essay writing on leadership styles

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Effective Leadership Styles and Its Roles

Introduction.

The world is always changing, and so do the principles and approaches to management. New Science offers a range of methods that help managers to run organizations more effectively. According to Wheatley (2006), the world evolves when people interact with it. She states that it is more important to explore the world than to make conclusions. Hence, modern organizations should adapt to changing surroundings to comply with the customer’s demands. A supervisor’s role is to allow freedom, share diverse information, and create a disturbing environment to ensure the organization’s development.

A new approach to running organizations requires a new way of thinking. Wheatley (2006) believes that changes in organizations play a crucial role in their development and achieving success. For this purpose, a leader should look at the whole system, not only its parts. An effective leader possesses emotional intelligence and has certain thinking habits (Higgs and Dulewicz, 2016). For instance, a common rule for all supervisors should be to avoid extreme and negative thinking. The world is complex, and it would be wrong to see it as black and white, especially when running an organization. Negative thoughts are highly destructive, and a successful manager should avoid them.

It is also a necessary skill for a leader to admit one’s errors and accept responsibility for mistakes. It would be inappropriate behavior to blame other people for their defects. Every person has a right to be imperfect and make mistakes, and leaders should be able to understand people and forgive them. Wheatley (2006) points out that chaos can bring order to organizations. So, effective leaders should encourage freedom and disturbances in companies. This practice could allow stakeholders to have a flexible mind and adjust to the customer’s requests. Wheatly (2006) also states that people have data in the modern world but do not know how to use it. It seems to be an essential skill for managers to translate data into information and then organize it. When managers and employees know how to use data and organize information, it ensures the enterprise’s success. Another important element of all organizations is changing. Therefore, it is essential for supervisors to know how to introduce it.

It is of paramount importance for a leader to look at a situation from different angles and do not make hasty conclusions. Moreover, it is better to concentrate on one thing at a time and organize tasks on the priorities. The thinking habits and styles mentioned above are believed to shape a leader’s behavior and tactics as they are closely connected (Curtis, 2020). An effective manager is always ready for changes and encourages freedom and independence. Moreover, they are able to see an organization as an indivisible whole and not as separate parts. It is also important to provide workers with information as its absence may lead to misunderstandings.

All in all, New Science reflects on a new approach to effective leadership and proposes methods and practices that can help organizations to gain success. In her book, Wheatley covers New Science’s main ideas and states that they can be used to make an enterprise more productive. From her perspective, a leader should always welcome changes, promote independence and freedom, and develop certain thinking habits. It is believed that chaos is beneficial for organizations as it can establish order. Therefore, a supervisor should encourage disruption because it may cause resilience and development.

Curtis, G. J. (2020). Follower‐rated leadership styles, leader behaviors, and leaders’ thinking styles: A test of the cognitive experiential leadership model. Australian Journal of Psychology.

Higgs, M., & Dulewicz, V. (2016). Developments in leadership thinking. In Leading with emotional intelligence. Palgrave Macmillan, Cham, 75-103. 

Wheatley, M. (2006). Leadership and the new science: Discovering order in a chaotic world. Berrett-Koehler.

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Types Of Leadership Essay Examples

Type of paper: Essay

Topic: Leadership , Management , Workplace , Employee , Community , Democracy , Organization , Decision Making

Published: 12/28/2019

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Every country, institution or organization needs a leader in order to well execute its functions and meet objectives. A leader is a person who through his/her position, influences others towards the achievement of the set objective(s). They do this by setting examples others are supposed to emulate, providing the necessary environment and giving directions of what and how things are supposed to be done. A good leader is expected to possess not one, but preferably most of the following qualities; integrity, humility, dedication, magnanimity, creativity, openness, fairness, assertiveness, sense of humor (Northouse, 2009). This is not all, leaders are expected to have many more good qualities. Some even consider physical attributes like being tall, athletic and many others as essential leadership attributes. Different leaders adopt different leadership styles. Leadership styles are broadly classified into three broad categories. Democratic leadership, autocratic leadership and laissez faire style of leadership (Northouse, 2009). Democratic leadership style is where members of a group are allowed to actively engage in the decision making process. This is achieved through the permission by the leader of the group to the members to voice their opinion without fear of victimization. A key characteristic of this style of leadership though, is that the leader retains the overall power to make the final decision (Northouse, 2009). He can, therefore, choose to ignore all of the suggestions, include part of the suggestions in his final decision or include all of the suggestions in his final decision. Its advantage is that it creates more commitment by the members thereby increasing productivity. Its major disadvantage is that it consumes a lot of time and very tedious as people have different views on many matters. Autocratic leadership is where the leader assumes absolute power over other members of the organization or group. His ideas have to be followed, there is little flexibility if any in decision making and the leader is likely to use force to achieve goals (Northouse, 2009). This style is very demoralizing to staff. Its advantage is that it may make employees more proficient in their task as there is no time for any arguments but work only. Its disadvantage is that it frustrates employees and there is no flexibility in decisions, so a company may end up having zombie employees. This will greatly reduce their productivity Laissez faire is a leadership style that is also commonly referred to as hands off leadership. Here, the leader delegates almost all of the decision making to the subordinates or those managers below him/her (Northouse, 2009). The advantage of this style of leadership is that it promotes innovation at the workplace as different minds come up with different ideas, as opposed to only the leader. Its disadvantages include the leader losing all his control and the subordinates feeling not adequately compensated because they are the ones who generate all the ideas in the organization. The case of the newly appointed sergeant is a classic example of autocratic leadership. His every order must be followed and those he commands do not have a say in the decisions. They only have to execute them. The chat that occurred later between the two officers on patrol clearly shows that the officers did not like this kind of leadership; they wanted to be allowed to atleast have their opinions heard before any decision was made.

Most suitable leadership style- situational leadership approach

All of the above mentioned styles come with their pros and cons. They also suit a specific situation in order to be effective. The democratic leadership style is most suitable where the leader has a well experienced team of experts whose opinion he can trust. The laissez faire style is most applicable where the leader is not well informed about various matters that require decision making and must depend on his well trained and experienced group of lower managers. Autocratic leadership is most suitable for stressful jobs, where the staff prefer to be told exactly what they have to do and how. The organizational environment is dynamic and therefore not one of the specific situations above may last long enough to require a specific leadership style ( Zervas & Lassiter, 2007). A somewhat hybrid of the three mentioned leadership style is necessary. The situational leadership approach may be the answer. The situational leadership approach links the effectiveness of a leader to the prevailing working environment (Gupta, 2009). It requires that a leader adopts a different style of leadership according to the task to be done. He can be democratic, autocratic or laissez faire depending on the circumstance. The leader will be required to use his intelligence to know how to get the most out of his employees given the prevailing conditions and task to be done.

A good leader makes good institution and vice versa. Leadership must also be distinguished from management. While management is a profession, many people believe that leaders are born and not made.

Gupta, A. (2009). Situational Leadership. PRACTICAL MANAGEMENT. Retrieved from http://www.practical-management.com/Leadership-Development/Situational-Leadership.html Northouse, G, P. (2009). Leadership: Theory and Practice. SAGE Zervas, C. & Lassiter, D. (2007). Leadership Style: Is There “One Best,” Or Is Flexibility Worth Developing? Leadership Advantage. Retrieved from http://www.leadershipadvantage.com/leadershipstyle.html

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Different Types of Leadership Styles Essay

Issues faced by martin quinn.

Management concerns focus on how things get done by the subordinates. Martin admits that Erik Rasmussen brought about mixed results in the company. Martin Quinn is facing three issues concerning demands, constraints and choices. These issues are most likely to affect his choice of action regarding Erik. Firstly, demands are necessary duties, activities and responsibilities that come as a result of managerial position one occupies.

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Demands involve standards, objectives, bureaucratic procedures, and conducting performance appraisals. Martin must evaluate the mixed performance of Erik. Martin knows Erik changed the company’s performance, managed to reduce cost, but issues concerning staff morale and customers’ complains were on the rise. He is wondering whether Erik should take some midcourse in order to know operational details of the company products and services (Yukl, 2010).

Secondly, Martin faces issues concerning constraints. Constraints include both organizational and external issues influencing what a leader can do. Constraints include rules and other forms of regulations. Organizational resources availability also forms part of constraints. Martin must decide how to handle both the internal and external constraints. Internally, he must handle Erik and untrained representatives (personnel) and deals with external factors such as complain arising from customer due to wrong information given by the staff who are inexperienced or sounded rushed (Adler, 1997).

Lastly, Martin has to deal with issues of choices. Choice presents an opportunity for Martin to decide what and how to act in the case of Erik. However, this choice may be limited by demands and constraints. Martin had objectives for choosing Erik to replace Evelyn. He wanted to cut cost in the labor intensive department of customer support. Martin finds evaluating Erik hard because of the mixed performance he had achieved as a manager. Martin has to decide on what strategies to use to pursue the departmental objectives, work aspects, delegation of responsibilities and how to influence decisions and staff. As a leader, Martin must follow the company’s policy in his evaluation of Erik’s performance.

Leadership styles of Evelyn Gustafson and Erik Rasmussen

Leadership is a role oriented necessity for managers. This is the main reason why managerial positions are in place, and as such their different types of leadership styles exhibited by various managers. Erik and Evelyn show different leadership styles based on experience and personality. Erik is a task-oriented leader. He does not spend his time doing what his subordinates are doing. Erik is mainly concentrating on work-related issues such as planning, giving work schedules, looking into subordinates’ activities and providing necessary equipment such as software to measure performance. He guided the staff in achieving high and realistic set targets.

On the other hand, Evelyn is a relations-oriented leader. She is more supportive and mindful with subordinates. She is showing trust, confidence, friendly, considerate and understands the staff problems. Evelyn is also helping the staff to develop and further their careers through the training she offers them. She likes keeping her staff informed of what is happening in the industry. Evelyn even allowed autonomy on how her staffs were doing their works. These came with show of appreciations and recognition to the staff. She even fought for higher pay in her department. This is the only way she could appreciate staff contributions and accomplishments. Evelyn is treating her staff in a supportive manner to build and maintain their senses of personal and job importance. Evelyn focus was on her staff. She had a low concern for job performance and achievements (Bryman, 1992).

The relative strengths and weaknesses of the two leadership styles

Each style of leadership exhibits strength as well as weakness. Evelyn demonstrates the strength in managing people. She had a well satisfied staff, and the turnover was low. She encouraged training and career growth in staff. However, Evelyn was too friendly to her staff. This negatively impacted on the production and efficiency of the company while keeping them at a higher cost. Her staff enjoyed too much freedom. Evelyn leadership style tends to avoid facing issues of poor performance among staff. She rather not gives negative feedback to her staff so as to maintain personal relations (Cavaleri, 1996).

Erik leadership style is productivity based. He has no time to accommodate staff feelings. He managed to increase performance and cut down on cost. However, Erik dominated his subordinates. His style of leadership affected staff morale. Therefore, staff developed a sense of insecurity in their duties. Customers’ complains also increased because Erik reduced the number of training and involved more inexperienced staff. He did not encourage staff career growth and independent decision-making process.

Actions to resolve the current situation

The situation at the company presents mixed results. Since Erik is a first time manager, Quinn needs to help him develop his management skills on the relationship with his subordinates as drives performance. Therefore, taking a midcourse is a necessary activity for Erik. This company should also have a succession plan in place to ensure the smooth continuity. Quinn’s focus on customers’ complains must also be taken into account. This will ensure that they retain their customers. Erik only needs to be assertive in his duties.

Adler, J. (1997). International dimensions of organizational behavior. Cincinnati, OH: South Western College Publishing.

Bryman, A. (1992). Charisma and leadership in organizations. London: Sage.

Cavaleri, S. (1996). Managing in organizations that learn. Cambridge, MA: Blackwell Publishers.

Yukl, G. (2010). Leadership in Organizations, 7 edition. New Jersey: Prentice Hall.

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