The 3 Main Types Of Leadership Styles In

Sales-Management In the business world, there are lots of different types of leadership styles that a leader or manager can choose to use. Different styles of leadership might be more appropriate to different circumstances, depending on a business’ goals, the industry it operates in as well as the skill-level of the workers that it employs, among various other factors. At the end of the day, choosing the correct type of leadership style is imperative: in the most basic terms, it could help to destine the success or failure of a business. Psychologist Kurt Lewin characterised three main types of leadership styles: autocratic, democratic and laissez-faire. Descriptions on what each of them are, their individual pros, their cons and also their best, practical uses and implementations in business are listed below. Autocratic Leadership Autocratic leadership (a.k.a. authoritarian leadership) provides all control to the leader, meaning that they are fully responsible for the decision-making process. Therefore the leadership team provide the staff with the details of what needs doing, whose own ideas may be shunned or simply ignored. Pros: This type of leadership style works well in industries and .panies where speedy decision-making is important, when there’s no time to check with staff for their input anyway. It’s also effective on members of staff who may not possess the skills or knowhow to sort out their own individual workloads. Cons: Employees may feel unimportant or ignored, which could affect motivation and employee satisfaction. Creativity could also be.e negatively affected, as members of staff will not be given any room to innovate. Best used: When getting the job done in a particular way is much more important than creativity and staff participation. Democratic Leadership Democratic leadership (also known as participative leadership) gives some decision-making powers to the group (i.e. the other members of the team), but ultimately the final decision will still belong to the leaders – staff members simply have a chance to provide their opinions and re.mendations going forward. Pros: Team members will feel more wanted, with the added responsibility and the fact that their opinions seem to matter. This in turn will result in a greater level of motivation. Cons: With more people included, decisions might take longer to implement. This may be ok when things can take time, but be.e more of an issue when decisions must be made in a hurry. Best used: When stuff does not need to be done straight away and creativity and innovation are crucial factors. Laissez-faire Leadership Laissez-faire leadership (also known as delegative leadership) virtually gives all control to the staff to manage themselves. The leaders at the top take a mostly supervisory role, leaving the team to make the decisions and to manage their own workloads. Pros: Employees will feel rather important with the high levels of responsibility, as they will be given independence in what they do. Cons: If the laissez-faire leadership style is implemented on someone who’s not that good at sorting out their own work then productivity could plummet. Also, there’s the issue that the leaders will appear to be lazy and that they do not want to be included in the goings-on of the workplace. Best used: When team members are sensible enough to be in control of their work, as well as when their independence is a positive and beneficial factor, instead of them being instructed what they can and can’t do. About the Author: 相关的主题文章:

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