Style of leadership in management
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The leadership style used in an organization is crucial in determining whether results desired will be achieved. Leadership is all about influence, it is a leader’s ability to influence subjects so they can realize they have common goals or vision. There are different aspects that influence the leadership style used in any work situation. A leader, must be in the position to identify and understand impacts that each factor has, as such, be in a position to adapt the most ideal style that can optimize the results desired.
Not being able to understand impacts of varying factors leads to inappropriate choices of style of leadership, which can be detrimental on the overall performance. For instance, in situations that are critical, a leader might choose to opt for the democratic style of leadership which can prove to be devastating. It might take long before one consults all parties that are involved in order to seek their opinion regarding the issue.
In the course of a crisis, autocratic leadership might be the most ideal in overcoming crisis and minimization of possible damages. There are numerous factors that influence style of leadership as well as behavior in the workplace, including the nature of decision, situation, the experience of the leader, organization culture, organizational structure as well as personality trait.
In all organizations, there tends to be a change in situations, sometimes from hour to hour and one day to the next. Every situation as well has numerous factors that influence it and these as well vary from one situation to another. Any leader that is successfully situational has the ability of diagnosing separate factors and they also possess the flexibility of adapting their leadership style to acquire positive outcome from all the factors that contribute to the overall situation (Harrison 23). For instance, in the situation of an emergency, autocratic leadership might be more favorable compared to democratic leadership since the urgency does not favor consultation much.
The nature of decision needed to be made has a great influence on the leadership style (Harrison 23). For instance, a simple decision, like where to go for a picnic might require a leadership approach that is more relaxed compared to making complex decision like organizational restructuring. The style of leadership is also influenced by the type of task that needs to be undertaken. For instance, in an organization where things are differently done after every few days, supportive style of leadership is more ideal, while coaching approach might be ideal where there are constant tasks, as such subordinates need to acquire experience that is relevant.
Harrison Jenney (24) made the observation that the past experience of a leader in dealing with situations, groups and persons can influence their leadership style as well as behavior to be adopted in the workplace. While leaders who are experienced employ different styles of leadership, realizing some of the set objectives in a given situation, inexperienced leaders might lack the confidence, skills and ability that is needed to use different styles of leadership in certain situations. Inexperience also drives a leader into adopting a leadership style that is not appropriate as such, affecting the end results.
There are also instances when the style of leadership is an extension of the personality trait of the leader. For instance, an outgoing or assertive person might incline in favor of direct communication with juniors through face to face confrontation. The case might be difference in the case of a reserved person who might opt for communication through telephone or writing to address subordinates opposed to addressing them in a face to face confrontation. Such a leader might also prefer one-on-one interactions with subjects rather than interacting with a group of subordinates.
Harrison (23-24) noted organizational structures and the methods of operation in a specific organization might dictate the style of leadership to be adopted by management. For instance, an organization that encouraged employees to contribute ideas is very likely to incline towards democratic leadership style while the one that emphasizes leaders to make decisions they feel are ideal, favors autocratic style of leadership