Leadership Types and Styles
There is a great difference between a leader and a manager. Though these two have similarities or fall in the same category, it is said that a leader leads while a manager manages. Despite this fact, it does not imply a leader cannot be a manager or vice versa but when these two are compared, leaders are able to make excellent managers but managers, in most cases do not make good leaders. There are different styles of leadership that exist in different work environments. When carrying out these styles of leadership, it is supposed to be noted there are advantages and disadvantages associated with each style. Since this I the case, the culture existing within an organization depicts the kind of leadership style used. In some organizations, different leadership styles are a necessity and act dependently to complete any set duties. Having an idea regarding the kinds of leaders and style of leadership available, this paper aims to discuss the different kinds of leaders and leadership styles available within an organization.
By definition, leadership refers to process of persuasion through which an individual or leader induces into a group for purposes of pursuing the objectives held by the leader or those held by the followers (Iqbal, 2011). With this being the case, leadership style is the manner in which leadership process is conducted. The style of a leader is depicted in the manner they carry themselves externally and internally within the organization, how they view themselves, how they approach a given task that is supposed to be completed and how they manage themselves in the event of a crises among others examples.
The leadership style an organization assumes is manifested in the kind of organization run and its relationship with the society. For instance, if a leader is suspicious of the power they hold or maybe they are jealous, it is possible other members within the organization will follow suit by being suspicious and jealous. In the same manner, if a leader is welcoming and collaborative, similar attitudes will be reciprocated to the outside community as well as within the organization. Different styles of leadership are discussed in subsequent sections.
This style of leadership involves leaders who love doing all the work by themselves. It implies they have been bestowed with the power and as such, they make decisions and often do not involve others but rather, they give orders (Kippenberger, 2002). With this kind of leadership, the employees carry out what they are told to do by their boss and they never ask questions regarding why some decisions were made. An autocratic leader will usually uphold and maintain power through use of threats, punishments, rewards and intimidation among others. Autocratic leaders, whether an organization is running successfully or not, whether it is steering in the right direction or not, never concern themselves with the opinions of other people but instead, they count on their decisions only.
Such style of leadership is likely to prevent arguments that might arise as the result of deliberating on best approach or procedure of steering an organization. The effect of autocratic leadership within an organization is that other employees copy the leader’s traits and this leads to build up of distrust among them. Autocratic leadership is not in support of interrelationships but instead, focuses more on chain of communication and command which follows a definite process. Autocratic leadership might not always be negative and bad for an organization, at its best, that kind of leadership tends to create a secure and stable work environment and might also lead to effective leadership. However, it likely prevents new ideas, initiative or group development as every member within the organization knows they are expected to do and they carry it out without raising questions.
This is a form of management style where the leader is primarily interested in running of the company. Usually, with this type of leadership, what goes on or the process is not in the managers interests as long as the desired results are attained (Gallos, 2008). This kind of leadership is not focused on the need of employees of the organization fails to perform as is expected. The concern of the manager is the day to day running within the organization.
The effect of this kind of management is that despite the type of style applied, it is an excellent place to work in as long as things run as they are expected, the employees are assured of receiving their dues on time. The downturn to this form of leadership is the fact an organization lacks vision and can only operate in support of status quo. It also fails to notice technological changes and the preferences of customers.
This type of leadership understands the need for people within an organization. A democratic leader often places focus on the needs of employees and those of the organization. Usually, the democratic leader encourages members to contribute though they are the ones who make the final decision. In this kind of leadership, all members are able to participate towards steering the company forward and shaping the vision of the company. The advantage of this leadership style is the fact everyone expresses their opinion on how they think things should be done and the direction the organization is supposed to go. It is also in this kind of leadership that the leader is able to delegate responsibilities to others. The effect of this leadership type on the organization is that the leader delegates responsibilities to others. The effect of this leadership type on the organization is the fact it encourages good relationships within the company employees and aids in forming friendship. It also helps by making people feel valued when their opinions are featured in the company’s policy.
This leadership type involves every individual within the organization in leadership. The manager builds a collaborative approach where a discussion is posted and decisions made through involvement of all members of the organization. In this case, the leader does not on to power but rater, fosters a process that is collaborative and which empowers the rest of the group.
The effect with this leadership type on the organization is the fact it encourages all members of the organization to come as close as they possibly can to but the goals and vision of the company and gets rid of distrust that might occur between the administrators and line stuff (Wallace, 2009). With this being the case, a collaborative leader is one who is able to inspire action and commitment through development of vision, is able to lead as a problem solver and also facilitates models in solving issues, builds involvement that is broad based in running an organization and also sustains participation and hope.
The cons of this leadership type is that management roles are often neglected in favor of enhancing collaborative organization. Also, the process of decision making can be quite agonizing. As a result of collaborative nature, decision making takes a toll due to disagreements. This means consensus decision making becomes difficult especially when majority of the employees have differing opinions.
Transformational and Transactional Leadership
The leadership type described above can be classed as either transformational or transactional leadership. Transaction leadership is based on transactions. Meaning the leader in this case applies exchanges, punishment and rewards among other transactions. In this instance, the leader by assuming they pay the workers expect that they should perform as well. The transformation leader instills hopes and values to the follower and also directs them towards changing the company’s vision. In this they empower the employees. Transformational leaders also believe they have the ability of changing the world.
Choosing and Developing Leadership Styles
It is true some people are born leaders while others learn leadership traits. As a leader, it is of great importance to establish leadership skills that can be beneficial not just to the organization but the community. Despite this, it is important to note that most leaders use a combination of more than just one trait in an organization. It is also important to learn developing the skills required in various sectors in order to help one achieve the desired traits.
The first strategy to become a leader that is effective is evaluating ones personality and past experience. This helps one change if they think that in the past, they were ineffective. Being honest with oneself also makes it possible to make honest assessment of which includes stripping facts that hinder an individual from being an effective leader and insecurities. Therefore, some of the questions an individual is supposed to ask include whether they patient, organized and willing to place trust in others or whether they have the urge to always be in control. Answering such questions helps determine leadership issues.
Another aspect to consider is the needs of the organization. This is of great importance as it helps one determine the best style to use in the management of the company. Also, it makes it possible to adapt. Also, it provides the opportunity to learn how to be a good leader from others. Observing and asking how other leaders in the past have fared in their position of leadership makes it possible to gather information on how to become an effective leader. In this instance, one can find a mentor from a successful leader who might be admired by many and who talks about being a successful leader. A person that aspires to be an effective leader should also anticipate change and at the same time, carry out research on what makes one a success leadership in the actual situation.
Leadership styles depend on an organization’s nature and the type of leader. It is supposed to be noted that a leader can adopt any of these traits based on the setup of their organization. The major types of leadership styles include the managerial, the democratic, the autocratic and the corroborative styles of leadership. Finally, it is crucial to note that leadership can be learnt while in certain cases, leadership traits can be inborn in certain individuals.
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Gallos, J. V. (2008). Business leadership: A Jossey-Bass reader. San Francisco: Jossey-Bass.
Iqbal, T. (2011). The impact of leadership styles on organizational effectiveness: Analytical study of selected organizations in IT sector in Karachi. Munich: Grin Verlag.
Kippenberger, T. (2002). Leadership Styles. Chichester: Capstone Pub.
Wallace, Earl C. (2009). The Three-dimensional Leader: Negotiating Your Mission, Resources, and Context. Tate Pub & Enterprises Llc.
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