The success and failure of companies and organizations can often be traced to leadership. Leadership directly impacts the performance of management and their employees. It’s that trickledown effect that will ultimately determine the success of your organization. There are several specific leadership styles that executives and managers utilize to get the most out of their employees. The most widely discussed leadership styles are the democratic style, authoritarian (micromanagement), and delegative.
Leadership Styles
Democratic
The democratic form of leadership is typically regarded as
an effective form of leadership. Democratic leadership is often referred to as
a “participative” style of leadership. This style of leadership encourages the
participation of employees in the decision-making process. Organizational
decisions are often made on a “majority rules’ basis.
Positives
1. Increased Self-Esteem and Confidence- This
form of leadership involves the employees, and they feel like they are playing
a key role in the growth of the organization.
2. Increased Employee Morale- The democratic
process is also associated with higher employee morale, as they feel that their
voices are being heard by management.
3. Better Communication- This leadership style
also fosters more open communication between employees and management.
Employees feel more comfortable sharing new ideas without the fear of their
thoughts being shot down by management.
Negatives
1. Majority Rules -A majority rules mentality is not
always the smartest decision. The majority of employees may agree on a decision
that is not necessarily the best for business. For example, I wouldn’t
recommend using a majority rules approach when it comes to employee pay raises.
2. Added Confusion- Sometimes too many voices
and opinions can cause confusion. Ultimately, those who have a clear
understanding of the business implications should have the authority to make
the final decisions.
3. Too Much Information – Sometimes employees
have too much company information. Employers have to be careful not to disclose
too many trade secrets while maintaining an inclusive environment. It’s
important that managers find a way to encourage employee participation without
revealing too much information.
Authoritarian (Micro-Management)
This style of
leadership basically allows the manager to have (or attempt to have) complete
control over the work environment. Some may separate Authoritarian from
Micro-management, but I put them in the same group because they essentially use
the same methods. Authoritarian leadership is also referred to “Autocratic”
leadership. Authoritarian leadership places all of the decision-making power in
the hands of the manager or designated leader. An authoritarian leader typically
creates an environment of strict rules and very little flexibility.
Positives
1. Complete Control- Supervisors have control
over the entire decision making. This approach ensures that company decisions
are implemented exactly as they intended.
2. More “Hands On” Supervision- More direct
supervision and training by the supervisor can be beneficial to new employees
or those who have less expertise when it comes to specific job tasks. This
approach to leadership may also be most appropriate if major changes need to be
made due to employee incompetence or negative public exposure.
3. Quick Decision Making- Decisions are made
more quickly due to the lack of employee input. Certain situations dictate that
quick decisions be made and an authorization approach is the most appropriate.
1. Limited Participation- Authoritarian
leadership does not foster an environment where employees are allowed to
participate in any decision-making discussions. All decisions are made by
management without employee input.
2. Low Employee Morale- This type of leadership
is usually associated with low employee morale. Employees often feel that their
voices and opinions are not heard. They may also feel that they don’t have the
trust of management due to the constant supervision and rigid environment.
Low morale usually leads to low performance and high
turnover. Employees can’t perform well when they are constantly looking over
their shoulder in fear of management.
3. Limited Creativity- This leadership style
tends to stifle employee creativity. Employees may be less likely to express
any new ideas if they feel that management won’t listen.
Delegative
The delegative leadership style
allows employees to have more freedom to work as they please with little to no
guidance. This style of leadership is often referred to as a “Laissez-Faire”
leadership style. Decisions are left to the employees while management provides
limited supervision. The term Laisssez-fair is a French term that essentially
means to “allow to pass” or let go. Employees trust that employees can complete
job tasks on their own without a manager constantly watching over them.
Positives
1. Employee Convenience- Employees enjoy this
style of management because it allows them to work at their own pace and
accomplish job tasks without pressure.
2. Increased Morale- A delegative work
environment is also associated with higher employee morale. Employees that are
highly skilled and experienced enjoy this form of management because it allows
them to be more creative in completing job tasks.
3. Less Direct Supervision- Supervisors spend
less time hovering over employees to make sure they get their work done.
Instead, they delegate responsibility to employees which frees up time for
other duties required by supervisors. Of course, this is only a benefit if you
have a professional staff that can handle limited supervision.
Negatives
1. Less Production- Less supervision has its
drawbacks. Employees with less discipline will use this opportunity to slack
off or not work as hard as they would with a more hands- on supervisor.
2. Reduction in the Quality of Work- This is not
the best form of leadership when there are several new or less trained
employees. The lack of hands-on assistance can result in work that is poor
quality or done incorrectly.
3. Loss of Control- A delegative form of
leadership naturally reduces some of the control a supervisor or manager has
over the work environment. Managers have to trust that their employees can work
with limited supervision. This form of leadership can be disastrous with the
wrong employees. Employees that are not dedicated can take advantage of this
type of work environment.
