أ. شريف نايف عوايص

محاضر في ادارة الأعمال- رئيس قسم التسجيل - عمادة القبول والتسجيل

Leadership Grid

 

Leadership Grid

 

 

 

 

Leadership
Styles

Choosing
the Right Style for the Situation

From Mahatma
Gandhi and Winston Churchill to Martin Luther King and Steve Jobs, there can
seem to be as many ways to lead people as there are leaders.

Fortunately,
businesspeople and psychologists have developed useful, simple ways to describe
the main styles of leadership.

By
understanding these styles and their impact, you can develop your own approach
to leadership and become a more effective leader.

 We'll look at common leadership styles in this
article, and we'll explore situations where these styles may be effective with
your people

Adapting
Your Approach to Leadership

 In business, a leadership style called "transformational
leadership" is often the most effective approach to use. Transformational
leaders have integrity, they inspire people with a shared vision of the future,
they set clear goals and motivate people towards them, they manage delivery,
and they communicate well with their teams. (You can find out more about
transformational leadership at the end of this article.)

 However, leadership is not "one size fits
all" thing; often, you must adapt your style to fit a situation or a
specific group. This is why it's useful to gain a thorough understanding of
other leadership styles; after all, the more approaches you're familiar with,
the more tools you'll be able to use to lead effectively.

 Let's take a deeper look at some of the
leadership styles that you can use.

 1. Transactional Leadership

 This leadership style starts with the idea
that team members agree to obey their leader when they accept a job. The
"transaction" usually involves the organization paying team members
in return for their effort and compliance. The leader has a right to
"punish" team members if their work doesn't meet an appropriate
standard.

 Although this might sound controlling and
paternalistic, transactional leadership offers some benefits. For one, this
leadership style clarifies everyone's roles and responsibilities. Another
benefit is that, because transactional leadership judges team members on
performance, people who are ambitious or who are motivated by external rewards
– including compensation – often thrive.

 The downside of this leadership style is that
team members can do little to improve their job satisfaction. It can feel
stifling, and it can lead to high staff turnover.

 Transactional leadership is really a type of
management, not a true leadership style, because the focus is on short-term
tasks. It has serious limitations for knowledge-based or creative work.
However, it can be effective in other situations.

 2. Autocratic Leadership

 Autocratic leadership is an extreme form of
transactional leadership, where leaders have complete power over their people.
Staff and team members have little opportunity to make suggestions, even if
these would be in the team's or the organization's best interest.

 The benefit of autocratic leadership is that
it's incredibly efficient. Decisions are made quickly, and work gets done.

The downside
is that most people resent being treated this way. Therefore, autocratic
leadership often leads to high levels of absenteeism and high staff turnover.
However, the style can be effective for some routine and unskilled jobs: in
these situations, the advantages of control may outweigh the disadvantages.

 Autocratic leadership is often best used in
crises, when decisions must be made quickly and without dissent. For instance,
the military often uses an autocratic leadership style; top commanders are
responsible for quickly making complex decisions, which allows troops to focus
their attention and energy on performing their allotted tasks and missions.

 3. Bureaucratic Leadership

 Bureaucratic leaders work "by the
book." They follow rules rigorously, and ensure that their people follow
procedures precisely.

This is an
appropriate leadership style for work involving serious safety risks (such as
working with machinery, with toxic substances, or at dangerous heights) or
where large sums of money are involved. Bureaucratic leadership is also useful
in organizations where employees do routine tasks (as in manufacturing).

 The downside of this leadership style is that
it's ineffective in teams and organizations that rely on flexibility,
creativity, or innovation.

Much of the
time, bureaucratic leaders achieve their position because of their ability to
conform to and uphold rules, not because of their qualifications or expertise.
This can cause resentment when team members don't value their expertise or
advice.

4.
Charismatic Leadership

 A charismatic leadership style can resemble
transformational leadership because these leaders inspire enthusiasm in their
teams and are energetic in motivating others to move forward. This excitement
and commitment from teams is an enormous benefit.

 The difference between charismatic leaders and
transformational leaders lies in their intention. Transformational leaders want
to transform their teams and organizations. Charismatic leaders are often
focused on themselves, and may not want to change anything.

 The downside to charismatic leaders is that
they can believe more in themselves than in their teams. This can create the
risk that a project or even an entire organization might collapse if the leader
leaves. A charismatic leader might believe that she can do no wrong, even when
others are warning her about the path she's on; this feeling of invincibility
can ruin a team or an organization.

 Also, in the followers' eyes, success is
directly connected to the presence of the charismatic leader. As such, charismatic
leadership carries great responsibility, and it needs a long-term commitment
from the leader.

 5. Democratic/Participative Leadership

 Democratic leaders make the final decisions,
but they include team members in the decision-making process. They encourage
creativity, and team members are often highly engaged in projects and
decisions.

 There are many benefits of democratic
leadership. Team members tend to have high job satisfaction and are productive
because they're more involved in decisions. This style also helps develop
people's skills. Team members feel in control of their destiny, so they're
motivated to work hard by more than just a financial reward.

 Because participation takes time, this
approach can slow decision-making, but the result is often good. The approach
can be most suitable when working as a team is essential, and when quality is
more important than efficiency or productivity.

 The downside of democratic leadership is that
it can often hinder situations where speed or efficiency is essential. For
instance, during a crisis, a team can waste valuable time gathering people's
input. Another downside is that some team members might not have the knowledge
or expertise to provide high quality input.

 6. Laissez-Faire Leadership

 This French phrase means "leave it
be," and it describes leaders who allow their people to work on their own.
This type of leadership can also occur naturally, when managers don't have
sufficient control over their work and their people.

 Laissez-faire leaders may give their teams
complete freedom to do their work and set their own deadlines. They provide
team support with resources and advice, if needed, but otherwise don't get
involved.

 This leadership style can be effective if the
leader monitors performance and gives feedback to team members regularly. It is
most likely to be effective when individual team members are experienced,
skilled, self-starters.

 The main benefit of laissez-faire leadership
is that giving team members so much autonomy can lead to high job satisfaction
and increased productivity.

 The downside is that it can be damaging if
team members don't manage their time well or if they don't have the knowledge,
skills, or motivation to do their work effectively.

7.
Task-Oriented Leadership

 Task-oriented leaders focus only on getting
the job done and can be autocratic. They actively define the work and the roles
required, put structures in place, and plan, organize, and monitor work. These
leaders also perform other key tasks, such as creating and maintaining
standards for performance.

 The benefit of task-oriented leadership is
that it ensures that deadlines are met, and it's especially useful for team
members who don't manage their time well.

 However, because task-oriented leaders don't
tend to think much about their team's well-being, this approach can suffer many
of the flaws of autocratic leadership, including causing motivation and
retention problems.

 8. People-Oriented/Relations-Oriented
Leadership

With
people-oriented leadership, leaders are totally focused on organizing,
supporting, and developing the people on their teams. This is a participatory
style and tends to encourage good teamwork and creative collaboration. This is
the opposite of task-oriented leadership.

People-oriented
leaders treat everyone on the team equally. They're friendly and approachable,
they pay attention to the welfare of everyone in the group, and they make
themselves available whenever team members need help or advice.

The benefit
of this leadership style is that people-oriented leaders create teams that
everyone wants to be part of. Team members are often more productive and
willing to take risks, because they know that the leader will provide support
if they need it.

 The downside is that some leaders can take this
approach too far; they may put the development of their team above tasks or
project directives.

9.
Servant Leadership

This term,
created by Robert Greenleaf in the 1970s, describes a leader often not formally
recognized as such. When someone at any level within an organization leads
simply by meeting the needs of the team, he or she can be described as a
"servant leader."

 Servant leaders often lead by example. They
have high integrity and lead with generosity.

 In many ways, servant leadership is a form of
democratic leadership because the whole team tends to be involved in decision
making. However, servant leaders often "lead from behind," preferring
to stay out of the limelight and letting their team accept recognition for
their hard work.

 Supporters of the servant leadership model
suggest that it's a good way to move ahead in a world where values are
increasingly important, and where servant leaders can achieve power because of
their values, ideals, and ethics. This is an approach that can help to create a
positive corporate culture and can lead to high morale among team members.

 However, other people believe that in
competitive leadership situations, people who practice servant leadership can
find themselves left behind by leaders using other leadership styles. This
leadership style also takes time to apply correctly: it's ill-suited in
situations where you have to make quick decisions or meet tight deadlines.

 Although you can use servant leadership in
many situations, it's often most practical in politics, or in positions where
leaders are elected to serve a team, committee, organization, or community.

 10. Transformational Leadership

 As we discussed earlier in this article,
transformation leadership is often the best leadership style to use in business
situations.

Transformational
leaders are inspiring because they expect the best from everyone on their team
as well as themselves. This leads to high productivity and engagement from
everyone in their team.

 The downside of transformational leadership is
that while the leader's enthusiasm is passed onto the team, he or she can need
to be supported by "detail people."

That's why,
in many organizations, both transactional and transformational leadership
styles are useful. Transactional leaders (or managers) ensure that routine work
is done reliably, while transformational leaders look after initiatives that
add new value.

 It's also important to use other leadership
styles when necessary – this will depend on the people you're leading and the
situation that you're in.

Key
Points

 In business, transformational leadership is
often the best leadership style to use. However, no one style of leadership
fits all situations, so it helps to have an understanding of other styles.

The main
leadership styles include:

 1. Transactional leadership.

2.
Autocratic leadership.

3.
Bureaucratic leadership.

4.
Charismatic leadership.

5.
Democratic/participative leadership.

6.
Laissez-faire leadership.

7.
Task-oriented leadership.

8.
People/relations-oriented leadership.

9. Servant
leadership.

10.Transformational
leadership.

 By learning about the pros and cons of each
style, you can adapt your approach to your situation.

http://www.mindtools.com/pages/article/newLDR_84.htm

 

الملفات المرفقة

التقويم الأكاديمي

البوابة الالكترونية للنظام الأكاديمي

 

الأسئلة المتكررة

 

الأسئلة المتكررة

دليل الطالب التعريفي

خواطر

نحو مجتمع متكافل !

التعاون

هل نكره التعاون ؟

هل نحن نعيش حقا في مجتمع يساعد فيه الناس بعضهم بعضا , بدرجة تسمح لنا أن نقول أنه  قد تحققت فينا الآية الكريمة : ( وتعاونوا على البر والتقوى ولا تعاونوا على الإثم والعدوان ) , هل تحقق التعاون بمعناه القرآني في الحاجات وفعل الخيرات , أو كما في النص : ( بالبر والتقوى )

التقويم

Managemen

Motivation

Principles of Management

Time Management Skills

عمادة القبول والتسجيل

حفل تخريج الدفعة الثالثة

 

تابع أخبار الجامعة

 

Managers And Managing

Management Theories

Org.Enviorenment

Planning Function

 

Motivation

 

ERP-Process

Management Study Guide


بوابة مواقع أعضاء هيئة التدريس

الخدمات الالكترونية لأعضاء هيئة التدريس والموظفين

 

للتواصل

  064041221

sh.away[email protected]

إحصائية الموقع

عدد الصفحات: 713

البحوث والمحاضرات: 1345

الزيارات: 63291