts. People as a leader adopt different styles for
different kind of jobs according to the circumstances. The styles are briefly
described below
Autocratic Leadership (The Boss)
Unequivocal
initiative is the place choices are taken rapidly and halfway by one
individual. Choices seem to be directions for others to accomplish a general
point. Basic in the military, dictatorial initiative conveys commands and the
group believing the pioneer without inquiry. Practically zero interviews happen
with the group with this style. One of the famous examples for an authoritarian
is of Napoleon Bonaparte.
This leading style is
more averse with a chance to be compelling on.
-
The
new generation is more independent and easygoing, not tolerating to be in
control.
-
People
search for sense of self satisfactions starting with their occupations.
-
Transformation
about climbing desires changed the mentality of the people.
Leaders like this can
achieve results quickly. In exploration done on this gatherings, individuals
were observed to be most beneficial under despotic, however there are some
negative perspectives too, if the pioneer gets absent work ceased. Group
doesn't pick up from innovativeness and information of individuals, so benefits
of collaboration are lost. Staff can't enhance their employment fulfillment and
might hate the way they are dealt with prompting high absenteeism and staff
turnover. Serious limitations are there but still much used.
Democratic Leadership (All-Inclusive)
This style of authority
depends on the group been counseled and their feelings being esteemed. The
pioneer might ask for information from colleagues as he/she regards their
specialized ability, and obliges it to settle on the most ideal choice. Fair
administration can be a test when there are solid identities in the gathering.
Here the pioneer needs to make it clear they will take a definitive choice. All
things considered, this authority style is comprehensive in its inclination and
in that capacity, destined to bring the group through testing times, as the
greater part will have concurred the game-plan.
Participative
alternately democratic leaders decentralize power. It's characterized after
consulting with the subordinates and their investment in the plan from claiming
arrangements and policies. The leader urges cooperation in choice making. He
heads those subordinates mostly through influence and example rather than
opposed fear and force. At times those leaders serve as a mediator of the plans
and suggestions from his group. McGregor
labels this style as ' principle Y'.
In this way the
employees feel that management is interested in them, additionally in their
thoughts and suggestions. They will, therefore, put their suggestions for
change.
Favorable circumstances
to democratic are
- Higher
inspiration and will enhance morale. Expanded co-operation with the management.
- Enhanced employment execution.
-
Diminished
of grievances.
-
Decrease
of absenteeism and worker turnover.
Laissez-faire or Free rein Leadership (Chilled-out)
This initiative style is
frequently connected when the group is extremely fit, very much inspired and
composed. Less impedance and decreased direct guideline is ordinary with this
initiative style. However this ought not to be confused for the pioneer showing
an absence of hobby. Depending on great collaboration, exceptionally
motivational and helpful inventive thoughts are produced.
Free-rein leadership
avoids energy and obligation, also takes a least activity for organization. The
leader provides for no bearing and permits the group should build its own
objectives and resolve its own issues. The leader plays the least role. His
idea may be that every part of the assembly when left to them will set onward
as much best exert and the most extreme outcomes can be achieved in this way.
Law based authority will be less averse to win the devotion of the one assembly
3.
Bureaucratic Leadership
Bureaucratic pioneers
take after guidelines thoroughly, and guarantee that their kin take after
methodology absolutely. This is suitable for work including genuine dangers, or
with huge aggregates of cash. Bureaucratic authority is likewise helpful for
overseeing representatives who perform routine assignments. This style is a
great deal less successful in groups and associations that depend on
adaptability, imagination, or advancement. It might be not best style for
building up another item or re-characterizing a brand where an out-of-the-crate
methodology is include.
Charismatic Leadership (Motivational)
Charismatic pioneers are
the driving force behind their group. They create eagerness in their group by
inspiring employees and helping them to stay persuaded at work. The risk with
this style is an excess of inspiration without activity. Charming pioneers
might have overconfidence as opposed to investigating the realistic capacity of
their group to take a venture to finishing.
Paternalistic leadership (Family oriented)
Under this style the
leader expects that as much capacity is understand or fatherly. The
relationship between leader and group is same as of the head of the family and
members of the family. The leader guides and protects his employees as members
of his family. He gives his subordinates for great attempting states and border
profits. It may be expected that employees will work harder and will be more
productive.
However, this paternalistic methodology is
unlikely to work with grown-up employees, a large number of whom don't like
their diversions on a chance to be gazed after by a “godfather.” As opposed to
gratitude, it may produce opposition hatred in the subordinates.
Transactional Leadership
This style begins with
the thought that colleagues consent to comply with their pioneer when they
acknowledge an occupation. The exchange as a rule includes the association
paying team consequently for their exertion and consistence on a transient
undertaking. The pioneer has a privilege to punish colleagues if their work
doesn't meet a standard.
Value-based
administration is available in numerous business authority circumstances, and it
offers a few advantages. For instance, it clears up everybody's parts and
obligations. The drawback of this style is that, all alone, it can be chilling
and flippant, and it can prompt high staff turnover. It likewise has genuine
confinements for learning based or inventive work. Thus, colleagues can
frequently do little to enhance their employment satisfaction.
Transformational Leadership
The transformational leadership style is one
of the most implemented styles. It has integrity, defines clear goals,
encourages clear steps to communication and expressive. This style of
leadership encourages, motivates and supports employers, often involves
recognizing and rewarding people for their good work. This type of leader
inspires their team to work together towards a common target. Transformational
leaders combine the best practices and are leaders who are trusted and can
motivate others.
In practice they are
supported by transactional leaders who work as managers, making sure tasks are
completed and achieved.
“Nothing so needs reforming as other people’s habits” — Mark Twain
The transformational style
requires a number of different skills. And its primary focus is to
make change happen in our self, others, groups, and organizations.
Servant Leadership
This sort of pioneer has
no official title and is not formally perceived as a pioneer, but rather has a
part accepted by a man at any level in the association that leads a group since
they appear to address the issues of the group. This specific style is near
majority rule initiative.
A servant pioneer style
depends on picking up force, which may not work in a profoundly focused
circumstance. This style lays on an arrangement of presumptions. It is not the
pioneer who advantages most, it is the adherents. We have pioneers not acting
childishly, but rather socially. The methodology underlines certain positive
values, for example, trust, honesty, fairness and it can prompt high confidence
among colleagues. This style additionally requires some serious energy to apply
accurately: it’s ill-suited to circumstances where you need to meet tight due
dates.
“The Roots Of Our Problems Are: Wealth Without Work, Pleasure
Without Conscience, Knowledge Without Character, Commerce Without Morality,
Science Without Humanity, Worship Without Sacrifice, Politics Without
Principles.” – Mohandas K. Gandhi
Entrepreneurship leadership styles
An overwhelming
undertaking introduction consolidates with an immediate methodology in offering
guidelines to representatives. An alluring identity, that inspires others to
work with them. Emphatically hate bureaucratic tenets and regulations.
The Coaching Style
A great mentor is a pioneer who
likewise has a remarkable ability to instruct and train. They prep individuals
to enhance both information and skills.
Cross-Cultural / Diverse Leadership
Adapting the initiative styles
expected in a different society either the culture is hierarchical or national
4.
The Leader Exchange Style
Now and then known as pioneer
part trade, the style includes the trading of favors between two people. Trade
can be hierarchical between the bosses or between two people of equivalent
status. For this administration style to work, you have to know how to create,
keep up and repair connections.
Situational Leadership
A decent pioneer will
change intuitively between styles according to the general population and work
they are managing.
Strategic Leadership
This is practiced by the
military administrations and vast organizations. It focuses on the aggressive
way of running an association and having the capacity to out fox and
outmaneuver the opposition 5.
Facilitative Leadership
This is an extraordinary style
that any individual who runs a meeting can utilize. Instead of being mandate,
one utilizing the facilitative authority style uses various backhanded
correspondence 6.
The Participative Leadership Style
It's difficult to order
and demand somebody to be inventive, execute as a group, look after complex
issues, enhance quality, and provide remarkable client administration. The
participative style displays a cheerful medium between over controlling
(micromanaging) and not being locked in, and has a tendency to be found in
associations that should advance to thrive 7.
The Visionary Leadership Style
If you can't envision
the future, you can't shape it, form it or make it. A clear and enabling vision
focuses on clarity about these three vital segments.
-
An
organization's long term purpose, methodologies to satisfy it and future
analysis.
-
It's
working logic.
-
It's
fleeting execution objectives and needs 8.
Using the Appropriate Style of Leadership in Different Circumstances
Authority includes
overseeing, planning and managing, assuming liability for individuals;
coordinating, sorting out and persuading them. A decent pioneer will utilize an
assortment of styles of initiative as indicated by the circumstance while
terrible pioneers tend to fall into only one style. By and by, most pioneers
use both errands situated and individuals arranged styles of initiative.
At college, a
participative style might be generally fitting, while a generation director in
a processing plant might need to utilize a procedural or legitimate style much
or the time. So you have to consider the type of the task.
Think about the
following;
-
The
skills, experience and states of mind of your colleagues.
-
Whether
the work is normal or inventive.
-
You
own favored or normal style.
Exhibit
1: Leadership that Gets Result (From Goleman, Daniel., 2000) 9.
Theories on leadership styles
McGregor’sTheory
Theory
X: They distrust people and believe in close supervision and tight control over
the subordinates.
Theory
Y: They are participative, trust subordinates and involve them in decision
making.
The Blake-Mouton Managerial Grid
The Blake-Mouton Managerial Grid was
published in 1964, and it highlights the most appropriate style to use, based
on your concern for your people and your concern for production/tasks.
With a people-oriented
style, you focus on organizing, supporting, and developing your team members.
This participatory style encourages good teamwork and creative collaboration.
With task-oriented
leadership, you focus on getting the job done. You define the work and the
roles required, put structures in place, and plan, organize, and monitor work.
According to this model,
the best style to use is one that has both a high concern for people and a high
concern for the task – it argues that you should aim for both, rather than
trying to offset one against the other.
Path-Goal Theory
Leader’s job is to use
structure, support and reward to create a work environment that helps employees
reach the organization’s goal. You may also have to think about what your team
members want and need. This is where Path-Goal Theory – published in 1971 – is
useful.
For example,
highly-capable people, who are assigned to a complex task, will need a
different leadership approach from people with low ability, who are assigned to
an ambiguous task. (The former will want a participative approach, while the
latter need to be told what to do).
With Path-Goal Theory,
you can identify the best leadership approach to use, based on your people's
needs, the task that they're doing, and the environment that they're working
in.
Flamholtz and Randle's Leadership Style Matrix
First published in 2007,
Flamholtz and Randle's Leadership Style Matrix shows you
the best style to use, based on how capable people are of working autonomously,
and how creative or "programmable" the task is.
The matrix is divided
into four quadrants – each quadrant identifies two possible styles that will be
effective for a given situation, ranging from autocratic/benevolent autocratic
to consensus/laissez-faire, servant leadership and transactional leadership.
Trait Theory
It focuses on individual
characteristics of successful leaders who possess a set of traits, which make
them distinct from followers.
Behavioral Theory
Main focus is behaviors
of actual leaders. Determines how various kinds of specific behavior affect the
performance and satisfaction of followers.
Contingency theory
Behavior of leader
depends upon characteristics of situation leader is in. Implies under what
conditions employee oriented leadership will be effective and under what types
of conditions production oriented leadership more effective. The effectiveness
of leadership depends upon motivational style and favorableness of situation 10.
In spite of this some
sayings to understand best of leadership are mentioned as;
Harry Selfridge quotes
-
The
boss drives his men; the leader coaches them.
-
The
boss depends upon authority; the leader on good will.
-
The
boss inspires fear; the leader inspires enthusiasm.
-
The
boss says 'I'; the leader, 'we.'
-
The
boss fixes the blame for the breakdown; the leader fixes the breakdown.
-
The
boss says 'Go'; the leader says 'Let's go!' 11.
“Leadership is inspiring
others to pursue your vision within the parameters you set, to the extent that
it becomes a shared effort, a shared vision, and a shared success.”(Zeitchik)
“Leadership is a process
of social influence, which maximizes the efforts of others, towards the
achievement of a goal.” (Kruse)
“If your actions inspire
others to dream more, learn more, do more, and become more, you are a leader.” (John Quincy Adams)
“A leader is like a
shepherd. He stays behind the flock, letting the most nimble go out ahead,
whereupon the others follow, not realizing that all along they are being
directed from behind.”
(Nelson
Mandela)
“A leader is a dealer in
hope.” (Napoleon Bonaparte)
“He who has never
learned to obey cannot be a good commander.” (Aristotle)
“Leadership is the art of getting someone else to do something you want
done, because he wants to do it.” (Dwight
D. Eisenhower) 12.
Conclusion
It is concluded that the
words leader and leadership are frequently utilized inaccurately to depict
individuals who are really overseeing. These people might be exceptionally
talented, great at their employments, and profitable to their associations –
yet that just makes them fantastic chiefs or managers, not leaders. There might
be no leadership without any stretch of the imagination, with nobody setting a
dream and nobody being enlivened or inspired. With an individual’s situated
style, one concentrates on arranging, supporting, and building up ones effort. With
the help of this article best style to utilize is one that has both
a high
sympathy toward individuals and a high sympathy toward the undertaking.
Factors that influence which leadership style to
use;
The manager’s personal background: What personality,
knowledge, values, and experiences does the manager have? What does he/she
think will work?
Staff being supervised: Staff individuals with
different personalities and backgrounds; the leadership style used will vary
depending upon the individual staff and what he/she will respond best to.
The organization: The traditions, values,
philosophy, and concerns of the organization influence how a manager acts.
References
1.
Bruce
Woodcock B.E. (2011) ‘How to Find out
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2016).
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Chand,
C (1994) ’4 Different Types of
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K et al. (1939) ‘Twenty Leadership Styles.’ Journal of Social Psychology, 10,
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(Accessed: 10 February 2016).
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11.
Donald
Clark
(2015) ‘Concepts of Leadership’
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2016)
Figures and Tables
Table1: Leadership that Gets Result
(From Goleman, Daniel., 2000) 9
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